The Organizational Behavior in the IGOs and NGOs Research Paper

The Organizational Behavior in the IGOs and NGOs - Research Paper Example The study of organization behavior has become important as people from different backgrounds and cultural values have to work together efficiently and effectively. Organization behavior also seeks to underscore the understanding of behavior in an organization to develop competencies in foreseeing how individuals in an organization are likely to behave (Duncan and Iyer, 2010). The knowledge gathered from the study of organization behavior is helpful in controlling the behaviors that are not in any way befitting the organization’s objectives. In this regard, the purpose of studying organization behavior is to build better relationships by achieving the objectives of the organization, human objectives as well as the social objectives. The study of organization behavior is particularly important for intergovernmental organizations (IGOs) and the non-governmental organizations (NGO). This is because understanding the how people behave in an organization will help managers make adju stments where necessary. This paper will explore the concepts of organizational behavior to IGOs and NGOs. Intergovernmental organizations (IGOs) are international organizations with states being their members, and whose decision-making authority lies with the representatives from member states (Dupey and Vierucci, 2008). These organizations are also supranational in the sense that different states gives up some of their sovereignty when they agree to abide by any agreements they engage in by joining the organization. A non-governmental organization (NGO) on the other hand is a legally formed organization by natural or legal persons and functions independently from any form of government according to Dupey and Vierucci (2008). NGOs maintain their status as such by excluding government representatives from its membership. These organizations do not operate on profit motive. Relevance of concept of Organization Behavior to IGOs and NGOs Organization Culture Organizational culture refe rs to a system of shared belief and values that grows within a business and shapes the behavior of its stakeholders (Campion, 2001). An organization culture is typically created by leadership within an organization, often defined through the mission statement, shaped and sustained by the organizational policies, structure and procedures and the relationships among staff and between management of the staff (Pomsuwan, 2007). Every organization has a different organization culture. The corporate culture of IGOs and NGOs for instance, does not operate on profit motive. The corporate culture of these organizations mainly requires their employees to do what is expected of them but not the inputs. This is because these organizations are not for profit. For instance, when it comes to the provision of humanitarian assistance by these organizations, employees are only expected top do their job as defined by the mission statement of these organization. Indeed a careful scrutiny of the corporat e cultures of NGOs and IGOs reveals certain loopholes that need improvement for these organizations to function effectively. One aspect that needs to be changed in the corporate culture of NGOs to improve their functionality is the belief exerted upon employees that the organization is not for profit. This is because such beliefs create laziness and other unethical behaviors within an organization. For this reason, a new culture should be introduced that encourages employees and