2. Overview and History of Organizational Behavior
Chapter 1
Overview and History of Organizational Behavior

3. Learning Outcomes The definition of organizational behavior.
The importance of the Hawthorne studies to the study of organizational behavior. 
The importance of McGregor’s Theory X Theory Y to the study of organizational behavior.
The major challenges facing today’s and tomorrow’s healthcare organizations and healthcare managers.
The difference between organizational behavioral (OB), organization theory (OT), organizational development (OD) and human resource management (HRM).

4. What is OB?
Organizational behavior (OB) is the study of individual and group dynamics within an organization setting.

5. The Goals of OB
OB attempts to explain why individuals and groups behave the way they do within the organizational setting.
OB tries to predict how individuals and groups will behave based on internal and external factors.
OB provides managers with tools to assist in the management of individuals’ and groups’ behaviors so they willingly put forth their best effort to accomplish organizational goals.

6. Organizational Behavior
Why is OB important to healthcare managers?

7. Why is OB Important to Healthcare Managers?
Different mix of health-related occupations
Service-related intensity of the industry
Changing demographics of patients and the healthcare workforce
Interrelating forces shaping tomorrow’s healthcare organizations

8. History of OB
“Taylorism” – the traditional or classical management approach
Hawthorne Studies – the beginning of the human relations/behavioral management movement
McGregor’s Theory X and Theory Y

9. Taylorism Frederick Taylors’ framework of management.
Efficiency achieved by creating jobs the economized time, human energy and other resources
Divided manufacturing processes into small efficient units of work
Principles of Taylorism developed the Model T assemble line at economical pace
Concern for workers based on the scientific management approach

10. Hawthorne Studies Why did the Hawthorne Studies
have an impact on the study of organizational behavior?

11. Hawthorne Studies
Elton Mayo and Frederick Roethlisberger from Harvard conducted experiments from 1924 to 1933
Significant to the development of OB because they demonstrated the important influence of the human factors on worker productivity
Through experiments the Hawthorne Effect was identified as the bias that occurs when people know that they are being studied.

12. Hawthorne Studies Interviews
21,000 interviews with employees discovered workers were not isolated or unrelated individuals
They were social beings and their attitudes toward change in the workplace was based upon:
Personal social conditioning from family/other
Human satisfaction derived from social participation with coworkers and supervisors
Researchers determined employee dissatisfaction based on problem on job, home or person’s past

13. Theory X and Y
Why did McGregor’s Theory X and Theory Y have an impact on the study of organizational behavior?

14. Theory X States that employees are unintelligent and lazy
They dislike work, avoiding it whenever possible
Employees should be closely controlled because they have little desire for responsibility
They have little aptitude for creativity in solving organizational problems
They resist change

15. Theory Y States employees are creative and competent
They want meaningful work
They want to contribute
They want to participate in decision-making and leadership functions

16. Motivation Theories Theory X Theory Y Authoritarian, repressive style
Tight control, no development
Produces limited, repressed culture
Theory Y
Liberating and developmental
Control, achievement and continuous improvement
Improvement achieved by enabling, empowering and giving responsibility

17. Management Comparison
Theory X
Maslow’s Hierarchy of Needs
No longer effective in the workplace because relied on employees lower needs for motivation
Theory Y
Managers create opportunities, removed obstacles and encouraged growth and learning for their employees

18. Theory Y Managers Support decentralization and delegation
Job enlargement and participative management
Allow employees degrees of freedom to direct their own activities
All them to assume responsibility, thereby
Satisfying their higher-level needs

19. Related Fields of OB Organization Theory (OT)
Organizational Development (OD)
Human Resources Management (HRM)

20. Critical Thinking OD – OT - HRM
Analyzes the entire organization and is a macro perspective. Describes a planned process of change that is used throughout the organization with the goal of improving the effectiveness of the organization Can be viewed as a micro-approach to managing people

21. Kaplan: Late Work Policy
Late work will NOT be accepted unless there are clear and compelling extenuating circumstances. Examples of extenuating circumstances are: 1) serious personal/family illness/hospitalization 2) death in the family 3) weather-related evacuation/emergencies 4) issues related to active military assignment.

22. Topics to Be Discussed Throughout the Course
Diversity
Perceptions and Attitudes
Communication
Motivation
Leadership
Stress and Conflict Management
Group Dynamics
Working in Groups
Teams and Team-building
Managing Organizational Change