Unit – 1 I.T.S – Management & IT Institute Mohan Nagar ... · Coping with “Temporariness ......
Transcript of Unit – 1 I.T.S – Management & IT Institute Mohan Nagar ... · Coping with “Temporariness ......
Organization BehaviorOrganization Behavior
Unit – 1
I.T.S – Management & IT Institute
Mohan Nagar, Ghaziabad
UnitUnit--1: 1: ContentsContents
� Concept, Nature, Importance & Characteristics of OB
� Conceptual Foundations
� Models of Organization Behavior
� Management Challenge
� A Paradigm Shift� A Paradigm Shift
� Relationship with other fields
� Organization Behavior:
– Cognitive Framework
– Behaviourastic Framework
– Social Cognitive Framework
OrganizationOrganization
� A consciously coordinated social unit,
composed of a group of people, which
functions on a relatively continuous basis tofunctions on a relatively continuous basis to
achieve a common goal or set of goals.
Why study Organization Behavior?Why study Organization Behavior?
� To learn about yourself and how to deal withothers
� You are part of an organization now, and willcontinue to be a part of various organizationscontinue to be a part of various organizations
� Organizations are increasingly expectingindividuals to be able to work in teams, at leastsome of the time
� Some of you may want to be managers orentrepreneurs
Organizations as Open Organizations as Open SystemsSystems
� Organizations are “open systems,” such that their longterm effectiveness is determined by their ability toanticipate, manage, and respond to changes in theirenvironment, with such changes resulting from externalforces and/or stakeholders.
� External forces include the labor force, the natural� External forces include the labor force, the naturalenvironment, the economy, and different cultures, whilestakeholders include shareholders, customers,competitors, suppliers, creditors, governmental agenciesand their regulations
– Note the impact of these environmental influences on individual,interpersonal, team, and organizational processes; organizationsthat do not effectively adapt to environmental change will fail
Organization BehaviorOrganization Behavior
. . . a field of study that investigates
the impact that individuals, groups and
structure have on behavior withinstructure have on behavior within
organizations, for the purpose of
applying such knowledge toward
improving an organization’s
effectiveness.
What is Organizational Behavior?What is Organizational Behavior?
� Definition: The study of human behavior,
attitudes, and performance in organizations.
� Value of OB: Helps people attain the
competencies needed to become effective
employees, team leaders/members, or managers
� Competency = an interrelated set of abilities,
behaviors, attitudes, and knowledge needed by an
individual to be effective in most professional and
managerial positions
Nature of OBNature of OB
� The field of Organization Behavior attempts to
understand human behavior in organization
settings, the organization itself, and the
individual – organization interfaces. These allindividual – organization interfaces. These all
three are interrelated.
� Thus, although, it is possible to focus on only
one of these areas at a time, a complete
understanding of organizational behavior
requires knowledge of all three areas.
Importance of OBImportance of OB� The study of OB can greatly clarify that why others in the
organization behave as they do and the factors that affects how
managers Manage.
� Hence, the field attempts to describe the complex human contexts
of the organizations and to define the opportunities, problems,
challenges, and issues associated with that realm (area).
� Typical managerial activities in the realm include motivating people� Typical managerial activities in the realm include motivating people
to work harder, ensuring that employee’s jobs are properly
designed, resolving conflicts, evaluating performance, and helping
workers to set goals to achieve rewards. The fields of OB abounds
with models and research relevant to each of these functions.
� The value of the OB is that it isolates important aspects of the
manager’s job and offers specific perspectives on the human side of
the management: viz. People as the resource, People as the organizations,
People as People.
Importance of OBImportance of OB
� In dealing with the individuals, an understanding of basic issues
related with Leadership, power, and political behavior, decision
making, organization structure and design and organization
culture can be extremely beneficial.
� Managers can also use their knowledge of OB to better
understand their own needs, motives, behaviors and feelings,understand their own needs, motives, behaviors and feelings,
which will help them improve decision making capabilities,
control stress, communicate better, and comprehend how careers
dynamics unfold.
� An understanding of attitudinal processes, individual differences,
group dynamics, intergroup dynamics, organization culture, and
power and political behavior can help managers handle such
interactions more effectively.
Characteristics of OBCharacteristics of OB� An inter-disciplinary Approach
– In many ways the field of OB synthesizes the several other fields of study.
Perhaps the greatest contribution is from psychology, especially
organizational psychology. Psychologists study human behavior whereas
organizational psychologists deal specifically with the behavior of people in
organizational settings.
– Sociology, too, has had a major impact on the field of OB. Sociologists study
social systems such as families, occupational classes, and organizations.social systems such as families, occupational classes, and organizations.
– Anthropology is concerned with the interactions with the people and their
environments, especially their cultural environment. Culture is a major
influence on the structure of the organizations and on the behavior of people
in organizations.
– Political science also interests organizational behaviorists. We usually think
of political science as the study of political systems such as governments. But
themes of interests to political scientists include how and why people acquire
power and such topics as political behavior, decision making, conflict, the
behavior of interest groups and coalition formation.
ContdContd…..…..
� Economists study the production, distribution and consumption of
goods and services. Students of OB share the economists interests
in areas such as labor market dynamics, productivity, human
resource planning and forecasting, and cost-benefit analysis.
� Engineering has also influenced the field of OB. Industrial
engineering in particular has long been concerned with work
management, productivity measurement, work flow analysis andmanagement, productivity measurement, work flow analysis and
design, job design and labor relations.
� Recently medicinal has come into play in connection with the
study of human behavior at work, specifically in the area of stress.
Increasingly, research is showing that controlling the causes and
consequences of stress in and out of organizational settings is
important for the well being of both the individual and the
organization.
Relationship with Relationship with
other fieldsother fields
� Psychology
� Sociology
� Social Psychology
Psychology
Behavioralscience
Contribution Unit ofanalysis
Output
Sociology
Learning
Motivation
Perception
Training
Leadership effectiveness
Job satisfaction
Individual decision making
Performance appraisal
Attitude measurement
Employee selection
Work design
Work stress
Group dynamics
Work teams
Communication
Power
Conflict
Intergroup behavior
Formal organization theory
Individual
� Anthropology
� Political ScienceSocial psychology
Anthropology
Political science
Study of
Organizational
Behavior
Organization
system
Formal organization theory
Organizational technology
Organizational change
Organizational culture
Conflict
Intraorganizational politics
Power
Organizational cultureOrganizational environment
Behavioral change
Attitude change
Communication
Group processes
Group decision making
Group
Comparative values
Comparative attitudes
Cross-cultural analysis
� It has the descriptive nature: The Organization
behavior is descriptive for several reasons such as:
– The immaturity of the field
– The complexities inherent in studying human
behavior
ContdContd…..…..
behavior
– Lack of valid, reliable, and accepted definitions
and measures
Evolution of Management ThoughtEvolution of Management Thought
Organizational Behavior
Human Relations
1970’s
Hawthorne Studies
Scientific Management
1900’s
1940’s
Classical Organization Theory
Conceptual FoundationsConceptual Foundations
� Management Functions
ManagementManagement
PlanningPlanning OrganizingOrganizing
ManagementManagement
FunctionsFunctions
LeadingLeadingControllingControlling
Concept of the field of OBConcept of the field of OB
� The central concept of the organization behavior can be
grouped into three basic categories:
– Individual Processes
– Interpersonal Process
– Organization Processes and characteristicsOrganization Processes and characteristics
Organization systems level
Group level
Individual level
Individual ProcessesIndividual Processes
� Foundation
� Motivation
� Stress
� Decision Making
Organizational ProcessesOrganizational Processes
� Organization Structure
� Organization Design
� Organization Culture
� Organization Change
Interpersonal ProcessesInterpersonal Processes
� Groups and Teams
� Communication
� Leadership and Power
Politics
� Conflict and Negotiation
Models of Organization BehaviorModels of Organization Behavior
� There are four major models or frameworks that
organizations operate out of, Autocratic, Custodial,
Supportive, and Collegial:
� Autocratic — The basis of this model is power with a
managerial orientation of authority. The employees in
turn are oriented towards obedience and dependence onturn are oriented towards obedience and dependence on
the boss. The employee need that is met is subsistence.
The performance result is minimal.
� Custodial — The basis of this model is economic resources with
a managerial orientation of money. The employees in turn are
oriented towards security and benefits and dependence on the
organization. The employee need that is met is security. The
performance result is passive cooperation.
� Supportive — The basis of this model is leadership with
a managerial orientation of support. The employees in
turn are oriented towards job performance and
participation. The employee need that is met is status and
recognition. The performance result is awakened drives.
� Collegial — The basis of this model is partnership with
a managerial orientation of teamwork. The employees in
turn are oriented towards responsible behavior and self-
discipline. The employee need that is met is self-
actualization. The performance result is moderate
enthusiasm.
Managing Managing for Effectivenessfor Effectiveness
Productivity
Performance
Absenteeism
Turnover
Productivity
Performance
Norms
Cohesiveness
Productivity
Absenteeism
Turnover
Financial Performance
Survival
IndividualIndividual--Level Level
OutcomesOutcomes
GroupGroup--Level Level
OutcomesOutcomes
OrganizationOrganization--Level Level
OutcomesOutcomes
Turnover
Attitudes
Stress
Cohesiveness Survival
Stakeholder’s Satisfaction
Organizational Organizational
EffectivenessEffectiveness
Contextual Perspectives on Organization Contextual Perspectives on Organization
BehaviorBehavior
� Systems Perspective: The system perspective, or the theory of
systems, was first developed in the physical sciences, but it has
been extended to other areas, such as management.
� According to this perspective, an organizational system receives
four kinds of inputs from its environment: Material, Human,
Financial and Informational. The organization’s manager thenFinancial and Informational. The organization’s manager then
combine and transform these inputs and return them to the
environment in the form of products or service, employee
behaviors, profits and losses, and additional information.
Inputs OutputTransformation
Feedback
Environment
Contextual Perspectives on Organization Contextual Perspectives on Organization
BehaviorBehavior
� Situational Perspective: In the earlier days of management
studies, mangers tried to search for universal answers to
organizational questions.
� They sought prescriptions, the “one best way” that could be used in
any organization under any conditions, searching, for example, for
forms of leadership behavior that would laways lead employees toforms of leadership behavior that would laways lead employees to
be more satisfied and to work harder. Eventually, however,
researcher’s realized that the complexities of human behavior and
organizational settings make universal conclusion virtually
impossible.
� They discovered that in organizations most situations and outcomes
are contingent; that is, the precise relationship between any two
variable is likely to be situational – dependent on other variable.
Management ChallengeManagement Challenge
� Responding to Globalization
� Managing Workforce Diversity
� Improving Quality and Productivity
� Responding to the Labor Shortage
� Improving Customer Service
� Improving People Skills
Organizational Level
• Productivity
• Developing Effective Employees
•Global Competition
•Managing in the Global Village
Group Level
� Improving People Skills
� Empowering People
� Coping with “Temporariness”
� Stimulation Innovation and Change
� Helping Employees Balance
Work/Life Conflicts
� Improving Ethical Behavior
`
Workplace•Working With Others
•Workforce Diversity
Individual Level
• Job Satisfaction
• Empowerment
•Behaving Ethically
The Challenges Facing ManagementThe Challenges Facing Management
� Although the problems with human organizations and
the solutions over the ages have not really changed that
much, the emphasis and surrounding environmental
context certainly have.
� This new environment is disruptive, discontinuous� This new environment is disruptive, discontinuous
change. It represents a new paradigm, a new way of
thinking about the workplace.
� Three challenges facing managers to day are:- Globalization and Information Technology
- Diversity
- Ethics
A Paradigm ShiftA Paradigm Shift
� A paradigm simply establishes the rules (written or
unwritten), defines the boundaries, defines a way to
understand reality, ways of thinking/framework, and tells
one how to behave within the boundaries to be successful.
� For today’s and tomorrow’s organizations and� For today’s and tomorrow’s organizations and
management, there are new rules with different boundaries
requiring new and different behaviors.
� There is considerable resistance to change and why it is
very difficult to move from the old management paradigm
to the new.
Theoretical Framework for OBTheoretical Framework for OB
� Cognitive Framework– Personality
– Satisfaction, Commitment and Absenteeism Model
– Attraction- Selection-Attrition Model
� Behavioristic Framework– Pavlov’s Dogs
– Environmental Contingencies
� Social Cognitive Framework– Allows for more complexities
– More accepted framework
Cognitive FrameworkCognitive Framework
� The cognitive theoretical approach is shown in the classic work of
Edward Tolman.
� The cognitive approach emphasizes more on people compared to
other approaches. It is based on the expectancy, demand and
incentive concepts.
� Cognition is a psychological process of recollecting information� Cognition is a psychological process of recollecting information
and past experiences.
� Cognition generally precedes behavior and serves as an input for a
person's thoughts, perception, problem solving and information
processing.
� Cognitive maps are concepts that can be used as pictures or visual
aids to comprehend a person's understanding of a particular, and
selective, elements of the thoughts (rather than thinking) of an
individual, group or organization.
Behavioristic Framework
� Ivan Pavlov and John B. Watson were the pioneers of
the behaviorist theory.
� Unlike the earlier psychologists, they focused on
observable behaviors rather than the evasive mind.
� They explained human behavior with the help of� They explained human behavior with the help of
stimulus-response experiments. A stimulus brings out a
response in an individual and results in learning.
� The stimulus- response relationship explains the
physical reflexes in human beings. For example, when a
person is pricked with a pin, he immediately flinches.
Social Cognitive (Learning) Framework
� The cognitive approach emphasizes too much on psychological
process whereas the behaviorist approach stresses on stimulus,
response and consequences.
� The social cognitive approach attempts to integrate the
contributions of both these approaches. However, the influence of
behavioral approach is higher than the cognitive approach on the
social learning approach.social learning approach.
� In social cognitive approach, behavior is considered as the
appropriate unit of analysis. It is held that people are self-aware and
make an effort towards conscientious behavior. Individuals learn
about the environment, modify and construct it in a manner favorable
to them.
� Albert Bandura made a significant contribution to the social learning
framework. He explained behavior as a continuous reciprocal
interaction among cognitive, behavioral and environmental
determinants.