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Organiziational Behavior

Introduction
In understanding and managing organizational behavior there are numerous concepts to consider; among them are the management of ability, organizational commitment, organizational ethics, and job satisfaction. Each of these topics play an important role in affecting organizational behavior, and they are each interrelated; positive or negative forces affecting one may very well have an impact on another. Let us first consider their definitions and then determine their relationships.
Management of Ability
The management of ability is a topic which I find particularly interesting, because it seems that not only do so many employers complain about not being able to do more for lack of human resources, they are equally guilty of the one unforgivable sin of expecting to get something for nothing, and in this case the most valuable resource there is: human talent. The greater irony behind it all is the fact that most employers, if they were lucky enough to have real talent wander into their workplace in the first place, have an uncannily similar and unsubtle way of isolating talent and putting a lid on it. Indeed, it is a sad fact of life that most leaders spend their lives trying to obtain power, but once they have it, instead of directing it and empowering the people who were the very source of it in the first place to do truly great things, they just hold on to it and let it all ebb away and go dull like the voice of a once divine instrument that has been neglected for years.
The current problem is multifaceted; not only do we lack clear definitions and measurements of what ability is, our traditional views of what is useful or “profitable” are also too constrained. I once had and autistic student whom others told me had absolutely no professional ability whatsoever, but who was able to memorize 18,000 English words in the three days after I gave him a new vocabulary book. Granted, he didn’t fully understand all of those words’ meanings, nor...