Before we define exactly what the field of organizational behavior represents, take a moment to ponder the following question: Who was the single worst coworker you’ve ever had? Picture fellow students who collaborated with you on class projects; colleagues from part-time or summer jobs; or peers, subordinates, or supervisors working in your current organization. What did this coworker do that earned him or her “worst coworker” status? Was it some of the behaviors shown in the right column of Table 1-1 (or perhaps all of them)? Now take a moment to consider the single best coworker you’ve ever had. Again, what did this coworker do to earn “best coworker” status—some or most of the behaviors shown in the left column of Table 1-1 ?
If you ever found yourself working alongside the two people profiled in the table, two questions probably would be foremost on your mind: “ Why does the worst coworker act that way?”and “ Why does the best coworker act that way?” Once you understand why the two coworkers act so differently, you might be able to figure out ways to interact with the worst coworker more effectively (thereby making your working life a bit more pleasant). If you happen to be a manager, you might formulate plans for how to improve attitudes and behaviors in the unit. Such plans could include how to screen applicants, train and socialize new organizational members, manage evaluations and rewards for performance, and deal with conflicts that arise between employees. Without understanding why employees act the way they do, it’s extremely hard to find a way to change their attitudes and behaviors at work.
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