Why is it that approximately 40 percent of new management hires fail within their first 18 months as manager? Is it because they do not possess the technical skills to achieve their job functions? No, the reason for failure is contributed to the fact they were unable to build good relationships with peers and subordinates (cited A. Fisher). Many managers have the ability to perform their jobs on the technical level; however, they never develop the interpersonal skills which would help them become an effective leader. The study of organizational behavior in business will assist managers to understand their individual employee’s values, attitudes and job satisfaction which will assist the manager in building stronger interpersonal skills in turn making the organization more successful.

Part of a manager’s responsibility should be to understand their employee’s basic values. Values are an important foundation in the study of organizational behavior as they are the foundation of understanding individual’s attitudes and motivation (Robbins 169). Values generally influence attitudes and behavior (cited Meglino and Ravlin) and carry an individual’s ideas as

to what is right, good, or desirable (Robbins 168). Therefore, if managers spend time assessing individual values it could assist that manager in creating highly productive work groups to accomplish common goals within the organization. On the flip side, a manager could also assess individual’s values and find they do not approve of particular business practices, whether it is due to religious or cultural beliefs. In order for the manager to avoid potential conflict with the individual, understanding why and how these values evolved may allow the manager proper tools to aid the employee in altering his view or reevaluate if the business practice should be revised. Additionally, managers may also be able to forecast individual behavior based on dominant work values and adjust motivational goals and incentives based on the particular values. For example, a particular model of dominate work values shows an understanding that individuals’ values differ but tend to reflect the societal values of the period in which they grew up. Individuals in age groups of 45-55 seek a quality of life which is autonomous and self fulfilling, as individuals ages 35-45 believe in success, personal achievement and are devoted to their careers. Individuals under the age of 35 are motivated by flexibility, job satisfaction, balanced lifestyles and devotion to relationships (Robbins 173-175). By understanding the societal values it will assist a manager to understand the motivating factors of his staff, developing the most useful attributes of particular individuals.

Although technical skills

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