Organizational Development Process Cycle

This process will begin when a problem is identified. This system can be used to make
improvements on just about any situation or problem that a business faces. It is a broad set of steps
that are easily understood, and provide companies with the ability to quickly make changes in an
attempt to solve issues. Once the changes are made, they can be evaluated to see if the problem
was resolved, and if not, it will continue through the development process.

This process runs through the following steps:

o Problem Identification - A problem can be identified in a wide-range of ways

including reports from employees, data gathering, and more.

o Situational Assessment - Making a formal assessment of the situation is the next

step. This can be done by reviewing documentation, holding focus groups, interviewing,
surveying, or just about anything else. Gathering all the facts related to the problem at hand
is important for developing an effective solution.
  Action Planning - Making a plan of action on how the problem will be solved is the next
step. This should be done by incorporating input from all impacted parties so that a solution
that addresses the specific problem at hand can be found. In many cases, this will be the
longest step in the process.

 Implement Plan - Taking the plan made in the previous step, and putting it into action.
Depending on the complexities of the change, this may include training and other steps
needed to ensure the action plan is put in place correctly.

 Gather Data - As soon as the change is put in place, it is time to start gathering data. This
should be done with a focus on identifying whether or not the changes made are having a
positive impact on the problem at hand.

 Analyze Results - Looking at the data that is gathered to see if it improved the problem,
eliminated the problem, did nothing to the problem, or made the problem worse. In addition,
watching to see if the changes had any secondary, negative, impacts on other issues is also
done here.

 Get Feedback - Gathering feedback from all impacted parties is also important. If the
problem is eliminated, but it increases the risk of injury for employees, for example, then it
wasn't a good solution.

 Repeat - If necessary, the process will be repeated. If the changes made had some positive
impact, then the process will begin with the current system in place. If they didn't, it may be
beneficial to go back to the original way things were done in order to reevaluate.

6 Features of Organizational Behavior

(Characteristics or Nature of OB)

The biggest feature of Organizational

Behavior is that Organizational Behavior takes a systematic approach to
understand and influence human behavior.
 Organizational behavior is the study and participation of
knowledge about human behavior in organizations as it relates to other
system elements, such as structure, technology, and the external social system.

By nature, the field of Organizational Behavior studies is very distinctive with

its own features and characteristics.

According to 6 characteristics or features, Organizational Behavior is;

1. A Separate Field of Study and not a Discipline Only.

2. An Interdisciplinary Approach.

3. Applied Science.

4. Normative Science.

5. A Humanistic and Optimistic Approach.

6. A Total System Approach.

A Separate Field of Study and not a Discipline

Only
By definition, a discipline is an accepted science that is based on a theoretical
foundation. But, OB has a multi-interdisciplinary orientation and is, thus, not
based on a specific theoretical background.

Therefore, it is better to reason to call OB a separate field of study rather than

a discipline only.

An Interdisciplinary Approach
Organizational behavior is essentially an interdisciplinary approach to study
human behavior at work.

OB tries to integrate the relevant knowledge drawn from related

disciplines like psychology, sociology, and anthropology to make them
applicable for studying and analyzing organizational behavior.

An Applied Science
The very nature of OB is applied.

What OB basically does is the application of various research to solve the

organizational problems related to human behavior.

The basic line of difference between pure science and OB is that while the
former concentrates on fundamental research, the latter concentrates on
applied research.

OB involves both applied research and its application in organizational

analysis.

Hence, OB can be called both science as well as art.

A Normative Science
Organizational Behavior is a normative science also. While positive science
discusses the only cause-effect relationship, OB prescribes how the findings of
applied research can be applied to socially accepted organizational goals.

Thus, OB deals with what is accepted by individuals and society engaged in an

organization. Yes, it is not that OB is not normative at all.

In fact, OB is normative as well which is well underscored by the proliferation

of management theories.

A Humanistic and Optimistic Approach

Organizational Behavior applies a humanistic approach towards people
working in the organization. It deals with the thinking and feeling of human
beings.

OB is based on the belief that people have an innate desire to be

independent, creative and productive.

It also realizes that people working in the organization can and will actualize
these potentials if they are given proper conditions and environments.

The environment affects performance or workers working in an organization.

A Total System Approach

The system approach is one that integrates all the variables, affecting
organizational functioning.

The systems approach has been developed by behavioral scientists to analyze

human behavior in view of his/her socio-psychological framework.
Man’s socio-psychological framework makes the man a complex one and the
systems approach tries to study his/her complexity and find a solution to it.

Conclusion
Organizational behavior is the study of shaping the behavior of the
organizational personnel.

By nature, OB is an applied science that takes a systematic approach that

understands the reason behind the behavior and influences it in a way that
benefits attaining business goals.

For influencing the human behavior within the organization, OB tries to find
the motivation and drive for any particular behavior. It sets an environment
that delivers maximum performance from the workers.

Organisational Behaviour – Nature: A Separate Field of Study

and Not a Discipline Only, An Interdisciplinary Approach, An
Applied Science and a Few Others  
Organizational behaviour has emerged as a separate field of study.
The nature it has acquired is identified as follows:
1. A Separate Field of Study and Not a Discipline Only:
By definition, a discipline is an accepted science that is based on a
theoretical foundation. But, O.B. has a multi- interdisciplinary
orientation and is, thus, not based on a specific theoretical
background. Therefore, it is better reasonable to call O.B. a separate
field of study rather than a discipline only.
2. An Interdisciplinary Approach:
Organizational behaviour is essentially an interdisciplinary approach
to study human behaviour at work. It tries to integrate the relevant
knowledge drawn from related disciplines like psychology, sociology
and anthropology to make them applicable for studying and analysing
organizational behaviour.
3. An Applied Science:
The very nature of O.B. is applied. What O.B. basically does is the
application of various researches to solve the organizational problems
related to human behaviour. The basic line of difference between pure
science and O.B. is that while the former concentrates of fundamental
researches, the latter concentrates on applied researches. O.B. involves
both applied research and its application in organizational analysis.
Hence, O.B. can be called both science as well as art.
4. A Normative Science:
Organizational Behaviour is a normative science also. While the
positive science discusses only cause effect relationship, O.B.
prescribes how the findings of applied researches can be applied to
socially accepted organizational goals. Thus, O.B. deals with what is
accepted by individuals and society engaged in an organization. Yes, it
is not that O.B. is not normative at all. In fact, O.B. is normative as
well that is well underscored by the proliferation of management
theories.
5. A Humanistic and Optimistic Approach:
Organizational Behaviour applies humanistic approach towards
people working in the organization. It, deals with the thinking and
feeling of human beings. O.B. is based on the belief that people have
an innate desire to be independent, creative and productive. It also
realizes that people working in the organization can and will actualise
these potentials if they are given proper conditions and environment.
Environment affects performance or workers working in an
organization.
6 A Total System Approach:
The system approach is one that integrates all the variables, affecting
organizational functioning. The systems approach has been developed
by the behavioural scientists to analyse human behaviour in view of
his/her socio-psychological framework. Man’s socio- psychological
framework makes man a complex one and the systems approach tries
to study his/her complexity and find solution to it.

What is Organizational Behavior?

Organizational Behavior is an applied field of inquiry that encompasses the
study of all aspects of behavior in and by formal organizations. It treats as
units of analysis everything from individuals acting, feeling and thinking in
an organization to groups, larger subunits such as departments or divisions,
the organizations as a whole and even populations of organizations and their
relationship to larger social structure such as state and society.

Organizational Behavior offers a crucial approach in the sense that rather

than focusing on the functional or structural aspects of the organization or
giving importance to the quantifiable elements. Organizational behavior
focuses on the human processes within the organizations.

A strategic management approach to effectiveness provides guidelines about

how an organization can achieve its important goals, and fit into the external
environment well financial management and quantitative techniques such as
statistical quality control, project management techniques and operation
research help organization achieve high levels of efficiency in their
performance. Contingency management focuses on a range of alternative
styles, preference, and choice available to managers. The appropriateness of
each one of them is determined on the basis of variables of the situation.
 

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Features of Organizational Behavior

 A Field of Inquiry

A field open to an inquiry is open to anyone who wants to examine, explore

and understand or even to evaluate and predict. That makes all of us Lay,
scientists because all of us have our own theories that describe, explain and
prescribe behavior and some of us want to test them, share them and
improvise upon them. A scientific theory explains a phenomenon on the
basis of a plausible general principle.
If we understand a theory as an explanation of reality, even when restricted
to formal organizations, the organizational behavior faces the tough
challenges of being systematic and free of biases, open-minded and
enquiring, quantitative through measurements without losing sensitivity to
the qualitative dimensions, tolerant to multiplicity of valid explanations and
accepting of knowledge emerging from practice.

 Focus on Behavior Within the Organization

While behavioral sciences may focus on any behavior in general, including

animal behavior organizational behavior is concerned with human behavior
in work setting. Whenever is the type of an organization whenever work
happens, the basic OB position is that all of such organization s represents a
dynamic interrelation between individuals, groups and the largest elements
of the organization?

This means that a valid understanding of OB requires not just an individual

or group focus and inquiring as to how they behave at work but also the
characteristics pattern of organizational actions over time, which reflects that
organizational knowledge.

 Humanistic and Positive

The basic value in the study of OB is that an individual is an autonomous

entity, with an innate potential to be creative & productive. In contrast to
driving human performance, the emphasis is on creativity and the joy of
freedom of choice. This difference arises because of the basic assumption
that a person, who values autonomy and choice, would also be aware of the
responsibility of making appropriate choices.
The view highlights the importance of the knowledge that supports the
autonomy and choice as well as the continued development and growth of
the individual. If everyone has such a potential for development, learning and
choice then collective human efforts should be organized in a democratize
manner and through goodwill and fairness, so as to nurture, support and
facilitate the efforts to relies on the human potential.

 Importance of Groups 

Organizational Behavior accepts groups as a powerful social phenomenon

within the organization that strongly affects and gets affected by individuals
and organization. In an organization, no individual works in isolation, just as
one’s family constitutes one’s primary social system, the group with whom
one works family is one’s secondary social system. A working group is
generally understood as a collection of people who have individual as well as
common work goals and who depend on each other for achieving those
goals.

 Ongoing Process

Organizational effectiveness as an objective for OB implies a continuous

effort to change develops in the context of a dynamic environment. Thus OB
assigned special importance to planned change, individual as well as
organizational learning and the creation of an organizational culture that
supports these. This thrust for change and development has to be
organization-wide not in small patches or parts of it. It also has to be
comprehensive, that is addressing both the structural as well as process
changes. It cannot be a sporadic effort but has to be maintained at a
sustained level.
 NATURE AND SCOPE (FEATURES) OF ORGANIZATIONAL
BEHAVIOUR

Organizational behaviour has emerged as a separate field of study. The nature

it has acquired is identified as follows :

1. A Separate Field of Study and not a Discipline Only

By definition, a discipline is an accepted science that is based on a theoretical

foundation. But, O.B. has a multi-interdisciplinary orientation and is, thus, not
based on a specific theoretical background. Therefore, it is better reasonable to
call O.B. a separate field of study rather than a discipline only.

2. An Interdisciplinary Approach

Organizational behaviour is essentially an interdisciplinary approach to study

human behaviour at work. It tries to integrate the relevant knowledge drawn
from related disciplines like psychology, sociology and anthropology to make
them applicable for studying and analysing organizational behaviour.

3. An Applied Science

The very nature of O.B. is applied. What O.B. basically does is the application
of various researches to solve the organizational problems related to human
behaviour. The basic line of difference between pure science and O.B. is that
while the former concentrates of fundamental researches, the latter
concentrates on applied researches. O.B. involves both applied research and its
application in organizational analysis. Hence, O.B. can be called both science as
well as art.

4. A Normative Science

Organizational Behaviour is a normative science also. While the positive

science discusses only cause effect relationship, O.B. prescribes how the
findings of applied researches can be applied to socially accepted organizational
goals. Thus, O.B. deals with what is accepted by individuals and society engaged
in an organization. Yes, it is not that O.B. is not normative at all. In fact, O.B. is
normative as well that is well underscored by the proliferation of management
theories.

5. A Humanistic and Optimistic Approach

 Organizational Behaviour applies humanistic approach towards people working
in the organization. It, deals with the thinking and feeling of human beings. O.B.
is based on the belief that people have an innate desire to be independent,
creative and productive. It also realizes that people working in the organization
can and will actualize these potentials if they are given proper conditions and
environment. Environment affects performance or workers working in an
organization.

6. A Total System Approach

The system approach is one that integrates all the variables, affecting
organizational functioning. The systems approach has been developed by the
behavioural scientists to analyse human behaviour in view of his/her socio-
psychological framework. Man's socio-psychological framework makes man a
complex one and the systems approach tries to study his/her complexity and find
solution to it.

Scope of Organizational Behaviour

The three internal organizational elements viz., people, technology and

structure and the fourth element, i.e., external social systems may be taken as
the scope of O.B.

1. People

The people constitute the internal social system of the organization. They
consist of individuals and groups. Groups may be large or small, formal or
informal, official or unofficial. They are dynamic. They form, change and disband.
Human organization changes everyday. Today, it is not the same as it was
yesterday. It may change further in the coming days. People are living, thinking
and feeling being who created the organization and try to achieve the objectives
and goals. Thus, organizations exist to serve the people and not the people exist
to serve the organization.

2. Structure

Structure defines the sole relationship of people in an organization. Different

people in an organization are given different roles and they have certain
relationship with others. It leads to division of labour so that people can perform
their duties or work to accomplish the organizational goal. Thus, everybody
cannot be an accountant or a clerk. Work is complex and different duties are to
be performed by different people. Some may be accountant, others may be
managers, clerks, peons or workers. All are so related to each other to
accomplish the goal in a co-ordinated manner. Thus, structure relates to power
and duties. One has the authority and others have a duty to obey him.

3. Technology

Technology imparts the physical and economic conditions within which people
work. With their bare hands people can do nothing so they are given assistance
of buildings, machines, tools, processes and resources. The nature of technology
depends very much on the nature of the organization and influences the work or
working conditions. Thus, technology brings effectiveness and at the same
restricts people in various ways.

4. Social System

Social system provides external environment which the organization operates.

A single organization cannot exist also. It is a part of the whole. One
organization cannot give everything and therefore, there are many other
organizations. All these organizations influence each other. It influences the
attitudes of people, their working conditions and above all provides competition
for resources and power.

O.B. is the study of human behaviour at work in organizations. Accordingly, the

scope of O.B. includes the study of individuals, groups and
organization/structure. Let us briefly reflect on what aspects each of these three
cover.

Individuals

Organizations are the associations of individuals. Individuals differ in many

respects. The study of individuals, therefore, includes aspects such as
personality, perception, attitudes, values, job satisfaction, learning and
motivation.

Groups of Individuals

Groups include aspects such as group dynamics, group conflicts,

communication, leadership, power and politics and the like