Organisational behavior a systematic study of the actions and reactions of individuals

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Organisational behavior is a systematic study of the actions and reactions of individuals ,groups and sub systems that endeavors to understand ,explain, predict and change human behavior that occurs in the organizational context.

JOB-is the sum total of an individuals assignment and the work place

TASKS-are the various activities that need to be performed to get the job done.

TECHNOLOGY-is the mechanism through which the raw input is converted in to finished goods

STRUCTURE-refers to pattern of roles, authority, and communication that determines the coordination of the technology and people with in an organization

PROCESS-is the way things get done

Implementation and analysis of organizational behavior theories in to Google's organizational culture .

A company's free organizational culture place a very important role in its victory. Google was one of the few companies that successfully blended technological innovation with strong organizational culture.

Main factors/HRM procedures that organizational behavior contributed to the success of the Google?

Google is one of the majority flourishing internet based industr .

The achievement of the google is fixed on its exceptional organizational practices and core competencies.

Google formulae of accomplishment are not only its knowledgeable expertise but also its insistent ability to come up with both inventive and profit oriented projects.

The inventive ability of Google combined with incorporated process in the supportive culture creates sustainable competitive benefit.

For instance ,Google describes as investigate engine leader to facilitate create latest fangled opinion by physically powerful speed or what they call the" 70-20-10rule" where the staff predominantly engineers are buoyant to use 70%of their functioning time on top of central trade functions,20% on related business functions ,and 10% on areas completely of their own choice.

The Googlers are aggravated to put in their suggestions, thoughts, or no matter which that pertains to possible income gaining actions all the way through a range of means like meetings, intranet, and additional forms of message.

Team work is another main factor for Google achievement. it is confirmed that engineers effort in teams in doing projects. The teams have whole independence relating to their projects and the habits in which they will attempt on it.

Organizational communication is also a core means of Google. Communication serves four most important functions with in a group or organization as well as control, motivation, emotional expression, and information. This serves as the lane through which ideas , suggestions, and in sights that would potentially produce alter and innovative features within the organization or discussed.

On the feature of HRM, Google has a distinct employment method that is surrounded on the improved significance on appreciated intelligence and mind power more than experience.

Major factors that make a payment to the extraordinary achievement of google are the capability on the way to innovate, exceptional teamwork in the middle of Google's, flourishing message process, and distintinctive service events. These are given critical factors and core competencies that make up the successful organizational.


Teams and groups in the organization plays a very important in the behavior of the organization. For every success and failure in the organization teams and groups play a major role. some groups and teams within the organization function effectively while other dysfunction. The employ of groups and teams inside an organization have enlarged on a universal scale in current years.

Group: A number of people who interact with one other are psychologically aware of one another perceives themselves to be a collection.

uniqueness of groups:

Group consciousness

A sense of shared purpose and identity

Shared communication and net work

Shared goals



Groups play a very important role on organizations. Groups are an essential feature of the work patterns of organizations.


There are two types of groups:

Formal groups

In-formal groups

Formal groups:

Formal groups are created to achieve specific managerial objectives as well as be worried through the management of work activities

Formal group include command groups, task groups, affinity groups

Command groups are usually included in the organizational chart

Task groups is created to perform specific task

Affinity groups is created for new product development

Formal groups tend to be relatively permanent, although there may be a change in the membership of the team

In-formal groups:

In-formal groups serve to please the emotional and communal want of group members not connected essentially to the farm duties to be undertaken

In-formal groups includes friendship groups and interest groups

Friendship groups arises out of the cordial relationships among members and the enjoyment

They get from being together.

Interest groups are organized around a common activity or intrest.

They may be based on individual relations and association be able to hack across the official arrangement of the organization

TEAMS: A team is a collection of people planned to work to gather interdependently and helpfully to gather the requirements of their clients by accomplishing a principle and goals. Teams are created for both long period and short period communication.

Team work can increase competitiveness by -

Improving productivity

Improving quality and encouraging innovation

Improving employee motivation and commitment

Types of teams:

There are different types of teams exist in organizations today. Some evolved naturally in the organizations others have been formally created at the suggestion of enlightened management. The most common type of teams are quality circles, problem solving, virtual teams, management teams.

Quality circles:

Quality circles are minute groups of workers as of the similar job region who frequently meets to talk about and advise solutions to occupation lay problems.

Problem solving:

Problem solving teams are temporary teams establish to attack specific problems in the work place.

Virtual teams:

Teams where the major interaction amongst members is by various electronic information and message procedure

A potential future compromise between fully fledged teams and well managed teams.

Management teams:

Consists of managers on or after a range of areas; they manage work teams.

variation connecting groups and teams:


Limited in size

Medium or large in size



Shared or rotating leader ship

Perception-solo leader ship

Mutual knowledge and understanding

Focus on leader

Style-role spread co-ordination

Style-convergence conformism

Spirit of dynamic interaction

Spirit of togetherness


Motivation refers to the psychological forces that determine the direction of peoples behavior, their level of effort and level of persistence. Motivation is an internal state that directs individuals toward certain goals and objectives.

Sources of motivation:

Extrinsic motivation:

Related to tangible rewards, e.g salary, security, promotion, conditions of work

Intrinsic motivation:

Related to psychological rewards, e.g. a sense of challenge and achievement, receiving appreciation

Management and leadership plays a major role in the behavior of the organization, now we will see the relation they have towards there groups and teams.


Management is about changing behavior and making things happen, it is an everyday activity involving interactions between people. Management is defined as the process of achieving organizational effectiveness with in altering surroundings by matching competence, efficiency and fairness, obtaining the majority from incomplete resources, and functioning with and through other people.

Elements of management:







Leader ship is a matter of making difference and is a combination of persuasion and compulsion that results in making people do things they might not otherwise have done.

Good management leadership helps to develop team work and the integration of individual and group goals, it aids intrinsic motivation by emphasizing the importance of the work people do and Emphasis on interpersonal behavior in a broader context.


In the organization the term leader seems to be halo affixed, whereas the phrase manager is seen to have incredible of sigma. Leader establish direction for group and gain the group members commitment and motivate them to achieve goals to move in that direction, whereas manager brings to brain less-charismatic persons annoying to construct people in to more competent device in the business engine.

Considering the definition of management we can see that leadership is actually a sub-category of management.

Applying these concepts for manager and leader in the setting of a team, we find interesting results: If there is a team leader that is apparent to be undisturbed by means of the team member requirements, or has a individual plan more significant than the team's goals, then the leader is apparent to be more of a "manager" and becomes separated from the team members. Conversely, the team leaders most accepted and faithfully followed are persons who demonstrate worry for the team members as folks with actual requirements, and are persons who put "The reason" of the group above their own personal schedule.