Organizational Behavior Human Behavior at Work Thirteenth Edition McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
Jan 02, 2016
Organizational Behavior Human Behavior at WorkThirteenth Edition
McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
Chapter Objectives
To understand:
• The elements of an organizational behavior system
• The role of management’s philosophy and paradigms
• Alternative models of organizational behavior and their effects
• Trends in the use of these models
2-3
An Organizational Behavior System
An organizational behavior system is
• Purposely created and used• Regularly examined and updated
Typical outcomes
• Performance• Employee satisfaction• Personal growth and development
2-4
An Organizational Behavior System
Elements of the System
• Fact and value premises• Vision• Mission• Goals
2-5
Models of Organizational Behavior
Based on the theory of human behavior managers hold
• Theory X: people dislike work and will avoid if possible Managers role is to coerce and control employees
• Theory Y: work is natural a s play or rest. People will
exercise self-direction and self-control. Managers role is to develop employees potential
and help them release the potential towards common objectives
Managers tend to act as they think2-6
Models of Organizational Behavior
Managerial paradigms…
• Influence managerial perceptions of the world • Define boundaries and for how to behave• Encourage resistance to change• Consciously or unconsciously affect one’s
behavior• Provide alternative ways of viewing the world
and solving problemsNew paradigms provide alternative ways of
viewing the world and solving problems
2-8
Model Characteristics: Figure 2.4
Autocratic Custodial
Basis of model Power Economic resources
Managerial orientation
Authority Money
Employee orientation
Obedience Security and benefits
Employee psychological result
Dependence on boss
Dependence on organization
Employee needs met
Subsistence Security
Performance result Minimum Passive cooperation
2-10
Model Characteristics: Figure 2.4
Supportive Collegial
Basis of model Leadership Partnership
Managerial orientation
Support Teamwork
Employee orientation
Job Performance Responsible behavior
Employee psychological result
Participation Self-discipline
Employee needs met
Status & recognition Self-actualization
Performance result Awakened drives Moderate enthusiasm
2-11
Model Characteristics: Figure 2.4
System
Basis of model Trust, community, meaning
Managerial orientation Caring, compassion
Employee orientation Psychological ownership
Employee psychological result
Self-motivation
Employee needs met Wide range
Performance result Passion and commitment to organizational goals
2-12
The Autocratic Model
Based on power and authority
• Leads to tight control of employees• Is intensely disliked by many employees
Orientation is obedience to a boss
• Psychological result is dependence• Minimum wage for minimum performance
Useful for accomplishing work but with moderate results
Principal weakness is high human costEncourages micromanagement
2-13
The Custodial Model
Designed to dispel employee insecurities, frustrations, and aggressions
In its worst form, is paternalismEvolved from 1930’s welfare programsSuccess depends on economic resources
• Managerial orientation: pay wages & benefits• Employees: security needs as motivating force• Organizations must have wealth to provide
pension and other benefits Leads to dependence on the organization
2-14
The Custodial Model
Employees become psychologically preoccupied with economic rewards and benefits
• Does not produce top productivity, motivation, or desire to grow
• Employees are happy but unmotivated and unfulfilled
Best viewed as the foundation for growth to the next step
2-15
The Supportive Model
Originated with the “principle of supportive relationships”
• Sparked by Hawthorne studiesDepends on leadership, not power or money
• Management orientation is to support the employee’s job performance
• Employees are given a participation & task involvement
• Employees are more motivated than earlier models
• Employees have awakened drives for work
2-16
The Supportive Model
Supportive behavior does not require moneyTheory vs. Practice
• Works well with both employees and managers• Theory is difficult to put into practice• Especially effective in affluent nations
2-17
The Collegial Model
An extension of the supportive modelEmbodies a team conceptMost useful with unscripted work, intellectual
environment, and considerable job freedomDepends on partnership between management and
employees
• Managerial orientation is teamwork• Employee response is responsibility• Psychological result is self-discipline
Can produce moderate enthusiasm
2-18
The System Model
The result of a strong search for higher meaning at work by today’s employees
• Managers must demonstrate caring, compassion, sensitivity
• Reflects positive organizational behavior• Requires authenticity and social intelligence
Management role is facilitating employee accomplishments
• Employees experience psychological ownership and self-motivation
• Can engender passion and commitment to goals
2-19
The System Model
5 Dimensions of social intelligence
• Empathy• Presence• Situational radar• Clarity• Authenticity
2-20
Conclusions About the Models
Evolving Usage
• Function of prevailing employee needs• No permanently “best” model• Primary challenges
Identify model currently being used Assess its current effectiveness
2-21
Conclusions About the Models
Relation of Models to Human Needs
• Adaptive approach• Build on previous models
2-22
Conclusions About the Models
Increasing Use of Some Models
• Trend toward supportive, collegial, and system models will continue
• Top managers of giant, complex organizations cannot be authoritarian Must depend on centers of power nearer to
operating problems Forced into a more participative model
• Employees are not readily motivated toward creative and intellectual duties
2-23
Conclusions About the Models
Contingent Use of All Models
• One model may be used most• Some uses for other models will remain• More advanced models will have growing use
2-24
Conclusions About the Models
Managerial Flexibility
• Managers must identify their current behavioral model
• It must be kept flexible and current• There is great danger is paradigm rigidity
2-25