Organization Behavior
Lets define Organization first..
Now lets define OB ….
Definition: The study of human behavior, attitudes,
●
and performance in organizations.
●Value of OB: Helps people attain the competencies
needed to become effective employees, team
leaders/members, or managers
History of Org Behavior
●Sumerians- Record Keeping
●Egyptians- Need for Planning and Control
●Moses- Shared Leadership, Delegation
●Hamurabi- First ______?
●Alexander the Great- Use of Staff
● Niccolo Machivelli- The ends _____ the
______.
GOALS OF ORGANISATION BEHAVIOR
explanatio
prediction control
n
●Explanation objective. It is probably the least important of the three goals because it occurs after the
fact. If we are to understand something, however, we must begin by trying to explain it.
●The goal of prediction focuses on future events to determine what outcomes will follow from a given
action. A manager can use this information when making decisions.
●The most controversial goal is using OB knowledge to control behavior. The idea that one person
should attempt to get others to behave in a certain way, while the subjects may not know that their
behavior is being manipulated, has been viewed in some circles as unethical and repugnant. While
OB offers ways to control the behavior of people, whether those methods should be used is a question
of ethics.
Psychology
The Study of Sociology
Organizationa
Social Psychology
l
Behavior Anthropology
Political Science
Chapter 1 Chapter 1 *
● Psychology is the science that seeks to measure, explain, and modify human and
animal behavior. Psychologists study individual behavior. Those who have contributed
to OB are learning theorists, counseling psychologists, and industrial and
organizational psychologists.
● Sociology studies people in relation to their fellow human beings. Sociology’s
greatest contribution to OB has been in the areas of group behavior, work teams,
organizational culture, communication, power, status, and conflict.
● Social psychology blends the disciplines of sociology and psychology. This
discipline has contributed to OB in several ways: measuring, understanding, and
changing attitudes, communication patterns, and decision-making processes.
● Anthropology is the study of societies to learn about human behavior. Much of our
current understanding of organizational culture and differences between national
cultures is the result of the work of anthropologists.
● Political science is the study of behavior of groups and individuals within a political
Contributing Disciplines to the OB
Field
Contributing Disciplines to the OB
Field (cont’d)
Contributing Disciplines to the OB
Field (cont’d)
Contributing Disciplines to the OB
Field (cont’d)
Contributing Disciplines to the OB
Field (cont’d)
Organizational
Level
•
• Productiv
Developing Effective
ity
Employees
• Global
Challenges • Competition
Facing Group
Level
today’s •
•
Working With
Others
Workforce Workpl
Diversity ace
Workplace
Individual
Level
• Job
• Satisfaction
• Empowerm
Behaving
ent
Ethically
PRODUCTIVITY
Productivity
●
A performance measure including effectiveness
●
and efficiency
Effectiveness
●
● Achievement of goals
Efficiency
●
●The ratio of effective work output to the input
required to produce the work
EFFECTIVE EMPLOYEES
Absenteeism
●
Failure to report to work
●
Turnover
●
●Voluntary and involuntary permanent withdrawal from
the organization
Organizational citizenship behaviour
●
Discretionary behaviour that is not part of an
●
employee’s formal job requirements, but is helpful to the
organization
MAIN TRENDS IN OB
Globalization :
●
■New organizational structures
■Different forms of communication
■More competition, change, mergers, downsizing, stress
■Need more sensitivity to cultural differences
● Changing Workforce:
■Primary and secondary diversity
■More women in workforce and professions
■Different needs of Gen-X, Gen-Y
Diversity has advantages, but firms need to adjust through:
■cultural awareness
■family-friendly
■empowerment
Main trends in OB cont…
● Changing workforce
■ Dynamic relationships
■ Contingent work :no explicit or implicit contract for
long-term employment
■ Telecommuting
■ Virtual team
● Empowerment
● Information technology
● Values & Ethics
ORGANIZATION BEHAVIOR IS A …..
Systematic study of actions and attitudes that people exhibit….
Three behavioral determinants of the performance of
employees are productivity, absenteeism, and turnover.
●Some of the dependent variables in OB
Job Satisfaction;
Productivity;
Absenteeism and Turnover
Organizational Identity
Organizational Involvement
Organizational Commitment
Organizational Citizenship Behavior
Evolution of the 21st-Century Manager
Past Manager 21 century manager
Order giver, privileged elite, Facilitator, team member,
Primary manipulator, controller teacher, advocate, sponsor,
role coach.
Periodic learning, Continuous life-long learning,
Knowledge narrow specialist generalist with multiple
specialties
Compensat Time, effort, rank Skills, results
ion Criteria
Monocultural, monolingual Monocultural, monolingual
Culture
orientation
Prentice
Prentice Hall,Hall,
2000 2000 Chapter 7 Chapter 7 *
Formal authority Knowledge/ technical
Primary source
of info
Potential problem Primary resource
View of people
Vertical Free flow
Communication
pattern Limited inputs Vast data of input
Decision making
style Afterthought Forethought
ethical
relations Competitive (win- cooperative
loose)
BASIC OB MODEL
What is a model????
●
An abstraction of reality.
Or
A simplified representation of real world
phenomena
OB Framework
●The environment
●Individual process
●Interpersonal and group process
●Organizational process
●Change process
environment
Individual process
Interpersonal &
team process Organisational
process
Change process
OB Framework
OB Framework
environment
Individual process
Personality
Perception
Values & attitude
Learning & Reinforcement
Work motivation
Work stress
Inter & Team process organizational process
Dynamic within Teams Organizational Culture
Dynamics betw team leaders Power & political behavior
Leadership Job Design
Communication Org Struc
Leadership & negotiation Decision Making
Change process
Nature of Planned org change
Approach to planned org change
ORGANIZATIONAL ENVIRONMENT
All elements existing outside the
boundary of the organization that
have the potential to affect the
organization
Organizational Environments Technological
Technological General
Environment
Soc
nal
io-C
Customers
natio
Labor Market
Competitors
ultu
Inter
es
ral
Cu
ye
Task
ltu
o
pl
re
Environment
Em
Management
Le
ga Suppliers
l/P ic
ol om Internal
iti
ca on Environment
l Ec
Suppliers
EXTERNAL ENVIRONMENT
●General environment – affects indirectly
●Task environment
●Affects directly
●Influences operations and performances
●Internal environment – elements within the
organization’s boundaries
General Environment
International dimension
●
● Provides New
●Customers
●Competitors
●Suppliers
● Shapes:
●Social trends
●Technological trends
●Economic trends
General Environment cont…
● Technological Dimension
● Scientific and technological advances
● Specific industries
● Society at large
● Impact
● Competition
● Relationship with Customers
● Medical advances
● Nanotechnology advances
General Environment cont…
● Socio-Cultural Dimension
● Dimension of the general environment
● Demographic characteristics
● Norms
● Customs
● Values
● Economic Dimension
● General economic health
● Consumer purchasing power
● Unemployment rate
● Interest rates
● Recent Trends
●Frequency of mergers and acquisitions
●Small business sector vitality
TASK ENVIRONMENT
Sectors that have a direct working
relationship with the organization
●Customers
●Competitors
●Suppliers
●Labor Market
LABOR MARKET FORCES
Labor Market Forces Affecting Organizations
today
●Growing need for computer literate information
technology workers
●Necessity for ongoing investment in human
resources – recruitment, education, training
●Effects of international trading blocks, automation,
outsourcing, shifting facility locations upon labor
dislocations
Adopting to the Environment
●Boundary-spanning
●Inter-organizational
partnerships
●Mergers or joint ventures
INTERORGANIZATIONAL
PARTNERSHIPS
Shift in paradigm
●Trust, value added to both sides
●Equity, fair dealing, everyone profits
●E-business links to share information and conduct
digital transactions
●Close coordination; virtual teams and people on site
●Involvement in partner’s product design and
production
●Long-term contracts
●Business assistance goes beyond the contract
Internal Environment
●Culture
●Employee
●Management
Levels of Corporate Culture
Culture
that can
Visible
be seen at 1. Artifacts, such as dress, office
the layout, symbols, slogans,
surface ceremonies
level
Invisible
2. Expressed values, such as “The Deeper values
Penney Idea,” “The HP Way” and shared
understanding
3. Underlying assumptions and s held by
deep beliefs, such as “people are lazy organization
and can’t be trusted” members