01/0

5/20

23

Organizational Behaviour

By:-Gourav Kottawar.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Definition• The definition of OB are many. However three features need

to be emphasized in any definition:1. OB is the study of human behaviour2. The study is about behaviour in organisations3. Knowledge about human behaviour would be useful in

improving an organisation’s effectiveness.Combining the above three features, OB may be understood to be the study of human behaviour in organisational settings, of the interface between human behaviour & the organisation, & of the organisation itself. Knowledge gained from such a study is useful in improving organisational effectiveness.

01/0

5/20

23By

:-Gou

rav

Kotta

war

• OB refers to the behaviour of individuals & groups within organisations & the interaction between organisational members & their external environments.

• OB is a field of study that investigates the impact that individuals, groups & structure have on behaviour within organizations for the purpose of applying such knowledge towards improving an organisation’s effectiveness.

Definition

01/0

5/20

23By

:-Gou

rav

Kotta

war

Foundations of OB• The subject OB is based on a few fundamental concepts which

revolve around the nature of people & organisation.• Every discipline be it a social science or a physical science, will

flourish on a definite assumptions.• For example, the famous principle which runs through

financial accounting is that for every debit there shall be a corresponding credit. Similarly, the law of gravity is common whether it is in Mumbai or Bangalore.

01/0

5/20

23By

:-Gou

rav

Kotta

war

• Coming to OB, the basic assumptions distinct to the discipline are

1. There are differences between individuals.2. A whole person.3. Behaviour of an individual is caused.4. An individual has dignity.5. Organisations are social systems.6. Mutuality of interest among organisational members.7. Holistic organisational behaviour.8. Need for management.

Foundations of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

1. Individual differences:People have much in common but each person in the

world is individually different. Individual differences means that management can cause the greatest motivation among employees by treating them differently.

2. A whole person:When an individual is appointed, his/her skill alone is not

hired, his/her social background, likes & dislikes, pride & prejudices are also hired. A persons family life cannot be separated from his or her work life. It is for this reason that managers should endeavour to make the workplace a home away from home.

Foundations of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

3. Caused Behaviour:The behaviour of the employee is caused & not random. This behaviour is directed towards someone that the

employee believes, rightly or wrongly, is in his/her interest. Thus when a worker comes late to his/her work, pelts stones at a running bus, or abuses the supervisor, there is a cause behind it. The manager must realize this basic principle & correct this behaviour & tackle the issue at its root.

Foundations of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

4. Human Dignity:It confirms that people are to be treated differently from other factors of production because they are of a higher

order in the universe. It recognizes that people want to be treated with respect & dignity & should be treated as such.5. Organisations are social systems:

Activities in an organisation are governed by social as well as psychological laws. Just as people have psychological needs, they also have social roles & status. Their behaviour is influenced by their group as well as by their individual drives. Two types of social system i.e., formal & informal social system exists in an organisation.

Foundations of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

6. Mutuality of interest:Mutual interest is represented by the statement that

‘organisations need people & people also need organisations’. Organisations have human purpose. They are formed & maintained on the basis of some mutuality of interest among their participants. People see organisation as a means to help them reach their goals, while, at the same time, organisations need people to attain organisational objectives. If mutuality is lacking, it makes no sense to try to assemble a group & develop cooperation, because there is no common base on which to build.

Foundations of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

7. Holistic concept:When the above six fundamental concepts of OB are

placed together, a holistic concept emerges. This concept interprets people-organisation relationship in terms of the whole person, whole group, whole organisation, & the whole social system.8. Need for management:

While describing the nature of OB, an observation was made that the knowledge about the subject would be useful in improving an organisation’s effectiveness.

Foundations of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

An Interdisciplinary Focus• OB is an applied behavioural science. It has drawn heavily

from a number of applied behavioural sciences such as:1. Psychology2. Sociology3. Social Psychology4. Anthropology5. Political Science

01/0

5/20

23By

:-Gou

rav

Kotta

war

1. Psychology: It is the science or study of behaviour, & includes animal as well as human behaviour.

2. Sociology: If psychology is the study of individual behaviour, sociology addresses itself to the study of group behaviour.

3. Social Psychology: This subject borrows concepts from both psychology & sociology. It focuses on the influence of people on one another.

4. Anthropology: It is the study of human race, in particular its culture.

5. Political Science: Political scientists study the behaviour of individuals & groups within a political environment.

An Interdisciplinary Focus

01/0

5/20

23By

:-Gou

rav

Kotta

war

01/0

5/20

23By

:-Gou

rav

Kotta

war

Importance of OB1. OB provides road map to our lives in organisations.2. The field of OB uses scientific research to help us understand &

predict organisational life.3. Ob helps us influence organisational events.4. OB helps an individual understand himself/herself & others better.5. A manager in a business establishment is concerned with getting

things done through delegation.6. The field of OB is useful for maintaining cordial industrial relations.7. The subject of OB is also useful in the field of marketing.8. The most popular reason for studying OB is that the reader is

interested in pursuing career in management & wants to learn how to predict behaviour & apply it in some meaningful way to make organisations more effective.

9. It enables a manager to motivate his or her subordinates towards higher productivity & better results.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Models of OB• There are five models of OB1. Autocratic model2. Custodial model3. Supportive model4. Collegial model5. System model

01/0

5/20

23By

:-Gou

rav

Kotta

war

Autocratic Model• In this model we can find that this model relies on power. For

example, managers have the ability, authority to control their employees and the employee’s performance in this stage will be much lower than expected.

1. Depends on power.2. Managerial orientation is authority3. Employee orientation is obedience4. Employee psychological result depends on boss5. Employee needs met is subsistence6. Performance result is minimum

• Example: Defence team, because here officer hold power and authority to obey them and thus soldiers are obedient to execute officer’s order.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Custodial model• This model usually depends on economic resources (money).

For instance, managers can simulate their employees by offering them facilities, and benefits, but in this model the employee’s won’t work as a team (Less sharing with others) because everyone will depend on his self to get more benefits than the others.

1. Depends on economical resource2. Managerial orientation is money3. Employee orientation is security and benefit4. Employee psychological result depends on organization5. Employee needs met is security6. Performance result is passive cooperation

01/0

5/20

23By

:-Gou

rav

Kotta

war

Supportive Model• This model relies on leadership.• For example, managers support their employees by

encouraging, and supporting them to perform a better job, get along with each other and as well as developing their skills. The performance results will be awakened drives.

1. Depends on leadership2. Managerial orientation is support3. Employee orientation is job and performance4. Employee psychological result is participation5. Employee needs met is status and recognition6. Performance result is awakened drives

• Example: Software firm, because here leaders support there employee to perform their tasks or their project.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Collegial Model• This model means that employees depend on each other

cooperatively and work as a team to do the task. Everyone will be having a normal enthusiasm self-discipline, and responsible behaviour towards their tasks.

1. Depends on partnership2. Managerial orientation is teamwork3. Employee orientation is responsible behaviour4. Employee psychological result is self discipline5. Employee needs met is self actualization6. Performance result is moderate enthusiasm

• Example: Social organization such as willingly blood donation organization BADHON, because here every one work as teamwork and each member takes responsibilities for organizational goal.

01/0

5/20

23By

:-Gou

rav

Kotta

war

System Model

• This model is based on trust, self-motivation, and the performance results will be more than expected, because employees will be committed to do their tasks as expected, and as well as organizational goals.

1. Depends on trust, community, understanding2. Managerial orientation is caring, compassion3. Employee orientation is psychological ownership4. Employee psychological result is self motivation5. Employee needs met is wide range6. Performance result is passion, commitment, organization goal

• Example: Some corporate firm which are based on trust or community where employees are self motivated and committed for organizational goals.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Table of Five Models of OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

Approaches to the Study of OB

Productivity Approach

Interactionalism Approach

Contingency Approach

Systems Approach

HR Approach

OB

01/0

5/20

23By

:-Gou

rav

Kotta

war

Approaches

1. Human Resource Approach: This approach recognises the fact that people are the central resource in any organisation & that they should be developed towards higher levels of competency, creativity & fulfilment.

People thus developed will contribute to the success of the organisation.

2. Contingency Approach: This approach assumes that there is no ‘one best way’ available in any organisation. It suggests that in many organisations situations & outcomes are contingent on, or influenced by, other variables.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Approaches

3. Systems Approach: The systems approach to OB views organisation as a united, purposeful system composed of interrelated parts. This approach gives managers a way of looking at the organisation in totality: as a whole person, whole group, social system.

According to this approach, an organisational system receives 4 kinds of inputs from its environment: material, human, financial & informational.

4. Productivity Approach: Productivity, which is the ratio of output to input, is a measure of an organisations effectiveness. It also reveals the manager’s efficiency in optimising resource utilization. The higher the numerical value of this ratio, the greater the efficiency.

01/0

5/20

23By

:-Gou

rav

Kotta

war

Approaches

5. Interactionalism Approach: This view assumes that individual behaviour results from a continuous & multidirectional interaction between characteristic of the person & of the situation. More specifically, Interactionalism attempts to explain how people select, interpret & change various situations.

01/0

5/20

23By

:-Gou

rav

Kotta

warEND