ORGANISATIONAL

BEHAVIOUR
JAYA BHASIN
ORGANISATIONAL BEHAVIOUR- INTRODUCTION

Organisational Behaviour: Introduction,

Definition, Nature & Scope; Basic Concepts of
OB. including, Behaviour – Individual &
organizational, and Self Image [includes
discussion on self esteem & self efficacy];
Introduction to the theoretical constructs and
models of Organisational Behaviour.
Organisational Behaviour
“OB is directly concerned with the understanding,
prediction, and control of human behaviour in
organisations.” - Luthans

“OB is a field of study that investigates the impact

that individuals, groups, and structure have on
behaviour within organisations for the purpose of
applying such knowledge towards improving an
organisation’s effectiveness.” - Stephen P. Robbins
Objectives of OB
OBJECTIVES OF ORGANISATIONAL
BEHAVIOUR

To Describe To Influence
Behaviour Behaviour

To Understand To Predict
Behaviour Behaviour
Key Elements of OB

People Structure

Key
Elements
Of OB

Technology Environment
Nature of OB
1. It focuses on the behaviour of individuals
2. It is inter-disciplinary
3. It is an applied science
4. It is an art as well
5. It adopts a humanistic approach
6. Its ultimate aim is to attain the organisational
objective
Scope of OB
up s
ro ic
Pers G am p
o
LS UA

Perc nality n u
Dy Gro licts atio

GR
e
Attit ption nf nic
I V ID

o
Mot udes C mu

OU
ivat
io m n ship
Co
I ND

Job n er r &

PS
Sati d
a e
sfac Le ow itics
Lear tion
ni
Valu ng
O P ol
P
es
B

t r u c ture
S
re
Cultu e
g
Chan ent
e v e lopm
D
R E
T U
U C
TR
S
CONCEPT OF BEHAVIOR
Behavior refers to……
• range of actions and mannerisms
• made by individuals, organisms or artificial entities
• which are influenced by culture, attitudes, emotions,

values, authority, genetics etc.

CONCEPT OF
ORGANIZATIONAL BEHAVIOR
A field of study that…..
• investigates the impact that
• individuals, groups, and structure have
• on behavior within organizations,
• with a purpose to improve organizational effectiveness
• by applying the learned knowledge
 S-O-B-C MODEL OF OB

Stimulus: Organism: Behavior: Consequences:

Overt & Covert,
Overt & Cognitive Overt & Covert Positive
Physiological
Covert &Environmental Responses & Negative
Consequences

S – Stimulus
O - Cognitive & Intrapersonal Organic process
B – Behavior / Response
C – Consequences
 MAJOR DISCIPLINES & CONTRIBUTIONS TO
ORGANIZATIONAL BEHAVIOR

• Motivation
• Perception
• Attitude
• Personality
• Leadership
PSYCHOLOGY: • Learning
• Emotions Unit of analysis is
• Training individual
Study of human
• Job satisfaction
mind and its impact
• Decision making
on life • Performance Management
• Employees selection
• Work design
• Work stress
 MAJOR DISCIPLINES & CONTRIBUTIONS TO
ORGANIZATIONAL BEHAVIOR (Contd.)

• Social groups & Work teams

• Social institutions
• Communication
SOCIOLOGY: • Power
• Conflict Unit of analysis is
• Social / Gender relations Individual in
Study of society & • Cultural impact Groups
social • Inter / Intra-group Behavior
relationships • Formal organizational structure
and nature of organizations
• Organizational culture
• Organizational climate
MAJOR DISCIPLINES & CONTRIBUTIONS TO
ORGANIZATIONAL BEHAVIOR (Contd.)

• Group dynamics
• Group processes
• Group decision making
SOCIAL • Group think
PSYCHOLOGY: • Group feeling Unit of analysis is
• Group cohesion Individual in
Study of social • Group / Org. change Groups &
dynamics and their • Group / org. Groups on
impact on social communication
transactions Individuals
• Group belongingness
• Group conflicts
• Group attitude &
perception
 MAJOR DISCIPLINES & CONTRIBUTIONS TO
ORGANIZATIONAL BEHAVIOR (Contd.)

• Social genetics
• Group’s racial impact
• Group’s racial relations
• Group’s inter-religious
ANTHROPOLOGY: relations Unit of analysis is
• Group’s inter-cultural individual’s
Study of the human relations ancestry in Group
heredity and the • Group’s inter-racial relations
ancestral impact on • Group’s / organization’s
human beings environment
• Group values
• Group morals
 MAJOR DISCIPLINES & CONTRIBUTIONS TO
ORGANIZATIONAL BEHAVIOR (Contd.)
• Organizational Power
• Organizational conflict
• Organization’s management
POLITICAL nature
SCIENCE: • Significance for power
Unit of analysis is
• Significance for participation
group
Study on power • Significance for opposition
and politics as •
Significance for suggestion
social mandate
• Significance for labor
decisions
• Significance for bargaining
• Receptivity to change
Organisational Behaviour Models
Custodial

Models of
Autocratic Organisation Supportive
al Behaviour

Collegial
The Autocratic Model
Under the autocratic model, the manager uses his
authority and directs the subordinates to do the work
as per his specifications. The subordinates are not
given the freedom to act. They have to carry out the
task faithfully as per their boss’s instructions.
Thus under the autocratic model, the employees are
made to work like machines. The use of such an
approach may not always give the manager the desired
results. In the long run, the employees may develop
frustration and may be prone to stress conditions.
Their physical or mental health may get affected. The
organisation may also begin to face such behavioural
problems as a high rate of absenteeism, low morale,
high rate of labour turnover and so on.
Custodial Model
If under the autocratic model the employee has to depend
on his boss all the time, under the custodial model he has
to depend on the organisation. The organisation takes
care of all the needs of the employees. This is done by
the introduction of a number of welfare measures like
rent free accommodation, subsidised food, free education
for the children of employees and so on. Such welfare
measures make the employees dependent on the
organisation that becomes their custodian.
Under the custodial approach the employee is happy as
the organisation satisfies his needs. But there is no
guarantee that his performance level will be high. ‘A
happy and satisfied employee need not be a productive
employee’.
Supportive Model
In this case the manager supports his subordinates in
the performance of their tasks. The focus here is on
managerial leadership rather than on the exercise of
authority or fulfillment of subordinates’ needs. The
manager does not make unilateral decisions but
involves his subordinates in the decision-making
process.
The supportive model is suitable in those workplaces
where the employees are self-motivated. It has
greater relevance for managerial personnel rather
than the operative level workers.
Collegial Model
In the collegial model the manager participates in the
process of task performance by the subordinates. In
other words, the manager and the subordinates work
as a team. There is better interaction among the
team members. Such an approach is suitable where
every subordinate is able to be self-disciplined.
The basic foundation of the collegial model lies on
management’s building a feeling of partnership with
employees. Under collegial approach, employees feel
needed and useful. They consider managers as joint
contributors to organisational success rather than as
bosses.
MODELS OF ORGANIZATIONAL BEHAVIOR
DIMENSIONS AUTOCRATIC CUSTODIAL SUPPORTIVE COLLEGIAL SYSTEM MODEL
MODEL MODEL MODEL MODEL

BASIS Power Economic Leadership Partnership Trusteeship

Resources
MANGERIAL Authority Money Support Teamwork Caring &
ORIENTATION
compassionate

EMPLOYEES Obedience Security & Job Responsible Psychological

ORIENTATION
Benefits performance behavior ownership
EMPLOYEES’ Dependence Dependence Participation Self- Self-motivation
PSYCHOLOGI
CAL RESULT
on boss on discipline
organization
EMPLOYEES’ Subsistence Security Status and Self- Wide range
NEEDS MET
recognition actualization

PEFORMANCE Minimum Passive Moderate Moderate Passion &

RESULT
cooperation enthusiasm enthusiasm commitment to
org. goals
 To respond to globalization

To manage workforce diversity

To improve quality & productivity

IN
To improve people skills
R
VIO

To stimulate change and innovation

HA
BE

To empower people
AL
IDU

To cope with temporariness

DIV

To manage with declining employees

IONOF IN

loyalty
To help employees managing work-
S
NIZ CE

life balance
AT
GA AN

To improve ethical behavior, etc.

OR PORT
IM
Assignment
 One of the assessement methods in this module will be a group research
paper.
 1- Select two people in your own network with a managerial function at
an international company or a foreign person at a national company
(supervising a mimumum of 5 employees).
 2- Interview these people face-to-face and record it (Core
questions/themes will be provided).
 3- Summarize the interviews.
 4- Select and argue how they behave with these people and compare the
two based on the interview findings and the theory discussed in class.
 5- In your group paper, make sure to refer to the theory discussed in
class as well as additional sources.