Quote: "Organizational behavior or organisational behaviour (see spelling differences) is the: 'study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself'."
A focus on the ways in which power and politics shape organizational decision-making, influence, and outcomes.
Power and authority: The different types of power in organizations and the authority structures that dictate decision-making.
Political behavior: The use of power and influence to sway decision-making and achieve outcomes in the organization.
Conflict management: The processes used to resolve conflicts and prevent negative consequences for the organization.
Organizational structures: The different structures that organizations use to allocate power, resources and decision-making responsibilities.
Organizational culture: The shared values and beliefs that impact how individuals in the organization navigate power and politics.
Organizational change: The different types of change that occur within organizations and the political implications of implementing change.
Leadership: The role of leaders in shaping power and politics, as well as the different styles of leadership and their impact on the organization.
Decision-making: The processes and factors that influence decision-making within the organization.
Stakeholder management: The strategies used by organizations to manage the interests of stakeholders, and the political implications that arise from competing interests.
Strategic management: The development and implementation of organizational strategies, and the political implications of pursuing certain strategic objectives.
Group dynamics: The study of how groups form and work together to achieve common objectives, and the political dynamics that affect group behavior.
Communication: The importance of effective communication in navigating power and politics, and the ways in which communication can be used to influence decision-making.
Ethics: The ethical considerations that arise in power and politics in the organization, and the impact of unethical behavior on the organization.
Globalization: The implications of global trends on power and politics in organizations, including the impact of cultural differences and the changing nature of work.
Diversity and inclusion: The importance of diversity and inclusion in organizational culture, and the political implications of creating a diverse and inclusive workplace.
Reward Power: This type of power is based on the ability to give rewards to employees, such as promotions, bonuses, and increased salaries.
Coercive Power: This type of power is based on the ability to punish employees for not complying with orders or not meeting performance standards.
Legitimate Power: This type of power is based on an employee's formal position within the organization, such as a job title or authority level.
Expert Power: This type of power is based on an employee's knowledge and expertise in a specific area or field, and is often sought after by organizations for their specialized skills.
Referent Power: This type of power is based on an employee's personal characteristics, including charisma, attractiveness, and likability.
Informational Power: This type of power is based on an employee's ability to control access to information within the organization, which can be a valuable resource for influencing decisions.
Connection Power: This type of power is based on an employee's personal connections within the organization or industry, which can be useful for gaining access to resources and opportunities.
Network Power: This type of power is based on an employee's ability to build and maintain relationships with others within the organization, which can lead to opportunities for collaboration and advancement.
Political Power: This type of power is based on an employee's ability to navigate the politics of the organization and gain support for their own goals and interests. It is often seen as negative or manipulative.
Coalition Power: This type of power is based on an employee's ability to build alliances with other employees within the organization, which can lead to increased influence and support for their ideas and initiatives.
Resource Power: This type of power is based on an employee's control over valuable resources within the organization, such as budget, staff, or technology.
Image Power: This type of power is based on an employee's ability to project a positive image and reputation within the organization, which can earn them increased respect and influence.
Quote: "Organizational behavioral research can be categorized in at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization."
Quote: "Organizational behavior researchers study the behavior of individuals primarily in their organizational roles."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "Organizational behavior differs from individual behavior as it encompasses the study of human behavior in organizational settings."
Quote: "Organizational behavioral research can be categorized at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization."
Quote: "Organizational behavior aims to understand the interface between human behavior and the organization itself."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "Organizational behavior research focuses on studying human behavior in organizational settings."
Quote: "Organizational behavioral research can be categorized at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Studying organizational behavior helps in understanding human behavior within an organizational context."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "Organizational behavior focuses on the interface between human behavior and the organization itself."
Quote: "Organizational behavior researchers study the behavior of individuals primarily in their organizational roles."
Quote: "Organizational behavioral research can be categorized at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "The primary focus of organizational behavior research is the study of human behavior in organizational settings."