Organisational Behaviour

Organisational Behaviour

Prepared by:

Mallikarjun M. MaradiAssistant Professor,

Department of Studies in Commerce,

Rani Channamma University, PG Centre, Bijapur-586108

[email protected]

Mallikarjun M. Maradi, Asst. Professor, Rani Channamma University, PG centre, Bijapur23/08/2014

mailto:[email protected]

Unit –I Nature of Organizational Behavior:

Meaning and Definition, Scope, Contributory Disciplines to the Field of

O.B. Stages in the Evaluation of O.B


“Self development, self esteem, and a winners

attitude are high”.

“Winners see the potential; losers see the past.”

“Winners see the gain; losers see the pain.”

“The winners is always part of the answer; the loser is always a part of the problem.”


Introduction • What is an organization?

It is an unit business or non-business, which is engaged in carrying out certain activity utilizing services of human or non human factor.

A business organization is a cooperative social system, involving the coordinated efforts of two or more people perusing a business purpose, i.e., earning profit in a socially acceptable manner and the functions on a relatively continuous basis to achieve a common goal.

•What do you mean by Organizational Behavior?

It’s a theoretical framework of behaviorial sciences that are focused to understand, predict and manage human behavior in organizations to achieve organizational goals. Considering human behavior as a main factor.

O.B is the comprehensive study of behavior of an individuals and groups in organization and organisations themselves as they act and interact to achieve the specified, desired result or objectives. O.B is the study of human behavior in the organizations.

It is involves three levels of analysis; 1. individuals 2. Group level and 3. the behavior of the organizational itself.


Definition Of Organizational Behavior:

Gary Johns: Organizations are social inventions for accomplishing goals through group efforts.

Keith Davis and J.W Newstrom: O.B is the study and application of knowledge about people act within the organization. It’s a human tool for human benefit.

M.N. Misra: O.B is action, reaction, interaction and counteraction of people in the organization.

Stephen P. Robbins:O.B is a field of study that investigates the impact that individual, group, and structure have on behavior within organization for the purpose of applying such knowledge towards improving an organization effectiveness.

Fred Luthans: O.B is directly concerned with the understanding, prediction and control of human behavior.


Concepts of Organizational Behavior

• There are differences of individuals

• A Whole person

• An individual has dignity

• Behavior of an individual is Caused

• Organizations are social systems

• Mutual interest among organizational members

• Holistic(universal) concept or holistic organizational behavior

• Environment and Technology

• Need for management


Foundations of OB


Five Reasons Why Organisations Exist


Nature and Scope of Organizational Behavior1. O.B is a rational thinking not an emotional feelings

about people2. It is an applied science3. O.B seeks to balance human & technical values at work.4. O.B is an emerging field of study that integrates

behavioral science5. O.B is both an art and a science.6. O.B exits at multiple levels 7. O.B does not exists in vacuum (emptiness) 8. O.B at once empirical, interpretative and critical9. A separate field of study 10.Interdisciplinary approach11.Normative and value centre12.Humanistic and optimistic

Scope of O.B:

• Intrapersonal behavior: • Interpersonal behavior• About organization


Best Employers

Ranking is done every year. In a study during 2006-07, the best employers were:

Rank Name of the Year of Global No. of Company/Group Incorporation Revenue

Employees

1 A.V.Birla Group 1949 $ 12 billion 88,0002 Satyam Computer Services 1987 Rs. 4,793 crores 40,0003 J.W.Marriott 1999 $ 100 million (India)2,100 (India)4 Eureka Forbes 1982 Rs. 850 crores 8,0645 Cisco India 1995 $ 30 billion 2,200 (India)6 Godrej Products 2001 Rs. 657 crores 1,1907 Agilent Tech 1999 $ 4.97 billion 1,250 (India)8 Scope International 2000 $ 135 million 4,600 (India)9 TCS 1968 Rs. 11,214 crores 83,50010 Kotak Mahindra Bank 2003 Rs. 937 crores 5,293


Functions of Management


Importance of OB• Road map to our lives in organisations• Helps us understand and predict organisational life• Influences events in organisations• Helps understand self and others better• Helps a manager get things done better• Helps maintain cordial relations• Highly useful in the field of marketing• Helps in career planning and development• Helps sustain the temp of economic growth• Helps in controlling and directing behavior• Effective leadership• Interpersonal dynamics have been evaluated by OB• Organisational climate takes system perspective• Organisational adaptation or perceived changes


Limitations or challenges of OB•Managing Workforce Diversity• Knowledge about OB does not help an individual manage personal life better•Globalization- issues and solutions • Corporate reorganization • Changing demographic of work force or Dualities of OB are baffling( mysterious )•Has become a fad (fashion/cult) with managers• Is selfish and exploitative•Managers expect quick-fix solutions-not possible• Principles and practices may not work in the events of declining fortunes• Cannot eliminate totally conflict and frustration• Focus on improving ethical behavior • Lack of adapting innovative practice • Providing congenial (pleasant) workplace


Major disciplines and their contributions to OB


Approaches to the Study of OBSeveral contextual perspective have increasingly influenced OB. The approaches are given bellow;

1. HR approach 2. The contingency approach 3. The productivity approach 4. System approach 5. Interactionism approach


Continue..1. Human Resource Approach

• People are central resource • To develop high level of competency• People contribute to the success of the organization • It’s also called supportive approach

2. Contingency Approach:This approach assumes that there is no one best way available in any org. Organisation situation and outcomes are contingent. C.A to OB differ from universal approach(the U.A says that presumes a direct cause and effect linkages between variables).


3.SystemsApproachtoOrganizations:

System is a set of interrelated components. This approach gives manager a way of looking at the organization in totality or as a whole individual, group and social system.


Continue.. 4. Productivity approach:

The ratio of output to input is measured of an organization effectiveness. Productivity measured in terms of economic inputs and outputs.

5. Interactionist approach:Individual and the situation are presumed to interact continuously.


Evaluation models of OB:An organizational behavior system

OUTCOMES:1. PERFORMANCE

2. EMPLOYEE SATISFACTION 3.PERSONAL GROWTH AND DEVELOPMENT

Motivation

Quality of work life

Leadership- Communication – Group Dynamics

Informal organization Informal organization

Formal organisation

Social environment


Evaluation models of OB

Meaning of Model:•Model is an abstraction of reality. A simplified representation of some real-world phenomenon. •Models that a manages holds usually begins with certain assumptions about people and thereby leads to certain interpretation of organizational events. •A model is a replica of something that represents an idea for a pattern to be scientifically practiced to achieve something. The following 4 models of OB are as follows;•Autocratic model • Custodial model• Supportive model • Collegial model (group of colleagues)

Mallikarjun M. Maradi, Asst. Professor, Rani Channamma University, PG centre, Bijapur

23/08/2014

Four Models of Organizational Behavior

Key points Autocratic Custodial Supportive Collegial

1. Basis of model Power Economic resource

Leadership Partnership

2. Management orientation

Authority Money Support Teamwork

3. Employee orientation

Obedience Security and benefits

Job performance

Responsible behavior

4. Employee psychological result

Depends on boss

Dependence on Org.

Participation Self discipline

5. Employee needs

Subsistence Security States and recognition

Self actualization

6. Performance result

Minimum Passive cooperation

Awakened drives

Moderate enthusiasm


Summary• Organisations have no parallels in so far as affecting daily life is concerned. They are

created by individuals alone or in groups. On being formed, organisations facilitate division of labour, manage large-scale technology, manage the external environment, minimize transaction costs, and exert power and control.

• Organisational behaviour is highly useful in ensuring organisational effectiveness. Simply told, OB is the study of human behaviour in organisational settings.

• OB is built on strong fundamentals which are: interpersonal differences, whole person concept, caused behaviour, human dignity, social systems, mutuality of interests, and holistic concept.

• OB has its strengths and weaknesses. Among the strengths are: OB helps in shaping our organisational lives; it helps an individual understand his/her self and others better; it builds cordial industrial relations; and it is highly useful in the field of marketing.

• Critics point out that OB is selfish and exploitative, and that it does not remove conflict and friction between individuals-it only minimizes them.

• OB is an interdisciplinary subject. It has enriched itself by drawing principles and concepts from psychology, sociology, anthropology, social psychology, political science, engineering, and even medicine.

• Under the umbrella of OB, the topics covered are many and varied. Broadly, OB covers intra-individual behaviour, inter-personal behaviour, and behaviour of the organizations.

• Several contextual perspectives have increasingly influenced OB. They are-the human resource approach, the contingency approach, the productivity approach, the systems approach, and the interactionalism approach. All these approaches together, help us understand OB better.


Organisational Behaviour

Business

rani channamma university

increasingly influenced ob

organizational behavior

pg centre

contingency approach

productivity approach

organization effectiveness

evaluation models