Learning

Learning Outcome
Outcome
Why understanding and controlling the
organizational behaviour is important.
Concept of Organizational Behavior
Nature of Organizational Behaviour
Organizational Behaviour and other similar fields of
study
Disciplines contributing to Organizational Behaviour

Organization
Organization
A consciously coordinated social
unit, composed of two or more
people, that functions on a
relatively continuous basis to
achieve a common goal or set of
goals.

Organizational
Organizational Behaviour(OB)
Behaviour(OB)
Definition:
A field of study that investigates the impact that
individuals, groups, and structures have on
behaviour within organizations, for the purpose
of applying such knowledge toward improving an
organizations effectiveness.-Stephens P
Robbins

Myth
Myth or
or Science?
Science?
What is the net present value at a discounted
rate of 12 percent per year of an investment made
by spending Rs1,000,000 this year on a portfolio
of stocks, with an initial dividend next year of Rs.
100,000 and an expected rate of growth thereafter
of 4% per year?
What is the most effective way to motivate
employees at work?

Enter
Enter Organizational
Organizational Behavior
Behavior
Organizational behavior
(OB)
Is a relatively young field of enquiry
that studies what people think, feel
and do in and around organization.

A field of study that investigates

the impact that individuals,
groups, and structure have on
behavior within organizations,
for the purpose of applying such
knowledge toward improving an
organizations effectiveness.

Objectives
Objectives of
of OB
OB
1. Describe human behaviour: How people
behave under a variety of conditions
2. Understand behaviour:
Why people
behave as they do
3. Predict behaviour: Guessing the future
employee behaviour
4. Modify behaviour: Altering and improve
human behaviour
5. Control behaviour: Regulate and control
human behaviour at work

Nature/characteristics
Nature/characteristics of
of OB
OB
1. OB is a distinguished field of study as it studies human
behaviour at work.
2. It is relatively young and growing field of study
3. It is systematic and scientific study of humans at work.
4. It is also an art.
5. It is performance-oriented.
6. It studies, describes, predicts, shapes, modifies, and controls
human behaviour in the organisation.
7. It is part of management.
8. It studies cause and effect relationship relationship between
behavioural causes and resulting outcomes.
9. It is multidisciplinary subject/science.
10. It is human tool for human benefits. Its knowledge improves
human productivity and welfare.
11. It is not a direct solution to human problems.
12. It is universally applied.

Contributing
Contributing Disciplines
Disciplines
to
to the
the OB
OB Field
Field
Micro:
The
Individual

Macro:
Groups &
Organizations

1-8

Toward
Towardan
anOB
OBDiscipline
Discipline

Contributing
Contributing Disciplines
Disciplines to
to the
the OB
OB Field
Field
Psychology ( Study of mindset)
The science that seeks to measure, explain, and sometimes
change the behavior of humans and other animals.

Contributing
Contributing Disciplines
Disciplines to
to the
the OB
OB Field
Field (contd)
(contd)
Sociology
The study of people in relation to their fellow human beings.

Contributing
Contributing Disciplines
Disciplines to
to the
the OB
OB Field
Field (contd)
(contd)
Social Psychology ( mindset of a group)
An area within psychology that blends concepts from
psychology and sociology and that focuses on the
influence of people on one another.

Contributing
Contributing Disciplines
Disciplines to
to the
the OB
OB Field
Field (contd)
(contd)
Anthropology
The study of societies to learn about human beings
and their activities.

Contributing
Contributing Disciplines
Disciplines to
to the
the OB
OB Field
Field (contd)
(contd)
Political Science
The study of the behavior of individuals and
groups within a political environment.

Challenges
Challenges and
and Opportunities
Opportunities for
for OB
OB
Responding to Globalization
Increased foreign assignments
Working with people from different cultures
Overseeing movement of jobs to countries with
low-cost labor

Managing Workforce Diversity

Implications for managers
Recognizing and responding to differences

Major
Major Workforce
Workforce Diversity
Diversity Categories
Categories

Gender
Gender

National
National
Origin
Origin

Disability
Disability
Age
Age
Race
Race

Religious-diversity
Religious-diversity
Domestic
Domestic
Partners
Partners

Challenges
Challenges and
and Opportunities
Opportunities for
for OB
OB (contd)
(contd)
Improving Quality and Productivity

Quality management (QM)

Process reengineering
Responding to the Labor Shortage

Changing work force demographics

Fewer skilled laborers
Early retirements and older workers
Improving Customer Service

Increased expectation of service quality

Customer-responsive cultures

What
What Is
Is Quality
Quality Management?
Management?
1. Intense focus on the customer.
2. Concern for continuous improvement.
3. Improvement in the quality of everything
the organization does.
4. Accurate measurement.
5. Empowerment of employees.

Improving
Improving Quality
Quality and
and Productivity
Productivity
Quality management (QM)
The constant attainment of customer
satisfaction through the continuous
improvement of all organizational processes.
Requires employees to rethink what they do and
become more involved in workplace decisions.

Process reengineering
Asks managers to reconsider how work would be
done and their organization structured if they
were starting over.
Instead of making incremental changes in
processes, reengineering involves evaluating
every process in terms of its contribution.

ORGANISATIONAL
ORGANISATIONAL BEHAVIOUR
BEHAVIOUR MODEL
MODEL
Model (or framework) is a description of how things work, and is also known
as paradigm. The model shows several relevant variables in OB, their
interrelations (interplay), and resulting outcomes. Experts in the field have
developed different models to explain what relevant variables undergo in
organisational behaviour and their interaction. Each OB model makes some
assumptions about the nature of people. Fred E. Luthans explain conceptual
framework of OB in form of the S-O-B-C Model. The Model contains four
variables as portrayed in figure 14.3.

Challenges
Challenges and
and Opportunity
Opportunity for
for OB
OB (contd)
(contd)
Improving People Skills
Empowering People
Stimulating Innovation and Change
Coping with Temporariness
Working in Networked Organizations
Helping Employees Balance Work/Life Conflicts
Improving Ethical Behavior