Professional Documents
Culture Documents
Introduction
Organization as a Social Phenomenon
Type of Analysis
Theoretical Applied (Practical)
Human skills
The ability to work with, understand, and motivate
other people, both individually and in groups.
Technical skills
The ability to apply specialized knowledge or
expertise.
Goals of
Organizational Behavior
Sociology
The Study of
Organizational Social Psychology
Behavior
Anthropology
Political Science
Globalization
Changing Empowering
Workforce Main the Workforce
Trends
Information
Technology
in OB Values
and Ethics
Trend 1: Globalization
Global companies:
– Extend their activities to other parts of the world
– Actively participate in other markets
– Compete against firms in other countries
Implications of globalization:
– New organizational structures
– Different forms of communication
– More competition, change, mergers, downsizing, stress
– Need more sensitivity to cultural differences
Trend 2: Changing Workforce
Primary and secondary diversity
More women in workforce and professions
Different needs of Gen-X, Gen-Y, and baby-boomers
Diversity has advantages, but firms need to adjust
through:
– cultural awareness
– family-friendly
– empowerment
Trend 2: Changing Workforce
Employment Relationship
– employees perform many tasks, not a specific job
Contingent work
– no explicit or implicit contract for long-term employment
Telecommuting
– working from home, usually with a computer connection to
the office
Virtual teams
– operate across space, time, and organizational boundaries;
mainly communicate through electronic technologies
Trend 3: Empowering the Workforce
Values
– Stable, long-lasting beliefs about what is important
– personal, cultural, organizational, professional
Importance of values
a.Globalization -- more awareness of different values
b.Values replacing command-and-control
c.More emphasis on ethical business conduct
Ethics
– Moral principles/values -- determines whether actions are
right/wrong and outcomes are good/bad
Dependent Variable in
Organizational
Behavior
Job Satisfaction;
Productivity;
Absenteeism and Turnover;
Organizational Identity
Organizational Involvement;
Organizational Commitment;
Organizational Citizenship Behavior.
Independent Variable and Levels
of Analysis in Organizational
Behavior
Individual
Individual Collectiv
Collectiv
Level
Level e
e
Level
Level
Evolution of the 21st-Century
Manager
Past Managers Future Managers
Past Managers
Compensation
Time, effort, rank Skills, results
Criteria
Cultural
Orientation Monocultural, monolingual Multicultural, multilingual
Evolution of the 21st-Century
Manager
Past Managers Future Managers
Past Managers
Primary
Formal Authority Knowledge (technical
Source of interpersonal)
Influence
View
Viewof
ofPeople Potential
Potentialproblem Primary
People problem Primaryresource
resource
rimary Communication
Primary
Vertical Multidirectional
Pattern
Pattern
hical
thical Afterthought Forethought
onsiderations
Competitive
Competitive
ure
tureof
ofInterpersonal
Interpersonal Cooperative
Cooperative
(win-lose)
(win-lose) (win-win)
(win-win)
Relationships
Relationships
imary Communication
imary
Hoard and restrict access Share and broaden access
Pattern
Approach
to Change Resist Facilitate
E-business Implications for OB
E-business involves using the Internet to facilitate every
aspect of running a business.
E-Management – Fast paced; Virtual teams, Networking skills
E-communication – Email use/abuse; Telecommuting promised and drawbacks
Goal setting and feedback – Web-based goal-setting/evaluation; Risk of over control?
Organizational structure – Virtual teams and organizations; Lack of trust and loyalty in “faceless”
organizations?
Job design – “Sticky” work settings; Unrealistic expectations?
Decision making – Less time to make more decisions; Information overload; Empowerment and
participative decision making
Knowledge management – E-training; E-learning; distance learning
Speed, conflict, and stress – Does relentless speed equal burnout?
Change and resistance to change – Stop the World, I want to get off! Constant change equals conflict
Ethics – Net slaves (low pay with unrealistic promises of riches); Electronic monitoring; Repetitive
motion injuries; Abuse of part-timers (no benefits, no job security); Privacy issues