Activity 1

PACC 10 - HUMAN BEHAVIOR IN ORGANIZATION 2020-2021
Module One
Introduction to Human Behavior
Lesson 1: Understanding Human Behavior
Topic Learning Outcomes: At the end of the lesson, students should be able to:
1. Describe the nature of human behaviour and organizational behaviour.

2. Identify the characteristics of human behaviour.
3. Classify the different types of human behaviour.
Pre-activity: Students will form into eight
groups. Each group will be given
a cardboard smiley which shows
different human behaviors. Each
group will be given 15 minutes
to discuss and analyze what
particular behavior was shown
by the smiley.

Self A group graded recitation via google classroom (Quiz)

Assessment
: Each group will have a representative and explain her/his interpretation of the
behaviour shown by the smiley.
Understanding Human Behavior
Human behavior is absolutely fascinating. Observing people and trying to predict

what they will do next can provide a real learning experience. Human behavior is quite
predictable in many instances. Personalities can be extremely complex but there are
areas that can be understood with a high degree of accuracy.
This concept has been defined by many authors. We will explore some of its
definitions. Human behavior is the potential and expressed capacity of human
individuals or groups to respond to internal and external stimuli throughout their life.
Human behavior refers to the range of behaviors exhibited by humans which are
influenced by culture, attitudes, emotions, values, ethics, authority, rapport. In addition
to being dictated by age and genetics, behavior, driven in part by thoughts and feelings,
is an insight into individual psyche, revealing among other things attitudes and values.
Social behavior, a subset of human behavior, is concerned with the considerable
influence of social interaction and culture.(Medina, 2017)
1 BEVERLY T. GARCIA, DPA(CAR)

In scientific research, human behavior is a complex interplay of three

components: actions, cognition, and emotions.
Human Behavior is also the full range of physical and emotional behaviors that
humans engage in; biologically, socially, intellectually, etc. and are influenced by culture,
attitudes, emotions, values, ethics, authority, rapport, persuasion, coercion and/or
genetics. This type of behavior is scientifically viewed as being without specific meaning,
unlike social behavior that is influenced by the expectations of others.(Zulueta, 2015)
Four basic personality types of Human Behavior
A study on human behavior has revealed that 90% of the population can be
classified into four basic personality types: Optimistic, Pessimistic, Trusting and Envious.
However, the latter of the four types, Envious, is the most common, with 30% compared
to 20% for each of the other groups
The best examples of human behaviour is the expression of love, affection, care ,
empathy and support. being expressive is the best human behaviour even if it is
something that is negative. It opens the door for a healthy relationship and
environment.
Based on the way people act or behave in different situations and in response
to different stimuli, human behavior can be divided into different types.
Classifications of Human Behavior
To analyze and measure the behavior, psychologists have divided behavior

into different classes. Classification of human behavior given below;
Molecular
and Moral
Behavior
Behavior
Overt and
Covert
Behavior
1. Molecular and Moral Behavior Molecular Behavior

Voluntary and Involuntary Behavior
The sudden behavior what occurs without thinking something is called

molecular behavior.
Example: Abul hits a stick on Kuddus eyes and Kuddus closes his eyes at
once. This is molecular behavior. Unpredictable situation whereas Kuddus has
not any preparation to his eyes or face situation.

Moral Behavior
Moral behavior is the opposite of molecular behavior. When

human behavior occurs with a thinking process is called moral behavior.
Example: counter attract. 2. Overt & Covert Behavior
Overt Behavior
The behavior that is visible and what occurs outside of human being is
called overt behavior.
Example: Playing football, eating something is overt behavior.
Covert Behavior
The behavior that is not visible and what occurs inside of human being is
called covert behavior
Example: thinking.
3. Voluntary and Involuntary Behavior.
Voluntary Behavior
The behavior what depend on human want is called voluntary
behavior. Human beings always have control on voluntary behavior.
Example: Speaking, walking, writing etc.
Involuntary Behavior
Behavior what occurs naturally is called involuntary behavior.
Example: Movement of heart, taking oxygen and giving up carbon dioxide.
Accomplishment of one bit behavior may become the stimulus for

further behavior. It is possible to control such a behavior by education,
training, experience and environment.
CHARACTERISTICS OF HUMAN BEHAVIOR
Behavior is any activity which can be observed, recorded and measured.

Individual behave within an environment, it is human nature to respond stimulus
situation created by internal and external environment. Characteristics of human
behavior can be express as under;
A. Social rules and regulations: Human are social beings and obedient to social
rules and regulations. Social rules and regulation drives an individual in a
particular way. B. Language and understanding: Human beings express their
feelings and emotion and conversation with each other through language.
Interaction of individual and group helps them convey their news and views.
C. Education and knowledge: Education is power which enables an individual to
acknowledge the difference between right and wrong. The value of practice in
acquiring

skill or knowledge common feature of human behavior. Education and

knowledge are important modification of human behavior.
D. Adaptability: It is human nature to change in order to deal successfully with new
situation. Human beings always face changing environment. Adaptability with
changing environment is a common characteristic of human behavior.
E. Capacity to learn knowledge: Only human being is capable enough to learn
knowledge. Human beings can increase their capacity by acquiring knowledge
and experience. This is unique characteristic of human beings.
CAUSES OF BEHAVIOR
Behavior is a result of interaction between individual and situation. It is
human nature to show response to stimulus situation. There is a cause sequence
of human behavior. The cause sequence of human behavior are explained
below;
1. Stimulus Situation: Stimulus may be created by light, sound, job routine, other
people, action of supervisor and any aspect of environment in which a person is
sensitive.
2. Organism: When stimulus situation is faced by a person, then organism

automatically start. Organism may be heredity, maturation, biological needs and
many learning such as knowledge, skills, certain needs attitude and values.
3. Behavior: Behavior is a result of stimulus situation and individual organism that

lead to a person to do or behave. Behavior may be body movement, talking,
facial expression, emotional responses and thinking.
4. Accomplishment: The latest sequence is accomplishment.

Accomplishment occurs when stimulus situation change. Further
accomplishment may include survival, accident, attract from others.

Lesson 2. Defining Organizational Behavior
1. Understand the nature of organizational behaviour.

2. Differentiate individual behavior, group behavior in relation to organizational behaviour.
Organizational behavior is the study of both group and individual

performance and activity within an organization. This area of study examines human
behavior in a work environment and determines its impact on job structure,
performance, communication, motivation, leadership, etc. Other definitions from
different authors are:
1. Organizational behaviour - is the study of both group and individual

performance and activity within an organization. Internal and external
perspectives are two theories of how organizational behavior can be viewed
by companies.
2. OB' -the study of the way people interact within groups. Normally this study is
applied in an attempt to create more efficient business organizations.
3. Organizational behavior also deals heavily in culture. Company or corporate culture is
difficult to define but is extremely relevant to how organizations behave.
∙ OB is nothing more than developing our understanding and development of
people skill. A multidisciplinary field devoted to understanding individual and
group behavior, interpersonal processes, and organizational dynamics.
4. According to Luthans―OB is directly concerned with the understanding,

predicting and controlling of human behaviorin organizations.
5. According to LM Prasad : The study and application of knowledge

about human behaviour related to other elements of an organization such
as structure, technology and social systems.
6. Stephen P Robins : “Organizational behaviour as a

systematic study of the actions and attitudes that people
exhibit within organizations.
7. Roman J. Alday―O.B as a branch of the social science that seeks to build theories
that can be applied to predicting understanding and controlling behavior in work
organizations
8.“Organizational behaviour is a field of study that investigates the impact that

individuals, groups and organizational structure have on behaviour within the
organization, for the purpose of applying such knowledge towards improving an
organizational effectiveness..
∙ OB is Study of human behavior in organizations
There are two words

1- Organization - An organization is a collection of people working together in a
division of labor to achieve a common purpose.

2- Behaviour - the way in which one acts or conducts oneself, especially towards others.
The difference between human behavior and organizational behavior
Human behavior is inherent in each individual which means his characteristics, his
way of behaving and thinking are his own features while organizational
behavior is a group or company culture unique of each own felt and done.
Individual behavior can be defined as a mix of responses to external and internal

stimuli. It is the way a person reacts in different situations and the way someone
expresses different emotions like anger, happiness, love, etc.
Individual Behavior Framework
The
Environment
t
(Source: tutorialspoint.com) Group Behavior
The
Individual
Behavior Outcomes
The attitude, feelings and thoughts of a collection of people that can be

observed or noticed. It is guided by some rules and regulations which may or
may not be so with the individual.
A group behavior can be stated as a course of action a group takes as a family.
(Source: www.inc.com.>james>kerr>your people are your most important asset)

Organizational behavior (OB) is the academic study of the ways people act within
groups. Its principles are applied primarily in attempts to make businesses
operate more effectively. (Source: tutorialspoint.com)
(www.iEduNote.com.2017)
*The study of Organizational Behavior (OB) is very interesting and challenging too.
✔ It is related to individuals, group of people working together in teams. ✔ The
study of organizational behavior relates to the expected behaviour of an individual
in the organization.
✔ No two individuals arelikely to behave in the same manner in a particular work
situation. ✔ It is the predictability of a manager about the expected behavior of an
individual ✔ OB is concerned with the study of what people do in an organization
(social system) and how that behavior affects the performance of the organization
• Individual Behavior
• Individual and group behavior
• Organizational structure

ACTIVITY 1
Name:___________________________________ Section Code:________

Score:__________ ( This page is intended for your assessment output. Kindly
provide the needed information and you may cut this page properly when you are
told to submit this for record purposes.)
REVIEW
INSIGHTS
An insight is a new and clear perception. It is an ability to “see”
something clearly. Insights are new knowledge or new ways to view
something. Insights are things you want to remember.
Highlight in your own words ten(10) insights from this Topic.
1
2
3
4
5
6
7
8
9
10
CRITICAL THINKING
Think back on the material in this topic.
What three questions would you raise about the topic? 1.

2.

3.
REFLECTION
A reflection is what you think and feel about something.
Express your personal thoughts and feelings or reactions to any of the ideas or
topics in this topic. Be prepared to share these with the class.
Rubric for this assessment (question and answer test)

Needs Approaching Good(3) Excellent (4)
Improvement(1) Standards(2)
Ideas and Needs Approaching Good Excellent

Content improvement standards
What you are What you are
There is no You put thought writing about is writing about is
clear or into this, but clear. You clear and well
specific there is no real answered the expressed,
explanation evidence of question. Some including specific
in answer to learning. More support may be examples to
the specific information lacking, or your demonstrate
question. is needed or you what you
sentences may be
need to follow the learned. Well
a bit awkward.
directions more done!
Overall, a decent
closely.
job.
Use of Needs pproaching standards Good Excellent

Terms improvement
Only one term Your answer Your answer
No terms from the lesson is included several included all the
from the used in the terms from the terms from the
lesson are answer. Try for a lesson, lesson that
used. few more, next applied to the
demonstrating
time. question asked.
adequate All
understanding of terms are fully
the material. defined and
used in the
proper context.
Sentence Needs Approaching Good Excellent

Fluency improvement standards
Sentences are Sentences are
Sentences are Some sentences complete and complete and
incomplete or are complete and able to be they connect to
too easy to understood. one another
long. It makes undersand. easily
reading them Others when they are
require some work. read out loud.
difficult.
Your writing
'flows.'
Conventions Needs pproaching standards Good Excellent

improvement
Few end marks Mistakes using Use of No punctuation or

structural
or mistakes. No
capital letters. end marks or punctuation marks spelling errors.
Answers capitals as well and capitals, as Your writing
contain as spelling well as spelling, is shows full
numerous mistakes make the mostly correct. awareness of the
spelling or writing hard to read. Few errors exist in rules of English
structural your answer. use.
errors.

Lesson 3. Nature of OB
Topic Learning Outcomes: At the end of the lesson, student should be able to:
1. Demonstrate mastery in explaining the nature of organizational behavior.

2. Relate the contributing fields of organizational behavior
3. Appraise the significance of OB.
Lets Start!
1) A separate field of study and not a discipline only It has assumed the status of a
distinct field of study. It is a part of general management. It represents behavioral
approach to management.
2) An inter-disciplinary approach The OB is heavily influenced by several other behavioral

sciences and social sciences like psychology, Sociology and anthropology. O.B. has
psychological foundations. The concept like learning, perception, attitude, motivation
etc is borrowed from psychology, sociology and anthropology.
3) A Normative Science Organizational behavior is a normative science. A normative

science prescribes how the various findings of researches can be applied to get
organizational results, which are acceptable to the society. Thus, what is acceptable by
the society or individuals engaged in an organization is a matter of values of of the
society and people concerned
.4) A Science and Art Organization behavior is both art and science. It is considered as art
because it contains knowledge about behavior of individuals. It is considered as science
because it involves application of science.
5) Humanistic and Optimistic Approach. Organizational behaviour focuses the attention

on people from humanistic point of view. It is based on the belief that needs and
motivation of people are of high concern. Further, there is optimism about the innate
potential of man to be independent, creative, predictive and capable of contributing
positively to the objectives of the organization.
6) Oriented towards Organizational Objectives Organizational behaviour is oriented

towards organizational objectives. In fact, organizational behaviour tries to integrate
both individual and organizational objectives so that both are achieved simultaneously.
7) A Total Systems Approach. An individuals’ behavior can be analyzed keeping in view

his psychological framework, interpersonal-orientation, group influence and social and
cultural factors; Thus, individuals nature is quite complex and organizational behaviour
by applying systems approach tries to find solutions for this complexity..
Characteristics of OB
1. Large Size. It employ Hundreds and thousands of employees.

2. Human Resources
3. Complexity. It involves huge investment and complicated
technology, their management and operation is a complex
affair.
4. Co-ordination

5. Pattern Behavior. There is a system of working in all organization like hierarchical

levels, a chain of command, rules and procedures.
6. Discipline.
7. Dynamic Organization behavior is dynamic rather than static. It essence is
reflected in change in behavior of individuals in organization.
Contributing Fields to Organizational Behaviour
1. Psychology - Psychology is an applied science, which attempts to explain human

behaviour in a particular situation and predicts actions of individuals. Psychologists
have been able to modify individual behaviour largely with the help of various
studies. It has contributed towards various theories on learning, motivation,
personality, training and development, theories on individual decision making,
leadership, job satisfaction, performance appraisal, attitude, ego state, job design,
work stress and conflict management. Studies of these theories can improve
personal skills, bring change in attitude and develop positive approach to
organizational systems. Various psychological tests are conducted in the
organizations for selection of employees, measuring personality attributes and
aptitude. Various other dimensions of human personality are also measured. These
instruments are scientific in nature and have been finalized after a great deal of
research.
2. Sociology: Science of Sociology studies the impact of culture on group behaviour and
hascontributed to a large extent to the field of group-dynamics, roles that individual
plays inthe organization, communication, norms, status, power, conflict
management, formal organization theory, group processes and group decision-
making.
3. Political science - Political science has contributed to the field of Organizational

behaviour. Stability of government at national level is one major factor for
promotion of international business, financial investments, expansion and
employment. Various government rules and regulations play a very decisive role in
growth of the organization. All organizations have to abide by the rules of the
government of the day. Social psychology: Working organizations are formal
assembly of people who are assigned specific jobs and play a vital role in formulating
human behaviour. It is a subject where concept of psychology and sociology are
blend to achieve better human behaviour in organization. The field has contributed
to manage change, group decision-making, communication and ability of people in
the organization, to maintain social norms.
4. Anthropology :It is a field of study relating to human activities in various cultural and
environmental frameworks. It understands difference in behaviour based on value
system of different cultures of various countries. The study is more relevant to
organizational behaviour today due to globalization, mergers and acquisitions of
various industries. The advent ofthe 21st century has created a situation wherein
cross-cultural people will have to working one particular industry. Managers will
have to deal with individuals and groupsbelonging to different ethnic cultures and
exercise adequate control or even channelize behaviour in the desired direction by
appropriately manipulating various cultural factors. Organization behaviour has used
the studies on comparative attitudes and cross cultural transactions. Environment
studies conducted by the field of anthropology aims to understand organizational
human behaviour so that acquisitions and mergers are smooth.

Significance of OB
• Managing Workplace Diversity- Work force diversity means that organizations

are becoming more heterogeneous in terms of gender, which varies from the so-
called norm. It includes women, south Indians, Benalies, Punjabies , physically
disabled, elderly etc.
• Improving ethical behavior : After understanding the mechanism of human

behaviour, managers are required to control and direct the behaviour so that it
conforms to the standards required for achieving the organisational objectives.
Thus, managers are required to control and direct the behaviour at all levels of
individual interaction. Therefore, organisational behaviour helps managers in
controlling and directing in different areas such as use of power and sanction,
leadership, communication and building organisational climate favourable for
better interaction.
• In defining authority, power and status of an employee - The behaviors can be

controlled and directed by the use of power and sanction, which are formally
defined by the organization.
Power is referred to as the capacity of an individual to take certain action and
may be utilized in many ways. Organizational behaviour explains how various
means of power and sanction can ,be utilized so that both organizational and
individual objectives are achieved simultaneously.
• In making communication- Communication helps people to come in contact

with each other. To achieve organisational objectives, the communication must
be effective. The communication process and its work in inter-personal dynamics
have been evaluated by organisational behaviour. Essential to effectively
strategy implementation- Organizations, as dynamic entities are characterized by
pervasive changes. Organizations have to adapt themselves to the
environmental changes by making suitable, internal arrangements such as
convincing employees who normally have the tendency of resisting any changes.
• It contains a body of theory, research, application associated when a growing

concern for in work place. Its study helps in understanding human behavior. The
study of theories and research experiences of organization facilitates manager
for creative thinking to solve human problems in organizations • Information
Technology gives power and information to the one who can use it best.
• The environment is changing rapidly making adaptation and change crucial to

survival organizations as closed systems isn’t a valid model.
• Improving Quality and Productivity

In making effective organizational structure • In making group • In
motivation • In organizational development
MODERN APPROACHES TO ORGANIZATIONAL BEHAVIOUR
⮚ Human Resources Approach

- The human resources approach is concerned with the growth and development of
people towards higher levels of competency, creativity and fulfillment, because
people are the central resource in any organization. This approach help
employees become

better in terms of work and responsibility and then it tries to create a climate
in which they can contribute to the best of their improved abilities. This
approach is also known as supportive approach because the managers
primary role changes from control of employees to providing an active
support for their growth and performance.
⮚ Contingency Approach
- A contingency approach to organizational behaviour implies that different
situations require different behavioral practices for effectiveness instead of
following a traditional approach for all situations. Each situation must be
analyzed carefully to determine the significant variables that exist in order to
establish the more effective practices. The strength of this approach is that it
encourages analysis of each situation prior to action. Thus, it helps to use all the
current knowledge about people in the organization in the most appropriate
manner.
⮚ Productivity Approach
- Productivity is a ratio that compares units of output with units of input. It is often
measured in terms of economic inputs and outputs. Productivity is considered to
be improved, if more outputs can be produced from the same amount of inputs.
But besides economic inputs andoutputs, human and social inputs and outputs
also arc important.
⮚ Systems Approach
- A system is an interrelated part of an organization or a society that interacts with
everyone related to that organization or society and functions as a whole. Within
the organization people employ technology in performing the task that they are
responsible for, while the structure of the organization serves as a basis for co-
ordinating all their different activities. The systems view emphasizes the
interdependence of each of these elements within the organization, if the
organization as a whole is to function effectively. The other key aspect of the
systems view of organization is its emphasis on the interaction between the
organization and its broader environment,, which consists of social, economic,
cultural and political environment within which they operate. Organizations arc
dependent upon their surrounding environment in two main ways:
∙ First, the organization requires inputs from the environment in the form of raw
material, people, money, ideas and so on. The organization itself can be
thought of as performing certain transformation processes, on its inputs in
order to create outputs in the form of products or services.
∙ Secondly, the organization depends on environment such as, public to accept
its output. The systems view of organization thus emphasizes on the key
interdependencies that organizations must manage. Within themselves the
organizations must trade off the interdependencies among people, tasks,
technology and structure in order to perform their transformation processes
effectively and efficiently. Organizations must also recognize their
interdependence with the broader environments within which they exist.
Challenges
∙ Challenges at the Individual Level
– Job Satisfaction
– Empowerment
– Behaving Ethically
• Challenges at the Group Level

– Working With Others

– Workforce Diversity
Workforce DiversityAn important watchword in the twenty-first century
is workforce diversity—
The presence of differences based on gender, race and ethnicity, age, and
able bodied ness. Success in the new workplace requires a set of skills for
working successfully with a broad mix of People from different racial and ethnic
backgrounds, of different ages and genders, and of different domestic and
national cultures.
Valuing diversity is an OB theme
- This refers to managing and working with others in full respect for their individual
differences. Interpersonal sensitivity and cultural respect are indispensable to
valuing diversity. Eventhough valuing diversity is emphasized in books and
classrooms, much remains to be accomplished. A glass ceiling effect acts as a
hidden barrier limiting the career advancement of minorities and women in
some situations. In a complex organizational environment, different individuals
with different educational backgrounds, races & different professional/working
skills work together. This leads to workforce diversity and OB needs to manage it
so that the above diversity does not offer obstacles towards growth of
organization.
Challenges at the Organizational Level
1- Productivity- A performance measure including effectiveness

and efficiency 2- Developing Effective Employees Absenteeism
- Failure to report to work Turnover - Voluntary and involuntary permanent
withdrawal from the organization Organizational Citizenship- Discretionary
behaviour that is not part of an employee’s formal job requirements, but is
helpful to the organization 3- Competition from the Global Environment
4- Managing and Working in a Global Village
ACTIVITY 2
Name:___________________________________ Section Code:________ Score:__________

( This page is intended for your assessment output. Kindly provide the needed
information and you may cut this page properly when you are told to submit this for
record
Argumentative Writing. Choose which side are you and justify with your very convincing argument
in not less than five hundred words.
“ Do Successful Organizations Put People First?
Pro side-Yes ( they do because organizations are social systems and the care and feeding of people
and their relationships is crucial to the organizations being able to be effective.)
Con side: No, ( most organizations are social systems secondarily. Their first need is to be efficient
and to make money. Managers need to be plugged into the outside environment but minimizing
resources such as people is crucial to the success of the enterprise. )

Module Two
Theories and Concepts on HBO
Lesson 1. Explaining the different theories and models in Human Behavior in
Organization
1. Explain the inception of Theory X , Theory Y and Theory Z

2. Relate the contribution of Theory Z in the economy of Japan making it an
economic giant.
Video Presentation on human behavior, values and ethics in an

organization exposing organizational problems and challenges.
Pre-activity:
Group Dynamics. After watching the video, you will form a group and will be asked to analyze the
problems/issues and their intervention plan to resolve the problem. This will be done by group
and the group facilitator will report in the class.

Self-Assessment: Individual reaction paper will be required at the end of the lesson.
Almost all organizations develop the models on the basis of which

behavior of the people is determined. This model depends on the assumption
that organizational behavior management carries about its people and mission
and goals. It is noted that most of the organizations make the assumptions on
the basis that people are not to be trusted even in the slightest matter.
For instance McGregor theories X and Y is based on quite contradictory

assumptions; Argyris focuses on the immaturity and maturity level of the people
providing two opposing views. The Organizational Behavior models formulated
would show many different variations and kind of continuum between the two
opposite poles.
The organizational behavior revolves around three main theoretical

approaches: cognitive, behaviorist and social learning frameworks. These
frameworks became the basis on which the organizational behavior model
operates. The cognitive theory was developed by Edward and depends on the
expectancy and incentive concepts while behaviorist framework created by Ivan
Pavlov and John B.Watson relies on observation power. While, the social theory
depends on how the connection is created between the stimulus and response.
Douglas Murray McGregor (1906 – 1 October 1964) was a management professor

at the MIT Sloan School of Management and president of Antioch College from
1948 to 1954. He also taught at the Indian Institute of Management Calcutta. His
1960 book The Human Side of Enterprise had a profound influence on education
practices.

Douglas McGregor is a contemporary of Abraham Maslow. Likewise, he

also contributed much to the development of the management and
motivational theory. He is best known for his Theory X and Theory Y as
presented in his book ‘The Human Side of Enterprise’ (1960), which
proposed that manager’s individual assumptions about human nature and
behaviour determined how individual manages their employees.McGregor
was born in Detroit. He earned a B.E. (Mechanical) from Rangoon Institute
of Technology, an A.B. from Wayne State University in 1932, then earned
an M.A. and Ph.D. in psychology from Harvard University in 1944 and 1955
respectively.
McGregor’s Theory X and Theory Y
Theory X says that most people don’t like to work and will avoid it if they
can. Theory X managers believe that they need to force and threaten
people to work.
Theory Y says that people can direct and control themselves, working
towards the goals set by a company.
Ouchi’s Theory Z says that workers, managers and can share control, work
as a team to accomplish the company’s goal.
Theory Z of Ouchi is Dr. William Ouchi's so-called "Japanese

Management" style popularized during the Asian economic boom
of the 1980s.
For Ouchi, Theory Z focused on increasing employee loyalty to the company
by providing a job for life with a strong focus on the well-being of the
employee, both on and off the job. According to Ouchi, Theory Z
management tends to promote stable employment, high productivity, and
high employee morale and satisfaction.
Ironically, "Japanese Management" and Theory Z itself were based on Dr. W.

Edwards Deming's famous "14 points".
Deming, an American scholar whose management and motivation theories were

more popular outside the United States, went on to help lay the foundation of
Japanese organizational development during their expansion in the world
economy in the 1980s. Deming's theories are summarized in his two books, Out
of the Crisis and The New Economics, in which he spells out his "System of
Profound Knowledge".
-
He was a frequent advisor to Japanese business and government leaders, and
eventually became a revered counselor. Deming was awarded the Second Order of
the Sacred Treasures by the former Emperor Hirohito, and American businesses
tried to use his "Japanese" approach to improve their competitive position.

Theory X Theory Y Theory Z
Employees dislike work Employees view work as Employees like work
and will try to avoid it. a natural part of life.
Employees prefer to be Employees prefer
controlled and directed. limited control and Employees help make
direction. decisions
Employees seek
security, not Employees will seek
responsibility. responsibility under Employees take individual
proper work conditions. responsibility
Employees perform
Employees must be
better in work Employers and managers
intimidated by managers
environments that are share control
to perform.
not intimidating.
Employees are
motivated by financial Employees expect long term
Employees are
rewards. employment, slower rates of
motivated by many
different needs. promotion

LESSON 2. FIVE MODELS OF ORGANIZATIONAL BEHAVIOR

1. Compare the different Organizational Behavioral
Models in OB. 2. Determine the factors that must be
considered in OB.
Autocratic Model
Custodial Model
Supportive Model
Collegial
Model

Systems Model
These models are the most common models in use over the last 100 years. They
are in order. Some of the oldest are still practiced.
Models are possible explanations which explain how things work in an

organization. Models are guides to understanding owners and management
behavior in particular. Top managers can and do influence the whole organization.
However, these models may be in use within a department or branch or

in the whole organization. No model can explain everything.
Managers choose models based on people, technology, environment and structure.

Models can change over time depending on circumstances.
1. Autocratic Model
This model came about during the industrial revolution, in the 1800’s and 1900’s. It
depends on power The manager has the power to demand “you do this or else” –
and an employee who does not follow orders is punished.
The manager has formal, official, authority over employees. This model assumes that
employees have to be directed and pushed into doing the work. In this model,
management does the thinking, employees obey orders and depend on the
manager. Employees are tightly controlled. The manager can hire, fire and
“perspire” them. Employees may obey managers but employees may not respect
management.
Typically, employees receive minimum pay for minimum expected performance.

Employees may have lower skills. Often, employees work in the authority model
because they have to….to provide subsistence for themselves and their families.

⮚ Its weakness is that it leads to “micro management” With micro management,

managers control all details of daily operations. Managers control time and
processes, they put their needs above those of employees, they insist on
complicated approval processes for even the smallest things and closely monitor all
results.
⮚ The problem with the autocratic model and micro management is that it leads to low
employee morale, poor decision-making (no one will make a decision because he/ she
is afraid of the decision being over turned) and high turnover. As well, employees
kept quiet about hating the workplace, they certainly made their feelings known at
home and in the community.
This model can get things done BUT it has high human costs. It can be
useful in crisis situations, within armies or with short-term employees.
The autocratic model was acceptable 100 years ago. However, today’s
understanding of people’s needs as well as changing society values show
better ways of to organize behavior.
Factors to be considered in OB

∙ Respect your Subordinates – It’s easy to end up as rigid as the rules you are trying to
enforce. It’s important that you stay fair and acknowledge that everyone brings
something to the table, even if they don’t call the shots. Making subordinates
realize they are respected keeps moral up and resentments low; every functional
team is built on a foundation of mutual respect.
∙ Explain the rules. Your people know they have to follow procedure, but it helps them
do a better job if they know why.
∙ Be consistent. If your role in the company team is to reinforce the company line, you
have to make sure you have to so consistently and fairly. Its easy to respect
someone objective, but hard to trust someone who applies policy differently in
similar circumstances.
∙ Educate before you enforce. Having everyone understand your expectations up font
will mean less surprises down the road. Being above board from the outset prevents
a lot of miscommunications and misunderstandings.
∙ Listen, even if you don’t change. We all want to feel like our opinions are appreciated,
even if they aren’t going to lead to immediate change and being a leader means that
your team will want to bring their opinions to you. Its important to be clear that they
are heard, no matter the outcome.
2. Custodial Model
⮚ In the late 1800’s, employers realized that employees might work better if their
basic needs more satisfied, if they were more secure and had a better quality of
work life. This was called paternalism - taking care of employees by providing
them with benefits to meet their security needs.
⮚ The custodial approach depends on economic resources – money for wages and
benefits - to motivate employees. The company has to have enough money to
cover these costs. By the 1930’s most employers were offering welfare
programs…for example, housing,

medical care and insurance, fewer working hours sick pay, pensions and paid
vacation time off.
⮚ The problem with the custodial model is that it leads to dependence on the
organization by the employee because of the security offered. Employees do not
want to leave the organization, not so much because they like the job, but
because they like or depend on the benefits that go with it. They cannot afford
to quit. In this model, employees may focus on economic rewards.
⮚ They may be reasonable content, but may not be highly motivated – just
passively cooperative. Companies that adopt the custodial approach normally
have a lower staff turnover. However, employees do not produce their best
work and are not motivated to grow to their full potential. The custodial model
is a good foundation for organizations to grow to the next approach.
The basis of this model is economic resources with a managerial orientation of money.
The employees in turn are oriented towards security , benefits and

dependence on the organization.
The employee need that is met is security.
The performance result is passive cooperation. A successful custodial approach

depends on economic resources.
The resulting managerial orientation is toward money to pay wages and benefits.
Since the employees ‘ physical needs are already reasonably met, , the employer
looks to security needs as a motivating force. If an organization does not have the
wealth to provide pensions and pay other benefits , it cannot follow a custodial
approach.
The custodial approach leads to employee dependence on the organization rather
than being dependence on their boss for their weekly bread, employees now
depend on the organizations for ther security and welfare.
Employees working in a custodial environment become psychologically preoccupied

with their economic rewards and benefits. As a result of their treatment , they are
well maintained and contented. However contentment does not necessarily
produce strong motivation; it may only produced passive cooperation. The result
tend to be those employees do not perform much more effectively than under the
old authocratic approach.
3. Supportive Model
The supportive model came from research done in the 1920’s and 1930’s. It
depends on leadership, not authority or money. Through leadership, managers
provide a work situation in which employees can develop.
The supportive model assumes that employees want to work and will take
responsibility. Employees are encouraged to be involved in the
organization.
Employees are more strongly motivated because their status and recognition
needs are better met than with earlier models.

The supportive approach is not about money, but about the way people are treated
at work. A supportive manager helps employees solve problems and accomplish
their work. However, some managers may agree with the model but not actually
practice it at work. This model is followed widely, especially in the West, because it
responds to employee drives for complex needs. It is especially useful in production
work places. Employees in developing countries are aware of management
practices around the world and are demanding more modern approaches.
4,Collegial Model
This model began about 50 years ago. Collegial means people working
together cooperatively. In this model, management builds a feeling of
partnership with employees. The environment is open and people participate.
The collegial model is about team work. Managers are coaches to help build
better teams. Employees are responsible – they feel obliged to others on the
team to produce quality work. Employees must be self-disciplined. Many
employees feel satisfied that they are making a worthwhile contribution. This
leads to self actualization and moderate enthusiasm in the way they perform.
The collegial model is especially useful for creative work, like marketing or
communications or in thinking environments, like education or planning.
The basis of this model is partnership with a managerial orienttion of
teamwork. Employees in turn are oriented towards responsible
behavior and self discipline. The employee need that is met is self –
actualization
∙ The performance result is moderate enthusiasm.
∙ A useful extension of the supportive model is the collegial model . The term collegeial
relates to a body of people working together cooperatively.
5. The System Model

This is the most recent model. In this model, people want more than money, job
security and cooperative teams. Employees today want trust, an ethical workplace,
managers who show care and compassion and a workplace that has a sense of
community.
The system model focuses on “identifying developing and managing the
strengths within employees”. Managers focus on “helping employees develop
feelings of hope, optimism, self confidence, empathy, trustworthiness, esteem,
courage, efficacy and resiliency.” In the system model, “Managers protect and
nurture their employees…to develop a positive workplace culture which leads to
organizational success and committed employees.”
Both managers and employees need social intelligence in this model with
managers as facilitators. (Newstrom 39).
In the system model, managers and employees see the mutual benefits and
obligations they share in the complex system (the organization). Everyone has
psychological ownership for the organization, its products and services. Everyone feels
possessive, responsible and “at home” in the organization.
Employees can reach a state of self motivation. Their highest order needs are
met. They have passion and commitment to organizational goals, not just their own
personal wants and needs.

Autocratic Custodial Supportive Collegial System
mic resources
Leadership Partnership Trust, sharing
Managerial Orientation
Authority Money Support Teamwork Caring, compassion
Employee Orientation Obedience Security and benefits

Job
performance
Responsible behavior
Psychological ownership
Employee psychological result
Dependence on boss
Dependence on organization
Participation Self-discipline Self motivation
Employees needs met

Subsistence (survival)
Security Status and recognition
Self
actualization
Wide range
Performance result Minimum Passive cooperation
CONCLUSIONS
Awakened drives
Moderate enthusiasm
Passion and commitment to organizational goals
∙ Models have changed over time. The choice of model depends on employee needs
and the situation. Any of the models work in some situations. There is a trend
toward the newer models.
∙ The Model used depends on the knowledge and skills of managers, the expectations
of employees, the policies and ways of life in the organization and the nature of
the work e.g. low skilled, high programmed work, temporary work, or intellectual
work.
USAGE AND CONTINGENCY
There is no “best model”. Management is to identify the model it is actually
using and then assess its current effectiveness.
Managers must also be flexible. Every organization has a changing environment
and task conditions. A good manager should respond, if necessary, by changing
the model which he or she is using.
RELATION TO HUMAN NEEDS

All models are related to human needs. Each model is built on the others and is
progressive because employees and organizations progress to situations where newer
needs arise. INCREASING USE OF SOME MODELS
There is a trend toward supportive, collegial and system models. Top managers in
multi-national corporations cannot be authoritarian and still be effective. Decisions
need to be made closer to operations, “the front line”. In the Middle East, some
organizations will be forced to redefine the old authoritarian and custodial models
and move towards more participative ones. As an example of this, in January 2011,
many Arabs demonstrated in the streets of Tunisia, Egypt, Lebanon, Jordan and
Yemen. They demanded the removal of old authority figures and requested more of
a supportive or collegial model.
MANAGERIAL FLEXIBILITY
“Managers need to identify the current behavioral model but also must keep it
flexible… Managers need to read, reflect, to interact with others, and to be
receptive to challenges to their thinking from colleagues and employees.”

ACTIVITY 3

told to submit this for record
1. Compare and contrast each of the five models of organizational behavior and give the
advantages and disadvantages of each.
HBO Similarities Differences Advantages Disadvantages
Model
2.
Accomplish the Cornell Notes by filling up the required information.
( Cornell Note is attached at the back)
For evaluation and assessment, Cornell Notes is utilized.
CORNELL Name: ________________________________________

Class: PACC10 Topic: Different theories and models of HBO
NOTES Date: __________
ASSESSMENT Time : ___________
SHEET Instructor: Beverly T. Garcia.,DPA(CAR)
QUESTIONS : Notes
(highlight the learning points you obtained from this lesson)
1. Which from the

three
given theories
(X,Y,Z)
expressed the human
side
of an
organization.Explain
.
SUMMARY: Write 4 or more sentences describing specific learning from

these notes.
________________________________________________________________________________
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________________________________________________________________________________
___
________________________________________________________________________________
___
________________________________________________________________________________
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________________________________________________________________________________
__
_______________________________________________________________________________
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_______________________________________________________________________________
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_______________________________________________________________________________
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MODULE THREE
Determining the Levels of Influence and Managing Communication
Lesson 1. The levels of Influence in Human Behavior
Topic Learning Outcomes: At the end of the lesson, students should be able to: 1. Demonstrate
understanding of the levels of influence in human behavior. 2. Examine organization
behavior from the perspective of individual and group
SKETCHNOTING Instead of taking traditional lecture notes, you are going to sketch a
Pre-activity:
picture that represents what you want to learn in the class for this particular meeting , given the
topics . Remember, it’s not about the
quality of the art – it’s about how drawing prompts you to visualize your
understanding and look at their learning from a different perspective.
Self-Assessment: Write a Reflection on “Projecting Self-Image through your
Behavior” in not more than three hundred words. (Rubric appended on the last
page.)
We have explored the different theories and models of Human

Behavior that adequately provide more understanding of the course. Similarly
important , is also retaining how well we understand what is the importance of
human behavior.
The study of organizational behavior gives insight on how employees behave and
perform in the workplace. It helps us develop an understanding of the aspects that can
motivate employees, increase their performance, and help organizations establish a
strong and trusting relationship with their employees. The main objective of
Organizational Behavior is to understand the human interactions in an organization, find
what is driving it and influence it for getting better results in attaining its goals. The
organizations in which people work affect their thoughts, feelings, and actions.
In dealing with human behavior, there are three levels of influence. These levels
of influence are the individual, the group, and the organization. The three levels are
interconnected so it is critical to understand each one.
Individual Group Organization

Individual and group behavior affect the organization and will definitely influence
the organization. How they behave will now define the behavior of the entire
organization and the sound it becomes is the reflection how each deals with each other.
Achieving this situation means the organization had prepared immensely to

address the challenges and issues in existence, like individual differences, perceptions,
values and upbringing, experiences and cultures. Every now and then, it is almost normal
that workplaces are disturb with adversities.
What are some problems of the organizational behavior in the workplace?
Organizational Behavior is field of study that investigates the impact that

individuals, groups and structure have on behavior within an organization. It covers
three determinants of behavior in organizations: individuals, groups, and structure
(Robbins and Judge 2012). Organizational Behavior covers the core topics of motivation,
leadership behavior and power, interpersonal communication, group structure and
process, learning, attitude development and perception, change process, conflict, job
design and work stress.
As such, there are a great deal of different problems in organizations which are
related to organizational behavior. Below are some of these:
• Organization wide problems – which can lead to high staff turnover. High staff
turnover means that the staff are not satisfied with the work, and the compensation is
not enough to retain the employees. Employee dissatisfaction is connected with low
pay, insufficient training in the workplace, limited advancement opportunities and other
facts (Price et al. 2007).
• Employee and Managerial issues – This covers aspects such as workforce
diversity and changing demographics of the workforce. Workforce diversity brings new
challenges with respect of communication, team dynamics and dysfunctional conflict.
Employee issues – these can be supervisor issues, personality conflicts, interpersonal
communication issues etc.
• Global challenges due to Internationalization - Today’s managers have to deal

with employees from different cultures and this can be a challenge due to language
barriers and cultural differences. In addition, there are business and ethical
considerations such as: How does an organization do business on a global scale without
leaving a negative footprint on the world? Other poor interpersonal communication
issues include unequal level of wages, unequal gender relations, racial abuse, low level
of ethical and moral education, dishonesty of employees and distrust in the workplace.
In this course , students are introduced to the foundations of Organizational

Behavior through the self-discovery of their own personalities, preferences, abilities, and
learning styles. The concepts of individual, group, and organizational behavior are
delivered in a way that allow them to envision how they will fit into organizations and be
successful in leadership roles. A variety of tools are used to guide the reader through the
self discovery process, including module opening self assessment tests, and closing case
studies.

Lesson 2: Managing Communication
Topic Learning Objectives : At the end of the semester, students should

be able to; 1. Explain the meaning and types of communication
2. Articulate the importance of proper communication in our day to day lives.
Message Relay Game (for online modality only)

The class will be divided by groups. Each of them will choose
a leader who will transmit the message in order, from the first
Pre-activity:
member of the group to the last. The group that can relay the accurate message will be given
the points or be declared winner
Assessment: Graded by group (each will cooperate to win. If done online, we
will utilize the Zoom breakout group)
Communication is very vital in our everyday life. Man’s existence is meaningful because
it can be defined and can be understood. Through this simple ability of man to
communicate this present generation is living on this very complex and yet wonderful
world of modern existence . Computers, ipods, android phones, touch screens, LCD’s
wow! Language is our main medium for communication . whether it is a speech, a
poster, billboard, a gesture, or a class lecture words really matter.
I. What is Communication?
- Is the transfer of information and understanding from one person to another person.
It is a way of reaching others with ideas, facts, thoughts, feelings, and values. It is a
bridge of meaning among people so that they can share what they feel and know.
a. Goal of Communication
is to have the receiver understand the message as it was intended
b. When is communication effective
when it provides a bridge for meaning between the two people so that
they can each share what they feel and know.
II. Importance of Communication

⮚ Organization cannot exist without communication so as the people
⮚ No information inputs
⮚ No instructions
⮚ No coordination
⮚ No cooperation
∙ in short we communicate to get information, motivate, praise and etc. ∙ It
accomplishes Management Basic Functions; planning, Staffing, Organizing,
Leading and Controlling.

III. What is the Two –Way Communication Process?

⮚ Is a method by which a sender reaches a receiver with a
message. THE COMMUNICATION PROCESS
MESSAGE
Barriers
II
SENDER II Bridge of RECEIVER develop an
receive decode accept
idea encode transmit
II Meaning
Step 1 2 3 II 4 5 6 7
IV. Potential Problems

⮚ Polarized
⮚ Defensive reasoning
⮚ Cognitive dissonance
⮚ Face –saving
⮚ Self – concept
V. What are the Communication Barriers?

⮚ Obstacles that act as noise or Barriers to communication
Use and provide feedback
1. Personal barrier – it is the communication interferences that arise from

human emotions, values, and poor listening habit.
** It involves Psychological Distance
2. Physical Barriers – it is communication interference that occur in the
environment in which the communication takes place.
** It involves Ecological control
3. Semantic barriers - semantics is the science of meaning, as contrasted to
Phonetics, the science of sounds. Nearly all communication is symbolic ;
that is, it is to achieve using symbols(words, pictures, and actions) that
suggests certain meanings.
-This barriers arises due limitations in the symbol with which we
communicate. - Symbols usually have a variety of meanings, and
we have to choose one
meaning among the many. Sometimes we choose the wong meaning and
misunderstanding occurs.
** it involves : Inference

VI. Communication Symbols
1. Words- it is the main communication symbol used in the job.
⮚ Context providers
2. Pictures – a second type which is used to clarify word
communication Examples:
-Blueprints
-progress chart
-fishbone diagram
3. Action (Non-verbal communication) – A third type of communication symbol
is action, also known as Non- verbal communication.
Example: A handshake and a smile has meaning. A rise in pay or being late
in an appointment also has meaning.
The Six C’s of Effective Communication

⮚ Clear
⮚ Concise
⮚ Correct
⮚ Complete
⮚ Courteous
⮚ Concrete
Types of Communication
1. DOWNWARD COMMUNICATION
⮚ flow of communication from higher to lower level of authority
For pre requisites:
a. Positive communication
⮚ managers must convince themselves that communication is an important part
of every job.
b. get Informed
⮚ seek out relevant information of interest to employees
c. Plan for communication
⮚ Imperative in managerial Functions
d. Trust
⮚ Avoid rejection of Management directives
*Communication Overload
⮚ results to poor understanding
⮚ employees cannot process information because it exceeds than
they need. * Key to better understanding is Timing and
Communication Needs.
⮚ Proper instruction regarding the work
⮚ Objective Information
*To relate expectations with employees
⮚ Communication Adjustment
-It increased in task , incrase in communication flow. Turn over is
reduce by realistic previous
⮚ Communication Support

- Perception that employees are cared for and valued.

* Performance Feedback
-Employees know what to do on how will they are meeting their goals.
- learns to improve performance and improve attitudes performance is
improved by feedbacks.
2. UPWARD COMMUNICATION
- RELEVANT to Two Way communication
- Supplies sufficient information to make sound decisions
- This process requires initiative, positive action, sensitivity to weak signals , and
adaptability to different channels of employees information.
- Difficulties
- Delay- slow movement of information up to the higher level
Filtering – partial screening out of information (occurs due to natural tendency
of the employee to tell the Superior what the superior wants to hear) - Short
Circuiting – skipping out more steps in the communication Hierarchy ⮚ Positive
Side - It reduces filtering and delay
⮚ Negative Side – upsets those who are bypassed
- Distortion – willful modification of a message to achieve one’s personal
objectives. Ex: Employees exaggerate achievements for recognitions.
∙ Diversities of Communication
1. Recognize that everyone lives in a different communication “world” ; men and
women simply value different patterns..
2. Accept that the way you talk is only of many possible ways;
3. Learn that people (Male/female) will expect, value, and reward communication
style like their own.
4. Managers need to read key signal in their intercations with others and adjust their
communication styles accordingly.
5. Managers should allow a person with something to contribute to be heard,
regardless of their own style preferences.
∙ UPWARD COMMUNICATION PRACTICES

⮚ Questioning – asking good questions
▪ Shows employees that management takes an interest in their opinions
desires additional Information , values, their inputs.
⮚ Open Questions – introduce a broad topics and gives others an opportunity to
respond in many ways.
⮚ Close questions – focused in a narrower topic and invite the receiver to
provide a more specific
Response.
∙ Listening – requires the use of the ear and the mind, it helps receivers
understand both the factual idea and eotional message.
-good listeners not only hear but learn the feelings and emotions of the
person.
∙ Employees Meeting – employees are required to talk and discuss job
problems, needs and Management practices that both help and interfere
job performance. -employees are encourage to see their supervisor to
resolve problems prior to higher managements.
❖ Guidelines for effective Listening

Stop talking Be patient
Put the talker at ease Hold your Temper
Show the talker that you want to listen Go easy on argument and criticism
Remove distraction Ask relevant questions

Empathize with the talker Stop Talking
3. LATERAL COMMUNICATION – A Cross Communication , a communication across

chains of commands
o It is preferred because people wanted in formality with people in other
departments.
⮚ Boundaries Spanner – employees who have a strong communications
links with their departments, people in other units and often with
external community. ⮚ Networks – a group of people who develop and
maintain contact to exchange information
Informally, usually about shared interest.
o Helps broaden employees interest , keep them more inform about new
teachnical
developments , and make them more invisible to others.
⮚ Ombudsperson- responsible to receive and respond to inquiries,
complaints, requests, for policy clarifications , or allegations of
wrong doing from the
employees who did not feel comfortable going to normal channels.
4. ELECTRONIC COMMUNICATIONS – A COMPUTER BASED
COMMUNICATION SYSTEM - Instantaneous sending message to hundreds of
people.
∙ Disadvantage – loss of face to face contact
∙ Advantage – the dramatic speed and convenience in communication.
Suggestions for developing and using a personal network
1. Inventory your resources so that you know what you have to
offer others. 2. Clarify your purpose for establishing or joining a
network
3. Join significant community organizations and contribute to them
4. Initiate contact with people whatever you can find (or create ) a reason. 5. Share
news, information and ideas with others , thereby creating an obligation for
them to reciprocate.
6. Seek our responsibilities that will bring you into contacts with key people. 7.
Demonstrate to other networkers that you can be trusted with confidential
information. 8. Identify the key members of your network - those who have the
most influence connections, and willingness to help.

9. Don’t hesitate to tap into members of your netwok for general advice , career
contacts, and other useful information.
10. Find various ways to help your network colleagues satisfy their needs.
Sample Guidelines for email Netiquette
∙ Provide your recipient with an informative subject to your message.
∙ Indicate the degree of urgency with which you need to respond.
∙ Limit the use of acronyms and emotions unless the receiver is thoroughly familiar with
them and receptive to them
∙ Be cautious about forwarding messages and replying to them , ensure that the
message is going only to the right person.
∙ Don’t assume that everyone is equally comfortable with email or checks thei
messages as frequently as you do.
∙ Scan your inbox several times a day to assess which messages have the highest
priority and respond to them first. Neverheless, try to get back all messages
requiing your response within 24 hours.
∙ Be brief.
∙ Exercise as much care in spelling and punctuations as you would with a printed
message; recipients often judge you on the basis of your care and attention to
detail. 5. TELECOMMUNICATIONS – ability to accomplish all or part of the work at
home, or at a satellite location, through computer links to their offices.
6. INFORMAL COMMUNICATION – informal communication of employees and people
in the community.
∙ Grapevine – is an informal communication system
-arosed during the civil war
Communication was stung loosely from tree to tree, thus sub
communications were incorrect and confusing.
∙ Electronic Grapevine – a system that speeds transmission of more
units of information within a very short time.
7. RUMOR – destroys loyalty and perpetrate hostilities.
⮚ Occasionally , negative, incorrect and devastating
⮚ Synonymous to grapevine
⮚ A grapevine information that is communicating without secure
standards of evidence.
❖ Interest and Ambiquity – must be present to begin a rumor if the
subject is unimportant, there is no reason to spread the rumor.
❖ Types of Rumor
⮚ Historical and Explanatory – attempt to make a meaning out of
incomplete prior events.
⮚ Spontaneous and Action Oriented – they arise from much
forethought and represent
Attempts to change a current situation.
⮚ Control of rumor – it must be dealt with firmly and consistently.


Guidelines for Control of Rumor
1. Remove its causes in order to prevent it.
2. Apply efforts primarily to serious rumors
3. Refute rumors with facts
4. Deal with rumors as soon as possible
5. Emphasize face to face supply with facts confirm in writing if necessary
6. Provide facts from reliable sources.
7. Refrain from repeating rumor while refuting it.
8. Encourage assistance of informal and union leaders if they are
cooperative. 9. Listen to all rumors in order to understand what
they mean.
SUMMARY :
Communication is the transfer of information and understanding from one

person to another. Organization needs effective communication in downward,
upward and lateral directions. The Two way communication process consists of
these eight steps : develop an idea , encode, transmit, receive, decode , accept, use and
provide feedback. To overcome personal , physical, and semantic barriers, managers ,
must pay close attention to communication symbols. , such as words, pictures, and
non verbal actions. Effective communication requires study and use of semantics –
the science of meaning – to encourage understanding.
Activity no. 4

Score:__________

( This page is intended for your assessment output. Kindly provide the
needed information and you may cut this page properly when you are told to submit
this for record purposes.)
Instruction: You are asked to give three examples of each symbol of communication.
Words Pictures(this item requires you to Action
Ex: No Parking submit 3 pictures or images) Ex: RUN!
1. 1.
2. 2.
3. 3
Below are questions which you should answer to the best of your knowledge. (5 points each)
Questions: Answers:
1. What do you think will happen when

communication is distorted? Cite a
situation.
2. How do you deal with rumors?
3. Can you give your view about social

media? State its advantages and
disadvantages.
Rubric for Short Question and Answer Test

Unsatisfactory Competent Exemplar
y

Fails to address the question Demonstrates an adequate Demonstrates an accurate
or demonstrates an understanding of the and complete
inadequate or partial grasp question understanding of the
of the question. question
Answer lacks clarity, may be Answer displays basic Answer displays clarity
confused, omit significant knowledge of the issue. of thought, depth of
facts or is otherwise reflection, and insight
incomplete
Does not incorporate Incorporates some Incorporates pertinent

pertinent information from information from lectures Details from lectures
lectures or assigned reading and assigned readings but and assigned readings,
not in an overly thorough providing evidence for
manner key claims
when needed.
Substantially digresses from Usually maintains focus but Maintains focus, avoids
the central issue may occasionally digress from being sidetracked
the central issue
Significant problems with Presents information fairly Presents answer clearly

clarity, concision, and clearly and concisely, may and concisely,in an
organization, making the have minor organization organized manner.
information presented problem
difficult to comprehend
May merely restate the Does more than merely Does much more than
question and offer an restate the merely restate the
irrelevant or question and offer a brief question and offer a brief
undeveloped response response response
May contain enough Uses acceptable style and Uses elements of style
distracting Grammar grammar (contains one or a and grammar well .
,spelling, etc. errors to make few errors)
it substantially
incomprehensible
Lesson Three: Social System and Organizational Culture
Topic Learning Objectives: At the end of the lesson, students should

be able to: 1. Explain the social system and organizational culture.
2. Identify the psychological and economic contracts in the
social system. 3. Determine the types of culture in an
organization
QUESCUSSION
Ever played Jeopardy? Then you’re ready for quescussion. It’s like a
Pre-activity:
standard class discussion but only questions are allowed (students call “Statement!” if someone
slips up). If you play this game at the
beginning of the course, the questions can help shape your course. If you have
students both in the room and calling in from a distance, make sure the remote
learners get equal airtime and that your audio
system is picking up student voices clearly. Self-Assessment: Students are graded
based on the rubric
Understanding a Social System
Social System - is a “complex” set of human relationships interacting in many ways. A

social system is a complex set of human relationships interacting in many ways. •
Within a single organization, the social system includes all the people in it and their
relationships to one another and to the outside world. (www.merriam-webster.com.
retrieved 2017)06-09.
Why Complex?
1. Behavior of one affects the behavior of others
2. It is an “open system”
Social Equilibrium
• A system is said to be in social equilibrium when its interdependent parts are in
dynamic working balance
• Equilibrium is a dynamic concept, not a static one. Despite constant change and
movement in every organization, the system’s working balance can still be
retained.
Social Equilibrium/Disequilibrium Equilibrium

• when there is a dynamic working balance among its interdependent parts
Disequilibrium
• When the interdependent parts system are working against each other
Functional and Dysfunctional Effects

⮚ Iftheeffectsofchangearefavorableforthesystem,ithasa
Functional effect
⮚ When an action or a change creates unfavorable effects, such as adecline in
productivity, for the system it has a dysfunctional effect.
Employees can also have functional or dysfunctional effects o n t h e
organization. They can be creative, productive, and enthusiastic and actively
seek to improve the quality of the organization’s product or service. On the o t h
e r h a n d , t h e y c a n b e t a r d y ,

a b s e n t f r e q u e n t l y , u n w i l l i n g t o u s e t h e i r talents, and resistant to

organizational changes. For employees to exhibit functional behaviors, they need
to receive clear expectations and promises of r e w a r d . F u r t h e r m o r e , i n
e x c h a n g e , t h e o r g a n i z a t i o n n e e d s t o r e c e i v e a commitment
from the employees.
Exchange theory
This theory simply suggests that whenever a continuing relationship exists
between two parties, each person regularly examines the rewards and costs of
that interaction. In order to remain positively attracted to the relationship both
parties must believe that a net positive ratio (rewards to costs) exists from their
perspective. Consequently, the psychological contract is continually examined
and often revised as new needs emerge and new rewards become available.
Psychological and Economic Contracts
• ECONOMIC CONTRACT- where time, talent, energy are exchanged for wages,
hours and reasonable working conditions.
• PSYCHOLOGICAL CONTRACT –the conditions of each employee’s
psychological involvement-both contributions and expectations-
with the social system
The Result of the Psychological Contract & The Economic Contract Psychological Contract
Economic Contract Employer

: • Expected Gains
• Rewards offered Employee:
If expectations are met:

- Job satisfaction
- High performance
- Loyalty If not: The opposite Employer: If expectations are met:
• Employee retention
• Possible promotion If not: ⎫ Corrective Action;discipline
Possible separation
Employee: • Expected Gains • Intended Contributions

⮚ Psychological contract builds upon the concept of “exchange theory’ Whenever a
continuing relationship exists between two parties, each person regularly examines
the rewards and costs of that interaction. In order to remain positively attracted to
the relationship, both parties must believe that a net positive ratio (rewards to
costs) exists from their perspective.
⮚ Social Culture
⮚ An environment of human-created beliefs, customs, knowledge
and practices ⮚ • SOCIAL- is the behaviour of people when they act in
accordance with the expectations of others
⮚ • CULTURE-is the conventional behaviour of her society and it influences
all her actions even though it seldom enters her conscious thoughts
Culture differences

Some of the ways in which culture differ includes:

• Patterns of decision making
• Respect for authority
• Treatment for females
• Accepted leadership styles
*Manager’s must know
Cultural Diversity
a. Job related- (organizationally created)
• Types of work
• Rank
• Physical proximity to one another
b. Non job related- (arise primarily from individual’s personal

background) • Ethnicity
• Culture
• Socioeconomic
• Sex
• race
⮚ Differences need to be recognized, acknowledged, appreciated, and used to

collective advantage.
*** • Culture adaptable
• Culture dependent
This cultural diversity or rich variety of differences among people at work, raises the
issue of fair treatment for workers who are not in positions of authority.
Problems may persist because of a key difference in this context between
Discrimination And prejudice.
Discrimination = is generally exhibited as an action, whereas prejudice is
an attitude ⮚ Either may exist without the other.
⮚ The law focuses on an employer’s actions, not feelings.
⮚ If actions lead to what is legally determined to be results, such actions are
unlawful regardless of the employer’s alleged good intentions.
Prejudice and Discrimination

• Prejudice is a system of negative beliefs, feelings, and action-orientations
regarding a certain group or groups of people.
Prejudice - means “prejudgment”, and unjustifiable and usually

negative attitude toward a group--often a different cultural, ethnic
or gender group. It is a mixture of beliefs (overgeneralized -
stereotypes), emotions (hostility, envy, or fear), and predispositions
to action (to discriminate) .
Lesson Four : Psychology of Prejudice
Topics Learning Outcomes: At the end of the lessons, students should be able to:

1. Point out the causes of prejudice prevalent in the organization.

2. Associate prejudice to social cultural values of individuals in the organization.
For Online Modality :

For Modular learning:
Video viewing on organizational

Students will be guided to search
Pre-activity:
issues and challenges. After the viewing students will be advised to have an oral report through
google
articles on organizational concerns. Each will choose one to analyze, and they will be required to
submit their
meet.
output.
Self -
Assessment:
Individually students are graded after the report
Outputs will be graded according to how well they analysed the situation.
As we delve further in studying organizational problems, and how

individual behavior affects the entire culture of the organization, we will try to
understand how the psychology of prejudice affects each individual. The
psychology of prejudice examines the subjective state of individuals, noting
three levels of prejudice: – Cognitive – Emotional – Action-orientation
• Some possible causes are self-justification, personality, and frustration

aggression • Cognitive- person’s beliefs and perceptions of group as
threatening/non-threatening, inferior/ equal, seclusive/intrusive, impulse
gratifying, acquisitive, or possessing positive or negative characteristics
• Emotional - feelings that a minority group arouses in an individual
• Action-orientation - positive or negative predisposition to engage in
discriminatory behavior
• Self-Justification- denigrating a person or group to justify maltreatment of
them, leading to prejudice and discrimination against members of another
group
• Authoritarian personality - harsh parental discipline, child tends to be insecure
and nurture much latent hostility against the parent. As an adult, may
demonstrate displaced aggression against a powerless group to compensate
for their feelings of insecurity and fear.
• Frustration - result of relative deprivation in which expectations
remain unsatisfied ∙ prejudice examines the objective conditions of
society as social forces behind prejudiced attitudes.
- Some possible causes are

✔ Socializations
✔ Competition
✔ Conformity to social norms
Stereotype
• A stereotype is an overcomplicated generalization by which we attribute
certain traits or characteristics to any person in a group without regard to
individual differences . • Once established, stereotypes are difficult to
eradicate, as several studies have shown.
Ethnophaulisms
• Ethnophaulisms are derogatory words or expressions used to describe racial or ethnic groups.
• Ethnic humor is often at the expense of a particular group, but may also serve to strengthen
group cohesiveness, dissociate oneself from stereotypes of one’s group, or affirm oneself by
pointing out the absurdity of one’s predicaments.
∙ Social Prejudice •
∙ Greater interaction and education do not necessarily reduce the level of prejudice in a society.
∙ Use of cooperative learning technique in a classroom setting has demonstrated an effective means
of promoting better intergroup understanding and self-esteem

• Discrimination is an action or practice of differential and unequal treatment of other groups of
people, usually along racial, religious, or ethnic levels.
• Like prejudice, discrimination also exists at different levels of intensity:

θ Verbal expression
θ Avoidance θ Exclusion
θ Physical abuse
θ Extermination
Social Cultural Values

• Views work as very important thing in life
• Views work as a desirable goal
• Likes work and is satisfied with it Social Responsibility
• Is the recognition that organizations have significant influence on the social system and that
influence must be properly considered and balanced in all organizational actions.
Activity no. 5

Score:__________ ( This page is intended for your assessment output. Kindly provide the
needed information and you may cut this page properly when you are told to submit this
for record purposes.)
Direction: Answer the questions briefly.

1. How does cultural upbringing influence a member of the organization?
2. Describe two situations where you experience prejudice in your school.
3. How did you overcome the situation?
4. As a student , what will you do to discourage prejudice and discrimination. Kindly create an
activity for this purpose.

Lesson Five: Work Ethics

Topic Learning Outcomes: At the end of the lesson, students will be able to:
1. Describe what Work Ethics is, and how important it is in the

workplace. 2. Identify the Top 10 work Ethics.
3. Develop a strong Work Ethics and how will it impact your future as an employee.
Students will be instructed to read RA 6713
Pre-activity:
Self -
Oral recitation on the provision of RA 6713
Assessment
Let’s define what is Work Ethics ?
Work ethic is a valuable attribute that employers look for in every

industry. Showing the values associated with a good work ethic can increase
your employability and help you position yourself for better job opportunities.
Employees with excellent work ethic often receive for special projects and
opportunities because they’re reliable, dedicated and disciplined. This list will
help you identify ways that you can highlight your work ethic in any job.The
Definition: a standard of conduct and values for job performance
(https://www.indeed.com/career-advice/career development/work-ethic-skills,
July 30, 2020)
Examples of work ethic skills
∙ Reliability * Dedication* Discipline* Productivity *Cooperation*

Integrity.*Responsibility *Professionalism.
Top 10 Work Ethics

¬ Attendance ¬ Character ¬ Team Work ¬ Appearance ¬ Attitude ¬
Productivity ¬ Organizational Skills ¬ Communication ¬ Cooperation ¬
Respect
What is a role?
• is a pattern of expected actions
• It reflects a person’s position with its accompanying
θRights and obligation
θPower and responsibility

Function of Role in Social System: “To anticipate other’s behaviour”

Roles perform by an employee
-A leader A club president A parent
An adviser A stockholder A musician
A staff person A consumer A student
A specialist An accountant A worker
A golfer A spouse A subordinate
A follower A Committee chairperson
And more!!
Things to know
• Role Perception
• Role Flexibility
• Role conflict
• Role ambiguity
• Importance of mentorship program
Role Conflict
When others have different perceptions or expectations of a person’s role ,t h a
t p e r s o n t e n d s t o e x p e r i e n c e
⮚ S u c h c o n f l i c t m a k e s i t difficult to meet one set of expectations
without rejecting another.
Role Ambiguity
When roles are inadequately defined or are substantially unknown, Role
ambiguity exists, because people are not sure how they should act in situations
of this type. When role conflict and role ambiguity exist, job satisfaction and
organizational commitment will likely decline. On the other hand, employees
tend to be more satisfied with their jobs when their rolesare clearly defined by
job descriptions and statements of performance expectations. A better
understanding of roles helps people know what others expect of them and how
they should act. If any role misunderstanding exists when people interact, then
problems are likely to occur.
Status
- Status is social rank!!!
- The amount of the recognition, honor, esteem, and acceptance
given to a person
Terms to remember
⎫ Status System/hierarchy
⎫ Status anxiety
⎫ Status deprivation
Status Relationship (Effect of Status)
High status people

– More influential
– Received more privileges

– More participative in group activities

– Interact more
– Opportunities for a better role in an organization
Status Symbols
• are the visible, external things that attach to a person or workplace
and serve as evidence of social rank
• are most in evidence among different levels of managers
Typical Symbols of Status Sources of Status
• Furniture • Person’s abilities
• Interior decorations • Job skills
• Location of workplace • Type of work
• Facilities at workplace also
• Quality and newness of equipment used • Type of clothes normally • Amount of pay
worn • Seniority• Age
• Privileges given • stock options
• Job title or organizational level
• Employees
• Degree of financial discretion
• Organizational membership
CONCLUSION
Today the notion of ethics is extremely widespread. They are an

important part of our personal and our working life. With a positive
work ethic, individuals can become more focused and responsible
regarding their work. The individual can also cultivate a sense of
achievement, and this too, has positive effects on their career
development, and also on the culture and productivity within the
enterprise.
If one is able to successfully demonstrate a positive work ethic, then

you are sure to get the job you are being interviewed for, retain your
position or be expectant regarding a promotion. However, it’s crucial
to cognise what constitutes an ideal work ethics before answering the
question.
As we have seen, ethics are fundamentally the modus operandi of

activity and any work or task where one keeps in mind the synergy
and harmony of coworkers involved which is simply one’s demeanor
with respect to others, and towards work.
Ethics in the work environment means those positive facets that
accumulatively, define the staff of a company, e.g. Integrity,
determination, dedication, initiative and so on. If asked about your
ethics, then speak about how you implement them in your work and
that being in a job that satisfies you, ensures that you are productive in
your current job performance.(Belyn, 2020)

ACTIVITY 6
Activity no. 6. Answer the following questions
1. When can you say that the organization is in social equilibrium?
_________________________________________________________________________
_____
_________________________________________________________________________
___________
________________________________________________________________________
_________________________________________________________________________
_____
2. What is an open system?

_________________________________________________________________________
___________
_________________________________________________________________________
___________
__________________________________________________________________
_________________________________________________________________________
_____
3. Differentiate Psychological Contract and Economic Contract. Which is preffered by

an organization. Explain.
_________________________________________________________________________
_____
_________________________________________________________________________
___________
________________________________________________________________________
_________________________________________________________________________
_____

Module Four : Organizational Culture
Lesson 1. Defining Organizational Culture
1. Analyze particular behavior that helps foster good working atmosphere in

the workplace.
2. Relate how organizational culture influences individuals in the
organization. 3. Develop an HBO plan that would bring an impact for
future public servants.
What is Organizational Culture?
• set of shared values and norms that characterize a particular organization •

organizational culture is a set of shared mental assumptions that guide
interpretation and action in organizations by defining appropriate behavior for
various situations. (Ravasi and Schultz (2006) )
Importance of OC
• Gives an organizational identity to employee

• Provides a sense of security to its members
• Helps newer employees interpret what goes on inside the
organization • Helps stimulate employees enthusiasm for
their tasks
Characteristics of Culture
• Distinctive • Symbolic • Accepted
• Stable • No one type is best • A reflection of top
• Implicit • Integrated management
• Subcultures • Of varying strength
Communicating and Changing Culture

• People are generally more willing to adapt and learn when they want to
please others, gain approval and learn about their new work environment.
• Socialization affects employees
• Individualization affects the organization
Example of communication vehicles for transmitting
organizational cultures 1. Formal
- Executive visions of the firm’s future
- Corporate philosophy statements
- Codes and ethical conduct
2. Informal
- Publicly recognizing heroes and heroines
- Retelling historical success stories
- Allowing myths to become exaggerated

Organizational Socialization
⮚ is the continuous process of transmitting key elements of an organization’s
culture to its employees.
⮚ It consist of both formal and informal method
⮚ Viewed from the organization’s perspective, organizational socialization is like
placing an organizations fingerprints on people or stamping
“Life is a series of natural and spontaneous changes. Don't resist them; that
only creates sorrow. Let reality be reality. Let things flow naturally forward in
whatever way they like.” - - Lao Tzu
SOCIAL CULTURE
An environment of human-created beliefs, customs, knowledge and practices is

called social culture.
Culture is the conventional behavior of society.
It influences all actions of a person even though it seldom enters into conscious thoughts.
Social cultures are often portrayed as consistent within a nation, thereby

producing a so called national culture. At the simplest level, national cultures can
be compared on the bases of how their members relate to each other,
accomplish work, and respond to change. However, distinctive social cultures
can exist within a nation, as well, as seen in the tragic dispute between people of
various ancestry within the former country of Yugoslavia. Social cultures can
have dramatic effects on behavior at work.
Some of the ways in which cultures differ include patterns of decision

making, respect for authority, treatment of females, and accepted leadership
styles. Knowledge o f s o c i a l c u l t u r e s i s e s p e c i a l l y i m p o r t a n t b e c
a u s e m a n a g e r s n e e d t o understand and appreciate the backgrounds and
beliefs of all members of their work unit. People learn to depend on their
culture. It gives them stability and security, because they can understand what is
happening in their cultural community3and know how to respond while in it.
However, this one - Culture Dependency may also place intellectual blinders on
employees, preventing them from gaining the benefits of exposure to people
from other cultural backgrounds. Cultural dependency is further compounded
under conditions involving the integration of two or more cultures into the
workplace. Employees need to l e a r n t o a d a p t t o o t h e r s i n o r d e r t o c a
p i t a l i z e o n t h e o p p o r t u n i t i e s t h e y present, while avoiding possible
negative consequences.
Cultural Diversity
Employees in almost any organizations are divided into subgroups of various

kinds. Formation of groups is determined by two broad sets of conditions.
First, job related (organizationally created) differences and similarities, such a
s t y p e o f w o r k , r a n k i n t h e o r g a n i z a t i o n , a n d p h y s i c a l p r o
x i m i t y t o o n e another,
sometimes cause people to align themselves into groups. However, a second

set of non-job related conditions (those related to culture, ethnicity,
socioeconomics, sex and race) arise primarily from an individual’s personal b a c
k g r o u n d ; t h e s e c o n d i t i o n s a r e h i g h l y i m p o r t a n t f o r l e g a l ,
m o r a l , a n d economic reasons. This cultural diversity or rich variety of
differences among people at work, r a i s e s t h e i s s u e o f f a i r t r e a t m e n
t f o r w o r k e r s w h o a r e n o t i n p o s i t i o n s o f authority. Problems may
persist because of a key difference in this context between discrimination and
prejudice.
Social responsibility - is the recognition that organizations have significant i n f l

uenceonthesocialsystemandthatthisinfluencemustbepr
o p e r l y considered and balanced in all organizational actions. T h e p r e s e n c e
o f s t r o n g s o c i a l v a l u e s s u c h a s s o c i a l r e s p o n s i b i l i t y h a s a
powerful impact on organizations and their actions. It leads them to use a s o c i
oeconomicmodelofdecisionmaking,inwhichbothsocialc
o s t s a n d benefits are considered along with the traditional economic and
technical values. Organizations take a broader view of their role within a social
system and accept their interdependence with it.
Measuring Organizational Culture

Systematic measurement and comparison of cultures is difficult at best. Most e a
r l y a t t e m p t s b y r e s e a r c h e r s r e l i e d o n e x a m i n a t i o n o f s t o r i e
s , s y m b o l s , rituals, and ceremonies to obtain clues and construct a
composite portrait. Others have used interviews and open-ended questionnaires
in an attempt to a s s e s s e m p l o y e e v a l u e s a n d b e l i e f s . I n o t h e r c a
s e s , e x a m i n a t i o n o f c o r p o r a t e p h i l o s o p h y s t a t e m e n t s h a s p
r o v i d e d i n s i g h t i n t o t h e e s p o u s e d culture (the beliefs and values
that the organization states publicly). Another approach is to survey employees
directly and seek their perceptions of the organization’s culture. One of the
more interesting methods is to become a member of the
organization and engage in participant observation.
Individualization - occurs when employees successfully exert influence on the

social system around them at work by challenging the culture or deviating
from it. The interaction between socialization and individualization which
shows the types of employees who accept or reject an organization’s norms
and values while exerting various degrees of influence.
The two extremes – rebellion and total conformity –may prove
dysfunctional for the organization and the individual’s career in the long run.
Isolation, of course, is seldom a productive course of action. If we assume that
the culture of a certain organization invites its employees to challenge, question,
and experiment while also not being too disruptive, then the creative
individualist can infuse new life and ideas for the organization’s benefit.

Activity no. 7

Case Study:
1. Describe and assess the organizational culture of any private or public institution
in your locality. A matrix is provided to substantiate your answers.
Name of Existing Organizational Culture ( Problems and Management’s Action
Organizatio Issues) Plan
n

Lesson 2: Understanding Stress
Topic Learning Objectives: At the end of the lesson, students should be able to:
1. Describe stress and its effects to oneself.

2. Cite situations that manifest stress both in the school and at home. 3.
Create activities which will address stressful situations that eventually
resolve problems
4. Apply interventions that would normalize situations and avoid
untoward future incidents.
Before starting with the lesson, students will be asked to
Pre-activity:
stand up and do a little stretching, just to relax the body. For those who have phones, they
may do a tiktok just for five minutes.
(Source: Benjamen Boneti, 2015)

What is Stress?
Stress is the general term applied to the pressures people feel in life. Stress is
your body's way of responding to any kind of demand or threat. When you
sense danger—whether it's real or imagined—the body's defenses kick into
high gear in a rapid, automatic process known as the “fight-or-flight” reaction
or the “stress response.” The stress response is the body's way of protecting
you. (www.helpguide.com,2017)
∙ It can be brought about by good and bad experiences.

∙ It results from the imposition of any demand or set of demands which
require us to react, adapt or behave in a particular manner in order to
cope with or satisfy them.
Manifestations of Unmanaged Stress

Physiological Behavioral Psychological
Ulcers • Moodiness/ Excessive smoking
Digestive problems Emotional Abuse of alcohol
Headaches instability or drugs
High blood pressure
• Nervousness Absenteeism
Rapid breathing
and Aggression
Immune system goes
tension Safety problems
down
• Chronic worry Performance problems Social
Sleep disruption
Overfatigue • Depression withdrawal/
Eating disorders • Burnout relationship problems
Change in sex drive
Extreme Products of Stress

⮚ Burnout: physically and psychologically weakened from trying to combat
stress
⮚ Helping professionals and customer service representatives are more
likely to experience it
■ Largely a Japanese phenomenon (“Karoshi” or death from overwork )
■ Trauma: occurs following a major threat to one’s security.
⮚ natural disaster
⮚ organizational crisis
⮚ dramatic employee abuse by the employer
⮚ personal job loss
Job-Related Causes of Stress
∙ Design of Tasks (heavy workload, infrequent rest breaks, long work hours and
shiftwork, routine tasks and underload)
∙ Management Style (lack of participation by workers in decision-making,
poor quality supervision, poor communication in the organization, lack of
family-friendly policies) ∙ Interpersonal Relationships (poor social
environment and lack of support or help from coworkers and supervisors)
∙ Work Roles (conflicting or uncertain job expectations, too much

responsibility) ∙ Career Concerns (job insecurity and lack of opportunity for
growth, advancement, or promotion)
∙ Environmental Conditions (unpleasant or dangerous physical conditions such as
crowding, noise, air pollution, or ergonomic problems)
∙ Change of any type
∙ Frustration - a result of a motivation (drive) being blocked to prevent one from
reaching a desired goal
A healthy job is likely to be one where the pressures on employees are

appropriate in relation to their abilities and resources, to the amount of
control they have over their work, and to the support they receive from
people who matter to them. – World Health Org.
Stress and Job Performance
(Source: Adapted from Yorkes and Dodson,2014)
 Threshold - the starting point for a new state or experience

Stress Vulnerability Perceived Control
 This is the level of stressors Employees who have a substantial degree of

that the person can independence, autonomy and freedom to make
tolerate decisions seem to handle work pressures better.
before negative feelings
occur and adversely
affect
performance.

Type A and Type B People

Type A Type B
They are aggressive and competitive, set high standards, are ■ They appear more
impatient with themselves and others and thrive under relaxed and easygoing.
constant time pressures. Because of the constant stress they They accept
feel, they are more prone to physical ailments related to stress situations and work
within
them rather than fight
them
competitively. Type B
people
are especially relaxed
regarding time pressures,
so
they are less prone to
have
problems associated
with
stress.
Approaches to Stress Management
 Prevent or control it – organizations improve managerial communication skills,

empower employees through participation, redesign jobs to be more fulfilling or
implement organization development programs
 Escape from it – requesting job transfers, finding alternative employment, taking

early retirement or acquiring assertiveness skills that allow them to confront
the stressorlearn to adapt to it (handle its symptoms).
 Learn to adapt to it (handle its symptoms)
⮚ Resist working long hours or accepting overtime

⮚ Volunteer for flextime or other alternative work schedules.
⮚ Identify the people who cause stress and avoid them.
⮚ Maintain a healthy diet.
⮚ Obtain regular exercise.
⮚ Avoid procrastination.
⮚ Set reasonable goals for yourself.
⮚ Develop a simple method of organizing things, and adhere to it.
⮚ Step back from stress and decide whether you need to fight
every battle. ⮚ Consult with a trusted friend before becoming involved in new
activities. ∙ Social support - is the network of helpful activities, interactions and
relationships that provides an employee with the satisfaction of important
needs.
∙ Relaxation - involves quite, concentrated inner thought in order to rest the body
physically and emotionally (A comfortable position in a relatively quiet
location; closed eyes and deep, comfortable breaths; soothing background
music)
∙ Biofeedback
⮚ Biofeedback is a way to measure the body’s physiological
responses in real time, and a tool to learn to control them.
⮚ Biofeedback generally relies on machines that measure heart rate, muscle

tension or even brain waves, and usually requires a therapist or other
health professional to operate the machine, explain what the readings
mean, and work with clients to incorporate the information into lifestyle
changes.
∙ Sabbaticals
Temporarily removing oneself from stress by enjoying leave credits.
Most employees return emotionally refreshed, feel rewarded and
valued by their employees
∙ Personal Wellness
⮚ Corporate wellness centers may include disease screening, health education
and fitness centers.
⮚ Health care specialists can recommend practices to encourage changes in
lifestyle, such as breathing regulation, muscle relaxation, positive imagery,
nutrition management and exercise, enabling employees to use more of their
full potential.
(Source: Pinterest.com)

Activity no. 8. The Cornell Notes

Instruction: Provide the necessary information.
CORNELL Name:
NOTES ________________________________________
ASSESSMENT
Class: PA -105 Topic: Understanding Stress
SHEET
Date: __________
Time : ___________
Instructor: Beverly T. Garcia.,DPA(CAR)
QUESTIONS : Notes
(highlight the learning points you obtained from this lesson)
1.Identify three(3)
stressful situations in
your life as a
student? How did you
manage to cope with
them?
SUMMARY: Write 4 or more sentences describing specific learning from

these notes.
____________________________________________________________________________________
_
__________________________________________________________________________________
____
__________________________________________________________________________________
____
__________________________________________________________________________________
____
__________________________________________________________________________________
____ _______________________________

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nd
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http://www.212 articles.com/human-behavior-in-
organization/.
http://www.pearsoned.co.uk/bookshop/detail.asp?
item
ABOUT THE AUTHOR
Ms. Beverly T. Garcia is a faculty member of

the Government Affairs Department in
Bukidnon State University, Malaybalay City,
Bukidnon.
She earned her baccalaureate course at Mindanao State University, Marawi

Campus with the degree of Bachelor of Science in International Relations
because of her desire to become a diplomat( where she graduated with flying
colors) . There was a shift of her career when she was hired by MSU General
Santos as an Education Program Specialist at the Office of Admissions at the
same time lecturer. There she finished her Certificate in Governmental
Management in 1998 and Master’s degree in Public Administration major in
Organization and Management in the year 2000. In 2010, she decided to go
back to her birthplace, Malaybalay City to settle for good with her daughters,
Sahara and Zeenab and joined the teaching force of Bukidnon State
University in 2010 under the Government Affairs Department. It took her
quite a time to proceed with her DPA in the second semester of 2017-18 at
Xavier University Cagayan De Oro City. She finished her academic
requirements in Doctor of Public Administration and passed the
comprehensive examination on May 2019 and currently she is in her
dissertation stage.
ACTIVITY 1

told to submit this for record purposes.)
REVIEW
INSIGHTS
An insight is a new and clear perception. It is an ability to “see”
something clearly. Insights are new knowledge or new ways to view
something. Insights are things you want to remember.
Highlight in your own words ten(10) insights from this Topic.
1
2
3
4
5
6
7
8
9
10
CRITICAL THINKING
Think back on the material in this topic.
What three questions would you raise about the topic? 1.

2.
3.
REFLECTION
A reflection is what you think and feel about something.
Express your personal thoughts and feelings or reactions to any of the ideas or
topics in this topic. Be prepared to share these with the class.

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PACC 10 - HUMAN BEHAVIOR IN ORGANIZATION 2020-2021

Introduction to Human Behavior

Lesson 1: Understanding Human Behavior

1. Describe the nature of human behaviour and organizational behaviour.

Self A group graded recitation via google classroom (Quiz)

Understanding Human Behavior

Human behavior is absolutely fascinating. Observing people and trying to predict

1 BEVERLY T. GARCIA, DPA(CAR)

In scientific research, human behavior is a complex interplay of three

Four basic personality types of Human Behavior

Classifications of Human Behavior

To analyze and measure the behavior, psychologists have divided behavior

1. Molecular and Moral Behavior Molecular Behavior

The sudden behavior what occurs without thinking something is called

Moral behavior is the opposite of molecular behavior. When

3. Voluntary and Involuntary Behavior.

Accomplishment of one bit behavior may become the stimulus for

CHARACTERISTICS OF HUMAN BEHAVIOR

Behavior is any activity which can be observed, recorded and measured.

3 BEVERLY T. GARCIA, DPA(CAR)

skill or knowledge common feature of human behavior. Education and

2. Organism: When stimulus situation is faced by a person, then organism

3. Behavior: Behavior is a result of stimulus situation and individual organism that

4. Accomplishment: The latest sequence is accomplishment.

4 BEVERLY T. GARCIA, DPA(CAR)

Lesson 2. Defining Organizational Behavior

1. Understand the nature of organizational behaviour.

Organizational behavior is the study of both group and individual

1. Organizational behaviour - is the study of both group and individual

4. According to Luthans―OB is directly concerned with the understanding,

5. According to LM Prasad : The study and application of knowledge

6. Stephen P Robins : “Organizational behaviour as a

8.“Organizational behaviour is a field of study that investigates the impact that

There are two words

5 BEVERLY T. GARCIA, DPA(CAR)

Individual behavior can be defined as a mix of responses to external and internal

Individual Behavior Framework

(Source: tutorialspoint.com) Group Behavior

The attitude, feelings and thoughts of a collection of people that can be

(Source: www.inc.com.>james>kerr>your people are your most important asset)

6 BEVERLY T. GARCIA, DPA(CAR)

7 BEVERLY T. GARCIA, DPA(CAR)

Name:___________________________________ Section Code:________

Highlight in your own words ten(10) insights from this Topic.

8 BEVERLY T. GARCIA, DPA(CAR)

A reflection is what you think and feel about something.

Rubric for this assessment (question and answer test)

Ideas and Needs Approaching Good Excellent

Use of Needs pproaching standards Good Excellent

Sentence Needs Approaching Good Excellent

Conventions Needs pproaching standards Good Excellent

Few end marks Mistakes using Use of No punctuation or

10 BEVERLY T. GARCIA, DPA(CAR)

Lesson 3. Nature of OB

1. Demonstrate mastery in explaining the nature of organizational behavior.

2) An inter-disciplinary approach The OB is heavily influenced by several other behavioral

3) A Normative Science Organizational behavior is a normative science. A normative

5) Humanistic and Optimistic Approach. Organizational behaviour focuses the attention

6) Oriented towards Organizational Objectives Organizational behaviour is oriented

7) A Total Systems Approach. An individuals’ behavior can be analyzed keeping in view

1. Large Size. It employ Hundreds and thousands of employees.

11 BEVERLY T. GARCIA, DPA(CAR)

5. Pattern Behavior. There is a system of working in all organization like hierarchical

Contributing Fields to Organizational Behaviour

Name:___________________________ Section Code:

Name:_________________________ Section Code: Score:

Name:___________________________ Section Code: