Professional Documents
Culture Documents
Introduction
Definitions of OB
Historical evolution of
OB as a discipline
Contributing disciplines
to the OB field
1 Organizational Behavior
Introduction
Organizations need to develop their interpersonal or
people skills for being effective.
Organizational behavior is a field of study that investigates
the impact that individuals, groups, and structure have on
behavior within an organization, then applies that
knowledge to make organizations work more effectively.
Robbins (2003)
OB concentrates on how to
Improve productivity
Reduce absenteeism and turnover
Increase employee citizenship
Increase employee job satisfaction
2 Organizational Behavior
The field of organizational behavior takes extracts from
the behavioral science disciplines like psychology, social
psychology, and cultural anthropology.
Some basic ideas included in OB are personality theory,
attitudes and values, motivation and learning,
interpersonal behavior, group dynamics, leadership and
teamwork, organizational structure and design, decision-
making, power, conflict and negotiation.
3 Organizational Behavior
Learning Objectives
4 Organizational Behavior
Definitions of OB
Organizations are defined as social arrangements,
constructed by people, who can also change them.
----Buchanan and Huczynski (1997)
Organizations are a system of cooperative activities -
and their coordination requires something intangible
and personal that is largely a matter of personal
relationships.
---- Barnard (1938)
OB is concerned with “the study of the structure,
functioning and performance of organizations, and the
behavior of groups and individuals within them”.
---- Pugh (1971)
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OB is about----
1. “the study of human behavior, attitudes and performance within an
organizational setting;
2. drawing on theory, methods and principles from such
disciplines---
3. as psychology, sociology, and cultural anthropology to learn about
individual perception, values, learning capabilities, and actions
4. while working with groups and within the total organization;
5. analyzing the external environment’s effect on the organization
6. and its human resources, missions, objectives and strategies.”
6 Organizational Behavior
Contd.
From the above definitions, OB can be seen as----
A way of thinking
An interdisciplinary field
Having a distinctly humanistic outlook
Performance oriented
Seeing the external environment as critical
Using scientific method
Having an application orientation
7 Organizational Behavior
Levels of Analysis
8 Organizational Behavior
Historical Evolution of OB as a
Discipline
Many people have contributed to the growth of OB.
Some important contributions are-
A) Early Theorists
1. Adam Smith’s contribution
In the Wealth of Nations published in 1776, Adam
Smith stated that organizations and society would
benefit if they practice division of labor.
Division of labor increased productivity by improving
workers’ skills and expertise and by saving time.
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2. Work of Charles Babbage
10 Organizational Behavior
B) The Classical Era
11 Organizational Behavior
1.Frederick Taylor
His main focus was on finding one best way of doing a job.
He gave importance on selecting the right people for the right
job and train them to do the job in one best way.
His scientific principles of management highlighted the
following principles
Shift all responsibility for the organizational work from worker to
manager.
Use scientific methods to find the most efficient way of doing work.
Select the best person to do the job.
Train the worker to do the work effectively.
Observe the performance of workers to make sure that proper work
methods are used and correct results are obtained.
12 Organizational Behavior
2.Henri Fayol
He was a mining engineer and a manager by profession.
He defined the nature and working patterns of twentieth century
organizations in his book, General and Industrial Management,
published in 1916.
In this book 14 principles of management are defined. They are----
1. Division of work – Tasks should be divided among employees.
2. Authority and responsibility – Authority is the right to give orders.
It should match with responsibility.
3. Discipline – It is necessary for proper functioning of business.
4. Unity of command – An employee should receive orders from one
superior only.
5. Unity of direction – Activities related to a single objective should be
coordinated by a single plan.
13 Organizational Behavior
6. Subordinates of individual interest to general interest – Individual
or group goals must not take priority over business goals.
7. Remuneration of personnel – It should be fair, encourage effort
and there should be no overpayment.
8. Centralization – The extent of centralization of power of issuing
orders at the top depends on size of the organization and the
skills of its personnel.
9. Scalar chain (line of authority) – Flow of communication should
be up and down the line of authority.
10. Order – Material and personnel should be at proper place.
11. Equity – People should be treated with kindness and justice.
12. Stability of tenure of personnel – Quick turnover of people should
be avoided because it takes time to develop expertise.
13. Initiative – Employees should be encouraged to take initiatives.
14. Esprit de corps – All efforts should be made to maintain peace
and harmony within the organization.
14 Organizational Behavior
3.Max Weber
15 Organizational Behavior
C) The Human Relations
Movement
16 Organizational Behavior
2. Chester Barnard
17 Organizational Behavior
3. Elton Mayo
18 Organizational Behavior
4. Dale Carnegie
His book How to Win Friends and Influence People is
used by management experts even today.
He believed that to succeed, an organization should
win the cooperation of its people.
He advised------
Make others feel important by appreciating their efforts.
Try to make a good impression.
Win people by being sympathetic and never telling that they
are wrong.
Change people by praising their good qualities.
19 Organizational Behavior
5. Abraham Maslow
22 Organizational Behavior
D) Behavioral Science
Theorists
1. B.F. Skinner-
His research on classical and operant conditioning
and behavior modification affected the design of
organization’s training programs and reward systems.
According to Skinner, behavior depends on results.
He stated that people show a desired behavior only if
they are rewarded for it.
A behavior is not repeated if an individual is not
rewarded or punished for it.
23 Organizational Behavior
2.David McClelland
His work has helped organizations to match people
with jobs and in redesigning jobs for high achievers to
motivate them.
24 Organizational Behavior
3.Fred Fiedler
His work in the field of leadership has a big
contribution to the growth of OB as a discipline.
25 Organizational Behavior
4.Frederick Herzberg
He tried to find answer to
the question: What
individuals want from their Hygiene Factors Motivational Factors
jobs?
By his study, he reached a
conclusion that people
preferred jobs that provided •Company policies • Achievement
recognition, achievement,
• Quality of supervision • Career advancement
responsibility and growth.
Only hygiene factors were • Relations with others • Personal growth
not sufficient to motivate • Personal life • Job interest
people at workplace. • Rate of pay • Recognition
This work is important in OB • Job security • Responsibility
because it helped in • Working conditions
enriching jobs and the
quality of work life in
modern organizations.
26 Organizational Behavior
E) OB in Present Times
Only a single theory cannot improve
organizational functioning and effectiveness.
Therefore a contingency approach is
suggested.
Today, the focus is on understanding the
situational factors and how they affect a
behavior pattern of individuals.
27 Organizational Behavior
Contributing Disciplines to the OB Field
Organizational behavior is a behavioral science that takes
contributions from various behavioral disciplines like----
Psychology
Sociology
Social psychology
Anthropology
Political science
28 Organizational Behavior
Psychology
It is the science that tries to measure, explain and change the
behavior of humans and other animals.
Early industrial or organizational psychologists were
concerned with problems of tiredness, boredom and other
factors that affect performance.
But now, they are concerned with learning, perception,
personality, training, leadership effectiveness, etc.
Sociology
It is the study of the social system in which the individual lives.
It studies people with respect to their colleagues.
Sociologists make an important contribution to OB through
their study of group behavior in organizations.
29 Organizational Behavior
Social Psychology
It mixes the concepts of psychology and sociology.
It focuses on influence of people on one another.
Anthropology
It is the study of societies to learn about human beings and their activities.
Anthropologists work on culture and environments.
They help in understanding differences in fundamental values, attitudes and
behavior of people in different countries and different organizations.
Political Science
It studies behavior of individuals and groups within a political environment.
It focuses on areas like conflict, intra-organizational politics and power.
30 Organizational Behavior
Motivation and Job Satisfaction
Why is this important?
Are you tired of unmotivated, uninterested, and inept workers?
Autocratic
Democratic
Laissez-faire
Situational
Autocratic Leadership
A leadership style characterized by specific instructions to
employees regarding what, how, and when work should
be done.
•Micro-management style
•The leader plans, organizes, controls, and
coordinates.
•Emphasis is on getting the job done without
regard for input from others.
Autocratic Leadership (cont.)
Advantages
Efficiency
Employees know the manager’s expectations.
Disadvantages
Discourages employees from thinking about process
improvements
Employee dissatisfaction
Decline in worker performance
Does not prepare employees for promotion or possible
advancement
Autocratic Leadership (cont.)
When to use the autocratic
style
During an emergency
Managing temporary
employees
Managing new
employees
Democratic Leadership
A leadership style characterized by encouragement for
employees to share in the decision-making and problem-
solving processes.
•The management
style applied
depends on the
needs of each
employee.
Situational Leadership (cont.)
Advantages
Management style personalized for each
employee
Improved communication
High employee morale
Improved production
Disadvantages
Time consuming
Difficult to manage
Situational Leadership (cont.)
When to use situational
management
Highly experienced manager
Manager highly skilled in human
relations
Employees with range of needs
for supervision
Supervision
The Art & Craft of Supervision
Interpersonal Technical
and Conceptual Skills
Skills
Making the Transition
Find out what management expects of you.
Establish your authority.
Get to know your operation.
Get to know your people.
Communicate your expectations.
DON'T DO IT!
Playing favorites.
Doing the work. Let your employees be the technical workers.
Being emotional.
Lying your way out of things.
Trying to be "One of the Gang."
Taking credit for your employee's successes.
Blaming management for problems.
Selling out your employees.
Refusing to make a proper commitment to the job.
Neglecting to grow into the job.
Qualities of Supervisors
Goal oriented
Bottom line oriented
Communicates and enforces standards
Initiative – seeks opportunities to solve problems
Skillful use of influence
Communicates confidence
in people
Qualities of Supervisors (continued)
Interpersonal sensitivity
Develops and coaches others
Gives performance feedback
Collaboration and team building
Conceptual skills and systematic
problem solving
Concern for image and
reputation
Supervisor Definition
Supervisor has its roots in Latin, where it means “Looks
Over”
Demonstrate integrity.