Organizational Behavior & Human Resource Theories

by Randi Hicks Rowe , Demand Media
Human resource theories are designed to apply organizational behavior studies to the workplace.


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Organizational behavior refers to how individuals and groups behave within an organizational setting. Human resource theories help explain how management behaviors and structures can positively or negatively influence employee behavior. By having and acting on a basic understanding of organizational behavior and HR theories, small business owners can maximize productivity and creativity and minimize employee turnover.

Factors in Behavior

Several factors are involved in employee behavior. According to What Is Organizational Behavior, these include organizational mechanisms (such as culture and structure) and group mechanisms (such as leadership behavior and functioning of teams). They also include individual characteristics (such as personality, values and ability) and individual mechanisms such as job satisfaction, stress, motivation, ethics, and learning and decision making.

Synthesis of Sciences

Thus, organizational behavior and human resource theories are derived from a synthesis of several sciences, including psychology, sociology, anthropology, economics, political science, engineering and medicine. For example, anthropology contributes toward understanding how culture affects behavior. Medicine, on the other hand, can contribute information on how long-term stress affects employee health. Economic studies can help us understand how poor employee health affects productivity and, ultimately, profits.

Theories of Performance

HR theories aim to achieve two primary outcomes: more efficient and effective job performance and increased worker motivation or commitment. One efficiency theorist, Henri Fayol, argued that workers function more efficiently when management is more efficient. From this theory emerged the four functions of management: planning, organizing, leading and controlling. Another so-called efficiency expert was Frederick Taylor, whose theory resulted in jobs being designed to require fewer movements and a piece-rate pay system for factory workers.

Motivational Theories

Abraham Maslow developed one of the first theories on what motivates individuals. According to Maslow, human beings have needs that are organized into a hierarchy, illustrated by a pyramid. Those basic needs at the bottom of the pyramid, such as food and shelter, must be met first. Once these basic needs are accomplished, employees seek to feel safe (such as job security), be loved (friendships and relationships), have a sense of accomplishment (such as through recognition or a job well done) and finally, for self-actualization (work that is personally fulfilling). Needs must be met at each level before employees can move higher along the triangle. Therefore, an employee who fears for his job can't focus on high-performance goals.

About the Author

Randi Hicks Rowe is a former journalist, public relations professional and executive in a Fortune 500 company. A writer for more than 30 years, she has contributed to many websites and print publications. Rowe currently works as a Christian formation specialist in the Episcopal Church, in addition to writing.

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