contributing discipline to ob psychology sociology
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Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
CONTRIBUTING DISCIPLINE TO OB
Organizational behavior is an applied behavioral science that is built upon contributions from a number
of behavioral disciplines. The main areas are psychology, sociology, social psychology, anthropology, and
political science.
Psychology
Psychology is the study of humans mind that attempts to measure, explain, and at times change the
behavior of humans and other animals. Early industrial/organizational psychologists were concerned with
problems of fatigue, boredom, and other factors relevant to working conditions that could disrupt/ impede
efficient work performance. More recently, their contributions have been expanded to include learning,
perception, personality, emotions, training, leadership effectiveness, needs and motivational forces, job
satisfaction, decision making processes, performance appraisals, attitude measurement, employee
selection techniques, work design, and job stress.
Sociology
Sociologists study the social system in which individuals fill their roles; that is, sociology studies people in
relation to their fellow human beings. Their significant contribution to OB is through their study of group
behavior in organizations, particularly formal and complex organizations.
Key concepts of Sociology are;
Most sociologists today identify the discipline by using one of the three statements:
Sociology deals with human interaction arid this communication are the key influencing factor
among people in social settings.
Sociology is a study of plural behavior. Two or more interacting individuals constitute a plurality
pattern of behavior.
When analyzing organizing as a social system, the following elements exist:
People or actors
Acts or Behavior
Ends or Goals
Norms, rules, or regulation controlling conduct or behavior
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
Social Psychology
It has been defined as the scientific investigation of how the thoughts, feelings, and behavior of individuals
are influenced by the actual, imagined or implied the presence of others.
It deals with how people are affected by other individuals who are physically present or who are imagined
to be present or even whose presence is implied.
In general, sociology focuses on how groups, organizations, social categories, and societies are organized,
how they function, how they change.
The unit of analysis is the group as a whole rather than the individuals who compose the group.
Social Psychologists study an enormous range of topics including conformity, persuasion, power,
influence, obedience, prejudice, discrimination, stereotyping, sexism and racism, small groups, social
categories, inter-group behavior, crowd behavior, social conflict, social change, decision making, etc.
Social psychologists making significant contributions to measuring, understanding and improving
attitudes, communication patterns in how groups can satisfy individual needs and group decision-making
processes.
Anthropology
Anthropology is the study of societies to learn about human beings and their activities. It deals with the
study of complete human being about how they adapt themselves in particular organization.
Anthropologists work on cultures and environments; for example, they have aided in understanding
differences in fundamental values, attitudes, and behavior among people in different countries and within
different organizations.
The use of anthropology focuses on the study of societies to learn about human beings, their cultures,
environments and activities. It enables us to understand differences in fundamental values, attitudes and
behaviour between people in different countries and within different organisations.
Political Sciences
Contributions of political scientists are significant to the understanding of behavior in organizations.
Political scientists study the behavior of individuals and groups within a political environment.
They contribute to understanding the dynamics of power centers, structuring of conflict and conflict
resolution tactics, allocation of power and how people manipulate power for individual self-interest.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
MEANING OF OB
Organizational Behavior (OB) is the study of human behavior in organizational settings, the
interface between human behavior and the organization, and the organization itself.
DEFINITIONS OF OB
Organizational Behavior word has been consisted of two different words "Organization" and "Behavior". Organization means a disciplined and regulatory process by which planned objective turns into realistic. On the other hand, Here. Behavior means human behaviors inside a organization.
Different authors have defined Organizational Behavior on their
aspects:
Stephen P. Robbins states as "Organizational Behavior studies the impact that individuals, groups and structure have on behavior within organization for the purpose applying such knowledge toward improving n organizations effectiveness."
Keith Davis quoted as " Organizational Behavior is the study and application of knowledge about how people act within organization."
Fred Luthans said as "Organization Behavior is directly concerned with the understanding prediction and control of human behavior in organization."
OBJECTIVE OF OB
We have identified 8 objectives of organizational behavior;
Job Satisfaction
Finding the Right People
Organizational Culture
Leadership and Conflict Resolution
Understanding the Employees Better
Understand how to Develop Good Leaders
Develop a Good Team
Higher Productivity (Note:
Explain it by yourself)
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
NATURE AND SCOPE
OF OB
1. A Separate Field of Study and not a Discipline Only
By definition, a discipline is an accepted science that is based on a theoretical foundation. But,
O.B. has a multi-interdisciplinary orientation and is, thus, not based on a specific theoretical
background. Therefore, it is better reasonable to call O.B. a separate field of study rather than a discipline
only.
2. An Interdisciplinary Approach
Organizational behaviour is essentially an interdisciplinary approach to study human behaviour at work.
It tries to integrate the relevant knowledge drawn from related disciplines like psychology, sociology
and anthropology to make them applicable for studying and analysing organizational behaviour.
3. An Applied Science
The very nature of O.B. is applied. What O.B. basically does is the application of various researches to
solve the organizational problems related to human behaviour. The basic line of difference between pure
science and O.B. is that while the former concentrates of fundamental researches, the latter concentrates
on applied researches. O.B. involves both applied research and its application in organizational analysis.
Hence, O.B. can be called both science as well as art.
4. A Normative Science
Organizational Behaviour is a normative science also. While the positive science discusses only cause effect
relationship, O.B. prescribes how the findings of applied researches can be applied to socially accepted
organizational goals. Thus, O.B. deals with what is accepted by individuals and society engaged in an
organization. Yes, it is not that O.B. is not normative at all. In fact, O.B. is normative as well that is well
underscored by the proliferation of management theories.
5. A Humanistic and Optimistic Approach
Organizational Behaviour applies humanistic approach towards people working in the organization. It,
deals with the thinking and feeling of human beings. O.B. is based on the belief that people have an innate
desire to be independent, creative and productive. It also realizes that people working in the organization
can and will actualize these potentials if they are given proper conditions and environment. Environment
affects performance or workers working in an organization.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
6. A Total System Approach
The system approach is one that integrates all the variables, affecting organizational functioning. The
systems approach has been developed by the behavioural scientists to analyse human behaviour in view of
his/her socio-psychological framework. Man's socio-psychological framework makes man a complex one and
the systems approach tries to study his/her complexity and find solution to it.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
Unit - 2
PERCEPTIO
N
Meaning and Definition of Perception:
“Perception is the process through which the information from outside environment is selected, received,
organised and interpreted to make it meaningful to you. This input of meaningful information results in
decisions and actions.”
“Perception may be defined as a process by which individuals organize and interpret their sensory
impressions in order to give meaning to their environment.”
Nature and characteristics of perception
1. Perception is a selective process:
We do not perceive each and everything in the world or around us. We attend to only a part of the stimuli
around us. We select only a limited range of stimuli to which we attend. Attention is a basic process in
perception. It makes our perception selective in nature. What we select would depend upon our needs,
interests, and motives or on the nature of stimuli to which we are exposed.
2. Perception requires sensation:
Perception is intimately related to sensation. In order for perception to occur, we must first experience
some sensation.
3. Perception involves organisation:
Perception is not merely a collection of present sensations and memory traces of past experiences. It is
a meaningful and integrated organization of past and present knowledge.
4. Perception involves past experience:
Perception involves past experience also. The present information can be meaningfully
understood only when we integrate our past and interpret it in terms of present or future
consequences.
5. Change is the basis of perception:
Perception is always a response to some change or diffe rence in the environment. If the world were
uniformly the same we would experience no perception. E.g., change in the weather, style of dress, food,
etc. is easily perceived. Any change in the normal routine is perceived quickly.
6. Perception is objective as well as subjective:
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
We all perceive certain things as the same e.g., table, chair, etc. are perceived by every one of us in a more
or less similar manner. This is objective perception. In many cases our per ception is considerably
influenced by our thoughts, motives, interests, etc. Such percep tion is subjective in nature, e.g., an
ambiguous event may be perceived differently by diffe rent individuals
7. Perception has affective aspect:
Our perception often induces emotions in us. When we perceive an old friend we feel happy. When we
perceive a snake we are afraid. Thus, perception produces feelings and emotions.
Process of perception
n
The perceptual process allows us to experience the world around us.
In this overview of perception and the perceptual process, we will learn
more about how we go from detecting stimuli in the environment to
actually taking action based on that information and it can be organized
into our existing structures and patterns, and are then interpreted based
on previous experiences.
Although the perception is a largely cognitive and psychological
process, how we perceive the people and objects around us affects
our communication.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
I ) Perceptual Inputs
A number of stimuli are constantly confronting people in the form of
information, objects, events, people etc. in the environment.
These serve as the inputs of the perceptual process. A few of the stimuli
affecting the senses are the noise of the air coolers, the sound of other
people talking and moving, outside noises from the vehicular traffic or a
street repair shop or a loud speaker playing somewhere plus the impact
of the total environmental situation.
II) PERCEPTUAL MECHANISM:
Selection
The world around us is filled with an infinite number of stimuli that we
might attend, but our brains do not have the resources to pay attention to
everything.
Selecting is the first part of the perception process, in which we focus
our attention on certain incoming sensory information. In selection, we
choose stimuli that attract our attention.
We focus on the ones that stand out to our senses (sight, sound, smell,
taste, and touch). We take information through all five of our senses, but
our perceptual field includes so many stimuli that it is impossible for our
brains to process and make sense of it all.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
Organization
Once we have chosen to attend to a stimulus in the environment, the
choice sets off a series of reactions in our brain.
Organizing is the second part of the perception process, in which we sort
and categorize information that we perceive based on innate and learned
cognitive patterns.
Three ways we sort things into patterns are by using proximity, similarity,
and difference
Interpretation
After we have attended to a stimulus, and our brains have received and
organized the information, we interpret it in a way that makes sense
using our existing information about the world Interpretation simply
means that we take the information that we have sensed and organized
and turn it into something that we can categorize.
By putting different stimuli into categories, we can better understand and
react to the world around us.
III. Perceptual Outputs:
Perceptual outputs encompass all that results from the throughout
process. These would include such factors as one’s attitudes, opinions,
feelings, values and behaviours resulting from the perceptual inputs and
throughputs. Perceptual errors adversely affect the perceptual outputs.
The lesser our biases in
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
perception, the better our chances of perceiving reality as it exists or at
least perceiving situations with the minimum amount of distortions.
ERRORS OR FACTORS AFFECTING
PERCEPTION
1. Halo Effect
2. Stereotyping
3. Dogmatism or Selective perception
4. Attribution
Projection
HALO EFFECT
Halo effect (sometimes called the halo error) is the tendency
for positive impressions of a person, company, brand or
product in one area to positively influence one's opinion or
feelings in other areas.Halo effect is “the name given to the
phenomenon whereby evaluators tend to be influenced by their
previous judgments of performance or personality.”The halo
effect which is a cognitive bias can possibly prevent someone
from accepting a person, a product or a brand based on the
idea of an unfounded belief on what is good or bad.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
STEREOTYPING
Stereotype is a set of idea that people have about someone or something. A
stereotype is a characteristic associated with a group of people. ITE differentiate
people on the basis of gender ,race ,national, origin cast and other factors.
Stereotypes are formed because people really don't know other people. Usually
they are formed based on mis information and opinions. That is why diversity
training is important
Types of stereotype can be seen via behaviour way of thinking and respond.
Stereotypes between male and female are unique and it is is beneficial to one
another in many ways. Stereotyping can leaves a negative impact thus creating
problems in a person's life.
DOGMATISM OR SELECTIVE
PERCEPTION
Selective perception is the tendency not to notice and more quickly forget stimuli that
cause emotional discomfort and contradict our prior beliefs. For example, a
teacher may have a favorite student because they are biased by in-group
favoritism. The teacher ignores the student's poor attainment. Conversely, they
might not notice the progress of their least favorite student.
Selective perception is the process by which individuals perceive what they want to
hear in a message while ignoring opposing viewpoints. It is a broad term 25 the
behaviour that people exhibits as we all tend to to see things based on our
personal frame of reference. Using selective perception people tend to overlook or
forget information that contradicts there beliefs or expectation.
ATTRIBUTION
The fundamental attribution error is the tendency to attribute other people's
behaviour to internal factors such as personality traits, abilities and feelings. The
fundamental attribution error refers to an individual's
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
tendency to attribute another's actions to their character or personality, while
attributing their behavior to external situational factors outside of their control.
PROJECTION
Projection means attributing one's own characteristics to other people.
Individuals attribution of their own feelings attitudes and perception to others.
Individuals can project their fears, hatreds, anxieties and resentments onto others
home they view less powerful. It mis represents their perceptions about others. For
example ,when a person has uncomfortable thoughts aur feelings ,they make
project these on to other people assigning the thoughts that they need to repress to
a convenient alternative target.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
22/2 Lalpur Nagjhiri , Ujjain (M.P)
SOCIAL PERCEPTION
Social perception (or person perception) is the study of how people form
impressions of and make inferences about other people as sovereign
personalities.[1] Social perception refers to identifying and utilizing
social cues to make judgments about social roles, rules, relationships,
context, or the characteristics (e.g., trustworthiness) of others. This
domain also includes social knowledge, which refers to one’s knowledge
of social roles, norms, and schemas surrounding social situations and
interactions. [2] People learn about others' feelings and emotions by
picking up information they gather from physical appearance, verbal,
and nonverbal communication. Facial expressions, tone of voice, hand
gestures, and body position or movement are a few examples of ways
people communicate without words. A real- world example of social
perception is understanding that others disagree with what one said
when one sees them roll their eyes.
There are four main components of social perception: observation,
attribution, integration, and confirmation.
IMPRESSION MANAGEMENT
Impression management is a conscious or subconscious process in which
people attempt to influence the perceptions of other people about a
person, object or event by regulating and controlling information in
social interaction.
Impression management is usually used synonymously with self-
presentation, in which a person tries to influence the perception of their
image. The notion of impression management was first
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
applied to face-to-face communication, but then was expanded to apply to
computer-mediated communication. The concept of impression
management is applicable to academic fields of study such as psychology
and sociology as well as practical fields such as corporate
communication and media.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Organisational behaviour
Unit 3
Topic- Concept of leadership
Theories of leadership
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Concept of leadership
Leaders and their leadership skills play an important role in the growth of any organization. Leadership refers to the process of influencing the behaviour of people in a manner that they strive willingly and enthusiastically towards the achievement of group objectives.
A leader should have the ability to maintain good interpersonal relations with the followers or subordinates and motivate them to help in achieving the organizational objectives.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Features of leadership
1. Influence the behaviour of others: Leadership is an ability of an individual to influence the behaviour of other employees in the organization to achieve a common purpose or goal so that they are willingly
co-operating with each other for the fulfillment of the same
2. Inter-personal process: It is an interpersonal
process between the leader and the followers. The relationship between the leader and the followers decides how efficiently and effectively the targets of
the organization would be met.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
3. Attainment of common organizational goals: The purpose of leadership is to guide the people in an
organization to work towards the attainment of common organizational goals.
The leader brings the people and their efforts together to
achieve common goals.
4. Continuous process: Leadership is a continuous process. A leader has to guide his employees every
time and also monitor them in order to make sure that their efforts are going in the same direction and that they are not deviating from their goals.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Trait theory of leadership
The trait model of leadership is based on
the characteristics of many leaders
- both successful and unsuccessful - and is
used to predict leadership effectiveness.
The resulting lists of traits are then
compared to those of potential leaders to
assess their likelihood of success or
failure.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Scholars taking the trait approach attempted to identify physiological (appearance, height, and weight), demographic (age, education and socioeconomic background), personality, self- confidence, and aggressiveness), intellective (intelligence, decisiveness, judgment, and knowledge), task-related (achievement drive, initiative, and persistence), and social characteristics (sociability and cooperativeness) with leader emergence and leader effectiveness.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Strengths/Advantages of Trait Theory 1.It is naturally pleasing theory.
2. It is valid as lot of research has validated the foundation and basis of the theory.
3. It serves as a yardstick against which the leadership traits of an individual can be assessed.
4. it gives a detailed knowledge and understanding of the leader element in the leadership process.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Behavioral theory of leadership
The behavioral leadership theory focuses on how leaders behave, and assumes that these traits can be copied by other leaders.
Sometimes called the style theory, it suggests that leaders aren’t born successful, but can be created based on learnable behavior. Behavioral theories of leadership focus heavily on the actions of a leader—this theory suggests that the best predictor of leadership success is viewing how a leader acts. Action rather than qualities are the focal points of behavioral learning theory.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
A great example of the behavioral theory is looking at a task-oriented leader vs. a people-oriented leader. If there’s a problem with a team, a task-oriented leader will look at the process to see if something needs to be adjusted with the workflow. A people- oriented leader will look at the individuals and go right to them, asking what the issue is. Whatever behaviors you choose, the behavioral leadership theory helps leaders focus on their actions and utilize their decisions to be a great leader.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Fielder Contingency Model The Fiedler Contingency Model was created in the mid-1960s by Fred Fiedler, a scientist who studied the personality and characteristics of leaders.
The model states that there is no one best style of leadership. Instead, a leader's effectiveness is based on the situation. This is the result of two factors –
"leadership style" and "situational favorableness" (later called "situational control").
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
This theory puts forth the idea that effective leadership hinges not only on the style used by the leader, but also on the control held over the situation. In order to succeed, there must be strong leader- member relations. Leaders must
have to possess the ability to hand out punishments and rewards, as well.
This particular theory only fits situations where groups are closely supervised and not team-based. It also uses a least preferred co-worker (LPC) scale to help determine the
type of worker the leader least likes working with. This theory emphasizes the leader’s disposition as the main trait that defines the ability to lead.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Qualities of a good leader
1. Good personality: Successful leaders have good personality. A leader has to be physically and mentally fit. This requires tremendous physical stamina and mental strength. Followers respect a dynamic leader.
2. Honesty: People want to follow an honest leader. As a leader, showing people that you are honest even, when it means admitting a mistake, displays a key trait that people are looking for in their leaders. By demonstrating honesty,
the leader will increase their leadership influence.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
3. Innovative and creative: A leader needs to be creative and innovative who generates new ideas. A
leader should have a vision for the future. Some leaders have a clear vision and are innovative. Followers expect their leaders to be innovative.
4. Competency: People want to follow someone who is competent. A leader should possess a thorough knowledge of the
theory and practice of the job; they should be familiar with the jobs done at different points in the department.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
5. Self-confidence: The leader should have self-confidence to face challenging situations and take prompt decisions. A self-confident leader will be in a position to influence their followers in a better manner.
6. Discipline: A disciplined leader always commands respect. They will be able to keep their followers in a
disciplined manner. This will help them to lead the group in a positive way and improve group performance.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
7. Inspiration: Followers want to be inspired. People will follow an inspiring leader. Being inspiring is usually just a matter
of communicating clearly and with passion. Being inspiring means telling people how they and the organization is going to change the world.
8. Intelligence: To develop intelligence the leader needs to commit to continual learning—both formally and informally. The
leader must have superior knowledge and must be intelligent to handle the various group conflicts.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
9. Human skills: A leader should be a master of human psychology. They should possess deep understanding of human behaviour,
emotions, needs and motives.
This would enable the leader to anticipate the response to their decision and action.
10. Emotional stability and patience:- A leader should be emotionally stable and tolerant. They should be able to reason rationally and logically to
analyse the problems and solve them without any fear or favour.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
11. Communicating skill:
A leader should be an effective communicator of ideas, decisions, instructions, etc. The leader should ensure that the subordinates understand their instructions clearly, and the leader should also
understand the communication of the subordinates.
12. Initiative: The leader should have the quality of initiative. The leader must take initiative to do the right things at the right time. The leader should be able to take sound
decisions without any delays.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
13. Administrative skills: A leader should possess good administrative skills, and should have the skill to effectively plan,
organize, direct and control the activities of the group.
14. Coach and guide: A leader should act as a coach and guide for subordinates, and should show keen interest in the
subordinates. Leaders should try to meet them often, and encourage them to discuss their problems and difficulties. Leaders should be friendly, helpful, and easily accessible to the subordinates and advise them
whenever necessary.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
What is Group ? A group is a collection of individuals who interact with each other such that one person’s actions have an impact on the others. In other words, a group is defined as two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.
Group can be defined as a collection of individuals who have regular contact and frequent interaction,
mutual influence, the common feeling of camaraderie, and who work together to achieve a common set of goals.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Types of Groups
There are two types of groups an individual forms. They are formal
groups and informal groups.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
1.Formal Groups These are the type of work groups created by the
organization and have designated work assignments and rooted tasks. The behavior of such groups is directed toward achieving organizational goals.
Formal Groups
These can be further classified into two sub-groups −
a) Command group − It is a group consisting of
individuals who report directly to the manager.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
b) Interest group − It is a group formed by
individuals working together to achieve a specific
objective. Example − A group of workers working on a project and reporting to the same manager is considered as a command group. A group of friends chilling out together is considered as interest group or say members of a club.
These groups are formed with friendships and common interests. These can be further classified into two sub-groups −
a) Task group − Those working together to finish a job or task is known as task group.
2. Informal Groups
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
b) Friendship group − Those brought together because of their shared interests or common characteristics is known as friendship group.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Formation of group
A team cannot be expected to perform well right from the time it is formed. Forming a team is just like
maintaining a relationship. It takes time, patience, requires support, efforts and members often go through recognizable stages as they change from being a collection of strangers to a united group with common
goals.
Bruce Tuckman presented a model of five stages Forming, Storming, Norming, and Performing in order to develop as a group.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
The first stage of group development is the forming stage. This stage presents a time where the group is just starting to come together and is described with anxiety and uncertainty.Typical consequences of the forming stage include achieving an understanding of the group's purpose, determining how the team is going to be organized and who will be responsible for what.At this stage, group members are learning what to do, how the group is going to operate, what is expected, and what is acceptable.
Orientation (Forming Stage)
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The second stage of group development is the storming stage. The storming stage is where dispute and competition are at its greatest because now group members have an understanding of the work and a general feel of belongingness towards the group as well as the group members.
Questions around leadership, authority, rules, policies, norms, responsibilities, structure, evaluation criteria and reward systems tend to arise during the storming stage. Such questions need to be answered so that the group can move further on to the next stage.
Power Struggle (Storming Stage)
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
In this stage, the group becomes fun and enjoyable. Group interaction are lot more easier, more cooperative, and productive, with weighed give and take, open communication, bonding, and mutual respect.
If there is a dispute or disruption, it’s comparatively easy
to be resolved and the group gets back on track.
In the performing stage, consensus and cooperation have been well-established and the team is mature, organized, and well-functioning. There is a clear and stable structure, and members are committed to the team’s
mission.
Cooperation and Integration (Norming Stage)
Performing stage
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Problems and conflicts still emerge, but they are dealt with constructively.The team is focused on problem solving and meeting team goals.
Adjourning This is the point where the project comes to an end and the team separates and goes their separate
ways. Some team members may find this hard because they liked the routine of the group, have made close friendships or if the future, after
leaving this team, looks bleak and unpromising.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Reasons for joining group Since most people belong to many groups, it is obvious that different groups offer different attractions and benefits to their members.
The most popular reasons for joining a group are related to our needs for security, esteem, affiliation, power, identity, huddling, and task functions.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
1. Security
Probably the strongest reason for group formation is the people’s need for security. By joining a group we can reduce our insecurity – we feel stronger, have fewer self-
doubts, and are more resistant to threats.
2. Esteem
An individual can increase his self-esteem through group membership. one may gain esteem by becoming a member of a high-status group. Associating with high- status people is
reinforcing, and one who belongs to such a group is usually accorded a high status by outsiders.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
3. Affiliation
Another reason why people join groups is that they enjoy the regular company of other people, particularly those who possess common interests. Individuals may seek out others at work who shares common hobbies or common backgrounds.
4. Identity
Group membership contributes to the individual’s eternal quest for an answer to the question “who am I”. It is common knowledge that’ tries to understand ourselves through the behavior of others towards us.
If others praise us, we feel we are great, if others enjoy our jokes, we see ourselves as funny persons, and so on. Groups provide several “others” who will laugh, praise or admire us.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
5. Huddilng
a huddle is an action of a team gathering together, usually in a tight circle, to strategize, motivate or celebrate.Commonly the leader of the huddle is the team captain and it is the captain who will try to inspire other team members to achieve success.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Organisational behaviour
Unit 4
Topic - Stress management
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Meaning of stress
Stress is basically the influence of one object on another object. Many three terms are used as synonyms to stress i.e, stress ,strain and pressure. stress is an experience that creates physiological and psychological imbalance within a person. Stress is body's reaction to any demands or changes in its environment. Stress get generated whenever there is a change in environment such as temperature pollution humidity and work conditions.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Some definitions for stress According to Sclye , "the non specific response of body into any demands made upon it within a biological system".
According to luthans, " stress is an adaptive response to an external situation that result in physical psychological or behavioral deviations for organisational participants.
According to R.S Schuler, "stress is a dynamic condition in
which an individual is confronted with an opportunity or demand
related to what he or she desires and for which the outcome is
perceived to be both uncertain and important. the potential is
stress become actual stress when the outcome is uncertain but is
very important for the individual.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
( Hans Sclye Model of Stress ) Distress Vs Distress
Stress is anything that changes our physical emotional or mental state while encountering various
stimuli in our environment. Sclye has used two separate terms to denote positive and negative values of stress on individuals.
Distress is negative aspect of stress which occurs when we feel insecure, inadequate , helpless and
desperate as a result of too much or too little pressure aur tension.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Eustress is positive aspect of stress which occurs when stress is accompanied with achievement. Eustress is the stress of meeting challenges such as
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
those which are found in managerial jobs
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
There may be number of conditions in which people may feel
stress. Condition that tend to cause stress are called stressors. The
various stresses can be grouped into four categories - individual
,group ,organisational and extra organisational.
Individual stressors :- there are many causes of stress development at the level of individual which may be generated in the context of organisational or personal life. Individual factors like traits and characteristics widely different from person to person. sudden changes may occur in one's life
leaving a tremendous impact on individual. Stress arise while performing complex jobs during this phase of one's life period. there are several ways through which stresses are developed
such as career changes personality type and role characteristics.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
1. Career development and changes:- changes in life of an
individual bring him in state of affairs disequilibrium and he is responsible to bring a new equilibrium. life changes there may be changes in career in the form of promotion demotion
transfer separation. There is two major clusters of stresses relating to career development. (A) lack of job security (B) status incongruity .
2. Role characteristics:- role conflict arises because of
incompatibility of two or more roles. In many situations the
various roles may have conflicting demands and people experience stress as they are not able to fulfill the conflicting role requirements. the source of role stress is the role ambiguity in which people are not clear about actual
expectations from a role because of inadequate knowledge to do a job.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Group stressors :- group interaction affects human behaviour. Therefore there may be some factors in group process which act as stressors 1. Lack of group cohesiveness:- group cohesiveness is an
important part of any group success and satisfaction of individual in group interaction but wherever the opportunity of for this cohesiveness is denied in group it become very
stressing for individuals because they get some negative behaviour from other members of the group.
2. Lack of social support:- whenever individuals get
support from group members they feel themselves to be
highly satisfied. but when the support is missing the conditions become measurable for individuals to rises and they face the problem of stress.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
3. Conflict :- any type of conflict arising out of group
interaction may become stressing for the individual. The conflict maybe interpersonal or intergroup conflict it leads to
stress in individual. in conclusion we can say that individuals are always associated with groups in any form that is formal group or informal group.But Poor or unpleasant relationship
with other members of the group may cause stress. The poor relationships can be caused with the superior and subordinate.
Organisational stressors:- organisations are the
composition of individuals and group therefore both individual and group stressors may also exist in
organisational context.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
1. Organisational policies :- policies provide guidelines for action
in organisation. sometimes policies are unfavourable and
ambiguous which affect the functioning of individuals adversely
and they may experience stress, various activities like unfair
performance evaluation , rotating work shifts, inflexible rules
,inequality of incentives ,frequent relocation of activities can
cause stress in organisation.
2. Task demands:- task demands are factors associated to a person's job. they include the design of individuals job
working conditions and physical work layout. some occupations
are By Nature more stressful than others like the job of surgeon air
traffic controllers and professional football coaches are more
stressful than those of general practitioners.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
3. Organisation structure :- it is defined as the level of
differentiation in the organisation, the degree of rules and regulations ,and where decisions are made. It provides
formal relationship among individuals in the organisation. due to defect in organisation structure activities like lack of opportunity of participation in decision making lake of opportunity for advancement high degree of specialisation
etc. Work as stressors for relationship among individuals and group.
4. Organisational process:- it affects individual
behaviour at work. Poor organisational process like poor communication ,poor and inadequate feedback of work
performance ,inadequate information flow cause stress for people in the organisation.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
5. Organisation leadership :- it represent the managerial
style of organisation senior executives. They create a culture characterized by tension, fear and anxiety. They establish pressure to perform in the short run impose tight
control.
6. Physical condition:- organisational location can also
affect the performance. physical condition like crowding
,lack of privacy, excessive noise, excessive heat or cold ,safety hazards, air pollution etc create stress in people.
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
COPING STRATEGIES OF
STRESS
Stress is a normal part of life and something you cannot control, however you can control your response to
stress.
Here are seven ways to deal with stress:
1) Keep a positive attitude – sometimes the way you think about things can make all of the difference.
Your attitude can help offset difficult situations.
2) Accept that there are events you cannot control – when you know there are times when you have given
all that you can to a situation, it allows you to expend energy where it can be more effective.
3) Learn to relax – purposeful relaxation, such as deep breathing, muscle relaxation and meditation
is essential in training your body to relax. Relaxation should be a part of your daily regimen.
4) Be active regularly – being active also helps your body more easily fight stress because it is fit.
5) Eat well-balanced meals – staying on track with healthy eating habits is a great way to manage
stress.
6) Rest and sleep - your body needs time to recover from stressful events, so sleep is an important
part of caring for yourself.
EQUAL EMPLOYMENT
OPPORTUNITIES
Definition of equal employment opportunity
Equal employment opportunity is a concept that emphasis that opportunities in employment should be
freely available to all citizens irrespective of a person’s ethnic origin, political association, religion, sex,
race, color, gender, pregnancy, spirituality, belief, disability, military status, genetic information and age
that has no bearing on his qualification, performance, and ability.
The equal employment opportunity does not guarantee to hire a potential employee; instead, the purpose is
that no one is rejected based on any discrimination.
Equal employment opportunity or EEO is a right of every potential employee that safeguards his interest
during all the employment decisions. These include
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
Hiring
External and internal recruiting
Compensation
Interviewing job candidates
Termination
Applications for employment
Payscale
Pre-employment testing
Benefits
Background investigations
Working conditions
Perquisites
Lay-off or downsizing
Exercising of legal rights
Demotions
Promotions
Transfers
Disciplinary actions
ADVANTAGES OF EQUAL EMPLOYMENT OPPORTUNITIES:-
The advantages of equal employment opportunity are as follows
1. Creates equality within the organization
It is a hard fact that people belonging to a minority or specific ethnic culture often face
discrimination, and it is this concept that can help to remove it altogether and create equality
within the organization
2. Promotes diversity
The concept of equal employment opportunity promotes a culture of diversity and
Class- B.B.A 2nd Year Subject- Organizational Behavior Navsamvat College,Ujjain
encourages every employee to work in a harmonious atmosphere irrespective of their origin.
3. Employee retention
Companies that promote equal employment opportunity leads to employee satisfaction and
engagement that automatically results in employee retention.
4. Search unique talent
Because of discriminatory policies, several companies are unable to hire talent that could have
otherwise proved beneficial. Removal of biased thoughts encourages searching and hiring of the
unique ability that would automatically prove a blessing in the long run
5. Strong brand image
Organizations with policies like equal employment opportunity can create and maintain a strong and
compelling brand image amongst its target audience and the industry as people tend to look upon
such companies that leave a positive mark on others
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