1. What is individual behavior in organization?

Individual behavior in Organization is the concept or tool that an organization strives to meet the
needs of it’s employees. individuals influence on the behavior of the organization , individuals
works with commitment in the company . They come in contact with other people and with the
organization in a variety of ways. Points of contact include managers, coworkers, the formal
policies and procedures of the organization, and various changes implemented by the
organization. In addition, over time, individuals change, as a function of personal experiences
and maturity as well as through work experiences and organizational developments.

2. What are the determinants of individual Behaviour?

PERSONALITY it signifies the role which a person act in public. Also is made up of the
characteristics patterns of thoughts,feelings, and behaviors that make a person unique. In
addition to this personality arises from within the individual and remains fairly consistent
throughout life.

ENVIRONMENTAL FACTORS On the behavior of a person, the external environment plays a

significant role. Environmental include in the physical, cultural, demographic, economic, political,
regulatory, or technological environment that affects the survival, operations, and growth of an
organization

ORGANIZATIONAL FACTORS With wide variety of resources and organizational systems,

individual behavior is influenced that includes physical activities. Organizational factors relate to
the way that work, activities, or events are planned and arranged.

3. How values affect individual and Organisational Behaviour?

Values are ways of behaving or end-states that are desirable to a person or to a group. Work
values influence important individual and organizational outcomes including performance and
retention, and are often considered to be important work outcomes in themselves. A company
leader’s personal values affect the firm’s business strategy and all aspects of organizational
behavior including staffing, reward systems, manager–subordinate relationships,
communication, conflict management styles, and negotiation approaches. Values impact
organizational culture, performance and outcomes.

4. What are the 5 types of behavior?

Task Performance is a term how a person does on given task. Task performance is
measured as response time, or it could be measured as accuracy. Task performance is a term
for quantifying someone’s performance on a task

Organizational Citizenship deals with the actions and behaviors that are not required by
workers. They are not critical to the job, but benefit the team and encourage even greater
organizational functioning and efficiency.

Counterproductive Work Behaviors is employees behavior that goes against the legitimate
interests of an organization. These behaviors can harm organizations or people in organizations
including employees and clients, customers, or patients. It has been proposed that a person-by-
environment interaction

Joining and Staying with the Organization Companies survive and thrive not just by hiring
people with talent or potential; they also need to ensure that these employees stay with the
company. Organizations with high turnover suffer because of the high cost of replacing people
who leave. When people leave, some of this vital knowledge is lost, often resulting in
inefficiencies, poorer customer service, and so forth. This threat is not trivial: Between one-third
and one-half of employees say they would change companies if offered a comparable job.

Maintaining Work Attendance attracting and retaining employees, organizations need

everyone to show up for work at scheduled times. Situational factors—such as severe weather
or car breakdown—explain some work absences. Motivation is another factor. Employees who
experience job dissatisfaction or work-related stress are more likely to be absent or late for work
because taking time off is a way to temporarily withdraw from stressful or dissatisfying
conditions. Absenteeism is also higher in organizations with generous sick leave because this
benefit limits the negative financial impact of taking time away from work. Studies have found
that absenteeism is also higher in teams with strong absence norms, meaning that team
members tolerate and even expect co-workers to take time off.