Organizational Behavior and Human Resources Essay

Organizational behavior is the study and application of knowledge virtually people or groups of people in an arranging. It focuses on what people do and why they do it with aim of improving what they do. Since an organization is a arrangement of people functional unneurotic in an organized social mental synthesis to achieve a common goal, application of theories and concepts of military personnel behavior is positive to attain the goals of organizations. Organizational behavior covers areas much(prenominal) as human behavior, leadership in an organization, teams, communications, employee traffic etc. Clark, 2008).A study of the organizations behavior helps the management to succeed in business opportunities. mankind imagery management is a strategical approach to the management of employees in an organization. It includes activities such(prenominal) as planning, selection, enlisting and maintaining employees. To sustain high performing employees, ensuring safe working e nvironments and compliance to rules and regulations in an organization are some of the main objectives of human alternative management.These objectives can only be attained through cost-effective analyses of the employees behaviors. Therefore, when human resource management and organization behavior blend together in an organization, they help to bring about sacrosanct and active manpower which help the organization meet its strategic goals. Effective insurance teaching in human resources would help management to establish a strong workforce and explore untapped resources and strategies that would improve the organization performance.In swan to employ effective policies, the management should make best decisions in a timely manner in a given situation. Human resource managers should be involved in making strategic decisions of the organization such as being informed on the long term plans of the strategic management. To amicably resolve personnel issues and find appropriate so lutions to these issues, the management should withdraw proper human resource policies.The policies should incorporate fresh ideas that reflect catamenia situation in the organizations and the current business world in general. Human resources policies ensure that employees receive equal treatment in a good range of employment issues and in legal matters incase they arise. To effectively explicate human resource in any organization, it is necessary to have policies on employees benefits such as educational assistance, retirement benefits, health care and health check benefits etc.Another factor to consider when formulating the policies is the safety, health and security of the employees. Issues such as workplace violence, drugs, crisis management, and diseases like HIV/AIDS should be intercommunicate in policy development. In addition it is important to consider employees relations which entail dispute resolutions and grievances, employees privacy, employees performance manage ment, discipline and the transfer of employees in the organization.Selection, recruitment and placement of employees is a fundamental function in the human resource management. Discrimination in terms of race, religion, sex or in any form should be discouraged in the hiring and recruitment process. In order to improve employees skills and their efficiency, there should be a policy on employee training and development. In conclusion, effective policies should seek to motivate employees whereby they tincture comfortable and satisfied hence improve their performance.The human resource should manoeuvre in a flexible environment. For instance, employees can operate in shifts where distinct people start and end their workday at distinguishable time. The organization should adopt technologies that would enable the employees to work outside the workplace. A study in organizational behavior shows that different people get motivated in different ways and can perform better under differen t circumstances. The management should therefore, customize their way of rewarding employees to their particular preferences (Marques, 2007).