One of the main goals of organizational behavior is "to revitalize organizational theory and develop a better conceptualization of organizational life".
Research in and the teaching of OB primarily takes place in university management departments in colleges of business.
Sometimes OB topics are taught in industrial and organizational psychology graduate programs.
The best known theories today originate from Henri Fayol, Chester Barnard, and Mary Parker Follet.
All three of them drew from their experience to develop a model of effective organizational management, and each of their theories independently shared a focus on human behavior and motivation.
Following the Hawthorne Studies motivation became a focal point in the OB community.
A range of theories emerged in the 1950s and 1960s and include theories from notable OB researchers such as: Frederick Herzberg, Abraham Maslow, David Mc Clelland, Victor Vroom, and Douglas Mc Gregor.In the 1920s, the Hawthorne Works Western Electric factory commissioned the first of what was to become known as the Hawthorne Studies.These studies initially adhered to the traditional scientific method, but also investigated whether workers would be more productive with higher or lower lighting levels.56), noting that a similar situation arose in sociology.Although there are similarities and differences between the two disciplines, there is still confusion around differentiating organizational behavior and organizational psychology.There have been additional developments in OB research and practice.Anthropology has become increasingly influential, and led to the idea that one can understand firms as communities, by introducing concepts such as organizational culture, organizational rituals, and symbolic acts.This allowed unskilled workers to produce complex products efficiently.Sorenson later clarified that Fordism developed independently of Taylor.He argued that cognition is limited because of bounded rationality For example, decision-makers often employ satisficing, the process of utilizing the first marginally acceptable solution rather than the most optimal solution.Starting in the 1980s, cultural explanations of organizations and organizational change became areas of study, in concert with fields such as anthropology, psychology and sociology.