Every human action is the result of a need or desire. One experiences a sort of mental discomfort as long as that need remains unsatisfied in him/her. The moment the action is initiated he/she makes an attempt to get over the discomfort. What causes of action is the need or desire? What causes a need is called the stimulus? Therefore, the manager's duty is to create the stimulus that causes a need which initiates action leading to satisfaction. This should be a repetitive process for the action to continue. All this is called 'motivation' in management. Now we shall discuss the need for, significance and nature of motivation.

Managers motivate the employees basically owing to the following reasons:







To increase employee productivity: Higher productivity reduces the cost of operations and thereby increases profits. Committed and competent employees positively contribute to productivity. Managers motivate employees to be committed and acquire competencies.

To enhance organizational citizenship: Motivated employees not only contribute to organizational productivity, but also to the organizational behavior that is compatible to the norms of corporate citizenship behavior. There are five categories of corporate citizenship behavior viz., (1) conscientiousness-performing tasks beyond minimum required levels, (2) altruism-helping others, (3) civic virtue-participating in the political life of the organization, (4) sportsmanship-taking positive attitude and not complaining and (5) courtesy-testing others with respect. Managers motivate the employees towards the enhancement of organizational citizenship.

Organizational behavior offers several ideas to management as to how the human factor should be properly emphasized to achieve organizational objectives. Barnard has observed that an organization is a conscious interaction of two or more people. This suggests that since an organization is the interaction of persons, they should be given adequate importance in managing the organization. Organizational behavior provides an opportunity for management to analyze human behavior and prescribe means for shaping it to a particular direction.


Organizational behavior provides understanding the human behavior in all direction in which the human beings interact. Thus organizational behavior can be understood at the individual level, international level, group level and inter-group level.

Organizational behavior helps to analyze 'why' and  'how' an individual behaves in a particular way. Human behavior is a complex phenomenon and is affected by a large number of factors including the psychological, social and cultural implications. Organizational behavior integrates these factors to provide simplicity in understanding the human behavior.

1. Human Behavior and Human Resources

Human resources play a crucial role in the development process of modern economics. Arthur Lewis observed, " there are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behavior." It is often felt that, though the exploitation of natural resources, availability of physical and financial resources and international aid play prominent roles in the growth of modern economies, nine of these factors is more significant than efficient and committed human resources. It is in fact, said that all development comes from the human behavior.

2. Human Behavior in the Nation's Well-being

A nation with an abundance of physical resources will not benefit itself unless human resources make use of them. In fact human resources are solely responsible for making use of national resources and for the transformation of traditional economies into the modern and industrial economies. Lack of organization of human resources is largely responsible for the backwardness of the nation. Countries are undeveloped because their people's behaviors are inappropriate for economic development. In essence, "the difference in the level of economic development of the countries is largely a reflection of the differences in the types of their behavior. The key element in this proportion is that the values, attitudes, commitment, aptitude, general orientation and quality of the people of a country determine its economic development. The shift from manufacturing to service and from service to knowledge and the increasing pace of technological up-gradation are making behavior the ingredient of the nation's well-being and growth.

3. Human Behavior and Organizational Performance

Organizational performance can be measured against organizational objectives like market share, rate of profit, product innovation, customer satisfaction and employee satisfaction. Appropriate human behavior contributes to the employees' commitment towards organizational goals. In effect, employee values, attitude and other behavioral issues shape the employee behavior that would be appropriate for achieving organizational performance. Thus, appropriate human behavior contributes for the organizational performance. Appropriate and adaptable human behavior enables the organization to develop employee commitment to the organizational strategies. In addition, appropriate behavior encourages the employees to acquire and develop required hard skills like technical skills, knowledge and competency. Organizations do also invest in the development of technical skills and knowledge of those employees whose behavior is quite appropriate for the achievement of organizational strategies.

4. Human Behavior and Strategic Advantages

Strategic advantages include achieving a low-cost advantage, high quality, superior customer service, innovations and superior speed in producing and delivering a product or service. Committed employees with appropriate technical skills contribute to achieving the highest human efficiency, which in turn makes the operations at the lowest cost. In addition, the committed minds contribute to innovation and other strategic advantages like superior customer service and superior speed. Thus, appropriate human behavior contributes for building up of strategic advantages of the firms.

5. Human Behavior and Efficient Human Resources Management

Appropriate human behavior helps for positive and efficient human resource management in terms of employee satisfaction, fair treatment of employees, training and continuous learning, performance management, employee counseling, mentoring, building teams, congenial superior-subordinate relations as well as human relations, sound salary and benefits. Thus appropriate behavior brings about efficient management of human resources.

Thus, appropriate human behavior helps not only efficient resources management but also envisages strategic management which ultimately leads to achieving a high level of organizational performance.

Organizational behavior is a field of study that illustrates the impact that individual, groups, and structure have on behavior within an organization for his purpose of applying such knowledge towards improving organizational effectiveness i.e. organizational behavior is concussed with the study of what people do in an organization and how that behavior affects the performance of the organization. Underlying this systematic approach in the belief that behavior is not random. It stems from and is directed towards some and that individual believes, rightly or wrongly, is in his or her best interest. Organizational behavior is an applied behavior science the is built on the contribution from a number of behavioral disciplines.


The predominant areas are:

Psychology: The science that set to explain and sometimes change the behavior of human being. The contribution includes the study of topics like Motivation, Personality, Emotions, Job satisfaction, etc.

Sociology: The study people in relation to them human beings. The contribution includes the study of topics like Group dynamics, work team, communication, power, etc.

Anthropology: The study of societies to learn about human being and their activities. The contribution includes the study of topics like Organizational culture, Organizational environment, Cross-culture analysis, etc.

Political Science: The study of individual and groups within a political environment. The contribution includes the study of topics like Conflict, Intra-organizational politics, power, etc.

One of the most important and broad-based challenges currently facing organizations is adapting to people who are different. The term to describe this challenge is work force diversity. While globalization focuses on differences between people from different countries workforce diversity addresses differences among people within given countries.

Work force means that organizations are becoming more heterogeneous in terms of gender, which varies from the so-called norm. It includes Women, physically disabled. elderly, etc.

Work force diversity has important implications for management practice. Managers have to shift their philosophy from treating everyone alike to recognizing differences and responding to those differences in ways that ensure employee retention and greater productivity while at the sometimes, not discriminating. This shift includes, for instead, providing diversity training and revamping benefits programs to accommodate the different employees. Work force diversity if positively managed, can increase creativity and innovation in organizations as well as improve decision making by providing different perspectives on problems. When work diversity is not managed properly, there is potential for higher turnover, more difficult communication, and more interpersonal conflicts.

Organizational behavior studies encompass the study of organizations from multiple viewpoints, methods, and levels of analysis.

Nature of Organizational Behavior

Each individual brings to an organization a unique set of personal characteristics, experiences from other organization, the environment surrounding the organization and they also poses a personal background. In considering the people working in an organization, organizational behavior must look at the unique perspective that each individual brings to the work setting.

but individuals do not work in isolation. They come in contact with other individuals and the organization in a variety of ways. Points of contact include managers, co-workers, formal policies and procedures of the organization and various changes implemented by the organization. Over time the individual. too, changes, as a function of both the personal experiences and the organization. The organization is also affected by the presence and eventual absence of the individual. Clearly, the study of organizational behavior must consider the way in which the individual and the organization interact.

An organization, characteristically, exists before a particular person joins it and continues to exist after he leaves it. Thus, the organization itself represents a crucial third perspective from which to view organizational behavior.

Organization behavior is a study and application of knowledge about how people as individuals and as groups act within an organization. It can be defined as the understanding, prediction and management of Human behavior in organizations. Organization behavior is related to other disciplines like Organizations Theory, Organization Development and Human Resources Management.

The study of Organizational Behavior (OB) is very interesting and challenging too. It is to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. The study of organizational behavior relates to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual.


There are no absolutes in Human Behavior. It is the human factor that is contributory to the productivity hence the study of Human Behavior is Important. Great importance, therefore, must be attached to the study. Researchers, management practitioners, psychologists, and social scientists must understand the very credentials of an individual, his background, social framework, educational update, the impact of social groups and other situational factors on behavior. Managers under whom an individual is working should be able to explain, predict, evaluate and modify human behavior that will largely depend upon knowledge. skill and experience of the manager in handling a large group of people in diverse situations. Pre-emptive actions need to be taken for human behavior forecasting. The value system, emotional intelligence, organizational culture, job design and the work environment are important causal agents in determining human behavior.

Cause and effect relationship plays an important role in how an individual is likely to behave in a particular situation and its impact on productivity. An appropriate organizational culture can modify individual behavior. Recent trends exist in laying greater stress on organizational development and imbibing a favourable organizational culture in each individual. It also involves fostering a team spirit and motivation so that the organizational objectives are achieved. There is a need for commitment on the part of the management the should be continuous and incremental in nature.

Human relations movement refers to the researchers of organizational development who study the behavior of people in groups, in particular, workplace groups. It originated in the 1930s' Hawthorne studies, which examined the effects of social relations, motivation and employee satisfaction on factory productivity. The movement viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts. The hallmark of human-relation theories is the primacy given to organizations as human cooperative systems rather than mechanical contraptions.


Human Behavior is a very complex, no matter how you try to discuss it or even attempt an explanation of how and why we function the way we do! According to well-known psychologists "Myers-Briggs" and "Kersey" there are about sixteen distinct personality types, which define our personality. And somewhere mixed into all of this information they can tell us if we are either an extroverted or introverted type of person.

Human may be physically alike but not behaviorally. In fact, the same person behaves differently in different situations. This is due to the influence of various factors. The important among them include various models of man like Economic Man, Social man, Organization Man, Self-actualizing Man, Impulsive Man and Compulsive Man, As such as, human behavior is complex and dynamic.

Out of my own understanding, I would state its...

Disappointment, an unequivocal factor in adhering to your objective and remaining roused. Taking care of disappointment is the most significant aptitude an individual can have and one must learn it.

I have seen individuals with extraordinary enthusiasm and ability to get diverted from their objective since they bombed more than once. Disappointment could shake your fearlessness, make you feel not commendable enough to accomplish your objectives and by then the vast majority either abandon their objectives or lower their self-desires or add diversions to their life.

In any case, just those individuals who comprehend that FAILURE is an unavoidable part of the voyage to SUCCESS has the inspiration to prop up down that way with full energy. Disappointment is the best instructor you could have and you should quit depicting it in a negative sense.

In my piece of the universe, experiential wisdom is that gotten from a genuine interest in life, instead of just considering and talking about the hypothesis.

Be that as it may, I don't like experiential wisdom with "good judgment", in light of the fact that the last is frequently connected to all dependent on encounters with just a couple. The issue is that one individual's understanding and the translation isn't really intelligent of any other individual's existence.

Psychologists distinguish different kinds of insight: subjective, natural, intelligent, moral, and so on. This intelligence all cover and, my estimate is, they are to a great extent recognized for study purposes. I speculate that the term experiential wisdom is a method for saying that intelligence isn't completely or basically learned. It is straightforward wisdom that gets as a matter of fact, not really legitimately or quickly but rather throughout time.