In all fields, papers are the most familiar to everyone. There are many types of papers, including academic year papers, graduation papers, dissertations, scientific papers, achievement papers and so on. What papers have you seen? The following is my organizational behavior paper for your reference only. Welcome to reading.
1 Abstract of an article on organizational behavior:
In the form of a summary, this paper discusses the formation and development of organizational behavior from both China and the West, and puts forward some suggestions on new fields and methods that have emerged in recent years. It is believed that there is still much room for research in organizational behavior in China.
Key words:
Management; organization behaviour
The name of organizational behavior was born in the United States in the 1960s. It is a comprehensive science to study the behavior law of people in an organization, among which psychology is the most important basic discipline, and of course it is also closely related to behavioral science.
First, the development of management.
(1) School of Scientific Management. In view of the lack of organization in most factories at that time, Midville Iron and Steel Company of the United States established the School of Scientific Management. This theory designs a detailed and concrete theoretical framework for how to control and manage organizational behavior. But there are two fundamental defects. First, it is difficult to find perfect workers and working methods in reality. The second is to treat workers as machines, without considering that people are emotional and thoughtful animals.
(2) interpersonal school. In view of the theoretical defects of the scientific management school, people began to consider the relationship between the environment and the attitude towards workers and the improvement of productivity, so in 1926, Hawthorne's experiment led to the emergence of the interpersonal relationship school. Unfortunately, this school ignores other factors that affect production efficiency, and simply thinks that all problems can be solved as long as it is better for workers.
(3) Behavioral science school. In 1930s, based on the research of some psychologists, such as Skinner, management scientists founded the behaviorism school in management, and advocated using reward and punishment system to control people's behavior in organizations. However, it doesn't take into account that this system will make workers have many negative emotions and reduce their work efficiency.
(4) School of Management Science. During World War II, in order to defeat Germany, the U.S. military introduced the quantitative analysis method into the management field, so the school of management science was born. Its contribution lies in the application of mathematics and computer technology to management, but not all management problems can be quantitatively analyzed. This method requires a lot of money and time.
(5) School of Social Systems. Barnard, an American management scientist, believes that management problems should be analyzed and studied from the perspective of sociology, and all kinds of organizations should be studied as cooperative social systems. This management theory is called social system school by later generations. Barnard believes that there are three basic elements that make up an organization, but these elements only include people. He believes that managers have no function to manage property.
Second, western organizational behavior.
After World War II, two important schools of thought appeared in the western management field, namely, the management science school and the people-centered behavior school. At present, management schools in western countries have listed it as a compulsory course, and it has also been widely used in industry.
Western organizational behavior is different from general management, which considers specific social system and cultural background. Its theory has the component of "reasonable core" and has wide applicability. Many of its theories reflect the requirements of modern society, so it has further developed than traditional management.
Third, China's organizational behavior.
China's organizational behavior originated in the west. In fact, the research of psychologists in China has already involved related fields. For example, as early as the early 1960s, people began to pay attention to the study of man-machine relationship, which we then called industrial psychology or engineering psychology.
With the rapid development of domestic economy, the social demand for organizational behavior is increasing. Psychologists have made the greatest contribution to China's organizational behavior, but the name "management psychology" is often used in China. Although many theories in our management psychology are put forward on the basis of western research, we are also committed to establishing an organizational behavior with China characteristics, combining western experience with our own traditions and practices, and developing our own management science.
Fourth, the new development of organizational behavior.
(A) the change of research methods. With the development of the times, in the late 1970s, the traditional methodology system of organizational behavior was questioned and challenged. The system that emphasizes external usefulness gradually replaces the traditional methodology system that pays attention to internal logical consistency, and one of the typical representatives is the case comparison method. This turn has played an important role in promoting the development of organizational behavior and even the whole management thought.
(2) Actively organize behaviors. The development of western "positive psychology" began in the 1960s. The study of organizational behavior recognized the relationship between employees' positive feelings and performance as early as Hawthorne's experimental era. Under the influence of humanism, researchers began to study positive psychological topics such as happiness, happiness, satisfaction and morale. Seligman, president of the American Psychological Association, actively advocated the idea of "positive psychology", and together with Hickjant Mihai (2000), pointed out that the role of positive psychology lies in "promoting the development of individuals and society, helping people to be happy, making children grow up healthily, making families happy, making employees feel comfortable and satisfying the public". It is directed at the negative psychological model that has dominated in the past century.
(3) Computer experiment method. Social organization system is a very complex system, such as an enterprise, which is composed of many individuals driven by the same goal and many other factors. The dynamic change of complexity in the system is usually nonlinear. Therefore, in order to study the social organization system, it is necessary to carry out complexity science research, that is, to study the relationship between various components of this system and its emerging characteristics in dynamic evolution.
We need to explore the operating mechanism behind complex management problems, explain these complex phenomena through system analysis, and should be able to infer their influence on system evolution according to individual behavior. This series of questions cannot be answered at all on the basis of the original theory. With the development and intervention of computer technology, it is possible to study complex systems by computer experiments.
Research on self-efficacy. With the concept of self-efficacy, since the mid-1980s, industrial psychologists and organizational behaviorists began to study the influence and function of self-efficacy in the field of organizational behavior. They think that self-efficacy has obvious influence on people's work attitude and performance. With the development of society and the increasingly fierce market competition, the research on self-efficacy tends to be detailed, which shows the society's desire for employees to improve their self-efficacy
At present, the research on the theory and evaluation of self-efficacy has become a hot issue in the field of organizational behavior and has been widely used. However, there are still some problems in the existing research hotspots and methods, which need us to continue to improve.
Abstracts of two papers on organizational behavior
This paper analyzes the basic concept of organizational behavior, probes into the concrete measures of organizational behavior to the development of enterprises, and adopts diversified management techniques and management modes to make enterprises develop healthily, promote enterprises to be in a favorable position in the market competition for a long time, and make enterprises develop healthily for a long time.
key word
Organizational behavior; Enterprise; Incentive; manpower management/scheduling
1. Organizational behavior
Organizational behavior is a discipline that systematically studies people's behaviors and attitudes in organizations, guides individual and group behaviors and organizational behaviors in management activities, and studies people's psychology, behavior performance and objective laws in organizations. The purpose is to improve the ability of managers to predict, guide and control people's behavior and realize the scientific goals of the organization. With the development of society, people pay more and more attention to organizational behavior.
2. The necessity for enterprises to apply organizational behavior
The development of all enterprises, in addition to talent, industry characteristics, capital and product characteristics, must also consider the internal and external environment of enterprises. The internal environment of enterprises must adapt to the changes of external market environment in time, and enterprises must realize the coordination and interaction between external environment and internal environment in order to achieve the goal of sustainable development, that is, long-term profit. Enterprises are affected by the ever-changing market environment and the overall economic situation at home and abroad, such as quality grade, price change, human resources status, environmental protection requirements, etc. In the complex and changeable environment, enterprises only pay attention to the development of people, because people are the first productive force, the first priority and the most important factor in the development of enterprises, and only by giving full play to the potential and advantages of talents within enterprises can the development performance of enterprises be improved.
The first element of enterprise human resource management is "people", and the important issue of enterprise management is how to give full play to people's value and potential, that is, subjective initiative, so as to realize the sustainable development of enterprises. However, employees will encounter various practical problems in their work practice, such as controllable working environment, various benefits, vacations and so on. Even the uncontrollable needs of enterprises, such as children's enrollment and medical treatment, will further affect employees' needs and attitudes towards work. Therefore, enterprise human resource management needs to further clarify the actual needs of employees, mainly the controllable needs of enterprises.
3. The application strategy of organizational behavior in enterprise management
3. 1 Improve employees' job satisfaction and innovate the incentive mechanism of organizational behavior.
Any enterprise in society is made up of people, and any enterprise can't do without management. The core of management lies in people. The vitality of an enterprise comes from the enthusiasm of every employee. "People" is the most important factor in an enterprise. Starting from the actual development of employees, we should encourage their performance and behavior, guide their thoughts and behaviors, and develop their potential. Positive organizational behavior, that is, by affirming employees' work behavior and performance, fully mobilize employees' enthusiasm and initiative, improve employees' sense of corporate honor and satisfaction, and ensure the realization of their most basic rights and interests.
Enterprises should be people-oriented when designing incentive mechanism, and fully mobilize people's enthusiasm, initiative and creativity. Starting from the actual work of employees, improve their job satisfaction. Managers can also conduct detailed research on various system provisions in advance through effective regulations and scientific and reasonable management mode, think about some possible situations, find problems, correct and solve the defects in the system in time, with the aim of improving the management level and effect of enterprises. People are the main body of all management activities and the most important factor. Modern enterprise management, the most important thing is the management of people. Enterprises must establish a people-centered management system, not a task-centered management system. The development of modern enterprises tells us that the more science and technology develop, the more attention should be paid to human factors. Enterprise managers should care about employees, start from small things, adopt reward and punishment system, encourage and guide. If an enterprise wants to achieve development, it must fully reflect the self-worth of employees, integrate the development of the enterprise with the pursuit of employees, make the development direction of the enterprise and employees consistent, and form a unified goal.
At the same time, enterprises should grasp the dynamic development of incentive mechanism when establishing incentive mechanism, leave enough room for the change of incentive mechanism, make adaptive changes according to the internal and external conditions of enterprises, and make regular modifications. The establishment of incentive mechanism should comprehensively consider various factors, not only to break through the shackles of traditional models, but also to consider the actual situation of employees in innovation, and finally realize the overall development goal of enterprises. The establishment of the system should be discussed, announced and then implemented.
Under the guidance of organizational behavior theory, scientific and reasonable incentive measures should be taken to establish a system suitable for the development of enterprises, form a corporate culture, and promote the development of enterprises and employees, such as Shougang's "Shougang spirit" of "pioneering, being the master and striving for strength"; Pangang company's "Pangang spirit" of "struggling hard and bravely climbing the peak"; The "FAW Spirit" of "Strive for the First and Innovate the Industry" in the First Automobile Factory. These spirits are the application of this concept in enterprise practice.
3.2 Implement the concept of organizational behavior and improve the human resource management system.
Human resource management system is the specific arrangement of human resource management in enterprises. If an enterprise wants to be invincible in the complex market economy environment, it needs a scientific management system, that is, enterprise standardization system, such as professional quality standards, post responsibility standards, post evaluation standards, human resource management, production management, equipment management, financial management and other standards. The relevant theoretical achievements of organizational behavior can just guide the establishment of enterprise human resource management system, integrate its ideas into enterprise human resource management system and strengthen its implementation, thus improving management effect. In addition, we should conscientiously implement the system, so that everyone is equal before the system without specialization, and at the same time emphasize the development and cultivation of employees' personal positive psychology, reasonable needs and abilities.
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