Skip to main content

Organizational behavior is the set of patterns that influence corporate culture, leadership style, and structure. These organizational behaviors can either help or hurt a company by influencing how employees feel about their work environment. They also affect how managers can be effective in motivating their staff and creating high productivity levels. Ultimately, these behaviors may fill the gaps when finding, hiring, and retaining skilled and talented workers. These areas are:

Manager Effectiveness

A manager is only considered effective when they have the capacity to influence the organization’s people and drive productivity and performance. When a manager has undergone proper and sufficient training, they gain a competitive advantage by strategizing and executing plans based on priorities. This allows companies to compete for talent and gain a competitive edge.

Organizational Culture

Not all organizational cultures are created equal; some may generate higher motivation and performance levels, while others lead to lower productivity and organizational dropout.

When the company culture is driven by excellence, it invests in its people’s continuous learning. By training its people, they become more adaptable and prepared for potential disruption. Its people also become aware of the benefits of their training, which increases their appreciation and commitment to help the company develop. This gratitude leads to increased engagement, which leads to a higher desire to get work done faster and better.

Brand Enhancement

Improving brand perception is a strategy that shouldn’t only be focused on customer and stakeholder preferences; it’s equally important to enhance the brand image to attract and retain talent. When people outside your organization recognize you as an employer of choice, it not only draws interest from capable applicants but also keeps existing talent from actively seeking opportunities elsewhere.

Therefore, showcasing the organization’s value must be an ongoing and continuous effort, regardless of whether the company has already filled its leadership positions and rank-and-file teams. Branding initiatives, branded talent acquisition strategies, and positive social media presence all play roles in brand enhancement. Therefore, leadership must be up-to-date on modern talent acquisition and retention practices.

The War for Talent

The current workforce regeneration has changed dramatically compared to the one that came before it. Today’s employees prioritize different values, focusing more on work environments where they feel engaged, respected, and invested. They look for more than stability and compensation as they look and stay with companies that give them opportunities for training and growth. Talented employees are also more aware of the job market because of the proliferation of online job platforms. And with the majority of job seekers on mobile and online, this means that the competitive talent war is both local and global.

For organizations to achieve and maintain a competitive edge, they must embody behaviors that satisfy the needs of both internal and external audiences – especially in a time when job seekers are aware that companies feel the pressures of the talent shortage.

How confident are you in your organizational behaviors? Have they helped you gain a competitive edge? Please email me at to continue the conversation. 

Leave a Reply

For security, use of Google's reCAPTCHA service is required which is subject to the Google Privacy Policy and Terms of Use.


Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734