Organizational Behavior is the: “discovery of human behavior at organizational levels, the interface between humans and their work, and the organizational environment”. That’s just the basics. However, what does it mean when it refers to behavior? I think it means one thing; behavior is behavior and there are no rules or principles that dictate how our behavior should be.

As an organization grows, we must evolve from a highly organized to more complex, but even with this we still have not evolved our behavior, because behavior, unlike thoughts, emotions or ideas, can never be changed. Thus, our behavior must be able to adapt itself to change in order to succeed, and one of the things that will help to adapt behavior is the understanding of the organizational behavior and its relationship to the organization as a whole.

The first step in the evolution of organizational behavior is to understand the difference between behavior and organization. One may argue that organizational behavior is somehow better, as it helps in maintaining order in an organization, but this is not so. Behavior is a process and when it is properly executed, it will produce the desired results, but if it is not properly executed, it will be very inefficient in accomplishing its goals.

Next, one has to understand why and how effective organizational behavior is necessary. This is a process that cannot be done easily, but there is a general consensus among people that good organizational behavior is the result of the right mix of people with the right tools in a system. Once you are aware of the basic premise, then it becomes easy to understand the importance of organizational behavior.

There are two different organizational behavior types – the intentional and non-intentional. Although both are equally important, I would suggest that the non-intentional behaviors are more important since they help in the maintenance of order, while the intentional behaviors make sure that everything is in order.

Intentional behavior is the result of the right tools in an organization. They are based on a set of rules or guidelines that help the organization achieve its goals and objectives. They also provide a framework for behavior, so that employees know how to act according to specific rules or guidelines. These are usually written or spoken rules or statements, but they are also followed through a series of formal procedures.

Non-intentional behavior is a result of human nature, or in some other words, it is what we do by default. It is something we do unconsciously, without any conscious mind set. Some examples of this behavior are the following; the following: what you eat or drink, the way you walk, your breathing or the way you talk, or behave when talking.

In addition to understanding the difference between intentional and non-intentional behaviors, there is another factor that must be considered before we start building our organizational behavior; it is the importance of change. If you start changing the way you do something without planning, you will find that it is more difficult to adapt to the new way than if you plan on doing it before. Thus, it is important to prepare for change, so that the adaptability factor is high, or else, you will find yourself doing the same things over again. Therefore, one has to look at this change as a chance to test your organizational behavior and see whether it is worth the effort.

The best approach to change is to identify the organization’s needs, and then to determine which organizational behavior best addresses these needs. From there, you can devise the right kind of behavior for the organization so that you can increase employee motivation.

Employees often prefer to work with people that care about them and are interested in their development. You should look at the company’s goals and objectives and make sure that they are being met. If you have any doubts, you can then think of ways to solve the problems that come up, and this could include creating a better balance between resources and output.

Finally, as you have identified the problem and have identified the right behavior, you must ensure that this behavior becomes institutionalized. and this means that it is embedded in the rules of the company and is not just a part of employee behavior.