Behavioral Science and Organizational Behavior

Medicine, management, anthropology, sociology and psychology are the main behavioral sciences that significantly affect all the aspects of organizational behavior.

Organizational psychology was once studied by a Harvard Psychologist by the name Hugo Munsterberg. It largely examines how workers can be motivated at workplace (Truxillo, Bauer,& Erdogan, 2015). The behavioral patterns of workers are also addressed in organizational psychology. Companies can use the key tenets of organizational psychology to boost the productivity of employees at workplace. Hence, the behavior and performance of individual employees s well s groups at workplace can be best examined using organizational psychology behavioral science.

Organizational behavior has also benefited greatly from sociology as a form of behavioral science. It can be defined as study of society. The man contribution of sociology is that it highlights how organizations can be impacted through group dynamics. This behavioral science is also crucial in examining the relationship between motivation and productivity of workers. In this regard, an organization is taken as a society of people who pursue a common goal (Truxillo et al., 2015). In addition, group ethics and sociology may not be separated in terms of group interaction.

In regards to organizational culture, anthropology is the core behavioral science discipline that has facilitated proper understanding how culture affects society and in particular, organizations. It is obvious that some cultures are more effective and fruitful at workplace. In order to boost the productivity of workers, managements in organizations employ a number of values and traits that arise from organizational culture. Anthropology and culture have also been instrumental in embracing and managing diversity at workplace.

Topic 2: Three Categories of Management Roles

There are ten different roles that managers can play in organizations according to Mintzberg. The roles are further divided into three classes as illustrated below:

In the interpersonal category, ideas and information are offered by organizational managers (Robbins, & Judge, 2013). In the informational category, it entails processing of the available data. In the decisional category, the processed data and information are used to make valid conclusions.

Topic 3: The Major Job Attitudes

One of the most fundamental job attitudes is employee engagement. While managers can freely make crucial decisions regarding the management of organizations, it is highly recommended to involve employees in decision making especially on issues affecting them (French, Rayner,  Rees, & Rumbles, 2011). Second the perceived organizational support should be evident. In other words, employees should feel that the organization is sincerely concerned about their well-being on a daily basis.

Organizational commitment is also another vital job attitude since it ensures long –lasting relationship and improved productivity of workers. Moreover, psychological empowerment, job involvement and job satisfaction are pertinent job attitude principles that tend to immensely improve the productivity margin of workers (French et al., 2011).

From the above job attitudes, it is apparent that employee engagement has the strongest impact on performance of workers. Once employees are made part and parcel of the affairs of an organization, they will be more willing to give their best input to boost productivity (French et al., 2011). Moreover, employee engagement sets the right team spirit in group dynamics because individual teams can see the sense of working proactively and delivering viable results.