What areas within an organisation should be evaluated as part of an organisational behaviour audit?

All areas of an organization should be evaluated as part of an organizational behavior audit. This is not to say that additional evidence was needed to confirm that the highest steps on an organizational ladder are susceptible to abusive behavior; the recent revelations of sexual harassment and assault by major figures in the motion picture industry reaffirm that problems start at the top.

Organizational behavior refers to all manner of personal conduct related to one’s...

All areas of an organization should be evaluated as part of an organizational behavior audit. This is not to say that additional evidence was needed to confirm that the highest steps on an organizational ladder are susceptible to abusive behavior; the recent revelations of sexual harassment and assault by major figures in the motion picture industry reaffirm that problems start at the top.

Organizational behavior refers to all manner of personal conduct related to one’s employment. It includes incidences of tardiness as well as more problematic behavior, including bullying and sexual harassment. To the extent that the highest levels of management set the tone for the entire organization, any audit of organizational behavior must include data related to the behavior of those who occupy the highest rungs of the organizational ladder. Admittedly, such data can be difficult to attain given the power dynamics involved between powerful officials and their subordinates. Discreet interviews, surveys, and anonymous comments submitted to human resources or other relevant departments within an organization, however, can all provide important clues to problems that may exist.

An organizational behavior audit cannot be isolated only to the higher rungs of the organizational ladder. Problems can easily exist further down the chain. From the lowest to the highest levels of any organization, behavioral problems are likely to exist and must be addressed. Productivity and employee morale suffer when such problems are permitted to fester. Failure to address reported or observed incidences of inappropriate conduct can lead to lawsuits, as well as emotional and physical problems for adversely effected employees, all of which leads to negative publicity and a decline in business opportunities.