4. After studying this chapter, you should
be able to:
1. Describe what managers do
2. Define organizational behavior (OB)
3. Explain the value of the systematic study of OB
4. Describe the Values, Attitudes and Emotions
5. Explain the Personality & Attitude
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5. Why Do We Study OB?
• To learn about yourself and others
• To understand how the many organizations you
encounter work.
• To become familiar with team work
• To help you think about the people issues faced
by managers and entrepreneurs
6. What is an Organization?
• A consciously coordinated social unit,
composed of two or more people, that
functions on a relatively continuous
basis to achieve a common goal or set
of goals
.
7. Effective Versus Successful Managerial
Activities (Luthans)
1. Traditional Management
• Decision making, planning, and controlling
2. Communication
• Exchanging routine information and processing
paperwork
3. Human Resource Management
• Motivating, disciplining, managing conflict, staffing,
and training
4. Networking
• Socializing, politicking, and interacting with others
9. Organizational Behavior
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
A Systematic study and
careful knowledge about
people- as individual or
as group- act within
organization.
11. Complementing Intuition with Systematic Study
Systematic Study
Looking at relationships, attempting to attribute causes
and effects, and drawing conclusions based on scientific
evidence. (Event Based Management)
Provides a means to predict behaviors
Intuition
‘feelings’ which are not necessarily supported by research
or facts.
12. Nature of People (Fundamentals of OB)
Individual Differences
Perception
Whole Person
Motivated Behavior
Desire to involve
Value of person
16. Challenges and Opportunities for OB
Responding to Globalization
Increased foreign assignments
Working with people from different cultures
Overseeing movement of jobs to countries
with low-cost labor
Managing Workforce Diversity
Embracing diversity
Changing demographic pattern
– Implications for managers
• Recognizing and responding to differences
17. Major Workforce Diversity Categories
Race
Religion
National
Origin
Age
Disability
E X H I B I T 1–4
Gender
18. Challenges and Opportunities for OB (cont’d)
Improving Quality and Productivity
Quality management (QM)
Process reengineering
Responding to the Labor Shortage
Changing work force demographics
Fewer skilled laborers
Early retirements and older workers
Improving Customer Service
Increased expectation of service quality
Customer-responsive cultures
19. What Is Quality Management?
Intense focus on the customer satisfaction
Concern for continuous improvement
Improvement in the quality of everything the
organization does
Accurate measurement
Empowerment of employees
E X H I B I T 1–6
20. Challenges and Opportunity for OB (cont’d)
Improving people skills
Empowering people
Stimulating innovation and change
Coping with “temporariness”
Working in networked organizations
Helping employees balance work/life conflicts
Improving ethical behavior
Managing people during the war on terrorism
21. Evolution of OB
Classical View (Early 1900s)
• Attempts to prescribe the “correct” way to
manage an organization and achieve its goals
• High specialization of labour (each dept
tended to its own business, and decision
making was centralized)
• Bureaucracy
– Max Weber
– Strict chain of command, detailed rules, high specialization,
centralized power, selection and promotion based on technical
competence
• Scientific Management
– Frederick Taylor
– Use of careful research to determine degree of specialization
22. Evolution of OB
Human Relations Movement
• Hawthorne Studies – research conducted
at the Hawthorne plant of Western Electric
in the 1920s that examined how
psychological and social processes affect
productivity
• How physical environment affects
productivity
• Effect of interest being shown in them
• Advocates management styles that are
more participative and oriented towards
employee needs
23. Basic OB Model, Stage I
E X H I B I T 1-6
Model
An abstraction of reality
A simplified representation of
some real-world phenomenon
24. The Dependent Variables
x
y
Dependent Variable
A response that is affected by an independent variable
(what organizational behavior researchers try to understand)
25. The Dependent Variables (cont’d)
Productivity
A performance measure that includes
effectiveness and efficiency
Effectiveness
Achievement of goals
Efficiency
Meeting goals at a low cost
26. The Dependent Variables (cont’d)
Absenteeism
The failure to report to work
Turnover
The voluntary and
involuntary permanent
withdrawal from an
organization
27. The Dependent Variables (cont’d)
Deviant Workplace Behavior
Voluntary behavior that violates
significant organizational norms and
thereby threatens the well-being of the
organization and/or any of its members
28. The Dependent Variables (cont’d)
Organizational Citizenship Behavior
(OCB)
Discretionary behavior that is not
part of an employee’s formal job
requirements, but that nevertheless
promotes the effective functioning of
the organization
29. The Dependent Variables (cont’d)
Job Satisfaction
A general attitude (not a behavior) toward one’s job; a
positive feeling of one's job resulting from an evaluation of
its characteristics
30. The Independent Variables
Independent
Variables Can Be
Individual-Level
Variables
Organization
System-Level
Variables
Group-Level
Variables
Independent Variable
The presumed cause of some change in the dependent
variable; major determinants of a dependent variable