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Presentation on theme: "ORGANIZATIONAL BEHAVIOUR"— Presentation transcript:


Organizational Behavior is a discipline that deals with the study and application of knowledge about how people as individual and as group act within organizations.

“Organizational behaviour is a field of study that investigates the impact that individuals, groups and organizational structure have on behaviour within the organization, for the purpose of applying such knowledge towards improving an organizational effectiveness”. --Stephen P Robins “Organisational behavior is to understand, predicting and controlling human behavior at work” -- Fred Luthans

4 GOALS OF OB Describe People Behavior Understand People Behavior
Predict Employee Behavior Control Human Activity

5 Toward an OB Discipline

6 Importance of OB Understanding of self and others
-- Individual Behavior -- Inter-Personal Behavior -- Group Behavior Motivation of Human Resources Effective Communication (behavioral science helps to improve communication) Effective Organizational Climate Good Human Relations Introduction of change in the organization (benefits of change should be highlighted)

7 Organizational Behavior (OB)
7 The attitudes and behaviors of individuals and groups in organizations Why study OB? To learn about yourself and others Help you to retain the people who came up with the good ideas Solve new problems and adapt to new situations OB focuses on improving productivity, reducing absenteeism and turnover, and increasing employee job satisfaction and organizational commitment OB studies how people behave, the reasons for that behaviour and how the behaviour affects the performance of the organisation

8 Contd.. Predicts the future course of action Control the activity
It motivates employees towards higher productivity

9 Why Study Organizational Behavior
Understand organizational events Why study organizational behavior Influence organizational events Predict organizational events

10 Nature of OB An Integral Part of Management A Field of Study
Inter-Disciplinary Approach Levels of Analysis (behavior) Goal-Oriented Human Tool Science and Art Satisfaction of Employees’ Needs Humanistic and optimistic Oriented towards Organizational Objective

11 Scope of OB Individuals (differ from personality, perception, values and attitude) Group of Individuals (group conflicts, communication, structure, power and politics) Organisation Structure

12 Elements of OB People Structure (formal and informal system)
Technology (cost as well as benefits) Environment (no organisation exists alone)

13 Framework for OB OB follows the Principles of Human Behavior
OB is situational OB is based on System Approach OB represents a constant interaction between structure and process variable

14 Models of Organizational Behavior
Autocratic Model Custodial Model Supportive Model Collegial Model

15 Autocratic Model Managerial orientation is towards power
Manager see authority means get the things done Employees expected to follow High dependence on boss Under autocratic model, employees usually give minimum performance and in turn get minimum wages This model is largely based on Theory X Assumption

16 Custodial Model Employees managed under autocratic model feel insecurity and stress The manager felt some way to develop employee relationships The managerial orientation is towards the use of money to pay benefits Employees hope to obtain security and benefits Organisational dependence Since employees are getting adequate rewards and security, they are happy Family-managed business organisation Not suitable for matured employees

17 Supportive Model The model depends on Leadership
Supports Employee Job Performance The focus in primarily on participation and involvement of employees in decision making Creates Sense of Participation Manager’s role is to help employees to achieve their work rather than supervision Manager is a coach builds a better team Assumption of Theory Y Organisation with sophisticated technology and professional people can apply this model

18 Collegial Model Collegial model is an extension of supportive model
It is based on team concept Employee develops high degree of understanding Shares common goals Employees need little direction and control from management Creates Favorable Working Climate Fulfillment of Employees


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