A firm’s resources include financial (revenue, equity, etc.) and physi- cal (buildings, machines, technology) resources, but they also include resources related to organizational behavior, such as the knowledge, ability, and wisdom of the workforce, as well as the image, culture, and goodwill of the organization. Micro themes - the psychological principles that govern leadership, motivation, decision-making, negotiation and creativity. Macro themes - the sociological, cultural and institutional factors shaping organisational structures and systems, inter-organisational relationships and networks. Meso factors - these focus on teamwork, group dynamics, organisational culture and personal identity.
http://ehis.ebscohost.com.ezproxy.liv.ac.uk/eds/detail?sid=5024310c-3544-4dcd-a673-860dc6f262e0%40sessionmgr115&vid=1&hid=110&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#db=cat00003a&AN=lvp.b2637299 Organisaions work towards achievement of common goal
Personality stable individual traits attitudes and beliefs (psychology) Identity experience of society and social gropis sociology or social psychology.
COSTEA, B. and CRUMP, N., 1999. Introducing organisational behaviour: Issues in course design. Education & Training, 41(8), pp. 403-415. ts domain is vast, highly imprecise in nature,
dealing with the "immaterial", the "soft" or "human" side of business life - thus allowing no true mathematisation or purely scientific demonstration on the basis of some logical empirical process of induction. It is also a key feature of study in this field that ideas, models, theories are elaborated from within different social science paradigms. Scholars write from very diverse backgrounds: sociology, anthropology, psychology, psychoanalysis, ethnomethodology, economics, history, etc. The syntagm "organisational behaviour" seems to denote a domain of research rather than a relatively unitary body of disciplinary knowledges like mathematics, statistics, or economics.
Them and us Culture.
O’conner and annison’s(2002) study of a community hospital in USA At he hosp. medical staff saw themselves as different from top level authorities,leading to an ‘Us’ and Them Atmosphere and this conflict led to unproductive and costly battles which eventually runed the working of the hospital.(O’conner and annison’s 2002, cited in Understanding identity & organizations / Kate Kenny, Andrea Whittle & Hugh Willmott.)
If we focus on this us and them divide ,in contrast to this we can find similar issue with most of the organisations . It leads to strregnthing of one Group and feeling of disidentification with other group(Understanding identity & organizations / Kate Kenny, Andrea Whittle & Hugh Willmott. ).
To furthermore support this view we can go through the famous Standford Prison experiment (see http://://www.prisonexp.org) whereby students were divided in prisoners and prison guards,previously they were a part of same group(class-mates) but suddenly they saw themselves as members of rival grps Their behavior was fully diverted .
Therefore, In organsations also if members acquire themselves as a part of the organization within the hierarchy with less level of differences Organisation can achve its goals. Apple Inc. and Google Inc. Recent and most perfect examples of companies who understand their organization and thy have structured it in a way which automatically generates an ethical structure where communication,hierarchy,motivation status and leadership are key aspects of their organizational success http://www.google.co.uk/about/company/facts/cultureapp– Googlers ask questions directly to Larry, Sergey and other execs about any number of company issues. Our offices and cafes are designed to encourage interactions between Googlers within and across teams, and to spark conversation about work as well as play.
Useem, J. “Apple:...
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