Organisational Behavior

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Organisational Behavior

  1. 1. Organizational Behavior CREATE BRAND MARKET www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal Design and Structure
  2. 2. 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 www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal ORGANIZATIONAL BEHAVIOR Conceptual model
  3. 3.  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
  4. 4.  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 www.creatingdemand.org Emerging Organizations Reengineering, Benchmarking and Empowerm Copyright 2013-2014 Presentation by: Sachin Bansal
  5. 5. 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 www.creatingdemand.org ORGANIZATIONAL BEHAVIOR Micro perspective Copyright 2013-2014 Presentation by: Sachin Bansal
  6. 6.  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 www.creatingdemand.org ORGANIZATIONAL BEHAVIOR Dynamics Copyright 2013-2014 Presentation by: Sachin Bansal
  7. 7.  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 www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal Organizational Behavior Dynamics
  8. 8.  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 www.creatingdemand.org Organizational Behavior Horizons Copyright 2013-2014 Presentation by: Sachin Bansal
  9. 9. 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 www.creatingdemand.org How we will work in future Redefined Copyright 2013-2014 Presentation by: Sachin Bansal
  10. 10. 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 www.creatingdemand.org High Performance Work OrganizationsFeatures/ Charac Copyright 2013-2014 Presentation by: Sachin Bansal
  11. 11.  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 www.creatingdemand.org Organizations, Traditional Hierarchical Network Structu Copyright 2013-2014 Presentation by: Sachin Bansal
  12. 12.  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 www.creatingdemand.org Change of Old practices in PSU’s Appreciate the need for Copyright 2013-2014 Presentation by: Sachin Bansal
  13. 13.  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 www.creatingdemand.org Organizational system performance Application of goal s Copyright 2013-2014 Presentation by: Sachin Bansal
  14. 14. 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 www.creatingdemand.org Organizational Reward System Objective and fair Copyright 2013-2014 Presentation by: Sachin Bansal
  15. 15. 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 www.creatingdemand.org Organizational Success Long term strategy Copyright 2013-2014 Presentation by: Sachin Bansal
  16. 16. 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 www.creatingdemand.org Management Indian Ethos Copyright 2013-2014 Presentation by: Sachin Bansal
  17. 17.  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 www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal Management Indian Ethos
  18. 18.  “ 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 www.creatingdemand.org HR Management New Paradigm Copyright 2013-2014 Presentation by: Sachin Bansal
  19. 19. 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 www.creatingdemand.org Indian Ethos in Management Bhagvad Gita Copyright 2013-2014 Presentation by: Sachin Bansal
  20. 20. Reputation to overall gains www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal Strategically connected with clients, engaging and involving them: •How to get closer to customers? •To build brand awareness and enhance loyalty? •To position new products and services for the effective market penetration? •To fulfill what customers really desire? Specialties Brand Strategy, business entry & planning, product development, internet marketing, trade distribution, 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
  21. 21. SACHIN BANSAL- Chief Explorer INDIA : +91 97111 90192 sb@creatingdemand.org www.creatingdemand.org facebook.com/creatingdemand DELHI LONDON MELBOURNE NEW YORK ITALY www.creatingdemand.org Enhancing business profitability…. Copyright 2013-2014 Presentation by: Sachin Bansal

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