Organisational Behaviour Trends Analysis Essay Example

to maintain the status quo in the culture of the organization, specific behaviors are utilized to achieve this end. With the basic context of organizational behavior defined, Furnham (2004) is able to expand understanding by examining the manner in which the organization impacts the life of the individual.

According to this author, the organization is a principle source for human interaction. As such, researchers examining the issue of organizational behavior have been highly interested in how the specific culture created by the organization can impact the overall behavior of the individual. In this context, the specific issue of how the organization influences behavior of its employees becomes an issue of paramount concern. Organizations that are able to influence individual behavior toward the objectives of the company are able to maximize the utility of human capital.

Organizations that can effectively achieve this goal waste considerable time and money. With this in mind, it is evident that how organizations achieve these ends is essential to understanding this process. When examining the specific methods that organizations use to effectively control the behavior of their employees, it would seem feasible to argue that organizations that are successful toward achieving their strategic goals have taken positive steps to achieve this end. By the same token, one could also argue that organizations that have not achieved their goals utilize negative paradigms that impact employee behavior.

Even though this argument makes logical sense, researchers examining the success of the organization in the framework of organization behavior note that this is not always the case. For instance, Sugarman (2001) argues that coercion can be used by leaders in the organization to ensure the

compliance of individual employees. Although coercion can be an effective means for motivating employees toward achieving a specific strategic goal, it is clear that this process is one that does not create positive interaction between the organization and its employees.