Abstract: organizational behavior is a new discipline, which belongs to the marginal discipline with management psychology; Everyone has psychological knowledge, and they all grasp the law through psychological analysis to implement management, but the two cannot be equated. From the perspective of organizational behavior, people-oriented management focuses on the goals of individuals, groups and organizations. Key words: the difference between organizational behavior, management psychology and people-oriented management 1. The emergence and basic principles of organizational behavior The name of organizational behavior was born in the United States in the 1960s. Adam Smith put forward the viewpoint of organizational behavior for the first time in The Wealth of Nations, that is, both organizations and society will gain economic advantages from division of labor. It is a new discipline and has been widely used in the fields of enterprise management and administration. It comprehensively uses psychology, social psychology, management, political science, economics and other related knowledge to analyze, explain and guide the behavior of individuals, groups and organizations in management activities. The purpose of organizational behavior research is to mobilize the enthusiasm of individual employees in the organization, improve organizational structure and leadership performance, improve the quality of work and life, establish healthy and civilized interpersonal relationships, and achieve the purpose of improving management level and developing production. Second, the difference and connection between organizational behavior and management psychology (1) The difference between organizational behavior and management psychology 1. The difference between concept and research object "Organizational Behavior" mainly embodies "Behavior", while "Management Psychology" presents "Psychology". Behavior refers to the activities, actions, movements, reactions or behaviors of organisms in vitro. Psychology is the general name of psychological phenomena such as feeling, perception, memory, thinking, imagination, emotion, will, attention, need, motivation, interest, ability, temperament and personality. This is the difference between the two names. The research object of organizational behavior is "the regularity of people's psychology and behavior in a certain organization", but its focus is "the study of people's behavior in a certain organization". Although it also studies the psychology of people in organizations, this is not its main task. It uses the research results of psychology to analyze people's behaviors in organizations, and its main task is to study people's behaviors in certain organizations. The research object of management psychology is: "the law of psychological activities of people at all levels in the management process and the law of behavior induced by psychological activities." This shows that its focus is on the psychology of people at all levels in the management process. The main task of management psychology is to study the laws of people's psychological activities in the process of management. 2. The difference between the nature of the discipline and the theoretical basis is mainly reflected in the fact that organizational behavior belongs to the category of behavioral science, while management psychology belongs to the category of psychological discipline. Organizational behaviorism is the concretization of behavioral science in organizational environment, which specializes in the characteristics and laws of people's behavior in an organization. Management psychology is a discipline of psychological science in applied psychology. Organizational behavior is based on behavior, while management psychology is based on psychology, and they cannot be equated. The difference of theoretical basis is that management psychology is closely related to many disciplines, and its theoretical basis or theoretical source is also very rich, but it is not as broad as organizational behavior. Mainly based on psychological science; In addition, sociology, economics, education, management, physiology, etc. It is also the theoretical basis of management psychology, and behavioral science has also provided nutrition for management psychology. It can be seen that the theoretical basis of organizational behavior and management psychology is not exactly the same, and the theoretical source of organizational behavior is more extensive. (2) The relationship between organizational behavior and management psychology 1. The relationship between behavior and psychology and its theoretical basis both focus on psychology and behavior. When studying human behavior, organizational behavior needs to explore the psychological mechanism of behavior and reveal the mystery of psychology, otherwise organizational behavior will be difficult to stand on. Similarly, people's psychology is a hidden variable, which cannot be directly and quantitatively analyzed by some scientific and technological methods, just like studying natural science. In order to understand people's psychology, it is necessary to make an indirect analysis through people's behavior. Therefore, management psychology must pay attention to human behavior in the research process. The theoretical basis between them is related. Management psychology is a branch of psychology, undoubtedly based on psychology; Organizational behavior can't be published without the basis of psychology. In addition, in other related disciplines, such as sociology, management and so on. This is also their similar theoretical basis. Because of this, they are closely related to each other. 2. The relationship between research content and purpose As far as research content is concerned, the basic contents of organizational behavior and management psychology are individual problems, physical problems, motivation problems, leadership problems, organizational problems and so on. In other words, they are similar in research content, which makes some people think that they can be equated. Through the previous discussion, in fact, the relationship between them is to study the same problem, one is from the psychological point of view, the other is from behavior to psychology, and the ultimate goal is to solve the problem. In other words, they actually achieve the same goal through different routes. On the research purpose, they have the same research purpose, that is, through the study of people's psychology and behavior in organizational management, to reveal its laws, and to improve the ability to predict and guide people's psychology and behavior according to these laws, so as to improve work performance and successfully achieve the expected goals of the organization. Third, the application of organizational behavior in modern management The essence of humanistic management is to establish the concept of respecting, relying on, inspiring and liberating people, and its essence is to adhere to the all-round development of people. From the perspective of organizational behavior, people-oriented management focuses on the goals of individuals, groups and organizations, promotes the all-round development of people by stimulating their potential and shaping high-quality teams, and clarifies the development trend and value connotation of modern management from the concept and paradigm. (1) At the individual level, it is mainly manifested in encouraging individual development, so as to achieve organizational goals. People-oriented management pays attention to people's motivation, needs, quality and development, and stimulates people's enthusiasm and initiative to the maximum extent. People-oriented management is different from the previous management methods. It only regards management as an institutional behavior, but as a humanistic activity, paying attention to both the efficiency and contribution of work and people's behavior and attitude. Understanding and grasping human nature and achieving organizational goals by motivating each organization member are essential qualities and skills for managers. This involves the assumption of human nature in management, that is, the view of human nature in management. The hypothesis of human nature is the foundation, management principle, method and means for managers to manage the managed. By assuming human nature and paying attention to personal needs, motivations, qualities, values and happiness, managers can motivate individuals. Through encouragement, we can meet personal needs and development, improve personal job satisfaction, realize personal value in the process of contributing to the organization, and thus achieve organizational goals. (2) At the group level, it is manifested in the formation of group norms to coordinate all aspects of the group and promote the realization of the established goals. Whether formal or informal, each group will form its own norms. Group norms refer to the universally accepted code of conduct that exists in a certain group. Once the norm is formed, it becomes a powerful external force, guiding and restraining the behavior of members in the group, and restraining and assimilating members. Group norms affect the behavior of group members by establishing clear criteria for judging right and wrong. Understanding a group norm helps to understand and explain the behavior of its members, and forming a stable and effective group norm can make the group have strong cohesion and bring high performance to the group. When the needs of individuals in the group are met to the maximum extent, the cohesion and performance of the group will have good results, and all aspects of the group will be coordinated. The internal coordination and communication of group writing papers not only helps individuals to understand and meet their own needs, but also promotes the increase of consistency factors in interpersonal relationships. More importantly, coordination and communication will help members to complement each other's behaviors and promote the smooth realization of the established goals. (3) The organizational level is characterized by promoting the sustainable development of the organization through the construction of organizational culture. Organizational culture is the common value system of members, unique to the organization and a powerful tool to guide and shape the value orientation and behavior of members. Organizational culture can analyze organizational behavior and its application in modern management. The educational theory of wang hong 1 Tamia Liu 2( 1.2 Guilin 54 1004, College of Education Science, Guangxi Normal University) enables the organization to win the knowledge and support of its members and mobilize and integrate all positive factors. Strong organizational culture promotes cohesion, loyalty and organizational commitment, which determines the core "rules of the game" of organizational development. People-oriented management attaches importance to cultivating organizational culture to standardize members, so that members can achieve organizational goals around organizational goals and promote the sustainable development of organizations. Therefore, at the organizational level, it attaches great importance to the construction of organizational culture.