Organizational Behavior Terminology and Concepts
Sara Starnes
Axia College of the University of Phoenix
MGT/307
Bruce Bowring

Organizational behavior and culture is how people, individuals, and groups interact with each other in the environment of the organization. There is a study of organizational behavior call (OB) for short, which is a study and application of the knowledge gained about how people as individuals and groups interact in organization. This is done with an understanding on how to interpret people-organization relationships in the terms of the whole person, whole groups, as well as the organization as a whole and its social system. Organizational behavior is a mixture of human behavior, change, leadership, teams and how they all work and interact on all behaviors within that working environment.

Organizational culture is composed of the formal organization, informal organization, and the social environment. People within an organization as groups will evolve over time, they face two basic challenges: integrating individuals into an effective whole, and adapting effectively to the external environment in order to survive. As groups find solutions to these problems over time, they engage in a kind of collective learning that creates the set of shared assumptions and beliefs we call "culture." The four major models that organizations operate out of are autocratic, custodial, supportive, and collegial. Autocratic is the basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal. Custodial is the basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation. Supportive is the model of what leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition (Clark. D, 2009). Elements that make up the environment of an organization are the stated & unstated values, individual behaviors, diversity, social talk, goals, and social groups (“clicks”).
Diversity is a concept of an understanding of that which makes up each individual and the uniqueness of their background and cultural differences. Things like race, ethnicity, gender sexual orientation, socio-economic status, age, physical abilities, religious beliefs political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment.
It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Communication is the activity of conveying information with both word of mouth but though actions, and body language. This can be something communicated by or to or between two or more people.

Business Ethics are guidelines for acceptable behavior by organizations in both their strategy formulation and day-to-day operations. An ethical approach is becoming necessary both for corporate success and a positive corporate image. Following pressure from consumers for more ethical and responsible business practices, many organizations are choosing to make a public commitment to ethical business by formulating codes of conduct and operating principles. In doing so, they must translate into action the concepts of personal and corporate accountability, corporate giving, corporate governance, and whistle-blowing.

Change management is a new approach to dealing with change, both from the perspective of an organization and on the individual level. A somewhat ambiguous term, change management has at least three different aspects, including: adapting to change, controlling change, and effecting change. A proactive approach to dealing with change is at the core of all three aspects. For an organization, change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to profit from changing opportunities.
Successful adaptation to change is as crucial within an organization as it is in the natural world. Just like plants and animals, organizations and the individuals in them inevitably encounter changing conditions that they are powerless to control. The more effectively you deal with change, the more likely you are to thrive.
A brief analysis of the culture and behavior of my organization is that many of us are just here because it is a way of making income, some of us are here for the client and the rest are here for both reasons. For those whom only see this as a job they tend to be unrealistic, empathetic to the client, and not serious about their responsibilities. For those who see this as not just a job but are here for the client they take things serious, care for the client and try to interact with everyone within their organizational environment; the same can be said for those who are just here for the client. Working relationships with everyone not only benefit the client but the individuals within our organization. Communication is a must which is why working relationships are important.