detailed study of OB , introductions ,goals, scope, historical development, applications and uses, models, limitations of OB, future of OB, complete indepth case study for seminars and presentations.

1. Introductionto
organizational
behaviour
5TH SEMESTER

2. NAME OR LOGO 2
PRATIK RAY
TEAM LEADER

3. NAME OR LOGO
THE TEAM
Ajay Mahakur Karan Meher Wasim Raza
Lokbandhu Daw
Amarjeet Samal
Koushal Patra
Biswajit Panda
Dheeraj Jaiswal
3
G. Jaishree Pragati Behera

4. NAME OR LOGO
CONTENTS -
SL.NO TOPICS PAGE NO.
1 INTRODUCTION AND DEFINITION 1
2 GOALS
3 SCOPE
4 HISTORICAL DEVELOPMENT OF OB
5 CONTRIBUTING DISCIPLINE TO OB
6 MODELS
7 SOCIAL SYSTEM & ORGANISATIONAL CULTURE
8 INTERNATIONAL DIMENSIONS OF OB
9 FUTURE OF OB
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5. NAME OR LOGO
Introduction and
definition
Pratik Ray
It can be defined as the “study of human
behavior in an organization”. Organizational
behavior reflects the behavior of the people
and management all together, it is the
interface of human behavior and the
organization, it is considered as field study
not just a discipline.
A discipline is an accepted science that is
based upon theoretical foundation, whereas
OB is an inter-disciplinary approach where
knowledge from different disciplines like
psychology, sociology, anthropology, etc.
are included.
It is used to solve organizational problems,
especially those related to human beings.
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6. NAME OR LOGO
Goals
Ajay Mahakur
Organizational behaviour is an applied science
that deals with individual behaviour as well as
group behaviour in an organization. The four
goals of organizational behaviour are to
describe, understand, predict and control.
To describe: The first objective is to describe
how people behave under various conditions.
For example, as a manager, I have information
about a particular junior officer that he comes
office in late and leaves the office early.
To understand: The second goal of
organizational behaviour is to understand why
people behave as they do. Managers have to
understand the reasons behind a particular
action. For example, as a manager, I must find
out the reason why the junior officer is coming
late and going earlier.
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7. NAME OR LOGO 7
To predict: Predicting future behaviour of employee is another goal of organizational behaviour.
Usually, managers would have the capacity to predict why the employees are committed to the
organization or not. For instance, I have to realize why he wants to leave my organization, how I can
hold the officer in my organization, what should be done by me in this situation or what my role is
etc.
To control: The final goal of organizational behaviour is to control and develop a friendly
atmosphere for the organization. Since managers are responsible for the overall performance of an
organization, they must develop workers’ teamwork, skill and commitment. Managers should take
necessary action for themselves. In the above case, I can increase the financial benefits of the
officer if it is not satisfactory for him or I can help him to solve his personal problem, or I can
negotiate him to solve any organizational problem.
So, organizational behaviour is a human tool for human benefit. It is mainly used to analyse the
human behaviour in all types of organizations, such as business, government, school and services
organizations. So, in order to manage the human resources properly, we need describe, understand,
predict, and control human behaviour.

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Scope
Karan Meher
Scope Of Organisational Behaviour
-
The three internal organizational elements viz.,
people, technology and structure and the fourth
element, i.e., external social systems may be
taken as the scope of O.B.
1. People
The people constitute the internal social system
of the organization. They consist of individuals
and groups. Groups may be large or small,
formal or informal, official or unofficial. They are
dynamic. They form, change and
disband. People are living, thinking and feeling
being who created the organization and try to
achieve the objectives and goals. Thus,
organizations exist to serve the people and not
the people exist to serve the organization.

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○ 2. Structure
○ Structure defines the sole relationship of people in an organization. Different people in an organization are
given different roles and they have certain relationship with others. It leads to division of labour so that
people can perform their duties or work to accomplish the organizational goal. All are so related to each other
to accomplish the goal in a co-ordinated manner. Thus, structure relates to power and duties. One has the
authority and others have a duty to obey him.
○ 3. Technology
○ Technology imparts the physical and economic conditions within which people work. The nature of technology
depends very much on the nature of the organization and influences the work or working conditions. Thus,
technology brings effectiveness and at the same restricts people in various ways.
○ 4. Social System
○ Social system provides external environment which the organization operates. It influences the attitudes of
people, their working conditions and above all provides competition for resources and power.
○ O.B. is the study of human behaviour at work in organizations. Accordingly, the scope of O.B. includes the
study of Individual Behavior,Inter-individual Behavior groups and Group Behavior. Let us briefly reflect on
what aspects each of these three cover.
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10. NAME OR LOGO
The scope of OB integrates 3 concepts respectively:
Individual Behavior
It is the study of individual’s personality, learning, attitudes, motivation, and
job satisfaction. In this study, we interact with others in order to study about
them and make our perception about them.
Example: The personal interview round is conducted to interact with
candidates to check their skills, apart from those mentioned in the
resume.
Inter-individual Behavior
It is the study conducted through communication between the employees
among themselves as well as their subordinates, understanding people’s
leadership qualities, group dynamics, group conflicts, power and politics.
Example: A meeting to decide list of new board members.
Group Behavior
Group behavior studies the formation of organization, structure of
organization and effectiveness of organization. The group efforts made
towards the achievement of organization’s goal is group behavior. In short, it
is the way how a group behaves
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Historical development of OB
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• Origin of Organizational Behaviour can trace its roots back to Max Weber and earlier organizational
studies.
• The Industrial Revolution is the period from approximately 1760 when new technologies resulted in the
adoption of new manufacturing techniques, including increased mechanization.
• The industrial revolution led to significant social and cultural change, including new forms of
organization.
• Analyzing these new organizational forms, sociologist Max Weber described bureaucracy as an ideal type
of organization that rested on rational-legal principles and maximized technical efficiency.
• In the 1890’s; with the arrival of scientific management and Taylorism, Organizational Behavior Studies
was forming it as an academic discipline.
• Failure of scientific management gave birth to the human relations movement which is characterized by a
heavy emphasis on employee cooperation and morale.
• Human Relations Movement from the 1930’s to 1950’s contributed to shaping the Organizational
Behavior studies.
WASIM RAZA

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• Works of scholars like Elton Mayo, Chester Barnard, Henri
Fayol, Mary Parker Follett, Frederick Herzberg, Abraham Mas
low, David Mc Cellan and Victor Vroom contributed to the
growth of Organisational Behaviour as a discipline.
• Herbert Simon’s Administrative Behavior introduced a
number of important concepts to the study of organizational
behavior, most notably decision making.Simon along with
Chester Barnard; argued that people make decisions
differently in organizations than outside of them. Simon was
awarded the Nobel Prize in Economics for his work on
organizational decision making.
• In the 1960s and 1970s, the field became more quantitative
and produced such ideas as the informal organization, and
resource dependence. Contingency theory, institutional
theory, and organizational ecology also enraged.
• Starting in the 1980s, cultural explanations of organizations
and organizational change became areas of study.Informed
by anthropology, psychology, and sociology, qualitative
research became more acceptable in OB
HERBERT SIMON

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Contributing discipline to organizational behaviour
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1. Psychology- The terms psychology comes from the Greek word ‘Psyche’ meaning soul or spirit.
Psychology is the science that seeks to measure, explain and sometimes change the behaviour of human
beings. In general. Psychology has a great deal of influence on the field of organizational behavior. It is a
science, which describes the change of behavior of human and other animals. It is concerned with the
more study of human behavior. The major contribution of psychology in the field of OB (Organizational
Behavior) have been concerned are following:
Learning, Personality, Perception, Individual decision-making, Performance appraised, Attitude
measurement, Employee selected Work design, Motivation, Emotions, Work strain, Job satisfaction.
2. Social Psychology- Social psychology is that part of psychology that integrates concepts from
psychology and sociology. In other words, social psychology studies all aspects of social behavior and social
thought – how people think about and interact with others. One of the areas receiving considerable
attention from social psychology is change law to reduce its resistance and implement it successfully. It is an
area within psychology that blends concepts from psychology and sociology and that focuses on the
influence of people on one another. The major contributions of social psychology to OB are as follows:
Behavior, change, Attitude, change, Communication, Group process, Group decision-making.
JAISHREE & PRAGATI

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3. Sociology- Sociology can be described as an academic discipline that utilizes the scientific method in
accumulating knowledge about a person’s social behavior. In other words, it studies the behavior of the people
in relation to their fellow human beings. Some of the areas within OB that have received valuable input from
sociologist include group dynamics, organizational culture, formal organization theory and structure,
organizational technology. It is the study of society, social institution and social relationship. The main
contributions of sociology to the field of OB are as follows: Group dynamics, Communication, Power, Conflict,
Inter group behavior, Formal organizational theory, Organizational technology, Organizational change,
Organizational culture.
4. Anthropology- The term anthropology combines the Greek term ‘anthropo’ meaning man and the noun
ending ‘logy’ meaning science. Thus, anthropology can be defined as the science of man. It is also known as
‘science of humanity’. In other words, the field of anthropology studies the relationship between individuals and
their environment. Groups of individual living together create a body of shared ideas that are called culture.
Culture is embodies in the system of symbols shared by a group of people and is reflected in their language and
beliefs. The culture of a civilization or the sub-culture of a defined group is transmitted by the stories and myths
told by members of the group. These stories and myths help the groups to understand who they are and what
things are important. It is the study of society to learn human beings and their activities. The major
contributions of Anthropology in the field of OB are as follows: Comparative, values , Comparative attitudes,
Cross-culture, analysis, Organization environment, Organization culture.

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Model -
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The five models of organisational behaviour are: 1.Autocratic model 2.Custodial model 3.Supportive model
4.Collegial model and 5.System model
1.Autocratic model - This model relies on POWER.
For example, managers have the ability, authority to control their employees and the employee’s performance in
this stage will be much lower than expected.
1. Depends on power 2. Managerial orientation is authority 3. Employee orientation is obedience 4. Employee
psychological result depends on boss.
2.Custodial model- This model usually depends on economic resources (money).
For instance, managers can simulate their employees by offering them facilities, and benefits, but in this model
the employee’s won’t work as a team (Less sharing with others) because everyone will depend on his self to get
more benefits than the others.
1. Depends on economical resource 2. Managerial orientation is money 3. Employee orientation is security and
benefit 4. Employee psychological result depends on organization 5. Employee needs met is security.
LOK

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3. Supportive model- This model relies on leadership. For example, managers support their employees by
encouraging, and supporting them to perform a better job, get along with each other and as well as developing
their skills. The Performance results will be awakened drives.
1. Depends on leadership 2. Managerial orientation is support, Employee orientation is job and performance
4. Employee psychological result is participation , Employee needs met is status and recognition.
4. Collegial model - Employees depend on each other cooperatively and work as a team to do the task.
Everyone will be having a normal enthusiasm self- discipline, and responsible behaviour towards their tasks.
Depends on partnership 2. Managerial orientation is teamwork 3. Employee orientation is responsible behavior
4. Employee psychological result is self-discipline 5. Employee needs met is self-actualization 6. Performance
result is moderate enthusiasm
5. System model - This model is based on trust, self-motivation, and the performance results will be more
than expected, because employees will be committed to do their tasks as expected, and as well as
organizational goals.
1. Depends on trust, community, understanding 2. Managerial orientation is caring, compassion 3. Employee
orientation is psychological ownership 4. Employee psychological result is self-motivation 5. Employee needs
met is wide range 6. Performance result is passion, commitment.

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Social system and organizational culture
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SOCIAL SYSTEM- A social system is a complex set of human relationships interacting in many ways. Within a
single organization, the social system includes all the people in it and their relationships to one another and to
the outside world.
SOCIAL EQUILIBRIUM- A system is said to be in social equilibrium when its interdependent parts are in
dynamic working balance. Equilibrium is a dynamic concept, not a static one.
SOCIAL CULTURE - An environment of human-created beliefs, customs, knowledge and practices is called
social culture. Culture is the conventional behavior of society, and influences all actions of a person even though
it seldom enters into conscious thought.
ORGANISATIONAL CULTURE - is the set of: assumptions, beliefs, values and norms that are shared by
an organization’s members. This culture may have been consciously created by its key members, or it may have
simply evolved across time.
CULTURAL DIVERSITY-
• Job related
• Non job related
AMARJEET

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Limitations of Organizational Behavior:
1.Behavioral bias: It further
causes dependence, dis-
contentment, indiscipline, and
irresponsibility.
2.Law of diminishing returns: It
says that beyond a certain point,
there is a decline in output even
after each additional good or
positive factor.
3.Unethical practices and
manipulation of
people: Knowledge of motivation
and communication acquired can
be used to exploit subordinates in
an Organization by the
manipulative managers.
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Future of OB -
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2 areas of future development-
1. Development of critical theory and knowledge on understanding and running organisations at the
levels of the individual, the group and the whole organisation. This includes ongoing evaluation
of current theory and practice as well as trying to predict the impact of global events on our
organisational life.
2. A critical enquiry into the subject of OB, its underlying assumptions, philosophies and ideologies.
This includes comparative perspectives from other disciplines.
Modern influences on OB: The global economy
• Globalization and the rise of new, modernizing economies are challenging the primacy of western
countries.
• Global ownership and finance models have led to greater inequality in previously affluent western
economies and we have seen the rise of a super-wealthy elite of financiers and industrialists
• Many markets are now global and production of anything can be carried out almost anywhere
• Communication technologies enable instant contact with anyone in any part of the world.
KOUSHAL

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Special thanks -
Prof. Susmita
dash
Professor O.B.
Prof. Nitu
dash
H.O.D. (BBA)
Dr. Hemant
panda
PRINCIPAL
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21. Thank You
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