BASIC OB MODEL
Inputs are the characteristics that influence the processes and outcomes at each level. Here’s a
breakdown of the specific inputs listed in the model:
Individual Level Inputs;
Diversity: This refers to the variety of backgrounds, experiences, and skills of individual employees.
Personality: This refers to an employee’s characteristic patterns of thought, feeling, and behavior.
Values: This refers to an employee’s underlying beliefs and principles that guide their decisions and
actions.
Group Level Inputs;
Group structure: This refers to the formal arrangements of roles and reporting relationships within a
team.
Group roles: This refers to the expected behaviors of individual members within a team.
Team responsibilities: This refers to the specific tasks that a team is accountable for.
Organizational Level Inputs;
Structure: This refers to the way the organization is formally organized, including things like
departments, hierarchies, and reporting relationships.
Culture: This refers to the shared values, beliefs, and behaviors that characterize the organization.
Processes are the ongoing activities that turn these inputs into desired outcomes. Some key group-
level processes include:
Individual Level Processes;
Emotions and moods: This refers to the feelings that employees experience at work.
Motivation: This refers to the energy, direction, and persistence that employees bring to their work.
Perception: This refers to the way that employees interpret information and events in the workplace.
Decision making: This refers to the process of choosing among alternatives.
Withdrawal behavior: This refers to an employee’s attempts to distance themselves from work, such
as absenteeism or tardiness.
Group Level Processes;
Communication: This refers to the sharing of information and ideas within a team.
Leadership: This refers to the process of influencing and guiding others to achieve a goal.
Power and politics: This refers to the use of power and influence to achieve individual or group
goals.
Conflict and negotiation: This refers to the disagreement between individuals or groups within a
team, and the process of finding a solution that satisfies everyone involved.
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Organizational Level Processes;
Human resource management: This refers to the practices that organizations use to attract, develop,
and retain employees.
Change practices: This refers to the way that organizations implement change initiatives.
Outcomes are the results of the processes at the individual, group, and organizational levels.
Here’s a breakdown of the specific outcomes listed in the model:
Individual Level Outcomes;
Attitudes and stress: This refers to an employee’s general disposition towards their job and the level
of stress they experience. For example, an employee who enjoys their work and feels supported by
their colleagues is likely to have a positive attitude and lower stress levels.
Task performance: This refers to an employee’s ability to successfully complete their assigned tasks.
For example, a salesperson’s task performance is measured by their sales numbers.
Citizenship behavior: These are voluntary actions that contribute to the positive functioning of the
organization. For example, an employee who helps out a colleague with a task without being asked is
exhibiting citizenship behavior.
Withdrawal behavior: This refers to an employee’s attempts to distance themselves from work, such
as absenteeism or tardiness.
Group Level Outcomes;
Group Cohesion: This refers to the strength of the bonds between members of a team. It reflects the
degree to which team members feel a sense of belonging, trust, and commitment to one another.
Example: A highly cohesive team might celebrate each other's successes, offer support during
challenges, and have a strong sense of "we're in this together." This strong bond can lead to increased
communication, collaboration, and willingness to help each other out.
Group Functioning: This refers to how well a team works together to achieve its goals. It
encompasses factors like communication, coordination, conflict resolution, and shared decision-
making.
Example: A well-functioning group has clear roles and responsibilities for each member. They
communicate openly and effectively, listen to each other's ideas, and are able to resolve disagreements
constructively. This leads to smoother workflows, better problem-solving, and ultimately, improved
performance on group tasks.
Organizational Level Outcomes;
Productivity: This refers to the amount of output produced per unit of input. In an organization, this
can be measured in sales generated, number of units produced or services rendered.
Survival: This refers to an organization’s ability to stay in business over time. Factors affecting this
include the ability to adapt to change, compete effectively, and profitability.
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