Introduction to Organizational Behavior in the 1990s
- 1. Chapter 1 Introduction:Organizational Behavior in the 1990s Nelson & Quick
- 2. Organizational Behavior The study of individual behavior and group dynamics in organizational settings Organizational Variables Com mu nic atio ns Performance appraisal Work design Organizational Design Organizational Structure Jobs Human Behavior
- 3. Human Behavior Human Behavior in the in the Organization Organization Clockworks or Snake pit? Organizational Vs Individual Point of View
- 4. Internal/External Perspective of Human Behavior Understand human behavior in terms of External events, behavioral consequences, & external forces Thoughts,feelings, past experiences, and needs Explain human behavior by examining Surrounding external events & environmental forces Individuals’ history & personal value system Internal Perspective External Perspective Each Perspective has produced Each Perspective has produced motivational & leadership theories motivational & leadership theories.
- 5. Psychology the science of human behavior Management the study of overseeing activities and supervising people in organizations Anthropology the science of the learned behavior of human beings Medicine the applied science of healing or treatment of diseases to enhance an individual’s health and well-being Engineering the applied science of energy & matter Sociology the science of society Interdisciplinary Influences on Organizational Behavior
- 6. Components of an Organization Task - an organization’s mission, purpose, or goal for existing People - the human resources of the organization Structure - the manner in which an organization’s work is designed at the micro level; how departments, divisions, & the overall organization are designed at the macro level Technology - the intellectual and mechanical processes used by an organization to transform inputs into products or services that meet organizational goals (ch02)
- 7. Organizations as Systems Outputs: Products Services Inputs: Material Capital Human Task environment: Competitors Unions Regulatory agencies Clients Structure Task Technology People (Actors) Organizational Boundary Based on Harold Levitt, “Applied Organizational Change in Industry: Structural, Technological, and Humanistic Approaches,” in J.G. March (ed.), Handbook of Organizations, Rand McNally, Chicago, 1965, p. 1145. Reprinted by permission of James G. March
- 8. Formal vs Informal Organization Formal Organization - the part of the organization that has legitimacy and official recognition Informal Organization - the unofficial part of the organization Hawthorne Studies: studies conducted Hawthorne Studies: studies conducted during the 1920’s and 1930’s that during the 1920’s and 1930’s that discovered the existence of the discovered the existence of the informal organization informal organization
- 9. Formal & Informal Elements of Organizations Formal organization (overt) Goals & objectives Policies & procedures Job descriptions Financial resources Informal organization (covert) Beliefs & assumptions about people, work, the organization Perceptions & attitudes Values Feelings, such as fear, rage, despair, & hope Group norms Social Surface
- 10. U.S. Gross Domestic Product Federal purchases State/local purchases Personal durable goods Personal nondurable goods Service Fixed investments Total $8.1 Trillion 40% 15% 6% 12% 8% 19%
- 11. Six Focus Organizations • Ford • Gateway 2000 • Southwest Airlines • Starbucks • Harpo Entertainment • American Red Cross
- 12. Change • Too much change = chaos • Too little change = stagnation How do you view change? Threat Opportunity
- 13. International Competition in Business Thurow: the next several decades in business will be characterized by intense competition between the U.S., Japan, and Europe in core industries. Success will require: • positive response to the competition in the international marketplace • responsiveness to ethnic, religious, and gender diversity in the workforce
- 14. Quality • A potential means for giving organizations in viable industries a competitive edge in international competition • A rubric for products and services that are of high status • A customer-oriented philosophy of management with implications for all aspects of organizational behavior • A cultural value embedded in successful organizations
- 15. Cannot be optimized Is not a fad Is not an end in itself Quality Three key questions in evaluating quality-improvement ideas 1. Does the idea improve customer response? 2. Does the idea accelerate results? 3. Does the idea raise the effectiveness of resources? YES means the idea should improve overall quality
- 16. Total Quality Management Total Quality Management - the total dedication to continuous improvement and to customers so that the customers’ needs are met and their expectations exceeded Total Quality is NOT - a panacea for all organizations - a guarantee of unqualified success
- 17. CEOs Advance Total Quality by: • Engaging in participative management • Being willing to change everything • Focusing quality efforts on customer service • Including quality as a criterion in reward systems • Improving the flow of information regarding quality improvement successes or failures • Being actively & personally involved in quality efforts
- 18. Seven Categories in the Malcolm Baldrige National Quality Award Examination • Leadership • Information and analysis • Strategic quality planning • Human resource utilization • Quality assurance of products & services • Quality results • Customer satisfaction
- 19. Challenges to Managing Organizational Behavior 1. Increasing globalization of organizations’ operating territory 2. Increasing diversity of organizational workforces 3. Continuing technological innovation with its companion need for skill enhancement 4. Continuing demand for higher levels of moral & ethical behavior at work
- 20. Learning about Organizational Behavior Mastery of basic objective objective knowledge* knowledge* Application of knowledge and skills Development of Development of specific skills** skills** and abilities * Objective knowledge knowledge that results from research and scholarly activities ** Skill development the mastery of abilities essential to successful functioning in organizations
- 21. The Organizational Behavior Student is a critical consumer of knowledge related to organizational behavior-- one who is able to intelligently question the latest research results and distinguish plausible, sound new approaches from fads that lack substance or adequate foundation.
- 22. Learning from Structured Activity Individual or group structured activity (e.g. group decision activity) New or modified knowledge or skills (e.g., consensus group decisions are better) Systematic review of the structured activity (e.g., compare individual & group results) Conclusions based on the systematic review (e.g., the group did better)
- 23. Three Assumptions Required for Learning from Structured Activity • Each student must accept responsibility for his/her own behavior, actions, & learning • Each student must actively participate in the individual/group structured learning activity • Each student must be open to new information, new skills, new ideas, and experimentation
- 24. Skills Identified by U.S. Department of Labor • Resource management skills • Information management skills • Personal interaction skills • Systems behavior & performance skills • Technology utilization skills
- 25. Watchwords for Organizations in These Changing Times