Organizational Behavior Theories

Running head: ORGANIZATIONAL BEHAVIOR THEORIES 1

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Organization Behavior Theories 2

Organization Behavior Theories

Organizations develop a system of rules and regulations that determine the gross behavior

of their staff, the relationship between various organization members, and the overall

expectations of the firm’s management. Notably, the development of the organizational behavior

theories can be attributed to the increased specialization and the division of labor resultant from

the emergence of the industrial era (Carter & Greer, 2013). The industrial era drove studies into

the behavior of individuals at the workplace and the resultant effect on the industries gross

productivity. Inevitably, various schools of thought on organizational behavior such as scientific

leadership, human-relations approach, decision-making approach, and the neo-human relations

theories where developed. Arguably, studies into the behavior of employees and management in

the workplace ultimately illustrated that organizational behavior and culture has both hard and

soft dimensions that affect the overall firm’s productivity. Organizational behavior also factors

into how an organization looks into a case or even manages cases.

Scientific Leadership Theory

The scientific leadership theory focuses on improving productivity by progressively

employing mathematical, statistical, engineering, and scientific data analysis. Generally, the

scientific leadership theory aims to increase productivity, decrease wastes, and enhance efficient

service and product delivery (Brouwer & Johnson, 1997). The first step embodied in the

scientific leadership theory is to determine the overall objectives of the organization. Next,

managers set performance goals that would replace the preset unwritten rules. Each manager

ensures that employees are given tasks that they are proficient at and that each task has to be

completed via a specified “productive” methodology. Notably, once an organization determines

a highly productive method of specific task completion, the manager sets an exact time limit by

Organization Behavior Theories 3

which an employee should complete it. Furthermore, an organization selects employees based on

their capacity to meet the preset deadlines for a specific task. Managers are therefore expected to

carefully plan the activities of an organization in line with new processes and methodologies.

Also, the scientific leadership theory requires some relative input from the employees in the

formation of processes and the execution of task deadlines.

Human-Relations Theory

The human relations theory was developed in the 1920s after the emergence of the

industrial era. Professor Elton Mayo looked into the impact of human relation on productivity

and aspired to reiterate that human beings, and not machines, predominantly influence gross

productivity. Notably, Professor Mayo’s research was formulated in a period where efficiency in

productivity was key to any business success. His research and experiments, also known as the

Hawthorne studies, ultimately proposed that humans desire to be part of a team that both

supports and encourages them. If, then, each employee is given specialized treatment, is

supported, and is encouraged, they will feel like their individual tasks are significant and will

input more effort to achieve the company’s or firm’s goals. Conversely, if employees increase

their input, the gross productivity of a business will increase thus driving an increase in

profitability and overall business growth. Arguably, the Hawthorne studies predominate the

importance of employee motivation as a key factor that influences productivity. Also, the human

relations theory, differs significantly from the previously stated scientific leadership theory as it

focuses on the welfare of the employees; a factor that is unconsidered in the latter theory.

Decision-Making School of Thought

This theory focuses on the making of decisions as a key factor that determines the

proliferation of actions that promote or discourage the achievement of business goals.

Organization Behavior Theories 4

Interestingly, early research into the making of decisions proposed two extreme approaches; a

rational tactic which leads to a “good” decision and a particularly less organized method that is

often called “muddling through” (Turpin & Marais, 2004). The decision-making theory

emphasizes the need for rationalism in making business decisions. Moreover, it reiterates that

rational decisions drive an organization’s propensity to success and increased productivity.

Neo-Human Relations Approach

This school of thought was established in the 1950s through the works of Abraham

Maslow and Frederick Herzberg. It focuses predominantly on the psychological needs of

employees and its relative impact on an organization’s productivity. Maslow, for example,

proposed a theory, Maslow’s hierarchy of needs, that illustrates which employee needs have to

be met at the workplace (Taormina & Gao, 2013). Also, Maslow’s theory creates a system of

needs whereby an employee can only be motivated after the previous lower level is met. For

example, if an employee is suffering from hunger, they will be motivated to work towards

gaining an income to buy food before focusing on their societal image or their capacity to have a

secure long-term contract. The neo-human relations theory, therefore, encourages an

organization to strive to fulfil the needs of their employees across various levels in order to

further motivate them to efficiently fulfil the firm’s goals.

In conclusion, there are various theories that inundate the gross organizational leadership

and behavioral characteristics of an organization. This theories may include the scientific

leadership theory, the human-relations approach, the decision making theory and the neo-human

relations approach. While all methods are purposed towards efficiency in the achievement of

organizational goals, each technique employs a different methodology. The scientific-leadership

theory, for example, uses mathematical and scientific analysis to enhance an organizations

Organization Behavior Theories 5

productivity. Contrarily, both the human relations and the neo-human theories focus on the

employees as a factor of production. Also, the decision-making approach illustrates the

importance of logical decisions in an organization and their relative impact on productivity.

Organization Behavior Theories 6

References

Brouwer, L., & Johnson, S. (1997). Organizational leadership. Needham Heights, Mass.: Simon

& Schuster Custom Pub.

Carter, S., & Greer, C. (2013). Strategic Leadership. Journal of Leadership & Organizational

Studies, 20(4), 375-393. http://dx.doi.org/10.1177/1548051812471724

Taormina, & Gao. (2013). Maslow and the Motivation Hierarchy: Measuring Satisfaction of the

Needs. The American Journal of Psychology, 126(2), 155.

http://dx.doi.org/10.5406/amerjpsyc.126.2.0155

Turpin, S., & Marais, M. (2004). Decision-making: Theory and practice. Orion, 20(2).

http://dx.doi.org/10.5784/20-2-12

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