Abstract
It is crucial to grasp individual behaviour in organizations. This can shed light on evaluation of organizational outcomes. The evaluation can assist in deciding changes required. This chapter investigates organizational behaviour models. The investigation aims to develop a better comprehension of human behaviour. The chapter examines the most reviewed organizational behaviour models. These models are the human relation, the system perspective, productivity perspective, the human resource approach, the contingency approach, and finally, the situation approach. These models are argued to be elementalistic. The elementalism leads to perceive humans and their behaviour in a partial manner. The Aristotelian structure of language underpinning Indo-European languages upholds such elementalism. The structure is built on three laws. These are “is” of identity, two value orientation, and excluding middle stance. The chapter presents some principles of Islam to transform organizational behaviour models. The model enriched by Islam is argued to be in flux.
TopEvolution Of Management Theroies
Theories of management describe the approaches to accomplish work in organizations. The choice between approaches for applying theories depends on the demands of every situation . Some of the theories were developed in the 18th or 19th centuries. However principals of such theories may be still related to the present. Management theories provide guidelines to decision-making processes, enhancing collaboration between workers and leaders to increase productivity and improving objectivity.
A brief review of management theories t is presented as an introduction to the discussion of organizational behaviour discipline. kinicki and Williams (2020) state that theories of management can be classified as historical and contemporary. Historical theories are based on principles of the Scientific management of Taylor. Taylor is to study methods to accomplish work and to improve productivity. Administrative management of Henry Fayol and Weber focus on examining the entire organizations. The last historical theory focuses on quantitative methods aiming to study principles of management issues. This ear lasted from 1911-1950s (Indeed Career Guide,2021) Ivancevich, Konopaske, Matteson (2014). This includes as well behavioural perspective focusing on human relation. Human relation attempts to understand how to motivate employees in order to enhance performance. Contemporary theories according to Kinicki and Williams (2020) are built on three different views. These are the system, the contingency and quality management ;1960s-the present. The system assumes an organization is a system consisting of sub systems. The contingency postulates that managers’ behaviour is contingent on external environment and employees. Quality management aims at continuously training of employees and improving quality procedures. These three views are named as Contextual perspectives by Moorhead and Griffin (2013) . This is to say that every group of theories of organizational behaviour are based on one of these perspectives. Organizational behaviour as a discipline is stated to emerge in 1960s. Organizational behaviour focuses on examining behaviour of individuals in organizational contexts, the interactions between individuals and organizations and studying the organization itself (Borkowski, 2005) . The discipline of organizational behaviour displays two characteristics. The first illustrates that many disciplines contribute to the field of organizational behaviour. Organizational behaviour is based on interdisciplinary findings. These disciplines are medicine, economics, engineering, political science, anthropology, psychology and sociology. The second is that organizational behaviour theories are descriptive in nature. This is due to the unique nature of human behaviour (iEduNote.com.2021). This is a reason to argue that organizational behaviour is a field of a study and not just a discipline based on science (the intactone,2018). The field of study examines issues and problems related to humans in organizations.
Key Terms in this Chapter
Self-Correctiveness: It is the ability to direct and redirect evolution of beings and knowledge generated.
Organizational Behaviour Models: These models reflect assumptions underlying theories related to every model.
Self-Referential: This is the ability of humans to generate and regenerate of their beings to evolve and transform.
Humans: The definition of humans in Islam is argued to be holistic. They are at the highest rank of existents. They are equipped with three types of abilities. These are self-referential, self-reflexiveness, and self-correctiveness.
Vertical Knowledge: It is the transformation of theories and principles of a given field of study as needed.
Aristotelian Structure of Language: It is the structure underpinning Indo-European languages. The structure is based on three laws. The first is the law of “is” of identity. The second is the two-value orientation. The third then is the non-middle stance or non-contradiction principle.
Islam: The paper focuses on some principles of Islam to enhance organizational behaviour theories. The paper is not studying Islam as a religion.
Horizontal Knowledge: It the addition of new field of study as required.
Self-Reflexiveness: This ability is linked with self-referential ability. It illustrates that evolution of self and knowledge based on self-referential is not static. Self and knowledge evolution is subjected for reflection to evolve.
Dualism: It is the division of an object and idea into opposed parts.