There are several aspects that can contribute to one’s own organizational behaviors. The first is that everyone has a natural tendency toward conformity. This natural tendency, when acted upon, tends to be counterproductive. Many organizations fail because people within them become so involved in maintaining the status quo that they become uninterested in deviating from it. In most cases, such people eventually leave the organization, while those who stay tend to follow along with their previous behavior.
A second reason for this behavior is that people tend to feel that they have been “promoted” by the human resources department, when in fact they had nothing to do with it. They then begin to believe that they need to conform to all the rules and regulations of the human resources department in order to gain employment. Many organizations attempt to change this attitude by simply making rules more rigidly enforced. However, this is very difficult to do, because people are so accustomed to having their own freedom that this will not do anything to change their basic attitudes.
Another aspect that can lead to people being uninterested in changing their behavior is their own personal interests. For example, in most business corporations, people tend to stick to their jobs. When they do finally quit their jobs, they are likely to become very unhappy with what they were doing there, and they will try to reinvent themselves in a new field. However, this usually does not work out because they have already done so many jobs in a given field.
Another common cause for people being uninterested in changing their behavior is that business organizations in many ways to treat people as commodities, rather than people. While people may work hard, they are often treated as if they are money-spending machines, rather than as individuals.
These two elements make it very difficult for people to adapt to changes. When people feel as though their own behavior is a result of the personal preferences of others, they are often reluctant to adopt any changes that are made at their expense.
The third reason for people’s behavior being uninterested in change is that when something changes, they are very likely to react negatively. If a particular change has been made, it may seem as if it is a good thing to them, but their reaction is often negative. If it is a bad change, they are likely to ignore it, or even worse, become defensive about it. This is the point at which they begin to feel as though their individual freedom has been lost.
This is why it is important to hire an expert or consulting firm to help develop the strategies that will help people change their own organizational behavior. A team of professionals can help to identify the causes of these three problems, and recommend ways that can be implemented to correct these problems.
For example, if a change is being made to make the employees’ workstation more conducive to their comfort level, they will not be offended or defensive when a change is made to their job description. Instead, they will be happy with the change and ready to adapt to it. However, if there is an issue that is preventing them from adapting to a change, then they will become defensive.
By hiring a professional consultant, the person will not only learn the basics of how to get people to change their behavior, but will also learn what kinds of tactics and other strategies are needed to convince them to change their behavior. in the long run.
Finally, it is also important to recognize that if organizational behavior is causing a lot of resentment among other employees, it can cause problems with other departments. That way, the change will only benefit the overall organizational performance.
