Organizational behavior is a unique field of study which draws upon a diverse range of disciplines, including social sciences about behavior and G.H. Homans works. It helps understand how human beings deal with being a part of organization. It is about people and the way they react and interact with each other. It is, essentially, the study of the “soft” end of business. The history of the study of organizational behavior began with the study of bureaucracy in the early twentieth century. These schools of thought looked at human beings as part of machine and analyzed the whole organizations. Organizational behavior is the study of human behavior at individual, group and organizational levels. The individual analysis of behavior was characterized by factors such as perception, attitudes, personality, learning, stress and motivation. Next, the analysis of behavior at the group level examines culture, leadership and communications. Finally, topics covered at the organizational level of analysis include the distribution of power, the impact of politics, conflict management and processes involved in organizational change and development. In this article organizational behavior is concerned with: motivation, communication, working in teams, making decision and participation in training. It also describes conflicts and alliances that are constantly being formed and re-formed in the work place. Social-demographic characteristics of employees and relation to work of organizational leader were taken as social aspects. The aim of the article was to identify which aspects influence organizational behavior in small enterprises in Wrocław and then working out the differences between enterprises in which foreign capital and Polish capital predominate. The research was carried out in Wrocław, focusing on 102 small privates enterprises with foreign capital. Three strategies of organizational leaders, were also constructed, based on classification of R.R. Gesteland related to relations with people and the way of making business.