Review of Public Administration and Management

Editorial Note on Organizational Behaviour Strategies

Sarayu Puli^* Department of Public Administration, University of Lucknow, India
^*Correspondence: Sarayu Puli, Department of Public Administration, University of Lucknow, India, Email:

Received: 09-Oct-2021 Published: 19-Oct-2021, DOI: 10.35248/2315-7844.21.9.308

Editorial

The basic operational concept of most companies is to draw out strategies to ensure that the organization's objectives are met. To attain these aims, the business must consider the knowledge and skills of its personnel, which are critical to achieving organisational goals. Employees in most firms come from a variety of cultural backgrounds, which may have an impact on their work behaviour. As a result, in order to ensure that the organization's plan is implemented, the corporation must be able to monitor employee behaviour. In outlining organisational tactics, this study aims to highlight organisational behaviour and its connection to employees' knowledge and abilities. The study of individual and group performance in the workplace is referred to as organisational behaviour. Within organisations, organisational behaviour is concerned with the recognition, prediction, and regulation of employee behaviour. Apart from determining employee behaviour, organisational behaviour also controls and assesses the management's impact on job structure, employee performance, interpersonal communication, employee motivation, and employee leadership abilities.

To develop strong and productive working relationships in the organisation, organisational behaviour borrows from different disciplines. Sociology has a crucial role in influencing human behaviour in businesses. Medical science and political science are two other fields that assist describe organisational. Organizations experience power, authority, and influence, and there is a close link between organisational behaviour and political science. Furthermore, medical research benefits organisational behaviour by assisting in the diagnosis and treatment of work-related stress.

Employee attitude development, learning patterns, leadership styles, hierarchical authority, strategies, dispute resolution, stress management, and roles and duties are all examples of human behaviour in the workplace. Managing human behaviour in businesses serves a variety of purposes. The major purpose is to uncover and assess processes that regulate workplace human relations and interactions. Another purpose of organisational behaviour is to detect and nurture employees' behaviours in order to foster an atmosphere that is conducive to the organization's continuous existence and efficacy. Organizational behaviour has eight particular objectives.

Employee work satisfaction is ensured by organisational conduct. Employees feel satisfaction during their daily operations as a result of behaviour management. Managing people's knowledge and abilities ensures that the company hires the proper people who are aligned with the company's aims and objectives. It guarantees that the organization's culture is maintained across time in order to effectively realise its mission and vision. Organizational behaviour management guarantees that strong and effective leadership is established, as well as successful conflict resolution among personnel. Furthermore, employees can better understand one another, resulting in less stressful working relationships. The basic principles that underpin organisational behaviour are dependent on the characteristics of individuals and the organisation as a whole. Individual differences among employees, for example, define organisational behaviour in implementation tactics. Employees have varying levels of giftedness depending on their cultural and socioeconomic backgrounds. Second, to ensure that corporate operations function smoothly, organisational managers must monitor employee perceptions. Finally, the success of an organization's productivity is determined by techniques that ensure employee motivation. Fourth, employees' desire to participate in a variety of tasks influences teamwork inside the organisation.

Managers of organisations should also make certain that the policies in place respect and defend human dignity and welfare. Furthermore, both the organization's leadership and its personnel must strive toward a single goal from which both parties gain. Employees may benefit from remunerations, while the organisation may benefit from profit generation. Organizations must also be considered as social systems, with managers ensuring that members of the organisation have good interpersonal interactions. Correspondence to: Sarayu Puli, Department of Public Administration, University of Lucknow, Lucknow, E-mail: Sarayupuli365@gmai