Organizational Behavior in the Digital Economy Musinov Sanjar

Organizational Behavior in the Digital Economy
Musinov Sanjar
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Paper Type: Research type
Abstract
Digital technologies, including advanced algorithms, robotics, and analytics, among others, are changing how the workforce functions within businesses. As a result, I have examined how emerging technology may affect organizational behavior. Numerous recent research on this topic have understudied the holistic point of view and its effects on organizational behavior in favor of the technological side. The uniqueness of this work depends on explaining the most significant digital technologies and analyzing how they affect leadership and employees. For this reason, and based on the realism of the subject, I choose to provide a literature review and organize it by technology and implication in order to examine the effects of digital technologies on organizational behavior. The article is divided into three sections: a definition of organizational behavior and a review of digitalization to create a theoretical framework; an examination of the impacts and effects of digitalization on leadership and employees; and an organized scheme to summarize the results.
Keywords: Organizational Behavior, Digitalization, Leadership, Employee
Introduction
Organizational behavior is the academic study of how people interact within groups. The principles of the study of organizational behavior are applied primarily in attempts to make business operate more effectively.
The study of organizational behavior includes areas of research dedicated to improving job performance, increasing job satisfaction, promoting innovation, and encouraging leadership. Each has its own recommended actions, such as reorganizing groups, modifying compensation structures, or changing methods of performance evaluation.
Discoveries from the organizational behavior inquire about are utilized by officials and human relations professionals to better understand a business’s culture, how that culture helps or hinders productivity and employee retention, and how to evaluate candidates’ skills and personality during the hiring process.
Organizational behavior theories inform the real-world evolution and management of groups of people. There are several components:

1. 
   Personality plays a large role in the way a person interacts with groups and produces work. Understanding a candidate’s personality, either through tests or through conversation, helps determine whether they are a good fit for an organization.
   
2. 
   Leadership – what it looks like and where it comes from – is a rich topic of debate and study within the field of organizational behavior. Leadership can be broad, focused, centralized or de-centralized, decision-oriented, intrinsic in a person’s personality, or simply a result of a position of authority.
   
3. 
   Power, authority, and politics all operate inter-dependently in a workplace. Understanding the appropriate ways these elements are displayed and utilized ,as agreed upon by workplace rules and ethical guidelines, are key components to running a cohesive business.
   

The four elements of organizational behavior are people, structure, technology, and the external environment. By understanding how these elements interact with one another, improvements can be made. While some factors are more easily controlled by the organization – such as its structure or people hired – it still must be able to respond to external factors and changes in the economic environment.