There are many definitions of Organizational Behavior (OB). In order to develop a personal operating definition of OB, I read several definitions to help form a framework of what OB means to me. The definitions I read ranged from the very complex to the very simple. Along with many OB definitions, there are also many different types of research. Mole noted four assumptions that are used in all OB research (2002).

1. Behavior is predictable

2. Behavior is caused

3. Behavior has many causes

4. Generalities can be made

Personal Operational Definition
With the above assumptions, as well as the concept that OB is a combination of different fields of behavioral sciences, I developed the following operational definition of OB. The study of Organizational Behavior is to observe, analyze and learn, what variables influence individual behavior, at both the individual and group levels, and understand how it affects the behavior of the organization.

I will use this operating definition in my organization as we plan to make a major software change. The process is underway to replace the maintenance software system with an updated software so that a purchasing package can be procured that will integrate the two. By observing the behavior of the employees, I will be able to better understand the cause of their resistance to change. I will recommend a cross functional team to address all the concerns and determine what features of the old software are important and should be included in the new purchase. Through this group, I will be able to learn what are the variables that are behind their behavior, and share with them those of the procurement department. In the end we should be able to arrive at a mutually acceptable solution.

The Importance of Organizational Behavior
OB is important because it focuses on the most important aspect of an organization, the individual person. This would apply to situations where an individual, or a group's behavior requires change, or if the organization as a whole needs to change.

Behavior is more predicable when certain rules, both formal and informal are in place, because they provide a guide for people to follow. For example, if the rule is that everyone begins work at 8:00 a.m. or else pay is docked, then one can reasonably predict that individuals will begin work on time. If on the other hand, no rule existed as to the start time, employees would come in at any time and the organization would be less effective. The performance of the organization could become inconsistent and unpredictable. In order to predict the actions and success of the organization it is important to be able to predict the actions of the individuals.

The Power of OB
One of the tools for analyzing behavior is the Antecedent-Behavior-Consequence (ABC) analysis. Dordrecht, Nijhof, & Rietdijk, explain this tool. Their research focused on ethical behavior, it can be used for other areas of concern.

An antecedent prompts a behavior which is followed by a consequence. Behavior therefore is a function of antecedents that precede it and consequences that follow it. We need to understand the way these elements interact in order to analyze ethical problems, take corrective actions, and design work environments and management systems in which ethical behavior will occur.

This summarizes what the benefits of OB are. Practicing OB techniques will only strengthen the organization. It does require time and effort on the part of management, even more so in times of change, but the organization will receive long term benefits, not short term fixes.