Our text defines organizational behavior (abbreviated OB) as a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organization’s effectiveness. As managers accomplish their work through others, OB provides the tools for guiding the productivity of others, predicting human behavior at work, and the perspectives needed to manage individuals from diverse backgrounds. As a manager or member of a senior management team, how will an understanding of OB assist you in identifying root causes of organizational issues? How might knowledge of organizational theories and concepts help you improve organizational effectiveness?
It is very important to understand organizational behavior as amanger because it is part of the job that managers do. Management has a lot to do with understanding people and how they work. Organizational behavior can be looked at as the studying of individual behavior or group behavior within the workpalce. OB can be helpful when trying to motivate workers to perform efectively as possible. While a manager must understand organizational behavior they must also understand the people that work for them. This can play a big part in improving organizational effectiveness.
An understanding of OB will assist managers or members of management teams in identifying root causes of organizational issues because they will know not only the goals that they are trying to achieve, but also the processes put in place to achieve them as well as the motivations required. All of this knowledge helps managers to determine how to keep their teams on track.
Organization effectiveness can be improved through organizational theories and concepts by programs designed from the gathering of data to promote better work quality, home life balance, and conflicts, etc.
By utilizing organizational behavior (OB), managers and administration are provided a roadmap/backdrop for working with employees. A manager who is able to relate to their staff on a humanistic level and show that they are relatable, while providing a culturally diverse and safe & secure setting significantly helps to improve staff morale and in turn boosts staff productivity. However, as a manager it’s not enough to have the humanistic skills, they also must have the technical and conceptual skills. A manager who actually has the abilities and technical skills to do the job- puts more trust and value and feedback from their staff. Conceptually a manager needs to be able to step-back from a situation, and analyze how to problem solve as problems arise from staff to the actual that is being delivered. It is important to note that it is not enough for a manager to have just one of these skills; they need to have all three as each of them affect one of the other and can determine whether or not a company will be successful. At the end of the day, if the staff are not happy and or unproductive- the manager needs to find out the cause and how evoke change within the workplace.
It is important for management to incorporate a systematic study, by utilizing evidenced based practices to improve predictions of behavior over intuition alone. OB recognizes and understands that people are different and working within this frame of mind, OB uses a “contingency framework, using situational variables to explain cause-and-effect relationships” (Robbins & Judge, 2015).
As mentioned in the discussion forum, OB investigates how people think, act and feel- but on a corporate level or organized setting. According to (Kanigel, 1997), OB is considered to be a timeless field- even though the introduction of technology has caused the workplace to rapidly change from factory production lines, to hospital and Electronic Health Records; however, the field is considered to be “timeless” because no matter what the fundamental issues always remain the same:” the nature of leadership, how to motivate people, how to resolve interpersonal conflicts, and how to develop effective teams.”
Kanigel, R. (1997). The one best way: Frederick Winslow Taylor and the enigma of efficiency. New York: Viking.
Robbins, S. P., & Judge, T. (2015). Organizational behavior. Upper Saddle River, N.J: Pearson/Prentice Hall.
OB can help you identify problems within an organization by giving you a better understanding of people’s interactions with each other at work and also what people might be dealing with outside of work. OB can help ensure you hire the right people to perpetuate the environment that you want within the company, not only for the workers to participate in, but also for the public to perceive. Having the proper people within the company is as if not more important than having a good product.
Having an understanding of society and group interactions will increase work flow efficiency by being able to place the people with the right personalities in the right job, but also by understanding what sort of working environment will increase work flow the best. Being the manager it is also your responsibility to set up proper training, development and growth plans for each employee. Understanding what people are looking for in a working environment can help you identify those that are most likely to stay long term with your company and would be best suited to develop for supervisor positions.
A thorough understanding of organizational behavior is an important step in becoming an effective manager, no matter the type of organization being lead it is the ability of the manager to harvest the power of those he leads which will ultimately make the mission and goals set forth reachable. The core topics of organizational behavior include such things as motivation, interpersonal communication and work design. (Robbins & Stephen, 2015 p. 11) These and other topics help the manager understand the causes of many different issues within the organization, and also aid in the creation of strategy that guides the organization through it’s day to day operation. An added benefit of the understanding of organizational behavior is the predictability of these behaviors, which allows managers to act on information while being able to engage in evidence based management.
The knowledge that the understanding of organizational behavior theories and concepts provides will prove to aide in organizational effectiveness through an increased ability to adapt to the needs of your organization. Due to the increasing diversity found in the workplace the job of leading has become harder. While the job is harder, there are ways to use information to your benefit in order to achieve organizational goals while making subordinates also feel as though their needs and concerns are being addressed. By meeting the needs of all the stakeholders the organization boosts it’s effectiveness and ensure progress into the future.
Robbins, & Stephen, J. (2015). Organizational Behavior: Student Value Edition. Pearson College Div.
As a Department Head having a better understanding of OB will assist me n improving my department by assisting in the development of my staff. With me understanding OB and digesting concepts will improve my management skills. Communication, Human resource management along with networking within the property will assist me in identifying weaknesses within my staff and myself.
Being a Hotel Manager especially a Guest Services Manager we are the first and last people a guest sees. W can make a good situaton better or just make the guest experience just bad from start to finish. With an improved knowledge of OB theories and concepts I can impart knowledge to my team and seek ways to improve their teamwork thus improving the guest experience.
Understanding Organizational Behavior will help with many properties of identifying affecting causes within the organization. It is having the knowledge of Behavior that you can came up with solution to these problems. Understanding any kind of behavior can solve problem that are not yet created. Understanding behavior should be able to help you avoid these problems before it started. For example, work force diversity.Managers are embracing diversity and finding ways to manage it effectively. The changing demographics have cleaned management philosophy in a way that predict and utilizes differences to increase productivity, profitability, and welcome cultures.
A manager or even top management would be able to quickly and identify areas that need improvement. As outlined in the text, these include the core OB topics; Motivation, leader behavior and power, interpersonal communication, group structure and processes, attitude development and perception, change processes, conflict and negotiation, and work design. Once each of these areas are evaluated, for each individual and team, outlining a strategy for improvement would be much easier than if these areas were not analyzed and/or well understood.
Now having knowledge of organizational theories and concepts will help managers expand their understanding on how to be more effective in an organization. It will give management a sympathetic consideration into the process individual actions of technical, human, and conceptual skills. It will also help in bringing knowledge in what is a managerial role and how to become effective within an organization.
Robins, S., & Judge, T. (2015). Organizational Behavior (16th ed.). Boston: Pearson Education, Inc.
As a part of management, understanding organizational behavior is essential to being a successful leader. Four managerial activities managers regularly engage in are: traditional management, networking, communication and human resource management (Robins, 2015). I would focus mainly on communication. Without open and effective communication skills, the workforce will lose trust in you and your decisions. Having open and effective lines of communication will allow you to be able to be proactive in identifying and resolving any potential issues before they happen. It is important to acknowledge and understand that people perceive situations in different ways.
Knowledge of organizational theories and concepts can help improve organizational effectiveness by keeping employees engaged and informed which will lead to increased production and efficiency and focus on the organizations mission and goals.
Robins, S., & Judge, T. (2015). Organizational Behavior (16th ed.). Boston: Pearson Education, Inc.
By understanding organizational behavior, you are understanding the complexity behind an organization and the many ways that it can change, adapt, grow, and struggle. You are also understanding that no single situation will be exactly the same throughout your time as a manager, as your employees and the environment are constantly changing and adapting as well. Although situations will never precisely mirror one another, understanding the study of organizational behavior can guide a manager to reliable predictions of situations and the appropriate tools to come up with these predictions. If you can comprehend that each unique circumstance will need to be treated as so, and you are prepared with the effective tools, you will be able to identify the root causes of organizational issues.
As our textbook states, intuition is never a bad thing to have. However, it is also very important to educate those intuitions with past evidence and empirical research (Robbins, S., & Judge, T., 2015). By looking at scientific evidence from past occurrences and using one’s intuition on the present situation, I believe managers will be much more effective in determining root causes within an organization. As mentioned earlier, the contingency variables of a situation will likely never be identical. However, if a manager can use factual information from similar situations to influence his or her “gut feeling” while also understanding how to motivate, control, and interact with his or her employees, there is higher chance a manager will be able to find a root cause of the issue at hand.
If managers are able to identify root causes within an organization, this will subsequently make the organization more effective. By finding a root cause by utilizing proper evidence, educating intuitions from this evidence, interacting appropriately with employees, and motivating your employees to improve upon the problem at hand, you have already created a more effective organization. Being able to use organizational behavior to assess and act upon a situation will result in an organization that is both more effective and efficient.
Robbins, S., & Judge, T. (2015). Organizational behavior (16th ed.). Upper Saddle River, N.J.: Pearson/Prentice Hall.
Organizational behavior (OB) drives the way management uses the tools at their disposal to effectively manage the company. A good manager accomplishes his/her work through the efforts of others. What makes a manager a good performer as a manager? From our textbook OB is made up of several key components that include:
- Leader behavior and power
- Interpersonal communication
- Group structure and process
- Attitude perception and development
- Change processes
- Conflict and negotiation, and
- Work design (Robbins, pg 11)
So a good manager will try to incorporate these 8 elements into his/her efforts to optimize the resources available to effectively complete his/her assigned tasks for the company. She will also evaluate the efforts of executive management of the company using these 8 components as points of evaluation. In this way she can make her management efforts consistent with the management efforts of the company.
Carter McNamara talks about several management theories that companies have utilized over the years to optimally manage the business of the company. McNamara discusses five separate yet related theories that have driven the way managers manage. These theories include historical theories of management that include scientific management theory and bureaucratic management theory. These two are management styles that lend well to manufacturing and production processes that are ‘routine and mechanized.’ Labor unions and government regulation lead to changes in these management styles as these styles tended to be autocratic and people did not respond well to these styles so the human relations movement was driven by the idea that if the workers prospered so would the company. As a result of the greater emphasis on human capital companies had to develop programs that helped managers become better managers. These programs provided development in areas of delegation, career development, motivation, coaching/mentoring, and the like. Contemporary theories include contingency theory, systems theory, and chaos theory. These theories look at the processes that make up a system and management styles that may ultimately work in different sectors of business.
McNamara’s theories of management offer opportunities for a manager to use different styles to accomplish what he is assigned to do by the company. If I am the manager I am using the eight components from our textbook to establish my style for my work team and also to ensure I am managing consistent with the expected management style of the company for which I work. My company offers a staff development model that involves basic management training to new managers in the first 60-75 days for the new manager. The company also sees that store managers mentor these new assistants as a way to develop positive traits in these fledgling managers. In a company dominated by male management the company has developed a women’s initiative and started gender training for all mid and upper level managers as a way to change the corporate culture that is so dominated by males. I see the leaders in my company working to change attitudes and perceptions in a positive way. The opportunity with the growing number of women entering the workforce makes this initiative in my company critical to the long-term success of my company’s growth.
McNamara, C. (n.d.). Historical and contemporary theories of management. Retrieved July 16, 2015, from http://managementhelp.org/management/theories.htm
Robbins, S., & Judge, T. (2015). What is Organizational Behavior? In Organizational behavior (16th ed.). Boston: Pearson.
Understanding OB will help with many aspects of identifying root causes of organizational issues. One would be able to quickly and identify areas that need improvement. As outlined in the text, these include the core OB topics; Motivation, leader behavior and power, interpersonal communication, group structure and processes, attitude development and perception, change processes, conflict and negotiation, and work design. Once each of these areas are analyzed, per individual and team, outlining a strategy for improvement would be much easier than if these areas were not analyzed and/or well understood.
The knowledge of the 8 core topics mentioned above could be a highly valuable set of guidelines for any manager. If a flaw is noticed in an organization, referencing these 8 core topics systematically could provide and easy and effective identification of areas that need work and/or change.
1. I beleve thatsi by hving a technical understanding of Organization Behavior (OB), it would be easier in detecting organizational issues. For example, if on sees s prtoblem,and thisn could to various degrees, they manager/supervisor would have the knowledge, training and wherewithall in being able to not only deal with the problem as well as come up with a viable solution in dealing with said problem.
2. knowledge brings about a technical know-how in addition to confidence that a person gaiins when he/she is properly trained in Organization Behavior. For example, there is no exact methodology to OB, and as the author in section 1-1 pointed out; sometimes there are events foretold and unfortold which simply just happen. However, when one possesses knowledge, they possess the technical know-how and ability in extrapolating sound prudent and efective answers.
When senior management have an understanding of organizational behavior it assist the person in identifying individually root causes of organizational issues by targeting what affects behavioral performances within the company. For example, many companies have added ethnics and harassment to their policies. This was put in place because it was shown that certain group of individuals was not performing as well as could be due to harassment. When having an understanding of organizational behavior it opens the door to keeping the company running smoothly based on what helps your employees perform.
Now having knowledge of organizational theories and concepts will help me improve my understanding on how to be more effective in an organization. It will give me an understanding into the process individual actions of technical, human, and conceptual skills. It will also help in bringing knowledge in what is a managerial role and how to become effective within an organization.
Understanding organizational behavior will help you as a manager to identify certain problems in the work place and how to fix them. Each person under you management is going to have different personalities and emotions. Understanding human behavior will assist in directing different people to accomplish the goal of the organization. Having knowledge of behavior will help you address each individual and their expectations and how to improve their abilities to accomplish the organizational goal.
As management involves getting individuals to complete a task both effectively and efficiently, any knowledge in how to get a group of diverse people motivated to work as a team would be beneficial. Although people come from various backgrounds, essentially everyone wants basic respect from co-workers and clients. Individuals want to feel valued and have some sense of purpose in their position. As a manager, one would want to allow people the opportunity to showcase their strengths, while providing them manageable levels of stress and responsibilities. Courses, such as this one, allow managers to use “empirical evidence” from “big data” to make better management decisions to allow for more a more cohesive work environment. The text also highlights recent research into positive organizational scholarship and how this is to provide optimism and hope to staff members. Especially in times of layoffs, mergers and economic recessions/depression this can be crucial to an organizations development and survival. Organizational theories and concepts can be used to motivate employees, hence reducing turnover and reducing additional costs.
From my work experience, the organizational culture is greatly influenced by the leadership. Should rumors and gossip be allowed to flow with ease, cliques and opposing groups start to form, and an overall sour attitude and withdrawal behavior develops among all staff members. However, when management learns the personal goals of staff, and uses this knowledge to both better the company and the staff member, there is a greater interest in strengthening “strengths” that would be mutually beneficial.
Robins, S., & Judge, T. (2015). Organizational Behavior (16th ed.). Boston: Pearson Education, Inc.
Organization Behavior, simply put, is a scientific approach to studying the effects within organizations that people, atmosphere, group dynamics and structure have on the institution. Organizational Behavior takes a look through 4 primary lenses and those are Psychology, Sociology, Anthropology,and social psychology (Robbins, S., & Judge, T., 2015). Organizational Behavior is important for one main reason: An organization is only as good as its people. Any effective manager realizes the importance of their people, and the conditions and factors that affect and govern their actions. A manager versed in the guiding principles of OB can effectively manage their respective teams, identify issues, and respond to the fluidity that is organization behavior.
I think the military is an institution where OB is extremely valuable. Here is an institution where employees are all basically paid the same, receive the same benefits, yet don’t necessarily have the same job duties. It takes courageous and effective leadership to properly manage subordinates while simultaneously meeting the needs of the mission and that of the individual. A prime example would be from this deployment. In May, my unit hit a rough patch. Aircraft were breaking left and right, the airmen work upwards of 75-80 hours a week in literally the hottest place on earth. Once productivity began to wane, management’s initial reaction was to drop the hammer. Shift leads began to micromanage, paper work was handed out, folks were put in formation and chewed out, etc. This only exacerbated the problem. After discussion with leaders and frontline supervisors, it was found that what the airmen actually needed was encouragment, faith, trust. While production had dipped, there was a corresponding dip in making sure the airmen’s needs were met. Though the unit as a whole had hit a rough patch, with management’s encouragement and support, the folks within the aircraft maintenance unit were able to rally back and finish out the month of May on a high note.
Understanding how individuals react to the system, themselves, and each other is vital to the success of any organization. Above was just a real world example from an uncommon work environment, but the lesson is still applicable across many different spectrums of employment. It is a manager’s responsibility to accurately assess the climate of the organization and make sound decisions based off the basic concepts of OB.
Organizational behavior gives you the understanding that the individual, group and structure of an organization may have a diverse impact on accomplishing goals. As the world changes and the workforce follows suit many variables change what type of workforce you have. Many employees are retiring at older ages, more organizations hiring from outside the of the country . As your workforce changes so must how as a manager you view and lead your employees. As a civilian employee for the Air Force i work closely with military members. The understanding that the rules and regulations are drastically different between the military members and civilians has may cause contention between the two. it is the managers responsibility to eliminate any contention without breaking the rules and regulations of both groups.
I do believe that a manager that has been exposed to theories of organizational behavior can pull information from the different theories and find a solution to any issues at hand. Whether it be the ability to motivate employees to increase production or using big data to figure out why sales are dropping in certain markets, OB can help direct you to the real problem and focus in on how to correct it.
I feel that OB will help me improve organization effectiveness by focusing on my people skills to motivate staff towards reaching a goal. In my current role, we have a goal to collect $6.4 million a month from insurances for hospital and physician services. We know there are trends throughout the year where our patient census is low, so the supervisors and I like to use that slower time to get through as many existing open accounts as possible. We offer some fun incentives for our billing staff as a way to get them focused. We are a business casual office, so sometimes we’ll allow them to wear jeans, or have themed days. Just last week we had a “comfy day” and literally allowed staff to wear anything as long as it was appropriate. We always get great feedback from staff when we do these special things and it boosts morale at the same time. And, it also gets staffed amped and ready to work through what can be some tedious accounts.
As a manager, an in-depth understanding of organizational behavior will enable a more strategic and proactive approach in identifying organizational issues. The ability to analyze the root cause of an issue and suggest or implement the appropriate solution or course of action is enhanced by a thorough understanding of organizational behavior. Having technical, human and conceptual skills that are aligned with the business goals and objectives are ideal in a management situation.
Having knowledge of organizational theories and concepts, along with interpersonal skills can help determine a manager’s success in motivating employees and optimizing their productivity. Managers cannot rely on intuition alone, but should use data, employee feedback and a variety of other tools to make organizational decisions.
I recently had a manager ask me if there was a report available to identify why certain area functions were being performed behind schedule. Off the top of my head I was ready to give an answer, but decided to review our reports to see if there was data to back up my theory. To my surprise, there was a report already in place that could be manipulated to bring in additional data fields, but the result was the opposite of my theory. Had I relied on my intuition, I could have negatively impacted individuals in the business areas behind schedule without the data to support my claim. Since I presented the report, the processes that are making the functions fall behind schedule are being evaluated so that a solution can be implemented.
Judge, T.A., & Robbins, S.P. (2015). Organizational behavior. Upper Saddle River, NJ: Pearson Education, Inc.
Our text defines organizational behavior (abbreviated OB) as a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organization’s effectiveness. As managers accomplish their work through others, OB provides the tools for guiding the productivity of others, predicting human behavior at work, and the perspectives needed to manage individuals from diverse backgrounds.
An understanding of Organizational Behavior will assist a manager in identifying root causes of organizational issues by providing the necessary interpersonal skills, essential for effective management, to better plan, organize, lead, and control an organization. By monitoring behavior and leading individuals towards a common goal, objectives will remain in focus, allowing an effective manager to stay nimble in identifying root causes of organizational issues. By monitoring activities, a manager will ensure that the business goals remain in focus and present the opportunities to correct any deviations in the organization’s performance.
Decisional behavior, as a disturbance handler, will correct any unexpected disturbances the organization may face. Management skills such as effective decision making will help an manager identify problems and develop alternative solutions to rectify those problems. A manager can identify the origins of a problem by using managerial activities such as Traditional Management, Communication, Human Resource Management, and Networking.
Using organizational theories and concepts, like Systematic Study and Evidence-based Management (EBM) or “Big Data”, managers can plan the best approach towards addressing any issues identified by an organization.
Applying the knowledge of organizational theories and concepts can help management improve organizational effectiveness by providing a broader perspective on approach towards using OB as a tool to becoming a successful and effective manager. By understanding how people behave managers can effect the effectiveness of their organization.
For instance, Management by walking around (MBWA) is an organizational concept that promotes employee engagement which can help identify company issues by increasing the employee engagement levels that can lead to a better understanding of an organizations effectiveness. There are limitations to this thought though because an individuals bandwidth, available hours, focus, and application, can become affected do to the method of “floor time” which leads to inappropriate levels of dedicated effort in specific managerial activities.
Other methods such as Systematic Study and Evidence-based Management (EBM) together can help managers plan the best approach towards addressing any issues identified by an organization. These concepts can complement a managers intuition to support a managers role within an organization but intuition can lead to a tendency to overestimate the accuracy of what we think we know about a given situation that might be affecting an organizations ability to perform at its peak level.
Another new concept is data driven management or “Big Data”. Constant measuring of persistent vs. predictive statistics can be effective in presenting outcomes over time that can help companies evolve to become more effective across all facets of their organization. “Big Data” can be an effective tool for analyzing an individual or a teams behavior across an organization to track performance.
Robbins, S. P. (2105). Organizational Behavior (16th ed.). Upper Saddle River, NJ: Pearson Education, Inc.
Castro, S. (2014). Optimizing your data management for big data. Journal of Direct, Data and Digital Marketing Practice, 16(1), 15-18. doi:10.1057/dddmp.2014.46
Currently I work in the poultry industry. We currently have over 1500 employees. Things are hectic on a day to day basis. Being that this in my first job in management it is taking me some time to get use to everything that is going on around me. I feel that this class is going to give me a better understanding of Organizational Behavior and it’s concepts. By taking this course I hope to gain knowledge on different techniques on how to handle different issues I face daily. With each day bringing something new maybe this course can give me a better adjustment in becoming the manager that i hope one day to be.
One thing that i truly want to become more familiar with is the theories behind human behavior in a working environment. Because most days you just never know what you are going to get out of an individual. Being that I deal with a diverse group of people I know that the class is going to be very helpful.
Also with everyone having different personalities people respond differently to certain situations. This has taken some time to get use to. Getting to the root cause witll help me to be able to understand the group people I work with daily. the knowledge that I gain will help me help others be more productive and effective in the work force.
Understanding Organizational Behavior can help in identifying root causes of issues by helping managers to understand the impact individuals, groups, and structures have on the organization. Today’s workforce is more diverse and competitive. Each age group has different needs and wants. At the same time, organizations have to compete in markets that have become global. This brings many different cultures, outlooks, and world views into their workforce as well as customer base. As businesses look to big data to drive decision making, they must also attract and retain skilled workers. Understanding the value and impact of OB concepts shows that training for interpersonal skills regarding diversity and employee well-being can help to motivate and empower employees to the benefit of the organization.
Many employees struggle to maintain a healthy work life balance but also complain that the line between work and home is becoming blurred. The influx of technology means that many employees feel they never actually get a vacation. “…a recent study shows that one in four employees show signs of burnout, partially as a result of longer work hours and two in three report high stress levels and fatigue.” (Robbins, Judge (2015). Managing that work life balance has led to many organizations developing wellness programs, flexible hours and job sharing. A major hospital in Colorado developed a concierge service to assist their employees run errands, pick up dry cleaning, and pick up and deliver forgotten homework for their children to name a few of the available services. This allowed the employee to focus while at work which increased employee engagement, increased productivity and decreased turnover. (Lima, 2008). This organizational decision showed the employees their employer cared about them which led to better productivity and decreased recruiting and training costs for the organization.
Robbins, S.P., Judge, T.A. (2015) Organizational Behavior, New Jersey, Pearson Education, Inc.
Lima, T.H. (2008). Concierge Services: Helping Employees and the Bottom Line. Healthcare Financial Management, 62 (8) 72-75.
An understanding of organization behavior and the theories associated with it is a fundamental resource in helping managers deal with organization issues and improving effectiveness in this area. Without an understanding of the areas that our text identifies fall under the parameters of organization behavior such as motivation, interpersonal communication, group structure and process, attitude development, and conflict negotiation, a manger cannot effectively lead their team to success (Pearson 17). It is impossible to recognize the issues within an organization without an understanding of the basic concepts that help an organization function smoothly. For example, your team may be having an issue meeting deadlines due to the fact that everyone is working on their own part and often creating overlap in the tasks that are being completed. By understanding the importance of interpersonal communication and group structure and processes, a manager can help instruct their team on how to effectively communicate within the group. They can also assign certain tasks to each individual establishing a set process in the group which would reduce overlap and allow more tasks to be completed in a day. This would increase overall productivity in a department. An understanding of organizational theories will also help the manager in this situation. The chaos theory of organizational behavior helps the manager understand that as a department grows it “seeks more structure to maintain stability” (management help). There was chaos in the department due to the fact that there was no structure and all of the team members where acting on their own. This theory helps the manager understand that he needs structure and opens the door for him to apply his understanding of communication and group process to resolve the issue.
Mcnamara, Carter. “Historical and Contemporary Theories of Management.” Free Management Library. Authinticity
Consulting, LLC, n.d. Web. 12 July 2015.
Robbins, S., & Judge, T. (2014). Organizational behavior (Edition 16. ed.). Pearson.