Why it is important for managers to have an understanding of organizational behavior?
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Managers need an understanding of organizational behavior because a large part of their job has to do with exactly that. Organizational behavior is the study of how people behave while in groups and as individuals. Much of what a manager does has to do with trying to get people to work as effectively as possible. It can involve trying to motivate an individual worker or it can involve trying to understand how to get workers who are part of a team to interact with one another in such a way that they are able to work more efficiently and effectively.
Much of management has to do with understanding people and how they work. Therefore, having an understanding of organizational behavior is vital to managers.
A manager's job is to manage people, who constitute the "organization". If he can't understand these people (i.e. their behavior), how can he manage them?
Well here comes the importance of studying and understanding organisational behaviour, it is defined 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."Humans are the most important asset of an organisation. It is impossible to find an organization without any manpower.
So, as long as organizations are consisted of individuals, it is very important to know and learn about these fundamental elements of the firms. And that is the reason the concept of organizational behavior is a major field of study these days. Each person has an inherent need to understand and predict the world because much of each individual's time is spent working in or around organization, Organisation Behaviour theories are particularly helpful in satisfying this innate drive to make sense of the workplace and help in creating an internal environment wherby an individuals work together in groups to accomplish their group goals efficiently.
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