PAS-311W: Week 1 Discussion



PAS-311W: Week 1 Discussion

Introduction

Theories and the field of organizational behavior study are closely connected with psychology and sociology which help to define and analyze the main elements and concepts of organizational behavior. Micro theory in organizational behavior deals with the behaviors and nature of individuals and small groups in organizations. It has been strongly influenced by psychology, and many theorists of this kind were originally trained in that field. Contrast instance, macro theory focuses on the behavior and nature of organizations, not of individuals and groups. Parts of the organization may be of concern as well, and so may the environment surrounding the organization (Sims, 2002).

Discussion

Sociology has played a role in the development of macro theory very similar to that played by psychology in micro theory. Personal and individual peculiarities are studied by psychology while sociology helps to explain and analyze anthropological, political and economic differences and issues. Basically, these are values related to micro and macro levels of analysis. “In some areas of I/O psychology, such as job satisfaction, new perspectives on affect have begun to reshape the domain” (Kanfer et al 2002, 5). At present, it appears to be particularly concerned with variations in the value placed on the study of individuals in organizations. In general, only a special combination of sociology and psychology helps to understand organizations as complex units. For instance, personality theory gradually gave way to social psychology, in particular to group dynamics and action research. For instance, values are more acceptable to psychology than to organizational behavior but they play an important role in analysis of organizational behavior (Mowday, Sutton, 1993).

In the new millennium, the development of skills in managing people from diverse cultural backgrounds will become more and more of a priority for managers in advanced industrialized societies. It is also now well known that economic globalization has a significant impact on industrial relations systems. Sims (2002) asserts that there is evidence of change in traditional patterns of bargaining and in workplace norms and, in addition, many countries are seeing a decline in unionism and collective bargaining. The changing nature of global labor markets has also posed new challenges for IR. Harvey et al (1999) assert that changes in work systems and the loosening of the customary spatial ties of workers to worksites are fundamentally changing the traditional concept of the workplace. It is argued that this poses challenges to ...