8 External Factors Affecting the Conduct of People in Organizations
A company or organization is an entity oriented towards the achievement of certain objectives and for this, it depends on its employees. Now, the behavior of each of the individuals who are part of it can affect it for better or for worse.

This behavior is defined by some internal factors, such as the personality, motivations, aptitudes, and perceptions of each person. But, in addition to these, there are certain external factors – factors beyond one’s control – that also have a high degree of influence.


Therefore, it is important to take them into account during the management process of an organization or company, so that they can be used to your advantage. What factors are involved?

What are the possible external factors that affect human behavior

As already mentioned, external factors are elements of the individual’s environment over which they have little or no control. These factors have some influence on your behavior and therefore can affect your job performance. Some of them are:


Pressure from superiors

A superior or leader has the function of directing a group of workers so that, together, they can achieve certain objectives. When this direction or leadership is trustworthy and integral, the motivation of the individual increases making him more productive.

On the contrary, when there is not good communication on the part of the superiors or the pressures exerted are negative, the worker will feel demotivated. Your conduct concerning work will be negative and your performance will not be the most adequate.

See also  Management in Peter Drucker's 95 Years


Influence of coworkers

Human beings can adapt to their environment and this occurs in all areas, including work. Therefore, the behavior of an individual within an organization can be influenced by his colleagues.

In this sense, an employee can be motivated if the rest of his colleagues are. But, if you begin to notice discontent or discomfort in others, your behavior may gradually change until it becomes negative.


Personal systems

Managers or managers of teams within an organization should take into account that they work with already trained individuals; that is, everyone has different values ​​or personal systems, so it would not be realistic to expect everyone to react in the same way.

So a good personnel manager will take into account the experiences and perceptions of each team member to lead them effectively.


Changes in technology

You make leaps and bounds daily; It is not only about electronic devices, but also about tools, processes, techniques, and knowledge. By not knowing how to adapt to these advances, a worker can feel unmotivated and show negative behavior toward their work.


Generally, this factor can cause feelings of worthlessness at the thought that it will no longer be useful to the organization. Or it may cause uncertainty as to whether your tasks are still necessary or will be replaced by some kind of technology.


But, if the employee understands that such technological advances can accelerate or improve their work, it would affect their behavior positively. In other words, you would feel motivated and your job performance would improve.

See also  11 Simple and Effective Tips on How to Give Constructive Criticism:


Family requirements

Although many claims that home and work should be kept separate, it is not something that can be fully accomplished. When a person is subjected to conflicts in their family environment, they may present certain levels of anxiety


This can lead to a negative response to criticism. In addition, likely, their interaction with the leading figure is also negative.

On the contrary, a worker with stable and happy family life is usually more motivated and open to criticism.

Training and development programs

Feeling qualified for the job or task you are doing is one of the most important factors for motivating the individual. Therefore, it is imperative to offer study and training programs to workers, especially when you want to give new responsibilities.


In addition, taking into account the changes that occur in the way certain processes are carried out, due to technological advances, it is ideal to keep them updated. When the employee feels up to date or trained, his performance can increase.


 Environmental conditions

The worker’s environment has a great influence on his behavior; It does not refer only to the people around him, but also to the physical environment in which he operates. If the workplace is not adequate to perform the tasks in charge, the probability is that it is not fully productive.


On the other hand, when you have a workplace equipped with the necessary tools, good lighting, and other necessary elements, you will feel more motivated. Therefore, their behavior will be positive concerning the achievement of objectives within the organization.

See also  12 Creative Ways to Reward Employees Without Breaking the Bank


Internal energy states

Burnout is one of the most determining factors in staff underperformance. In this sense, each individual must carry out activities in a balanced way so that they can comply with them in the way that is expected.

In addition, it is important to establish a schedule that includes short periods of rest during the day and longer periods after a few days.

Why should external factors be taken into account in an organization?

Without a doubt, human behavior is very complex, and, taking into account that an organization is made up of individuals, it is important to approach it positively. Knowing that different factors can influence your behavior, they can be used to make that influence beneficial.


In this way, each individual that is part of the organization will feel motivated to achieve the objectives that the organization has established. Your productivity levels will increase in the long run, helping to accelerate the progress of the business.


Therefore, it can be concluded that the positive behavior of the members of the organization guarantees its success.


Sources and references:

  • Adalberto Chiavenato. Human resources management – Human capital of organizations