OVERVIEW OF

HUMAN BEHAVIOR IN
ORGANIZATION
Recapitulation of Key Terms:

(1) MANAGEMENT

(2) ORGANIZATION

(3) HUMAN BEHAVIOR

 MANAGEMENT
- is a distinct process of planning, organizing,
staffing, directing, and controlling (POSDICON),
performed to determine and accomplish stated
objectives by the use of human being and other
business resources (generally accepted definition).
 ORGANIZATION
- is a structured social system consisting
of groups and individuals working together
to meet some agreed upon objectives.

-it could be formal or informal.

 HUMAN BEHAVIOR
- Consists of any act of an individual person
that reflects his thoughts, feelings, emotions,
sentiments, and in general, his state or
condition. These may be conscious or unconscious
activities that are predicated on his needs,
values, motivations and aspirations.
 ORGANIZATIONAL BEHAVIOR
- is a systematic study and careful application of
knowledge about how people as individuals and as a groups
act within organization.
- is a field of study that investigates the impact that
individuals, groups, and structure have on behavior within
organizations, for the purpose of applying such knowledge
toward improving an organization’s effectiveness.
 Why do we need to study OB?
 To be able to understand better ourselves and others, to
know the reason why we think, feel, act, speak and talk
in certain ways.

 The result of studying OB assists management in the

improvement of productivity and performance, in
marketing their products and services in the recruitment,
screening, hiring, evaluation, development and promotion
of workers.
 Goals of OB
To describe, systematically, how people behave under a variety of
conditions.

To understand why people behave as they do.

To predict future employee behavior is another goal of organizational

behavior.

To control, at least partially, and develop some human activity at

work.
 Forces of Organizational Behavior

• People- makes up the internal social system of the organization.

• Structure-defines the formal relationship and use of people in organizations.

• Technology- provides the resources with which people work and affects the
task they perform.

• Environment- all organizations operate within an internal and external

environment. A single organization does not exist alone.
MODELS OF ORGANIZATIONAL BEHAVIOR

-Integrated set of assumptions and beliefs about the

way things are, the purpose for these activities, and the

way they should be.

 MODELS OF ORGANIZATIONAL BEHAVIOR
Douglas McGregor - one of the first writers to call attention to
managerial models.

Theory X Theory Y
-traditional set of assumptions about -more humanistic and supportive approach
people. to managing people.
• The typical person dislikes work and • Work is as natural as play or rest.
will avoid it if possible.
• The typical person lacks responsibility, • People are not inherently lazy. They
has little ambition, and seeks security have become that way as a result of
above all. experience.
• Most people must be coerced, • People exercise self-direction and self-
controlled, and threatened with control in the service of objectives to
punishment to get them to work. which they are committed.
5 MODELS OF ORGANIZATIONAL
BEHAVIOR
 The Autocratic Model
• Depends on power.

• Those who are in command must have the

power to demand meaning that an
employee who does not follow orders will
be penalized.
 The Custodial Model
• Depends on economic resources.
• The resulting managerial orientation is toward
money to pay wages and benefits.
• The custodial approach leads to employee
dependence on the organization.
 The Supportive Model
• Depends on leadership instead of power and
money.

• Employees are seen as self-motivated, can

contribute to the organization, and have value
more than what they can provide in their day
to day tasks.
 The Collegial Model
• A useful extension of the supportive model.

• The term “collegial” relates to a body of people

working together cooperatively.

• Depends on management's building a feeling of

partnership with employees. The result is that
employees feel needed and useful.
 The System Model
• An emerging model of organizational behavior.

• It is the result of a strong search for higher

meaning at work by many of today's employees;
they want more than just a paycheck and job
security from their jobs.
 Five Models of Organizational Behavior
Autocratic Custodial Supportive Collegial System
Basis of Model Power Economic Leadership Partnership Trust,
resources community,
meaning
Managerial Authority Money Support Teamwork Caring,
orientation Compassion

Employee Obedience Security and Job performance Responsible Pyschological

orientation benefits behavior ownership

Employee Dependence on Dependence on Participation Self-discipline Self-motivation

Psychological boss organization
result
Employee needs Subsistence Security Status and Self-actualization Wide range
met recognition

Performance Minimum Passive Awakened drives Moderate Passion and

result cooperation enthusiasm commitment to
organizational
goals
 Fields of Discipline that Contribute to the Vastness of OB/HBO

Psychology - it is the science that seeks to measure and explain the

behavior of humans and other animals.

Sociology - it is the study of people in relation to its fellow human

beings.

Anthropology - It is the study of societies to learn about human

beings and their societies.
Fields of Discipline that Contribute to the Vastness of OB/HBO

Political Science - It is the study of the behavior of individuals and

groups within a political environment.

Engineering - It is the applied science of energy and matter.

Medicine - It is an applied science of treatment of diseases to

enhance an individuals health and well being.
Journal #1:
Why is the study of organizational behavior/human
behavior in an organization important? Give its significance
in the work setting.