UNDERSTANDING HUMAN BEHAVIOR

INTRODUCTION

Behaviour can be defined as a response/s and Human behaviour refers to the range of Behaviours showed by humans and which are influenced by its surrounding directly and indirectly. One of the most important things in Organizational Behaviour is to understand human behaviour, because the existence of the organization depends upon the employees/individuals behaviours. Organizations are composed of individuals and each individual behaviour/respond to its organizations is different as compare to other individual.
UNDERSTANDING HUMAN BEHAVIOR
Human behaviour is unpredictable. In behaviour we cannot assume one set pattern of behaviour. Modern theories of human behaviour are based upon the differences among people and how those differences can affect the organization. Some employees are motivated to work and some are not. Individual differences can be divided into personality and ability differences. Understanding the nature, determinants, and consequences of individual differences is essential for managing organizational behaviour. An appreciation of the nature of individual differences is necessary to understand why people behave in certain ways in an organization.
HUMAN BEHAVIOR IN ORGANIZATION
An understanding of human behaviour is critical to organizations for improving organizational effectiveness, the ability of an organization to achieve its goals. A goal is a desired future outcome that an organization seeks to achieve.
Managers are playing the vital role in understanding the human behaviours in an organization. They have the interaction with them in terms of communication (either written or oral) in terms of work (either by specifying the work and getting things done).
Understanding past behaviour is important for developing effective human skills, and it also provides a framework for predicting behaviour. It also gives an idea to managers as to how behaviour is similar in certain circumstances and changing in changing environmental conditions. Another skill which an effective manager or leader needs is the ability to direct, change and control behaviour.
Managers have to understand that there are-going to be individual differences among the employees, as no individual is similar to other. Each individual is unique by themselves. Then one has to understand that each individual has to be taken care of as a whole person by taking care of his needs as well as training and making him up to date in terms of work. Ultimately human beings have to be treated with respect only then you can expect effective performance.
An organization’s human resource policies and practices represent important forces for shaping employee behaviour and attitudes. Human resource policies and practice influence organizational effectiveness. Human resource management includes: employee selection, training performance management, and union-management relations and how they influence organizations effectiveness.
BIOGRAPHICAL CHARACTERISTICS
1. Finding and analysing the variables that have an impact on employee productivity, absence, turnover, and satisfaction is often complicated.
2. Many of the concepts-motivation, or power, politics or organizational culture-are hard to assess.
3. Other factors are more easily definable and readily available-data that can be obtained from an employee’s personnel file and would include characteristics such as:
a. Age
b. Gender
c. Marital status
d. Length of service, etc.
THE ABILITY-JOB FIT
1. Employee performance is enhanced when there is a high ability-job fit.
2. The specific intellectual or physical abilities required depend on the ability requirements of the job. For example, pilots need strong spatial-visualization abilities.
3. Directing attention at only the employee’s abilities, or only the ability requirements of the job, ignores the fact that employee performance depends on the interaction of the two.
4. When the fit is poor employees are likely to fail.
5. When the ability-job fit is out of sync because the employee has abilities that far exceed the requirements of the job, performance is likely to be adequate, but there will be organizational inefficiencies and possible declines in employee satisfaction.
6. Abilities significantly above those required can also reduce the employee’s job satisfaction when the employee’s desire to use his or her abilities is particularly strong and is frustrated by the limitations of the job. ADVANTAGES OF SELF ASSESSMENT
Improving skills
Determining needs
Raising Self-awareness
Decision Making

The study of Organizational Behaviour help