Organizational Behaviour

Australian Journal of Basic and Applied Sciences, 6(3): 128-135, 2012
ISSN 1991-8178

A Review on Effect of Culture, Structure, Technology and Behavior on Organizations
1

Vajehe Rahmati, 2Soheila Darouian, 3Hamed Ahmadinia

1

A Member of Sientific Board, Department of Accounting, Management and Accounting Faculty,
Shahre E Ray Branch, Islamic Azad University, Tehran, Iran.
2,3Lecturer, Department of Accounting, Management and Accounting Faculty, Shahre E Ray Branch,
Islamic Azad University, Tehran, Iran.
Abstract: Nowadays, organizational behavior has a closely relationship with culture and structure.
Thus, when the organization made the strategies, they should be paid attention to these factors. In this
paper first of all, we review the define of culture, structureand behavior. After that, we will study
about the relationship between organizational culture and structure and its effects on behavior. We will
describe a variety of approaches to subdividing work at the organizational and unit levels. To profound
study about organizations, we also describe organizational behavior, culture, and structure as a hard
side of organizations, and we will presenttheir relationship.
Key words: Organizational Culture, Organizational Structure, Organizational Technology,
Organizational Behavior.
INTRODUCTION
Organizational behaviour is concerned with the study of the behaviour of individuals and groups in
organizations (Schermerhorn, Hunt and Osborn, 1995). It covers the understanding, prediction and control of
human behaviour and the factors which affectthe performance of people as members of an organization
(Luthans, 1985). Therefore, there is a clear and significant relationship between organizational behaviour and
management theories. Some researcher believed that organizational behaviour and management are
synonymous, but this is something of an over-simplification because there are many broader facets to
management. Organizationalbehaviour does not encompass the whole management; it is more accurately
described in the narrower interpretation of providing a behavioral approach to management (Mullins,1990).
Robbins & Coulter (Robbins and Coulter, 2005) described organizational culture as the shared values,
beliefs, or perceptions held by employees within an organization or organizational unit. For the reason thatorganizational culture reflects the values, beliefs and behavioral norms that are used by employees in an
organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of
the staff (Scott-Findlay Shannon and Estabrooks, 2006). Understanding the organization’s core values can
prevent possible internal conflict (Watson,Clarke,Swallow and Forster, 2005), whichis the main reason for our
research into these cultural issues.
In other management fields, empirical research of organizational culture has involved the functionalist
perspective, providing impressive evidence of the role of organizational culture in improving performance
(Denison and Mishra,1995). The pervasiveness of an organizational culture requires that management recognize
itsunderpinning dimensions and its impact on employee-related variables, such as job satisfaction (Lund,
2003), organizational commitment (Casida and Pinto-Zipp, 2008), and performance (Denison,Haaland and
Goelzer, 2004). The organization consists of the staff, with the behavior of its individual members affecting
outcomes. Since cultural research within the nursing field is not common (Cooke and Green,2000), it is
necessary to explore the way the culture influences the behavior of the nursing staff, and in turn how the
behavior of the staff influences the organizational outcome.
I. Organizational Culture:
Organizational culture consists of various elements ranging from latent cognitive components such as
assumptions, values and beliefs to the more manifest elements such as artifacts and...