2. Common sense is often based on a limited sample size. Our own personal experiences only make up a small fraction of the possible organizational behaviors that exist. As a result, we may not be aware of the full range of behaviors that are possible in different situations.
3. Common sense is often based on outdated information. The world of work is constantly changing, and what was once common sense may no longer be true today. For example, in the past, it was common for employees to work 9 to 5 jobs, but today, many employees work flexible hours or telecommute.
4. Common sense can be misleading. Sometimes, what seems like common sense can actually be wrong. For example, we might assume that employees who are paid more are more productive, when in reality, there is no clear relationship between pay and productivity.
5. Common sense can be dangerous. If we rely too heavily on common sense, we may make decisions that are not in the best interests of the organization. For example, we might decide to hire someone based on their gut feeling, rather than on their qualifications, which could lead to a bad hire.
For all of these reasons, it is important to be critical of common sense when making decisions about organizational behavior. We should always be willing to question our assumptions and to seek out new information. By doing so, we can make better decisions that are based on sound research and evidence.