Disadvantages Of Organizational Behavior Management

Organizational Behavior Management (OBM) is a vital part of the success of a company. It analyzes the psychological side of employee’s thoughts and actions even considering culture. This idea allows managers to improve not only individual behavior but also group dynamic performances/interactions and workers safety. This theory is considered as a science of the behavior of each employee. The history of OBM started in the 1900’s, with the strong influence of Skinner and Watson. In the workplace, the applications of behavioral principles to instructional design were the beginning for the use of science of behavior. Frederick Taylor, another innovative manager was a huge supporter of the scientific method being presented and utilized. Three main

Management has come to the conclusion of observations made that Misbehavior is a major disadvantage. This causes a disruptive working environment ending in many problems. Evidence has been researched and proven to members of organizations that purposely sabotage processes, steal company property, harass others, cheat the government, or mislead customers. Not only does the business have a major negative effect but also, employers, and the community. We have to ask ourselves, what factors and thoughts are driving these employees to act out in such a troubled manner? What kinds of personal and cultural factors influence such acts of intentional misbehavior? Definition of Organizational Misbehavior is, “any intentional action by members of organizations that violates core organizational and/or societal norms.” The apparent fact to consider in this definition is the use of Intention. Three types of organizational behavior include: (a) OMB Type S, misbehavior that intends to benefit the self; (b) OMB Type O, misbehavior that intends to benefit the organization; and (c) OMB Type D, misbehavior that intends to inflict damage. From research done, I saw that people who engage in OMB Type S are primarily motivated by self-interest consideration, whereas those that perpetrate OMB Type O do so mostly because of strong identification with and loyalty to their organization. Now that I have explained what each type is and what draws these actions, there is a need of procedures to fix. Prevention, Control, and Response to each individual situation by Managers is of great magnitude. What it all comes down to is, managers being fully alert and aware of each employee and addressing the problem as soon as it arises. They need to be careful in the approach and pay special attention to the type of organizational misbehavior to properly handle it and prevent from happening