Leadership and Management

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Topic10:
HumanBehavior
inOrganization
GROUP 3 : MMEM2
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COLIYAT, ERWIN SALAZAR
INTRODUCTION TO HBO
BAÑAGA, DON B.
BORBON, CHEREL GAAC.
ESPERANCILLA , RHEA JOY P
FABELLO, JOEBE F.

2. HumanBehaviorinOrganization
ERWIN S. COLIYAT, CpE
MASTERS IN ENGINEERING MANAGEMENT

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Organizational behavior is the
study of human behavior in an
organizational setting. This
includes how individuals
interact with each other in
addition to how individuals
interact with the organization
itself.
IntroductiontoHBO
Organizational behavior is a critical part of
human resources, though it is embedded
across a company.
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HUMAN RESOURCE MANAGEMENT

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Goalof
Organizational
Behavior
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The main 3 Goals of OB
1. To explain behavior;
2. To predict behavior; and
3. To control behavior

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Benefitsof
StudyingOB
The study of OB offers certain benefits:
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1. Development of people skills;
2. Personal Growth;
3. Enhancement of organizational and
individual effectivenes; and
4. Sharpening and refinement of common
sense.

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 It helps in explaining the interpersonal relationships employees
share with each other as well as with their higher and lower
subordinates.
 The prediction of individual behavior can be explained.
 It balances the cordial relationship in an enterprise by maintaining
effective communication.
 It assists in marketing.
 It helps managers to encourage their sub-ordinates.
 Any change within the organization can be made easier.
IMPORTANCEOF
ORGANIZATIONBEHAVIOR
 It helps in making the organization more effective.
 It helps in predicting human behavior & their application to achieve
organizational goals.

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Levelof
AnalysisinOB
Figure 1.0 OB covers topics related to the
individual, group, and organization.
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UnderstandingLevelofAnalysisinOB
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If I want to understand my
boss’s personality, my analysis
would be at the individual level.
(Personality, Perception, Attitude
and Motivations)
If I want to understand how my
manager’s personality affects the
team, I will consider the team or
group level.
(Team, Conflict, Leadership
Power and Politics)
If I want to understand how my
organization’s culture affects my
boss’s behavior, I would be
interested in the organizational
level of analysis.
(Change Management, Culture)

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WhyOrganizationalBehavior(OB)Matters
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WORKERS
OB can help employees
become a more engaged
organizational member.
Getting along with others,
doing great work, lowering
stress levels, making more
effective decisions, and
working effectively within a
team—these are all things OB
addresses!
EMPLOYERS
People who are satisfied with
the way they are treated on the
job are generally more pleasant
to their co-workers and bosses
and are less likely to quit than
those who are dissatisfied with
the way others treat them
(Judge & Church, 2000;
Greenberg, 2005).
ORGANIZATIONS
The best companies in the
world understand that the
people make the place. How do
we know this? Well, we know
that organizations that offer
good employee benefits and
that have friendly conditions
are more profitable than those
who are less people oriented
(Bollinger, 1996; Greenberg,
2005).

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ORGANIZATION BEHAVIOR DETERMINANTS 10
PEOPLE
STRUCTURE
TECHNOLOGY
An organization consists of people with
different traits, personality, skills,
qualities, interests, background, beliefs,
values and intelligence. In order to
maintain a healthy environment, all the
employees should be treated equally
and be judged according to their work
and other aspects that affects the firm.
Structure is the layout design of an
organization. It is the construction
and arrangement of relationships,
strategies according to the
organizational goal.
Technology can be defined as the
implementation of scientific knowledge
for practical usage. It also provides the
resources required by the people that
affect their work and task performance
in the right direction.

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AccordingtoResearch
Research shows that successful organizations have
several things in common such as providing employment
security, engaging in selective hiring, utilizing self-
managed teams, being decentralized, offering
competitive compensation, training employees,
reducing status differences, and sharing information.
Aguirre et al., 2005
Research also shows that organizations that are
considered healthier and more effective have strong OB
characteristics such as role clarity, information sharing,
and performance feedback. Unfortunately, research
shows that most organizations are unhealthy, with 50%
of respondents saying that their organizations do not
engage in effective OB practices
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Pfeffer & Veiga, 1999

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OB draws from other disciplines to create a unique field in order to create
a holistic understanding of the individual and the nature of work including
but not limited to:
 Psychology (human behavior and mind)
 Sociology (social relationships, interactions, culture)
 Economics (production, distribution and consumption of goods and services)
 Political Science (political thoughts, activities, behavior)
 Medical Science (an in depth understanding of the human body)
Source: https://pressbooks.senecacollege.ca/organizationalbehaviour/chapter/chapter-1/ 12

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OBAssessment
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OB is also important when determining whether
an organization is effective or not. Organizational
effectiveness requires assessing:
(1)how well the organization performs;
(2)how well the internal operations function;
(3)what external factors are impacting the
organization; and
(4)the perceptions of shareholders, managers,
and customers (Richard et al., 2009)

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OBAssessment
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There are various internal aspects of the
organization that need to be examined, including
the following:
(1) Decision Making
(2) Change & Learning
(3) Group Effectiveness
(4) Self-Organizing and Adaptive Systems
All of the above areas are studied in OB.

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ACTIVITY
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BRAINSTORMING 17
#PANDEMIC

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THE CHANGING WORK LANDSCAPE
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#CHANGE

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THECHANGING
WORKLANDSCAPE
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The world of work is rapidly
changing with advancements in
automation, the push for
organizational agility and diversity,
and the rise of alternative work
arrangements. Organizations are
exploring new options like internal
talent marketplaces, worker
exchanges, crowdsourcing, and
partnerships to reboot their work
operating system.

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THECHANGING
WORKLANDSCAPE
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Adapting to change is important for all
businesses to stay relevant and level with
competition. As an employee, you need to be
able to deal with and adapt to changes so
you can promote company success.
Source link: Adapting to Change at the Workplace | People Sense Australia

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IMPORTANCE
OF
CHANGES
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Change in workplaces can come in all different forms. Cultural
change is the adoption or change of values, beliefs or behaviors
amongst staff. Adopting new knowledge, technology or scientific
discoveries can also change the culture of an organization.
There is a need of change in an organization because there is
always a hope for further development, and in order to survive in
a competitive market, the organization needs to be updated with
changes.
Source link: Adapting to Change at the Workplace | People Sense Australia

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IMPORTANCE OF CHANGING WORK LANDSCAPE
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 It improves the means to satisfy the
economic requirements of people.
 It enhances the profitability of organization.
 It promotes employee satisfaction and well-
being.
Source link: Adapting to Change at the Workplace | People Sense Australia

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TYPESOF
CHANGES
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On the basis of a company’s
requirement planned change
is classified into three types.
They are −
1. Change in Structure
2. Change in Technology
3. Change in People

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IMPORTANCE OF CHANGING WORK LANDSCAPE
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 It improves the means to satisfy the
economic requirements of people.
 It enhances the profitability of organization.
 It promotes employee satisfaction and well-
being.
Source link: Adapting to Change at the Workplace | People Sense Australia

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TYPESOFCHANGES
1. Change in Structure
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Wesaythattheplannedchangerequiredischangein
structure when development is required in these
followingareas−
 Changeinmanagement
 Newmanagement
 Changeinpositionorlocation
 Changeinobjective,rules,regulationsetc.
 Launchingnewbranches
Source link: Adapting to Change at the Workplace | People Sense Australia

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TYPESOFCHANGES
2. Change in Technology
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We say that the planned change required is
change in technology when development is
required in these following areas −
 Need of office automation
 Installing new hardware and software
 Executing new working procedures
 New methods in production function
 Producing new products and devices
 New training, research and
development program
Source link: Adapting to Change at the Workplace | People Sense Australia

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TYPESOFCHANGES
3. Change in People
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Wesaythattheplannedchangerequiredis
changeinpeoplewhendevelopmentisrequired
inthesefollowingareas−
 Newcandidaterequirement
 Promotionordemotion
 Transfertootherlocation
 Suspensionordismissal
 Deputation
 Traininganddevelopment
Source link: Adapting to Change at the Workplace | People Sense Australia

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ThankYou!
Erwin S. Coliyat
(+63) 939-3991-851
erwn.coliyat@gmail.com
LinkedIn
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References:
1. https://pressbooks.senecacollege.ca/organizationalbehaviour/chapter/chapter-1/
2. Organizational Behavior - Quick Guide (tutorialspoint.com)