Organisational Behavior

Organizational
Behavior
CREATE BRAND MARKET
www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal
Design and Structure

S=Environmental Situation: Contextual &Organizational
1. Contextual Environment : Contemporary and Historical, Emerging Organizations,
Contemporary Challenges, International Environment
Organizational Environment : Communication, Decision Making, Structure and
Culture
O=Cognitive Mediating Processes of the Organizational
Participants=Perception, Personality and Attitudes ,Motivation, Learning
B = Organizational Behavior
C=Organizational and Behavioral Dynamics and Consequences : Group
Dynamics, Conflict, Stress, Power and Politics, Leadership, Change and Development
ORGANIZATIONAL BEHAVIOR CONCEPTUAL MODEL S-O-B-C MODEL
ORGANIZATIONAL BEHAVIOR Conceptual model

 O.B. is the Understanding, prediction, and management of Human Behavior in Organizations
 O.T. Organization Theory. It is concerned primarily with Organization Design and Structure
.O.T topics are included in study & application of O.B.
 O.D. Organizational Development. It is a system oriented approach to CHANGE in Structure
and Systems
 P / HR Personnel / Human Resources . It is part of practicing Organization as much as the
Marketing, Finance or Production / Operation
 All Managers regardless of their technical function, are Human Resource Manager because
they deal with human behavior in Organizations
Definition of O.B and related disciplines
www.creatingdemand.org
O.B and related disciplines Design and Structure
Copyright 2013-2014 Presentation by: Sachin Bansal

 New Organizations are emerging that are more responsive to both internal and external
environment
 Information Technology,such as Electronic mail ,Electronic Data Interchange,and Neutral
Networks,is helping enterprises perform work faster and more efficiently and leading to
downsizing,flat structures,a paperless revolution and mimicking of the human brain in decision
making
 Total Quality Management to provide highest quality goods and services using
Reengineering, Benchmarking and Empowerment
 Learning Organizations go beyond merely to adopting to change.,they strive to anticipate
and learn from change.Its dealing with people are openness,systemic
thinking,creativity,awareness of personal and organizational values,empathy,and sensitivity
Emerging Organizations
Emerging Organizations Reengineering, Benchmarking and Empowerm

The Perception Process and impression management
Personality and Attitudes.
Motivation :Needs,Content,and Processes
Motivating Performance through Job design and goal setting
Job design includes Job characteristics,Job enrichment,Job Engineering,Quality of work life,
social information processing.Application of self managed teams is succesful
Goal Setting guidelines :set specific goals,better difficult and challenging goals ,arrive at
Owned and accepted goals through participation by employees .Objective,timely feedback about
progress towards goals.
A MICRO PERSPECTIVE OF ORGANIZATIONAL BEHAVIOR
ORGANIZATIONAL BEHAVIOR Micro perspective

 It is function of
Group Dynamics and Teams
Interactive Conflict and negotiation Skills
Occupational Stress
Power and Politics
Leadership Styles, Activities , and Skills
Self managed Teams are now being used to do work to meet the high -tech, quality
challenges facing both manufacturing and service organizations. To keep them on track ,there is
need for training and evaluation of teams.
THE DYNAMICS OF ORGANIZATIONAL BEHAVIOR
ORGANIZATIONAL BEHAVIOR Dynamics

 Communication Technology and Interpersonal Process
 Decision making
 Organizational Theory and Design:
 Organizational Culture
In Bureaucracy Rules often become ends in themselves rather than means toward goal
attainment. Project and Matrix Structures combine both hierarchical, functional elements and
the newer horizontal ,inter functional dimensions. Latest are the Network, Virtual, and Horizontal
Organization.
THE DYNAMICS OF ORGANIZATIONAL BEHAVIOR
Organizational Behavior Dynamics

 International Organizational Behavior
 Culture of overall Societies and Countries
 People tend to differ culturally on the basis of individualism / collectivism , power distance,
uncertainty avoidance , and masculinity / feminity
 Factors of Motivational differences across cultures includes Religion,uncertainty avoidance
and the way society deals with power acceptance
 Organizational Change and Development
O.D.is planned process of change in organization’s culture using behavioral science technology,
research and theory.
O.D. Techniques : Laboratory or Training group Techniques including Grid Training, Survey
feedback, and Team building
 New Techniques : e.g. Action learning and dialogue
HORIZONS FOR ORGANIZATIONAL BEHAVIOR
Organizational Behavior Horizons

Six trends that will reshape workplace
 The average company will become smaller, employing fewer people
 The traditional hierarchical Organizations will give way to a variety of Organizational forms,
the network of specialists foremost among these.
 Technicians ranging from computer repairman to radiation therapist, will replace manufacturing
operatives as the worker elite.
 The vertical division of labor will be replaced by a horizontal division
 The paradigm of doing business will shift from making a product to providing service
 Work itself will be redefined :Constant learning, more high order thinking, less nine to five
How we will work in future
How we will work in future Redefined

Features :High skill, high wages. Self managed Teams , Restructuring , Reinventing
Characteristics :
 Flatter ,horizontal structure instead of vertical hierarchy
 Work done by teams organized around processes; teams empowered to take decisions so
managed is decentralized and participative
 Empowered workers with high skill levels and cross training; reward for team performance
 Collaboration among teams, between labor and management, with suppliers
 Focus on customers, Quality, and continuous improvement
 Flexible Technologies
High Performance Work Organizations
High Performance Work OrganizationsFeatures/ Charac

 Personnel focus -Managers to Professionals
 Resources focus-Capital to Human ,Information
 Key drivers-Reward & Punishment to Commitment
 Basis of compensation - Position in hierarchy to Accomplishment, competence level
 Individual motivation-Satisfy superiors to Achieve Team goals
 Employee attitude -Detachment(It’s a job) to Identification (It’s my company)
 State - Static stable to Dynamic, Changing
 Learning - specific skills to Broader Competencies
 Direction - Management commands to Self management 10
Organizations, Traditional Hierarchical towards Network Structure
Organizations, Traditional Hierarchical Network Structu

 One of the main bottlenecks for bringing change in any organization is the resistance to
change from senior managers and the trade unions
 Once the employees know that the low productivity and high costs are sure to kill a
company and they are likely to loose their jobs, they are first to appreciate the need for
change and there is hardly any resistance
 It is necessary that leaders create an image of fairness in the minds of workers. Not only the
leaders should be fair but the workers must believe that their leaders are fair
Change of Old practices in PSU’s
Change of Old practices in PSU’s Appreciate the need for

 Set Overall objectives and action plans
 Develop the organization
 Set individual objectives and action plans
 Conduct periodic appraisals and provide feedback on progress; make
adjustments
 Conduct final appraisal of results
 Reformulate overall objectives and action plans as per feedback of final
appraisal
The Application of goal setting to organizational system performance
Organizational system performance Application of goal s

Monetary Rewards: Incentive and bonus plans. It must be objective and fair.
Non financial Rewards : Recognition, attention, and praise tend to be very powerful social
rewards for most people.
Feedback as a Reward : People generally have an intense desire to know how they are
doing, specially if they have some degree of achievement motivation
O.B. Modification for performance improvement :Steps. Identify the performance related
behavior, measure it to determine the base line frequency; functionally analyze both
antecedents and consequences the behavior ;Intervene through a positive reinforcement
strategy; and evaluate to make sure increasing performance
Organizational Reward System
Organizational Reward System Objective and fair

Mc Kinsey’s 7s Framework :seven policy areas
1. Strategy :is the means to achieve organization purpose
2. Structure :is the basic framework to designate responsibility and functions e.g. SBU,
Division etc.
3. Systems :are management tools for planning, motivation, Development, Information,
Appraisal & control
4. Staff :refers to organization’s Human Resources
5. Skills: are Organizational and Individual capabilities
6. Styles : describes how managers lead and motivate
7. Shared Values : i.e. Organizational culture. It denotes objectives, goals, and values that
organization pursues to achieve its purpose
Strategy for long term Organizational Success
Organizational Success Long term strategy

Chankya’s Quotation on Leadership & Management
The root of kingdom lies in the self controlled life of the ruler
The root of self control lies in genuine humility
Humility comes from serving enlightened persons
From the services of enlightened persons comes wisdom.
By wisdom is gained the knowledge of the Atman-Self
A man of self realization conquers every thing in the Universe
Mahatma Gandhi said “No one can take your self esteem away unless you chose to give it away.’
Trust leads to trust and mistrust leads to mistrust
All work is an opportunity for doing good to the world
Face adverse situation with strength and calmness (equanimity )
Guru Nanak said “Main Jite Jag Jit” means A man of self control conquers the world
Indian Holistic approach and values relevant to management are :Personal purity,self sacrifice (Tapsya
),internal happiness, forgiveness,donation of excess (Daan ) Compassion (Daya ), Responsibility (karma
)Modesty (Vinayam ) , Dedication(saanna)
Indian Ethos in Management
Management Indian Ethos

 What we need today is western Efficiency and dynamism, Japan’s striving for excellence
through team spirit, with India’s holistic attitude of dedicated service ‘for the good and
welfare of many". Many management Institutes in the country are rewriting their syllabus to
include Vedanta and teachings of Vivekanand e.g. Symbosis Institute
 To meet the global challenge and achieve competitive advantage India has to focus on its
distinctive strength and utilize its well recognized vast resource. We can’t succeed by just
imitations, we need to rediscover our strengths and develop our competencies
 Knowledge comes from others and is great power ,wisdom is your own understanding.
Knowledge alone without wisdom can bring sorrow
Indian Ethos in Management
Management Indian Ethos

 “ The world does not stay still .Just as we begin to appreciate the values of emotional
quotient comes a new mantra,the spiritual quotient, and HR personnel have an altogather
new paradigm to deal with”. “HR professional are torch bearer of change”, “Beeing a stragic
partner ,he has to understand corporate business comprehensively and deliver proactive HR
solutions to emerging challenges” said Mr.Prem Kamath ,Head Management Resources,
Hindustan Lever Ltd.
 Ashit Sarkar of Britania Industries said “We have moved to an era of accelerated change
where mediocracy is no longer acceptable, the impact of e-commerce with IT changes will
transform conventional business structures dramatically”.He said that new breed of
knowledge workers in 'Learning Organizations’would make the difference.and Intellectual
capital would demand much nurturing from the enterprise ,in order to give back in the shape
of superior results..Build a positive organization climate , within which improving performance
levels are not only appreciated and rewarded,but also become a way of life
New Paradigm to HR Management
HR Management New Paradigm

The manager can not be concerned only with profits and loss. He has to show bhakti and
sradhdha for much larger concern. Chapter 6 deals with the Art and Science of self
management
Art.6.5 : Atman i.e. the self : Four guidelines suggested are 1. Lift up the self. How? By the
self . 2. Do not downgrade and destroy oneself .3.Who is One’s friend ? One’s own self. Be
your own friend .4. Who is one’s enemy ? Again one’s self. Avoid being your own enemy.
Some Managers have a tendency to blame their Superiors, subordinates, peers or external
forces for their failures. In reality ,many problems may arise from their own unmanaged or
mismanaged self
Sloka6.11,Pratishthapya A manager should avoid dominating his team from a high physical
or mental posture; as well as the opposite danger of being overwhelmed
Sloka 6.12 : Concentration or Ekgram or single minded attention. Do one thing at a time
and do it well. The challenging slogan of Total Quality Management is Do it right ,the first
time Every time.To achieve this leaders of the organization should model concentration on
Quality issues and get others to concentrate on Quality,and , in becoming a Quality person
Sloka 6.19 : Steady i.e Leader has to be steady right in the midst of turbulence
Sloka 6.44: Thirsty of knowledge
Indian Ethos in Management- “Bhagvad Gita”By M.B.Athreya
Indian Ethos in Management Bhagvad Gita

Reputation to overall gains
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involving them:
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•To build brand awareness and enhance loyalty?
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market penetration?
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Specialties
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public private partnerships, sustainable tourism
management and investment promotion.
Crafting, Operationalizing and
Implementing Growth
Strategies to maximize
opportunities in emerging
geographies;
experience as my strong
resource and capability
Sachin Bansal
Enhancing business profitability

SACHIN BANSAL- Chief Explorer
INDIA : +91 97111 90192
sb@creatingdemand.org
facebook.com/creatingdemand
DELHI LONDON MELBOURNE NEW
YORK ITALY
Enhancing business profitability….

Organisational Behavior

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