Human Behavior in Organization

Module 1

Written exclusively for

CAP COLLEGE

By

IRENE A. PADRON, DBA (Cand.)

University of the East, Manila, Philippines

May 2015

1
 CAP College
Self-Learning Series

for

Human Behavior in Organization

Module 1

Fundamentals of Human Behavior

Copyright ©2015

CAP COLLEGE

126 Amorsolo cor. V.A. Rufino Sts., Makati City

and

IRENE A. PADRON, DBA Cand.

University of the East, Manila, Philippines

May 2015

All rights reserved

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 INSTRUCTIONS TO THE STUDENT

At CAP College, you learn through self-instructional modules, otherwise known

as CAPSeLS (short for CAP College Self-Learning Series), such as the one you
are now reading. To gain most out of these materials, it is important that you
observe the following instructions:

• Every subject or course has an average of five modules, each one of

which contains two to five or more lessons. You must satisfy the work
prescribed by each module before you can sit for the final examination
that will determine whether you pass or fail the course.

• Make an effort to do some extra reading. The titles listed under

“Suggested Readings” are neither exclusive nor conclusive. Any
reference book on the subject will do.

• Test your own progress by performing the Self-Progress Check Test at the
end of each lesson. Read the test instructions carefully and understand
them well. Do not look at the answers while taking the test.

• Check your answers with the key at the end of the module. Unless, there
is a specific instruction on how to score your paper, compute it by dividing
the correct answers with the total number of points and multiplying the
quotient by 100. Keep your own scores. If you get 70% or higher, you
pass; otherwise, you have to review the lesson and do the re-test, if any,
before advancing to the next one. Take note that in some cases, these
lesson tests are presented as Activities or Exercises. Do them the same
way.

• After doing the test of the last lesson in each module, perform the Module
Test at the end of the module. Then clip the duly accomplished Module
Test and submit it to: The Dean of Studies, 126 Amorsolo cor. V.A.
RufinoSts., Legaspi Village, 1229 Makati City, Philippines. Or you may
just send your answer sheets to the Module Test by email:
capcollege@capcow.com. Your paper will be corrected at the College
and you will be informed of the results soon thereafter. Meanwhile, go to
work on the next module, observing the same procedure all over again.

• When you have submitted all the Module Tests of a subject, you may take
the Final Examination for that particular subject. However, you may
choose to finish all the module tests of all subjects before taking the Final
Examinations.

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• Final Examinations are taken in person at CAP College or at designated
Distance Education Learning Centers or Examination Centers. If you are
residing or working abroad, arrangements will be made for you to take the
examinations at the nearest Philippine Embassy, Consulate Office or at a
venue acceptable to both CAP College and you. To arrange for the
schedule of your Final Examination, you have to inform CAP College one
week before your preferred date through any of the following: mail, email,
fax or phone. Subsequently, you will then receive a Final Notice
containing the details on how to go about your examinations.

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 CAP COLLEGE SELF-LEARNING SERIES

for

Human Behavior in Organization

MODULE I. FUNDAMENTALS OF HUMAN BEHAVIOR

CONTENTS

Lesson 1. The Nature and Scope of Human Behavior

Lesson 2. Key Behavioral Science Assumptions, Concepts
and Principles
Lesson 3. Methods of Studying Human Behavior

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 HUMAN BEHAVIOR IN ORGANIZATION

Description of the Course

This course introduces the students to the factors affecting the behavior of

individuals and groups in organization focusing on the specific factors that tend to

explain behavior of individuals, groups, and organizations. Various theories and

models of organizational behavior work group behavior, motivation in life and

work, and human relations among others are discussed and related to

organizational practices and phenomena.

Scope of the Course

The course consists of five units, each unit comprising a module, as

follows:

Module I. Fundamentals of Human Behavior

Module II. Nature, Theories and Application of Motivation, Needs

and Values, and Models of Organizational Behavior

Module III. Communication in Organizations

Module IV. Leadership and Supervisory Behavior

Module V. Stress Management and Counseling

Objectives of the Course

After studying this course on human behavior in organization, you shall be

able to:
1. define human behavior and human behavior in organization;
2. distinguish assumptions, concepts and principles;
3. identify the theories of motivation;
4. determine the models of organizational behavior;

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5. recognize the value of communication and human relations;
6. identify leadership and supervisory behavior; and
7. determine stress management and counseling.

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 MODULE 1
Fundamentals of Human Behavior

Scope of the Module

This Module consists of three lessons namely:

Lesson 1. The Nature and Scope of Human Behavior

Lesson 2. Key Behavioral Science Assumptions, Concepts
and Principles
Lesson 3. Methods of Studying Human Behavior

Overview of the Module

This module is designed to provide you with an overview of human

behavior and organizational behavior, human nature and needs, reasons for
studying human behavior, human act, and act of man. It introduces
assumptions, concepts, and principles. It explains the methods of studying
behavior and the different models such as three-level model, interdisciplinary
model, developmental model, systems model, and contingency model.

Objectives of the Module

After completion of this module, you should be able to:

 define human behavior and organizational behavior;

 recognize human nature and needs;
 determine the reasons for studying human behavior;
 differentiate a human act from an act of man;
 define assumption, concept, and principle;
 determine the examples of assumptions, concepts, and principles;
 identify the methods of studying human behavior; and
 recognize the following: three-level model, interdisciplinary model,
developmental model, systems model, and contingency model.
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Management 23
Module I
Lesson 1. THE NATURE AND SCOPE OF HUMAN BEHAVIOR

Lesson Objectives:

After studying this lesson on the nature and scope of human behavior, you
shall be able to:
1. define human behavior and organizational behavior;
2. recognize human nature and needs; and
3. determine the reasons for studying human behavior.

Introduction

This whole course is about the behavior of human beings who work in an
organization and their relationship with that organization. Different terms are
used in this course: human behavior, organization, and organizational behavior.

According to Martires, C. (2011), anything that is commonplace and

obvious, like human behavior, is usually taken for granted. Apparently, it does not
have to go through a discerning eye; it does not need analysis nor extensive
study. However, this assumption may be far from being acceptable and true.
Furthermore, people have a variety of needs. Irrespective of one's status,
age, and achievements, one would still have some unfulfilled needs. In order to
satisfy their unfulfilled needs more effectively, people have learned to organize
themselves into groups. The process of organizing facilitates an organization in
its specialization efforts. It helps the employees to develop specialized skills and
enhances the productivity and efficient functioning of the organization. The
organizational system consists of social, technical and economic elements which
coordinate human and material resources to achieve various organizational
objectives. Some of the objectives of an organization are: to maximize profits, to
produce goods and services of good quality, to compete with other players in the

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industry, to ensure welfare of its employees, and to make efficient use of
resources and achieve growth.
Human behavior in organizations is as complex as the social system itself.
People differ from each other in their needs and values, which can be understood
better with the help of behavioral science. Behavioral science considers the
influence of various elements (social, economic and technical systems) of the
complex external environment on people's behavior. It improves people's
understanding of interpersonal skills and so also their ability to work together as
a team to achieve organizational goals effectively.

Definitions of Human Behavior

Any act of an individual person which is considered human behavior is a
reflection of his thoughts, feelings, emotions, sentiments whether conscious or
not. It mirrors his needs, values, motivation, aspirations, conflicts and state of life.
Behavior, therefore, consists of all human activities.
---Martires, C. (2011)

Human Behavior is the range of actions and mannerisms exhibited by

humans in conjunction with their environment, responding to various stimuli or
inputs, whether internal or external, conscious or subconscious, overt or covert,
and voluntary or involuntary.
(http://www.mbabrief.com/what_is_human_
behavior.asp, 2014)
Definitions of Organization
An organization is a coordinated unit consisting of at least two people
who function to achieve a common goal or set of goals.
---Gibson, J., et al (2006)
An organization is the “executive structure of a business.” This definition
indicates that organization is the framework or backbone by which the work of a

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business, managerial or otherwise, is performed, that it provides the required
channels, points of origin, and flow of management direction and control.
Organization also connotes a creative process. All the parts of a business
do not come into existence spontaneously. They are the results of managerial
efforts to carry out a predetermined course of action.
---Iñigo, E. Jr. (2005)
Definition of Organizational Behavior
Organizational behavior is the system of culture, leadership,
communication and group dynamics that determines an organization’s actions.
(http://www.studymode.com/essays/Introduction-To-
Human-Behavior-In-Organization-890800.html, 2012)

Human behavior is influenced by many factors such as attitudes, beliefs,

emotions, reasoning, culture, values, ethics, religion, authority, rapport,
motivation, persuasion, coercion, and genetics.
Moreover, human behavior in an organization can vary depending on what
type of organization it is. Often the larger the organization the less personal
accountability each individual human feels. In a smaller organization, the
individuals might feel more of a sense of personal responsibility. Whether or not
the humans in the organization feel as though they are being treated fairly is also
a factor.
According to Gibson, J., et al (2006), Organizational Behavior (OB) is the
study of human behavior in organizational settings, how human behavior
interacts with the organization, and the organization itself. Although we can
focus on any one of these three areas independently, we must remember that all
three are ultimately connected and necessary for a comprehensive
understanding of organizational behavior. For example, we can study individual
behavior (such as the behavior of a company`s CEO or of one of its employees)
without explicitly considering the organization. But because the organization
influences and is influenced by the individual, we cannot fully understand the
individual`s behavior without knowing something about the organization.

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Similarly, we can study an organization without focusing specifically on each
individual within it. But again, we are looking at only one piece of the puzzle.
Eventually, we must consider the other pieces to understand the whole.
Likewise, Martires, C. (2011) discussed that human behavior occurs
anywhere and everywhere---at home, in school, in the work setting, in church, in
a social club, in a professional organization. It is committed either alone, with
another person, with a group or an organization. It is, therefore, universal and is
at the core of leadership, followership, communication, decision making and the
processes in the organization. Every function of management requires and
evokes behavior like planning, leading, directing and controlling, The principles
and concepts that underlie behavior are basic. It is their implementation and
practice that differ from group to group or from one country to another. This
culture-laden behavior is best illustrated in the following incident.
One afternoon in the memorial park, a group of Chinese placed food on
top of the tomb of their dead while the Americans laid flowers to venerate their
dead. The Americans who were wondering why the Chinese used food sent a
representative to the Chinese group to inquire, “When are your dead coming up
to eat your food?” A quick Chinese retorted” At the very same time your dead will
come up to smell your flowers!”
Reverence for the dead is universal. It is how each culture manifests it that
spells the difference.

Reasons for Studying Human Behavior

According to Martires, C. (2011), we need to study human behavior even
as we participate in the day-to-day processes and activities of human life. The
need to understand the behavior of others, especially those we come in contact
with, and the need to anticipate and predict how others may act in certain
situations are important since we are affected by their actions. By understanding
and learning to anticipate the behavior of others, we also learn to influence
others as Milton’s model of understanding, predicting and influencing. The
understanding of people’s behavior makes the anticipation and prediction of

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events easier and smoother. We can, thus, influence them to think, feel and act
accordingly.
Even if man’s action cannot be predicted with one hundred percent
accuracy, the need to anticipate what he might do or not do is appealing. The
unfavorable impact of problems on us can be cushioned if they are anticipated.
Anticipation is a pro-active stance which helps us put preventive measures that
nip a problem in the bud. Lack of sensibility and perceptiveness to man’s state
or condition creates problems. To deal with them, we use reactive measures.
We become reactionary because we have allowed incidents to happen by
playing blind. Big, uncontrollable problems result because we do not anticipate,
or because we are far from being sensitive and perceptive to our neighbor’s
plight. Knowledge of human behavior can help us relate with other people in a
professional, if not, humanitarian way.
We study human behavior in order to have an understanding of the actions
of people. Its professional analysis could very well help an organization achieve
its goals and pave the way for smoother and more productive relationships
among individuals in groups and among groups in the organizations.
The study of human behavior is certainly indispensable in the formulation
of laws, rules, policies, etc. Society cannot function at its maximum for the
people if the components of the organizations to which the individuals belongs do
not have guidelines that are appropriate and that provide for the satisfaction of
his needs and for the attainment of his goals.
In human affairs, the need for conflict-resolution arises all too frequently.
So in the Scriptures, we find Lord Jesus declaring: “Blessed are peacemakers for
they shall be called the children of God.” So much importance was placed on the
role of peacemakers. Then, as now, peace-making and conflict-resolution
remain central in a society’s well-being. These efforts can be greatly facilitated
by a better understanding of human behavior.
On the other hand, the realm of science and technology will be useless
without the study of human behavior for it is their aim to make man live better
and easier. How can the scientists and technologists know what to invent if they
are not familiar with man’s needs?

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 Business, especially marketing, will not thrive without a study of people’s
wants and desires. Man would not and cannot buy all the products and services
a company offers. Selective buying is a behavior that an organization should be
aware of and understand.
For a firm, studying human behavior can increase its productivity for it
provides knowledge and information which can be the bases for improving its
performance. Frequent resignations, large wastage and scrappage, for example,
could signify that the company needs better recruitment or screening procedures,
more intensive training programs, safe and clean working environment, equitable
compensation package or a healthy and stimulating psychological climate.
Studies on human behavior provide data and information which may be
needed for improved productivity, for rational decision and policy-making, for
better planning and organizing personnel and human resources recruitment,
screening, selection, promotion and development. A fast and high turnover of
personnel may point to the need for better recruitment, screening and promotion
procedures or for a sound compensation administration program. Frequent shut-
downs, pickets or strikes may call for the creation of a Labor Management
Council (LMC), a new strategy involving three groups—labor, management and
government. The idea is to give them the opportunity to solve their problems in a
collaborative manner.
Organizational structure, leadership, and communication are other areas
that can effectively benefit from the study of human behavior.
It is, certainly, worthwhile to study human behavior primarily because we
are part of the human race, and it is by studying human behavior that we look
not only into the personality of others but into our own personalities as well. We
come to terms with ourselves, understand different aspects of our personality
and find ways to improve ourselves and grow. Through introspection, we create
self-awareness, an important ingredient in relating ourselves to others.
The need for and usefulness of understanding and appreciating the values
that underlie or are reflected by our behavior brings out distinctions between right
and wrong, good and bad, proper and improper, useful and useless behavior. It
is this dimension of human behavior that underlies the quality of one’s actions,

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relationships, motivation, productivity, self-improvement, aspirations, social
usefulness and responsibility.

(SEE NO. 3 OF “INSTRUCTIONS TO THE STUDENT”)

Management 23

Module I

Lesson 1

SELF-PROGRESS CHECK TEST

15
 (Answer the following questions as best as you can from what you have
understood from lesson 1. Be fair with yourself. Make this test a real gauge of
what you know of the course.)

Multiple Choice: Choose the best answer and write the corresponding letter

on the blank space provided before each number.

_____ 1. She defines human behavior as any act of an individual person

which is considered human behavior as a reflection of his thoughts,

feelings, emotions, sentiments whether conscious or not. It mirrors

his needs, values, motivation, aspirations, conflicts and state of life.

a. Alminar-Mutya, R.

b. Arante, L.

c. Martires, C.

_____ 2. It is a coordinated unit consisting of at least two people who

function to achieve a common goal or set of goals.
a. Human Behavior

b. Organization

c. Organizational Behavior

_____ 3. It refers to the system of culture, leadership, communication and

group dynamics that determines an organization’s actions.

a. Human Behavior

b. Organization

c. Organizational Behavior

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_____ 4. It is the range of actions and mannerisms exhibited by humans in

conjunction with their environment, responding to various stimuli or

inputs, whether internal or external, conscious or subconscious, overt or

covert, and voluntary or involuntary.

a. Human Behavior

b. Organization

c. Organizational Behavior

_____ 5. He defines Organizational Behavior (OB) as the study of human

behavior in organizational settings, how human behavior interacts with the

organization, and the organization itself.

a. Gibson, J.

b. Iñigo, E. Jr.

c. Sison, P.

(SEE NO. 4 OF “INSTRUCTIONS TO THE STUDENT”)

Management 23

Module I

Lesson 2. KEY BEHAVIORAL SCIENCE ASSUMPTIONS, CONCEPTS,

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 AND PRINCIPLES

Lesson Objectives:

After studying this lesson on key behavioral science assumptions,

concepts, and principles, you shall be able to:
1. differentiate a human act from an act of man;
2. define assumption, concept and principle; and
3. determine the examples of assumptions, concepts, and principles.

Introduction

According to Martires, C. (2011), human behavior which is also called

human act is different from act of man. When man performs an act with free will,
he does a human act. He is responsible for such act which is performed with
alternatives to choose from. It is free will from whence responsibility emanates
and flows that makes man a human act or human behavior, philosophically
speaking.
On the other hand, an act of man is performed by one who is forced to do
so at the risk of his own life if he does otherwise . He does not have any other
alternative/s to choose from, He is not given the opportunity to use his free will
and thus, he is not responsible for this act. He, therefore, commits an act of man.
An example of this is marrying a woman by somebody at the point of a gun.
Instincts and reflexes are other examples of acts of man.
Human behavior can be understood best by developing frameworks from
the behavioral sciences which represent a systematic body of knowledge
pertaining to why and how people behave as they do.

Definitions of Assumption
Assumption is something we take for granted or presuppose. Usually it is
something we previously learned and do not question. It is part of our system of
beliefs.

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 (https://www.criticalthinking.org/pages/critical-
thinking-distinguishing-between-inferences-
and-assumptions/484, 2014)
Assumption is accepted cause and effect relationships, or estimates of the
existence of a fact from the known existence of facts.
(http://www.businessdictionary.com., 2014)
Definitions of Concept
Concept is an abstract or generic idea generalized from particular
instances.
(http://www.merriam-webster.com., 2014)
Concepts are of central importance to an overall theory of cognition and
the mind. Our thoughts, especially those that express or involve propositions,
are analyzed and distinguished from one another by appeal to various facts
involving concepts and our grasp of them.
(http://www.iep.utm.edu/concepts/, 2014)

Definitions of Principle
Principle is the fundamental truth or proposition that serves as the
foundation for a system of belief or behavior or for a chain of reasoning.
(http://www.oxforddictionaries.com., 2014)

A principle is a law or rule that has to be, or usually is to be followed, or

can be desirably followed, or is an inevitable consequence of something, such as
the laws observed in nature or the way that a system is constructed.

(http://en.wikipedia.org/wiki/Principle, 2014)

The following are the examples of Assumptions, Concepts and Principles.

(Martires, C.: 2011):

Assumptions

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 1. Every person is significantly different from the moment of conception. From
the time an individual is conceived “so much water passes under the
bridge” so to speak, that in all aspects – physical, mental, social,
psychological–he undergoes a plethora of changes as he grows and
develops from childhood to adulthood.
2. Every person is a constantly active, goal-seeking organism. Whether
consciously or unconsciously, he is goal-oriented. Goals, needs, drives,
and wants have similar and overlapping meanings.
3. Every person is dynamic. Status quo does not characterize his state since
he is barraged by different forces around him.
4. The characteristics of an organization influence the behavior of the entire
organization and, to a great extent, the behavior of individuals within as
well.
5. Behavior cannot be predicted with one hundred per cent accuracy since it
arises from the varying needs and value systems of many different
people.
6. There are no simple cookbook formulas for working with people. No one
best answer. No ideal organization exists. Neither an ideal person.

Concepts
1. Almost all behavior is learned. This applies to adults and children whose
learning can be altered. However, this is not true to a newly born infant
and to a fetus in mother’s womb. The former sucks milk from the
mother’s breast through instinct. By and large, learning is the first step in
behaving. Whatever is learned can be modified or changed.
2. Human beings adapt. In accordance with their needs and values,
individuals adjust to their environment. When their new learnings are
congruent with their value system, they adopt them. What is adopted
becomes part of their culture.

Principles

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 1. Thorndike’s law of effect works and in powerful. In essence, it states
that behavior which is followed by a satisfying state of affairs tends to be
repeated but that behavior which is followed by unsatisfactory conditions
tends to be extinguished.
2. Stimuli are those forces which impact the sensory organs of our five
sensory input channels: sight, hearing, smell, taste, touch. The impact
of stimuli is a function of frequency, recency, and felt intensity.
Communication, in all cases, consists of the creation of stimuli.
3. Behavior is caused but its causality is uncertain and usually multiple. In
terms of broad common definitions, it may be classified as having either
a rational (cognitive) or an emotional (affective) basis.
4. Classical conditioning is a power technique for altering the behavior of
others. But man’s freedom of the will makes him responsible for his
actions.
5. There are no two individuals who are alike in all dimensions. Just as
there are no two similar leaves in a tree. The differences become more
striking as they are compared from the physical to the socio-
psychological components. Hence, the great disparity in behavior even
between twins, since behavior is a reflection of a person’s physical,
mental, psychological characteristics, traits, habits and tendencies.

(SEE NO. 3 OF “INSTRUCTIONS TO THE STUDENT”)

Management 23
Module I
Lesson 2

SELF- PROGRESS CHECK TEST

21
 (Answer the following questions as best as you can from what you have
understood from lesson 2. Be fair with yourself. Make this test a real gauge of
what you know of the course.)

Multiple Choice: Choose the best answer and write the corresponding letter

on the blank space provided before each number.

A) Assumption
B) Concept
C) Principle
_____1. Every person is a constantly active, goal-seeking organism. Whether
consciously or unconsciously, he is goal-oriented. Goals, needs, drives, and
wants have similar and overlapping meanings.
_____2. Every person is dynamic. Status quo does not characterize his state
since he is barraged by different forces around him.
_____3. The characteristics of an organization influence the behavior of the
entire organization and, to a great extent, the behavior of individuals within as
well.
_____4. Behavior cannot be predicted with one hundred per cent accuracy since
it arises from the varying needs and value systems of many different people.

_____5. Almost all behavior is learned. This applies to adults and children
whose learning can be altered. However, this is not true to a newly born infant
and to a fetus in mother’s womb. The former sucks milk from the mother’s breast
through instinct.
_____6. Human beings adapt. In accordance with their needs and values,
individuals adjust to their environment.
_____7. Thorndike’s law of effect works and in powerful. In essence, it states
that behavior which is followed by a satisfying state of affairs tends to be
repeated but that behavior which is followed by unsatisfactory conditions tends to
be extinguished.

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_____8. Behavior is caused but its causality is uncertain and usually multiple. In
terms of broad common definitions, it may be classified as having either a
rational (cognitive) or an emotional (affective) basis.
_____9. Classical conditioning is a power technique for altering the behavior of
others. But man’s freedom of the will makes him responsible for his actions.
_____10. There are no two individuals who are alike in all dimensions.

( SEE NO. 4 “INSTRUCTIONS TO THE STUDENT”)

Management 23

Module I

Lesson 3. METHODS OF STUDYING HUMAN BEHAVIOR

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Lesson Objectives:

After studying this lesson on the methods of studying human behavior,

you shall be able to:
1. identify the methods of studying human behavior; and
2. recognize the following: three-level model, interdisciplinary model,
developmental model, systems model, and contingency model.

Introduction
Human behavior is as old as mankind itself. It is a phenomenon which,
historically, was observed, described and speculated on briefly without any
formal and written objectives and procedures. The maintenance of good
relationships between and among individuals and groups was considered an art
which mainly used speculation, informal and irregular observation of people and
incidents. Philosophy based on speculation and logic and physiology based on
experimental observation were the only two main approaches to the study of
human behavior. (Martires, C., 2011)

METHODS OF STUDYING HUMAN BEHAVIOR

According to Martires, C. (2011), the study of human behavior as a

science began only in the 19th century. It was an offshoot of the studies in
various disciplines like psychology, sociology, anthropology, and economics. Its
foundations are rooted in these sciences.
Today, the term behavioral science is applied to the formal, organized,
objective, systematic and empirical analysis of human behavior in various
settings- business, government, health, school, religious groups. The term was
coined in the 1950’s, by the Ford Foundation for its program on Individual
Behavior and Human Relations. Behavioral science emerged as an integrated
discipline which primarily developed generalizations about human behavior from
the view points of the disciplines of psychology, sociology and cultural
anthropology.
The methods used in studying human behavior are almost the same as
those in other sciences- experiments, surveys and case method. It makes use of

24
observation, interview, schedule, questionnaire, check list, scales psychological
tests, statistics.
The difficulty and frustrations of conducting studies on human behavior are
greater than those in the natural and physical sciences. This has been
supported by Flippo who contends that it is hard to delimit the human factor.
Human beings are unlikely to be predictable in their behavior.
In spite of the problems in studying human behavior, literature especially in
the Western world is complete with researches in this area. In the Philippines,
there is very little formal research conducted on this topic.

Three- Level Model

Martires, C. (2011) stated that Milton proposes a model of studying human
behavior at three levels; individual, group and organization. It can also be called
the “I-G-O Model.” These three levels of analysis are also proposed by
Hunsaker and Cook.
This classification could be a basis for differentiating the content of the
courses in human behavior offered at the three program levels in schools. At the
undergraduate level, the individual is the focus of attention; in the masters
program, emphasis is placed on the group; and at the doctoral level, human
behavior will be studied at the organization level. Through this classification, level
and course differentiation overlapping of subject matter will be greatly minimized,
especially in schools where the three programs are offered. This module which is
mainly for the undergraduate level highlights human behavior at the individual
level.

Third The Organization

Level (Doctoral and
Figure 1.1 represents the three dimensions of analysis Program)
their
corresponding levels at which human behavior can be best studied.

Second The Group

Level (Master Program)

First The Individual

Level (Undergraduate Program)

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 Figure 1.1
DIMENSIONS OF STUDY AND THEIR
CORRESPONDING LEVELS OF ANALYSIS

DIMENSIONS OF STUDY AND THEIR

CORRESPONDING LEVELS OF ANALYSIS
Figure 1.1
(Source: Martires, C., Human Behavior in Organizations, 3rd Edition, 2011)

Interdisciplinary Model

Human behavior in organization is inter- and multi-disciplinary, Various

theories and concepts from other disciplines are integrated to contribute to its
better understanding. At the individual level, psychology provides knowledge of
perception, personality, motivation, learning, while physiology and anatomy gives
information and principles on the body and how it works. The science of
sociology offers insights into roles, norms, authority, power, influence, status.
Culture and its artifacts are the main contribution of anthropology in the study of
behavior in the organization.
Individual
Figure Group
1.2 shows the behavioral sciences that contributeOrganization
insights into the
study of human behavior at three levels as depicted by Martires.
Psychology and Sociology and Anthropology and
other Sciences other Sciences other Sciences
like Physiology, like Social Work, like Economics,
Anatomy Education Business, Law,
Medicine

HUMAN BEHAVIOR
26
 VARIOUS SCIENCES THAT CONTRIBUTE TO THE
UNDERSTANDING OF HUMAN BEHAVIOR
Figure 1.2
(Source: Martires, C., Human Behavior in Organizations, 3rd Edition, 2011)

The bodies of knowledge that have contributed to the understanding of

individual human behavior are psychology and other sciences physiology and
anatomy. At the group level, sociology and other disciplines like social work and
education have given much contribution. Anthropology and other sciences like
economics, business, law, medicine have produced more changes and
influences on human behavior at the organizational level.

Development Model
People grow and move on to higher levels of resourcefulness, creativity,
competency and self-realization through proper maintenance, recognition and
development programs. Keith and Davis call this the “human resources
(supportive) approach. These basic and strong needs are recognized and
fulfilled by the organization and any society.” The significance of people is
illustrated in Figure 1.3.
To the extent that people are well screened and selected, maintained
and supported, recognized and developed, they can bring in and develop the

27
various artifacts of an organization: philosophy (mission, goals, objectives and
aims), funds (equity, borrowings, loans), values (needs, motivation, work ethics),
structure (organizational chart, roles, tasks, responsibilities) facilities (land,
buildings, equipments, supplies) and technology (processes, know-how). People
are the main core and heart of the organization. The six components are at their
beck and call. These six components, in turn, affect the individual who alters his
behavior in a context which he, himself, has created.

SIGNIFICANT COMPONENTS OF AN ORGANIZATION

Figure 1.3

(Source: Martires, C., Human Behavior in Organizations, 3rd Edition, 2011)

FUNDS
PHILOSOPHY

PEOPLE
VALUES
TECHNOLOGY

28
 FACILITIES STRUCTURE

Systems Model

A social system is a complex set of human relationships interacting in

many ways. An organization is a social system
Figure 1.4 consisting of various parts at its
subsystems. OPEN SOCIAL
The systems theory SYSTEM MODELthat these parts are
hypothesizes
interdependent and interrelated with each other. The marketing department is in
COMMUNITY
high interdependence with AND department
the production ENVIRONMENT
and vice-versa. Their staff
are, therefore, expected to interface more frequently than those between the
public relations and manufacturing departments.
Figure 1.4
In Figure 1.4, as illustrated by Martires, the organization is viewed as an
open system with internal and external factors imposing on its subsystems
making it very fluid, tenuous, dynamic and complex. This concept is opposed to
the traditional view of a closed system with independent and uninterrelated parts.

29
 Strategic
Subsystem

Administrative Operating
Subsystem
‘ Subsystem

ORGANIZATION

(Source: Martires, C., Human Behavior in Organizations, 3rd Edition, 2011)

Contingency Model
The varied factors in each problematic situation may constitute a unique
condition. Hence, the problem-solver must clearly consider the specific
conditions to which a problem relates; instead of simply prescribing a solution
which may have worked elsewhere but under different conditions. This means
that no solutions can work under all circumstances. Every problem must be
studied and analyzed in light of complex factors that may be highly interrelated
with each other. A democratic and participative leader, for instance, may be
successful in an academic institution highly endowed with intelligent and vigilant
faculty but not in an arrastre group of workers at the pier. The approach to use,
therefore, is contingent on variables prevailing particularly where problems are
highly people-related.

30
 Likewise, the output of a certain organization may vary depending on the
outputs that are enmeshed and cranked together in the process of production
and on the intervening factors as depicted in Figure 1.5.

Figure 1.5

SYSTEM AFFECTED BY FACTORS IN THE PRODUCTION PROCESS

INPUTS PROCESS OUTPUT

Goals Put in Transformation Process Goods Measured

Funds various Technology Conflicts Services and
People quantity Leadership Relationships Individual evaluated
Materials and Communication Interaction Energy in quantity
Time quality Power Influence Motivation and
Information Authority Information quality

(Source: Martires, C., Human Behavior in Organizations, 3rd Edition, 2011)

People in an organization, during and after creating the six components
shown in Figure 1.3, also become influenced by them. Thus, they become
creatures, as it were, of what they create so that while they could be inputs as
depicted in Figure 1.5, they are transformed into outputs full of or lacking in
energy, motivation, animation, For instance, when a student is admitted into a
school, he is an input. When he graduates, he becomes an output.

(SEE NO. 3 OF “INSTRUCTIONS TO THE STUDENT”)

31
Management 23
Module I
Lesson 3
SELF-PROGRESS CHECK TEST

(Answer the following questions as best as you can from what you have
understood from lesson 3. Be fair with yourself. Make this test a real gauge of
what you know of the course.)

Multiple Choice. Choose the best answer and write the corresponding

letter to the blank provided for.

_____ 1. This classification could be a basis for differentiating the content of

the courses in human behavior offered at the three program levels

in schools.

32
 a. Contingency Model

b. Developmental Model

c. Interdisciplinary Model

d. Three-Level Model

_____ 2. Various theories and concepts from other disciplines are integrated

to contribute to its better understanding.

a. Contingency Model

b. Developmental Model

c. Interdisciplinary Model

d. Three-Level Model

_____ 3. To extend that people are well-screened and selected, maintained

and supported, recognized and developed, they can bring in and develop the

various artifacts of an organization: philosophy (mission, goals, objectives and

aims), funds (equity, borrowings, loans), values (needs, motivation, work ethic),

structure (organization chart, roles, tasks, responsibilities) facilities (land,

buildings, equipments, supplies) and technology (processes, know-how).

a. Contingency Model

b. Developmental Model

c. Interdisciplinary Model

d. Three-Level Model

_____ 4. A social system is a complex and dynamic set of relationships

among its actors interacting with one another.

a. Contingency Model

33
 b. Developmental Model

c. Interdisciplinary Model

d. Systems Model

_____ 5. The varied factors in each problematic situation may constitute a

unique condition. Hence, the problem-solver must explicitly consider the specific

conditions to which a problem relates; instead of simply prescribing a solution

which may have worked elsewhere but under different conditions.

a. Contingency Model

b. Developmental Model

c. Interdisciplinary Model

d. Systems Model

(SEE NO. 4 OF “INSTRUCTIONS TO THE STUDENT”)

Management 23

Module I

ANSWER KEYS TO THE SELF-PROGRESS CHECK TESTS

Lesson 1

1. c
2. b
3. c
4 a
5. a

34
 Lesson 2

1. a 6. b
2. a 7. c
3. a 8. c
4. a 9. c
5. b 10. c

Lesson 3

1. d
2. c
3. b
4 d
5. a

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