Organizational Behavior

Introduction
Organizational behavior (OB) is the investigation of human behavior in organizational
settings, how human behavior communicates with the association, and the association itself.
In spite of the fact that it concentrates on any of these three regions autonomously, it should
recall that every one of the three are at last associated and essential for a thorough
comprehension of organizational behavior. For instance, it can contemplate singular
behavior, (for example, the behavior of an organization's President or of one of its
representatives) without unequivocally thinking about the association (King & Lawley,
2016).
HR practices are defined as a framework that draws in, creates, rouses, and holds workers to
guarantee the compelling usage and the endurance of the association and its individuals.
Furthermore, HR practices is additionally conceptualized as a lot of inside predictable
approaches and practices structured and actualized to guarantee that an association's human
capital add to the accomplishment of its business targets. Against this scenery, it is presumed
that HR practices identify with explicit practices, formal approaches, and methods of
reasoning that are intended to draw in, create, rouse, and hold representatives who guarantee
the compelling working and endurance of the association (Nieves & Quintana, 2018).
HR practices will apparently fortify behavior more when the workers concerned additionally
see a steady creative atmosphere. In view of social trade hypothesis contentions, a creative
atmosphere ought to pass on to singular workers that IWB is an authoritatively esteemed
conduct through which representatives can adequately reimburse the firm. It demonstrates to
workers that imaginative results are valued. Such an imaginative atmosphere is along these
lines prone to upgrade the constructive outcome that HR practices can have on IWB by
making an air of innovativeness and hazard taking. For instance, steady supervision will
bring about increasingly inventive conduct if people likewise see a creative atmosphere in
which 'activities can be taken unafraid of response and criticism if there should arise an
occurrence of disappointment' (Bos-Nehles & Veenendaal, 2019).

Literature Review
Organizational behavior is established on the organization's desires, morals and objectives. It
energizes the very idea of the association and the heading it takes. All the more critically, it is
a huge indicator of the business' potential achievement. Inadequate or confused
organizational behavior can adequately injure an organization's intensity. A significant test in
organizational behavior is change. On the off chance that a business is tormented with
incapable administration, poor hard working attitude or low representative assurance,
changing this is a huge endeavor. Another noteworthy test when examining organizational
behavior is figuring out where issues falsehood and how to fix them. Issues can change in
degree and seriousness, so the methodology's prosperity is dependent upon its procedure.
Issues
Directly, the dynamic business condition has introduced different difficulties for the
organizational behavior. The necessities and propelling variables are changing because of the
move in financial structure and multicultural methodology. Dealing with the workers so as to
improve organizational execution has been a significant test for the worldwide organizations.
Abuse with the representatives have been accounted for which is the consequence of poor
organizational culture. It has been discovered that the worker isn't roused because of different
reasons.
 Workplace Discrimination
Discrimination is a significant issue among numerous associations. Discrimination
has genuine ramifications for the worker as well as for the work environment all in
all. For instance, when firm representatives think their gender orientation restricts
their professional success, they may take part in degenerate practices against the
association all in all or certain workers explicitly, as a type of dissent or retribution.
(Qu, 2017).
 Authoritarian Culture
Different sorts of administration are drilled in various associations and it builds up a
particular culture. Authoritarian culture suggests that the pioneer is the best individual
for understanding what is useful for the association and he will consistently provide
food the organizational intrigue. It has been seen that the authoritarian culture has
pressurized the store level administration to crush more from its laborers, lower level
supervisors and the stockers (Arellano et al., 2014).
 Low Wage
The firms need to fulfill its workers so as to upgrade the general work execution. As
indicated by Maslow's Need Hierarchy, from the outset the physiological should be
fulfilled. Physiological needs trigger a person to find connected with a line of work to
guarantee standard income. The starter motivation behind work is to fulfill the
essential needs of the person (Perkins & Arvinen-Muondo, 2013).
Relating theories
Contingency Theory
The relationship of contingency theory with organizational behavior is significant and states
that it is the case where no size fits all when it comes to authoritative structure. Rather, every
association, or authoritative fragment, is one of a kind in its needs and condition; the
association's prosperity is dependent upon its capacity to effectively address those issues.
Authoritative structure, freely characterized as any "intermittent arrangement of connections
between association members," empowers the association to adjust to the earth in the manner
that best suits the association's objectives. Hierarchical qualities like size, fundamental
innovation, natural and market factors, also, authoritative technique will decide the ideal
structure for the association. Since these attributes influence the association simultaneously,
authoritative achievement is entirely subject to authoritative structure (Rhee & Choi, 2017).
Organizational Theory
Self determination theory of behavior focuses on motivation. Self‐determination theory
exhibits an organismic theory of motivation that is well-known to numerous scientists in
character brain research and past. SDT proposes a large group of motivational ideas over its
numerous mini‐theories that, as motivational ideas, can give "logical ideas second to none in
character brain science”. SDT takes an organismic, argumentative, metatheoretical point of
view that expect that individuals are dynamic living beings, with developed propensities
toward developing, acing encompassing difficulties, and incorporating new encounters into
an intelligent feeling of self. These characteristic formative inclinations don't,
notwithstanding, work consequently, yet rather require progressing social nutriments and
supports. It is the argument between the dynamic living being and the social setting that is the
reason for SDT's forecasts about conduct, understanding, and improvement (Prentice,
Jayawickreme, & Fleeson, 2019).

Conclusion
The document is showing the issues which firms are facing these days regarding human
resource practices and organizational behavior. Organizational behavior and Human resource
practices are somewhat interdependent on each other i.e. bed HR practices has negative
impact on organizational behavior and negative organizational behavior leads to bad HR
practices and vice versa. The task allowed to understand the concept of OB clearly and the
theories relating to it. Most of the research of organizational behavior is connected to self
determination theory and contingency theory. The contemporary issues face by the
organization regarding organizational behavior are low wage rate, workplace discrimination,
authoritarian culture and employee dissatisfaction.
References
Arellano, D. E., Goodman, D. A., Howlette, T., Kroelinger, C. D.,
Law, M., Phillips, D., . . . Fitzgerald, M. (2014). Evaluation of
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Bos-Nehles, A. C., & Veenendaal, A. A. (2019). Perceptions of HR
practices and innovative work behavior: the moderating effect of
an innovative climate. The International Journal of Human
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King, D., & Lawley, S. (2016). Organizational behaviour: Oxford
University Press.
Nieves, J., & Quintana, A. (2018). Human resource practices and
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Perkins, S. J., & Arvinen-Muondo, R. (2013). Organizational
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Qu, Y. (2017). Understanding workplace deviant behaviours based
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Rhee, Y. W., & Choi, J. N. (2017). Knowledge management behavior
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