Session 2 Individual Behv

Introduction to Organisational Behaviour

*Hello welcome to Organisational Behaviour this first session is really just an introduction to the subject and an opportunity to get to know each other heres what well be covering; next slide

THIS SESSION IS ONE HOUR, INCLUDING THE QUIZ AND STUDENT INTRODUCTIONS

What is the field of Organizational Behavior all about

It deals with human behavior in organizations; it is used as the basis for enhancing organizationalEffectiveness and individual well-being; its about systematically studying individual, group andOrganizational processes.

The fundamental assumptions of OB are:that organizations can be made more productive while also improving the qualityof peoples work lifethat there is no one best approach to studying OB

that organizations are dynamic and ever-changing

Peoples changing expectations about the desire to be engaged in theirwork and the need for flexibility in work have influenced thefield of OB.

Both employers and employees benefit when they are highly engaged withone another when they are highly committed to satisfying oneanothers interests

Helps avoid the extremely high costs of having actively disengaged workers

Employees also want a high degree of flexibility in their work arrangements

Offering flexible hours, relying on contingent workers, using compressed workweeks, job sharing and voluntary reduced work time programs

Improving Quality & Productivity:

Todays managers understand that the success of any effort of improving quality and productivity must include their employees. These employees will not only be a major force in carrying out changes but increasingly will actively participate in planning those changes.

OB is concerned with the study of what people do in an organization and how their behaviour affects the organizations performance

OB includes the core topics of motivation, leader behaviour and power, interpersonal communication, group structure and processes, learning, attitude development and perception, change processes, conflict, work design and work stress (Robin & Judge, 2009:45)

Positive Organizational Behavior concerns itself with how organizations develop human strength, foster vitality and resilience and unlock potential.

It concerns itself with exploiting employees strengths rather than dwell on their limitations.

Individual Behavior

Ability (Slide 13)

Learning ( Slide 10)

High Performance Employees (Slide 24)

Organizational Commitment (Slide 29)

Individual Behavior

Scientists refer to the ways in which people differ from one another as individual differences, and such unique qualities can have major influence on our thinking and behavior

Individual BehaviourHow does age affect productivity?

Older workers bring to their jobs their experience,judgment and strong work ethics and commitment to quality BUTThey also lack flexibility and are often resistant to change and to new technology

*heres what well be covering, although well also have you engaging in a bit of discussion run through the team; next slide

Individual BehaviourDoes productivity decline with age?

Speed, agility, strength and coordination decline over time, job boredom and lack of intellectual stimulation contribute to reduced productivity.

Do you agree?


Social LearningIndividuals can learn by observing what happens to other people and just by being told about something as well as through direct experience. The ability to learn through both observation and direct experience is called social learning theory. Four processes are necessary:

Attention: recognize and pay attentionRetention: rememberMotor reproduction: watching must be converted to doingReinforcement: positive incentives or rewards are providedIndividual Behaviour

**Run through generic skills-next slide

Learning any observable change in behaviour.

Positive reinforcement is a powerful tool for modifying behaviour. By identifying and rewarding performance- enhancing behaviours, management increases the likelihood that those behaviours will be repeated.

Although punishment eliminates undesired behaviour more quickly, it tends to be temporary rather than permanent. Punishment also produces unpleasant side effects, such as lower morale and higher absenteeism or turnover. They tend to be more resentful of the punisher.Individual Behaviour


Implication for Managers

Ability: directly influences an employees level of performance. Ways to achieve:

An effective selection process will improve the fit; a job analysis will provide information about jobs currently being done and the abilities that individuals need to perform the jobs adequately.

Promotion and transfer decisions affecting individuals should reflect the abilities of the employees

Fine-tuning the job to better match an employees abilitiesIndividual Behaviour


What are the two types of ability?

c/fQuestion

**Run through finally, some things that you should develop awareness of; next slide

Ability refers to an individuals capacity to perform the various tasks in a job.

Intellectual abilities: the capacity to do mental activities thinking, reasoning, and problem solving.

Physical abilities: the capacity to do tasks that demand stamina, dexterity, and strengthAnswer

**Some important points OB is multidisciplinary Ill say more about that later in this session OB is informed by a range of different models and theories the function of all these models and theories is to give us ways to make sense of how people behave in organisations and, as per the final point, we need to understand how we can use theory to inform practice; that is, while we might find theory interesting in and of itself, our primary concern in this subject is with how we can use theory to inform practice and thus be more effective at work subject schedule; next slide

Dimensions of intellectual abilities:Number aptitude - arithmeticVerbal comprehension - understandingPerceptual speed identify visual similarities & differencesInductive reasoning logical sequenceDeductive reasoning use logic to assessSpatial visualization space & dimensionMemory retain & recallAnswer

**Run through on the first point note that we focus primarily on within organisations in this subject but the field also commonly considers the behaviour of organisations within their environments, eg. strategy, structure. explain why multidisc the importance of research in the field of management, theres a lot of conventional wisdom, based on anecdote and experience; of course anecdotes and experience are important, but we are interested in knowledge that is based on reliable research evidence ultimately, our concern in a business program is in OB as a way to improve management practice and organisational effectiveness why do you need to know all this stuff? Next slide

Dimensions of physical abilities:Strength force

Flexibility adapt & adjust

Body coordinationBalanceStamina Answer


Intelligent people perform better and tend to have more interesting jobs, they are also more critical in evaluating their job conditions. Thus smart people have it better, but they also expect more.

Physical abilities are essential for certain types of jobs, as such its essential to ensure that the employee has those abilities.Answer


The rise of the knowledge economy where firms rely almost completely on their human and intellectual capital for their competitive advantage elevated the importance of people management still further (Redman & Wilkinson, 2006:26).

Human Capital: human intellect, individual tacit knowledge, skills to perform their functions, innovation and creativity, problem solving (p29)Organizational Performance

**OB is important because it helps us understand organisations and how we can function within them; it helps us understand how to work with our colleagues and supervisors; it helps us manage better; all of which should make our organisations better places to work run throughWHEN YOU FINISH THE LECTURE, YOU SHOULD HAVE 20-30 MINUTES LEFT FOR INTRODUCTION AND QUIZ DO THE INTRODUCTIONS FIRST BREAK INTO PAIRS (AND IRENE AND I CAN BE A PAIR TOO) GIVE THEM TWO MINUTES TO CHAT, THEN GET EACH OF THEM TO INTRODUCE THE OTHER VERY BRIEFLY; GET THEM TO TELL US ONE SURPRISNG OR INTERESTING THING ABOUT THE OTHER THEN DO THE QUIZ GIVE THEM TWO MINUTES TO DO IT, THEN GET A SHOW OF HANDS FOR EACH QUESTION IN TURN, THEN DISCUSS CONCLUDE BY MAKING THE POINT THAT OB HELPS US UNDERSTAND THESE AND LOTS OF OTHER QUESTIONS WHICH HELP US FUNCTION BETTER IN ORGANISATIONS

Human Capital: the sum of the skills, knowledge, and general attributes of the people in an organization. It represents capacity for todays work and potential for tomorrows work. It encompasses not only easily observed skills, such as those associated with operating machinery or selling products, but also the skills, knowledge, and capabilities of managers and employees/associates for learning, communicating, motivating, building trust and effectively working on teams. It also includes basic values, beliefs, and attitudes.Source: Organizational Behavior: A Strategic Approach, Michael A Hitt, C. Chet Miller & Adrienne Colella (2006:11) John Wiley, Danvers MA.Organizational Performance


Influences on the attitude of different employee groups:

Professional employees want excellent communication about the business with good rewards and recognition for good work.

They want to know how well they are doing, enjoy working hard but need to get on with their boss and want a good work-life balance (p37)

Human Capital Advantage

**Do the introductions explain our role facilitators, who will work very hard to help you learn; but its your responsibility to work hard to get as much as you can out of the subjectWe appreciate that intensive delivery is tiring and demanding it is for us too! but well do everything we can to make the subject enjoyable and useful and were expecting to enjoy it and to learn from you as well so, what can you expect to learn in this subject? Next slide

Front line managers want good communication and an opportunity to be involved in decision-making. They show commitment if they have good rewards, find the firm helps them achieve a work-life balance and they believe they are not stuck for ever in their current job (p 37)

Workers value communication, want praise and reward, the ability to discuss grievances and personal problems and a good work-life balance (p 37)Human Capital Advantage


Bath People and Performance Model

Ability/skill, motivation/incentive and an opportunity to participate leads to organizational commitment, motivation and job satisfaction

(Purcell et al. 2003)

Source: Redman, T, & Wilkinson, A. (2006) ContemporaryHuman Resource Management: Test and Cases, Harlow, Prentice Hall.

**Run through how will the subject run? Next slide

What can management do to ensure high performing employees?

Everyone has strengths and weaknesses in terms of ability that makehim or her relatively superior or inferior to others in performing certaintasks or activities.

The issues is not whether people differ, they certainly do; the issue isknowing how people differ in abilities and using that knowledge toincrease the likelihood that an employee will perform his or her job well.

What can management do to ensure high performing employees? contd

An individuals overall abilities are essentially made up of two setsof factors: intellectual and physical.

Implication for managers:Ability: directly influences an employees level of performance, therefore,management should consider:

What can management do to ensure high performing employees? contd

Ability effective selection process will improve the fit (job analysis willhighlight the abilities needed to perform adequately)

Promotion & Transfer jobs that match with individuals ability(s)

Fine-tuning fine-tune the job to better match an individuals abilities

Training provides opportunities for employees to enhance their skills

All human behavior is learned. Discuss

Refer handout: All Human Behavior is Learned

High Involvement Management

An approach that involves carefully selecting and trainingassociates and giving them significant decision makingpower, information, and incentive compensation. Collectivelythese five aspects of high-involvement management yieldempowered workers.(Hitt et al. 2006:16)

Organizational CommitmentOrganizational commitment is a concept that has to do with the degree of commitment and loyalty that employees exhibit toward employers/organization.

The underlying idea is that if an employee is truly committed to the goals and aims of the organization, he or she will manifest that commitment in terms of individual work ethic, the support of company goals and generally be dedicated to the ongoing success of the employers business.

Sometimes referred to as affective commitment, this component of organizational commitment seeks to measure the positive feelings that the employee feels for the business and its operations in general. This type of commitment can come in handy when the business undergoes a stressful period, since employees with strong emotional attachments are likely to remain with the company and seek to develop and implement solutions that move the company back into a more desirable position.

Continuance commitment is also an important component of organizational commitment. Here the focus is on how strongly employees see value in continuing to remain with the company. This often involves identifying the benefits that are enjoyed as the result of employment. The incentives to remain may have to do with wages or salary, benefits such as an attractive pension plan, or even intangibles like friendships that are developed within the company culture.

A third component in the concept of organizational commitment is known as normative commitment. In this scenario, factors such as the loyalty employees feel are based on a sense of obligation or gratefulness for the role of the company in the lives of employees. For example, an employee may feel a commitment because the business helped to supply funds for obtaining a degree, or feel a strong attachment or gratitude because the employer provided a job during a period in which the individual was in dire need of a means of earning a living.

The Big Five Dimensions of Personality contributes to work performance

Extraversion: tendency to seek stimulation and to enjoy the company of others; energetic,enthusiastic, sociable

Agreeableness: tendency to be compassionate toward others; good natured, cooperativetrusting and helpful

Conscientiousness: tendency to show self-discipline, to strive for competence andachievement; well organized, careful and self-disciplined, responsible & precise

Neuroticism: tendency to experience unpleasant emotions easily; poised, calm, composed

Openness to experience: tendency to enjoy new experiences and new ideas; imaginative, witty,having broad interestsBig Five Dimensions of Personality

**Run through thats our housekeeping done, so now lets talk about what the subject is actually about OB next slide

*Hello welcome to Organisational Behaviour this first session is really just an introduction to the subject and an opportunity to get to know each other heres what well be covering; next slide

THIS SESSION IS ONE HOUR, INCLUDING THE QUIZ AND STUDENT INTRODUCTIONS






**Run through finally, some things that you should develop awareness of; next slide

**Some important points OB is multidisciplinary Ill say more about that later in this session OB is informed by a range of different models and theories the function of all these models and theories is to give us ways to make sense of how people behave in organisations and, as per the final point, we need to understand how we can use theory to inform practice; that is, while we might find theory interesting in and of itself, our primary concern in this subject is with how we can use theory to inform practice and thus be more effective at work subject schedule; next slide








**Run through how will the subject run? Next slide

**Run through thats our housekeeping done, so now lets talk about what the subject is actually about OB next slide

Session 2 Individual Behv

Documents

work design

reduced productivity

learning slide

strong work ethics

organisational behaviour

individual behaviorscientists

organizations performanceob

high performance employees