Organizational behaviour
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Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments. It aims to understand and predict employee behavior, improve productivity, and facilitate change. There are several models of organizational behavior, including autocratic, custodial, supportive, and collegial models. The autocratic model relies on power and obedience, while the custodial model focuses on economic resources and security. The supportive model emphasizes leadership and employee motivation. The collegial model is based on teamwork, shared goals, and self-discipline among team members. Organizational behavior provides insights to help organizations and individuals within them be more effective.
Organizational behaviour
- 2. Groups of people who work interdependently towards same purpose/goal. Organizations are simply groups with two or more people that share a certain set of goals and meet at regular times. ORGANIZATION INTRODUCTION
- 3. Organizational behavior (OB) is the study of factors that affect how individuals and groups act in organizations and how organizations manage their environments DEFINITION OB is a systematic study of the action and attitudes that people exhibit within an organization. (Stephen.P.Robins) OB is the study and application of knowledge about how people, individuals, groups act in an organization. . (LM Prasad) ORGANIZATIONAL BEHAVIOUR
- 4. To describe how people behave under a variety of conditions. To understand why people behave as they do. To control and develop human activity at work to improve productivity, skill, improvement, team effort etc. To predict future employee behavior. GOALS OF ORGANIZATIONAL BEHAVIOUR
- 5. Happy workers are productive workers. Individuals are more productive when the boss is friendly and reliable. Interviews are effective selection devices. Everybody likes a challenging job. People will have to be strict to make them to do their jobs. Money motivates all. People are more concerned about their own salaries than others. Members of effective group do not quarrel among themselves. GENERALIZATION ABOUT HUMAN BEHAVIOUR
- 6. Humanistic value: positive beliefs about the potential of employees Systems orientation: all parts of the organization include structure, technology, and people must work together. Experimental learning: the learners experiences in the training environment should be the kind of human problems they encounter in work. The training should not be all theory and lecture. CHARACTERISTICS OF OB
- 7. Problem solving: problems are identified, data is gathered, corrective action is taken, progress is assessed and adjustments in the problem solving process are made as needed. Contingency orientation: actions are selected and adapted to fit the need. Change agent: stimulate, facilitate, and coordinate change. Levels of interventions: problems can occur at one or more level in the organisation so the strategy will require one or more interventions. CONTINUE…
- 8. • Helps an individual to understand himself and others better. • The manager understands the basis of motivation of subordinates. • It will be successful in maintaining coordinal industrial marketing. • OB helps in predicting the behaviour of the individual. • Enables a manager to motivate his subordinates towards higher productivity and better results. IMPORTANCE OF OB
- 9. Given by Keith Davis and Newstorm are: •Autocratic. •Custodial. •Supportive. •Collegial. OB MODELS
- 10. The basis of this model is power with a managerial orientation of authority. The employees in term are oriented towards obedience and dependence on the boss. The employees need that is met is subsistence. Person in power can demand work from workers. e.g, Defence team because here officer hold power and authority to obey them and the soldiers are obedient to execute officers. AUTOCRATIC MODEL
- 11. The model depends on the economic resources of the organization and its ability to pay the benefits. The employees are highly dependent on the organization. The employees are able to satisfy their security needs. The performance result is passive. e,g. Garments factory because here it is based on economical resource. Here labourers execute their job for security and benefit, again here if an organization do well then employee get better benefit. CUSTODIAL MODEL
- 12. This mode depends on managerial leadership rather than the use of power or money. The aim of managers is to support employees in their achievement of results. The supportive model is best suited when the employees are self-motivated. Manager’s role to help employees achieve their work rather than supervising them closely. E,g. software firm, because here leaders support their employee to perform their tasks or their project. SUPPORTIVE MODEL
- 13. • The term collegial refers to a body of people having a common purpose. • It is based on the team concept in which employees develop a high degree of understanding towards others and share common goals. • “Responsibility” is expected out of the employees. Employees need a little direction and control from the management. COLLEGIAL MODEL
- 14. • Control is through self-discipline from the team members. • Manager is not addressed as the “boss” but is a felicitator. E,g. social organisation such as willingly blood donation organization. Because here everyone work as a team and each member takes responsibilities for organizational goal. CONTINUE…
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