SOCIOLOGY OF ORGANIZATIONAL BEHAVIOUR

Sociology Of Organizational Behaviour

Sociology Of Organizational Behaviour

Introduction

The subject matter of sociology is sometimes said to be group interaction the range of phenomena created by the interplay of social aggregates with each other and with their members. In practice, the peculiar tribe or class of philosophers called sociologists is concerned with only certain forms of interaction.

The actual subject matter of investigation falls between psychology and related subjects on the one hand, which deal with individual and organic aspects of human behavior, and economics and political science on the other, which have to do with particular systems of interaction. This essay explores the world of work, from workers to managers, in a variety of work settings

and different subtopics related to working environment will be discussed in the coming sections of this report.

Discussion

Alienation and Job Satisfaction

Organizational behaviour is beneficial to organizations as it is voluntary and discretionary individual behaviour that is expected to promote overall organizational efficacy. Two salient dimensions of OB include defending the organization when other employees criticize it and, when directed at individuals, assisting co-workers with their duties (Cunningham 2000 , pp 45-189). In order to predict work behavior, researchers usually propose a social exchange explanation whereby employees may exhibit positive or negative behavior as a response to the treatment received from their organizations(Knoster 2000 , pp. 93-128). Taking both approaches into consideration would imply that, to the extent a person-organization fit occurs, the employee should be more willing to engage in Organizational behaviour (Schein 2001 , pp 45-190).

Work alienation is defined as awareness of the discrepancy between one's own inclinations and the demands of reality. Applied to the workplace, usually takes Work alienation the form of a gap between perceptions of an objective work situation and certain concerns of individuals, such as needs, values, ideals, desires, or expectations (Revans 2002 , pp 77-89). In effect, if employee alienation depends on what they want, believe in and intend, alienation may be in conflict with reality. Employee value discrepancy with the organization should increase feelings of work alienation in particular, their powerlessness, meaninglessness and self-estrangement. Therefore, employees' sense of discord between their personal values and those at work creates a working context in which feelings of alienation arises.

Since work alienation is a consequence of the employee's belief in values embedded in formal regulations, it could promote positive employer-worker agreements concerning work procedures and processes (Ardalan 2001 , pp.15-19).

Career Mobility

A career is a series of engagements by an individual in work assignments spread over time and roughly corresponding with some form of plan or pattern in terms of the skills, knowledge, and attitudes currently required or required after training and education. What is triggering the industrial, occupational, and geographical mobility of today's workers? it may be a response to downsizing and restructuring (Robbins 2000 , pp 55-99). Or it may reflect a pursuit for job advancement and a better quality of life. This section examines the factors triggering workers' career mobility and suggests ...