Organizational Behavior MGT 3310. Definition Organizational behavior (OB) is a term related to the study of individual and group dynamics in an organizational.

Organizational BehaviorMGT 3310

DefinitionOrganizational behavior (OB) is a

term related to the study of individual and group dynamics in an organizational setting, as well as the nature of the organizations themselves.

Focus on individual and group behavior in the organizational context.

Purpose and MethodOB seeks to emphasize the

understanding of behavior in organizations so as to develop competencies in foreseeing how people are likely to behave.

QuestionnaireInterviewSimulation

Personality Personality refers to some

qualities, characteristics skills and competencies of individuals along with certain other traits like grooming and attitude.

Measuring Personality◦Personality Inventories◦Projective Tests◦Assessment Centre

Work/Job MotivationMotivation is a process that starts with

physiological or psychological urge or need. It activates a behavior or a drive that is aimed at a goal or incentive.

Generally, “to be motivated means to be moved to do something”. (Deci & Ryan, 1999)

Job motivation is defined as “a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behavior and to determine its form, direction, intensity, and duration”. (Pinder, 1998)

MotivationJob EnrichmentFlexi TimeEmpowermentQuality CirclesEmployees Stock Ownership Plan

Job SatisfactionJob satisfaction can be defined as

an individual’s overall attitude towards his or her job.

Job Satisfaction is the degree to which employees have a positive affective orientation towards employment by the organization. (Price, 1997 & Vroom, 1964)

FactorsCompensationOrganizational JusticePerson-Organization fitTrust in SupervisorThe nature of workWorking ConditionsJob Autonomy

Organizational Commitment Organizational commitment

measures individual's psychological attachment to a certain organization.

Different with Job Commitment

Organizational Commitment1) Attitudinal commitment approach

◦Organizational commitment associate with certain organizational outcomes, such as turnover, job satisfaction and productivity.

◦Focus on discovering what personal characteristics and situational conditions contribute to organizational commitment.

2) Behavioral commitment approach◦Searches the conditions under which an

employee may develop more commitment behaviors

Organizational Commitment  “Affective commitment refers to the employee's

emotional attachment to, identification with, and involvement in the organization. Employees with a strong affective commitment continue employment with the organization because they want to do so.” (Meyer and Allen, 1991) 

“Continuance commitment refers to an awareness of the costs associated with leaving the organization. Employees whose primary link to the organization is based on continuance commitment remain because they need to do so.” (Meyer and Allen, 1991) 

“Normative commitment reflects a feeling of obligation to continue employment. Employees with a high level of normative commitment feel that they ought to remain with the organization.” (Meyer and Allen, 1991)

LeadershipThe word leadership can refer to

the process of leading, the concept of leading and those entities that perform one or more acts of leading.◦Actual leader◦Potential leader◦Formal & Informal

Purpose Organizations and groups aim to identify, foster and

promote what they see as leadership potential or ability.

Become a Leader:◦ Knowing yourself◦ Konwing the world◦ Operation on instinct◦ Deploying yourself: Stike hard, try everything◦ Moving Through Chaos◦ Getting people on your side◦ Organizations can help – or hinder◦ Forging the future

Leader TraitsGuiding others through providing

a role model and through willingness to serve others first

Talent and technical/specific skill at some task at hand

Charismatic inspiration -attractiveness to others and the ability to leverage this esteem to motivate others

(Page 162)

Charismatic leadershipCharismatic leadership, or

transformational leadership, is a kind of leadership that emphasizes symbolic leader behavior, visionary and inspirational ability, nonverbal communication, expectations for follower self-sacrifice, and for performance beyond expectations.

Six Types of Leadership

Six Types of Leadership

Issues and ChallengesWho should be regarded as a

leader.FollowershipManagement VS. Leadership

◦Managers administer, leaders innovate◦Managers ask how and when, leaders

ask what and why◦Managers focus on systems, leaders

focus on people(Page 164)

Authority and PowerAuthority can be defined as the ability

of an individual to seek compliance to the regulated instructions of the superior. It refers to the formal rights inherently available to a manager to give orders and see their compliance.

Power is the ability of individuals or groups to make their own concerns or interests count, even where others resist.

Authority and PowerAuthority is legally enforced and is

derived from level of position in an organization. Power however is individual and independent and originates from charisma and social positioning.

Authority is formal based upon superior and subordinate relationship. Power is informal and is based upon individual understanding.

(Page 165)

Essence of PowerFearDesirePower: A New Social Analysis