Organizational Behavior Ã¯Â¿Â½ PAGE Ã¯Â¿Â½5Ã¯Â¿Â½
October 12, 2006
According to Shermerhorn, Hunt, and Osborn (2005), "Organizational behavior is the study of human behavior in organizations." For a long time, people have been trying to break down management into a science. The early studies focused mainly on the physical conditions of the work environment. Over time, it became apparent that the focus should be put on the people within organizations. The study of individual attitudes and the interaction between managers and employees has brought about many breakthroughs in the study of management. Today's workplaces not only strive to make working conditions better, they also want to improve the way individuals relate to each other (Shermerhorn, Hunt, and Osborn, 2005).
Organizational culture is described as "the shared beliefs and values that influence of organizational members" (Shermerhorn, Hunt, and Osborn, 2005). When an organization has a clear set of values and they hire employees that are willing to adhere to these values, there is a better chance for success.
Some of the values that are important for the success of an organization are: teamwork, high performance expectations, taking risks, and innovation (Shermerhorn, Hunt, and Osborn, 2005).
One of the most important values for modern organizations is embracing workforce diversity. For the concept of workforce diversity to be implemented, employers must enforce policies that ensure the hiring of different types of people. This does not indicate that people are hired based on their differences. The basis of the concept is the beliefs that hiring people based on their abilities will ultimately render a workforce of people with all different backgrounds. Workforce diversity is a good choice for a number of reasons. Hiring a diverse group of people shows that the company is socially responsible.