2. KEY LEARNING OUTCOMES -
Introduction to Organizational Behavior – SCOPE AND IMPORTANCE
Meaning and Definition of OB
History of OB and its emergence as a discipline
Contributions to OB from different disciplines
Organizational Behaviour Model
Functions of OB
4. ORGANIZATION
Organization is a purposeful system with several
subsystems where individual and activities are
organized to achieve certain predetermined goals
through division of labor and coordination of
activities
Division of Labor?
Coordination of Activities ? TEAM-TOGETHER
EVERYONE ACHIEVES MORE
5. ORGANIZATION-FEATURES
Identifiable Aggregation of Human Beings
Deliberate and Conscious Creation
Purposive Creation
Coordination of Activities
Structure(Power Centers)
Rationality-Every organization has some specified norms and standard of
behavior –Every members expected to behave based on this norms or standard
6. TYPE OF ORGANISATIONS
Many…………….
Small medium large
Public,Pvt,Mixed
Sole(Proprietorship),Partnership
Political Organisation,Economic Organisations
Voluntary,Family
7. ORGANIZATIONAL GOALS
Other terms Purpose,Mission,Goal,Target,Objective
Each Organization or group of individuals has some goals ..In fact
organizations are created for achieving some goals and members try to
achieve this through coordinated effort
It may be Broad or Specific
Official and Operating Goals (Official goals are general purposes of the
organization as put forth in their annual reports, public statements)
Goals within goals within Goals
Organizational Goals and Individual Goals
11. ANSWER THE QUESTIONS
Define an Organization?
List out features of Organization
What are the different types of Goals/Objectives
12. ORGANIZATIONAL BEHAVIOUR
(OB)
OB is the study and application of Knowledge
about Human Behavior related to other elements
of organization such as structure, technology and
Social System(external Elements)
KEY ELEMENTS OF OB= PEOPLE –STRUCTURE-TECHNOLOGY AND EXTERNAL
ELEMENTS
14. PEOPLE-
Individual Employees
Superior Subordinate Interactions
Groups within Organization
People outside organization- Customer/Government Official/Vendors
15. STRUCTURE -
Hierarchy Of Authority
Division of Labor
Span of Control- Total number of Subordinates for a MANAGER
Centralization/Decentralization
Mechanistic form of Organisation and Organic form of Organisation
Mechanistic – Centralised Decision Making,Rigid Hierarchy
Organic –Simple,Informal and Deccentralized
16. TECHNOLOGY-
Technologies are for Transforming INPUT to OUTPUT
LONG LINKED TECHNOLOGY- Assembly Line in a factory
MEDIATING TECHNOLOGY-Bank
INTENSIVE TECHNOLOGY- Specialists and Complex Situations- Doctor in a
Hospital
17. EXTERNAL ENVIORNMENT-
Specific Environment- This includes the suppliers, customers, competitors,
government agencies, unions, political parties
General Environment – Economic ,Political,Cultural,technological and social
factors
18. NATURE OF OB
A FIELD OF STUDY NOT A DISCIPLINE –A discipline is an accepted science with a
theoretical foundation. Because of its broad base, recent emergence and
interdisciplinary orientation OB is not accepted as science
INTERDISCIPLINARY APPROACH (Relevant Knowledge from different disciplines
PSYCHOLOGY,SOCIOLOGY,ANTHROPOLOGY,ECONOMICS,POLITICAL
SCIENCE,LAW,HISTORY)
AN APPLIED SCIENCE. It is both science and Art.
HUMANISTIC AND OPTIMISTIC- Needs and Motivation of people are high
concern
ORIENTED TOWARDS ORGANISATIONAL OBJECTIVES
19. CONTRIBUTIONS TO OB FROM VARIOUS
DISCIPLINES
Psychology
Sociology
Anthropology
Political Science
Economics
20. PSYCHOLOGY- How it contributes to OB?
Greek Word Psyche Meaning Soul or Spirit
Psychology is the Science of Behavior
Psychology studies behavior in various Conditions-
normal,abnormal,social,childhood,adolescence,old age
It also studies Process of Human Behavior SUCH AS
LEARNING,THINKING,MEMORY SENSATION,PERCEPTION etc
21. SOCIOLOGY-How it contributes to OB
Study about man’s Social Behavior. The way in which people act towards one
another
It specifically studies social groups, social behaviour,Society,customs,prestige etc
22. ANTHROPOLOGY-How it contributes to OB
Anthropo means MAN and logy means Science
Anthroplogy Studies civilization, forms of Culture, biological features of
human beings
It studies the cultural effect on organizational behavior,effects of value
systems,norms,sentiments
23. Economics & Political Science
Economics helps in understanding the decision process. Especially methods of
allocating scare resources
Political Science provides clue to conflicts in organization.Power, authority
structure and overall administrative process
24. SCOPE OF OBM
Improves the satisfaction of Employees
Reduce the chances of conflict
Facilitates Management
Helps in Motivation
Increases organizational efficiency
Develops Positive attitude
Helps in Performance Apprisal
25. ANSWER THE QUESTIONS
What are the Key Elements of OB?
List out the various Disciplines contributing to OB
List out the Scope of OBM in modern Era
26. ROLE OF OBM/FUNCTIONS OF OBM –
WHY IMPORTANT
A) UNDERSTANDING HUMAN BEHAVIOUR –OB Provides a way for understanding
Human Behavior in the organization. For achieving certain predetermined goals
manager must know how people behave in his / her organization
1. Individual Level
2. Interpersonal Level
3. Group Level
4. Intergroup Level
27. ROLE OF OBM –WHY IMPORTANT?
B)CONTROLLING AND DIRECTING BEHAVIOUR
1. Use of Power
2. Leadership
3. Communication-Proper communication is the building Block of Organization
4. Organizational Climate
28. ROLE OF OBM –WHY IMPORTANT
C)ORGANISATIONAL ADAPATATION
Organizations have to adapt themselves to the environmental changes by making
suitable internal arrangements
32. OB MODELS
1. Autocratic Model
2. Custodial Model
3. Supportive Model
4. Collegial Model
5. System Model
33. AUTOCRATIC MODEL
The autocratic model is the model that relies on strength, power and formal authority. The autocratic
model depends on power. Managers see authority as the only means to get the things done and
employees are expected to follow orders. So it results in the higher dependence on the boss.
In an autocratic organization, the people (management/owners) managing the functions in an
organization have formal authority to control the employees working under them. These lower-level
employees have little control over the job assignments. His ideas and innovations are generally not
welcomed, as major decisions are made at the top management level.
The major drawbacksof this modelarepeople areeasily frustrated, insecurity,dependency on the superiors,minimum
performancebecauseof minimum wage
Better.comCEOVishal Garg fired900employeesthrough Zoom Call
Defense Team
34. CUSTODIAL MODEL
Workers being managed under the autocratic model often feel insecure and disappointed. They may also show
aggression towards their boss and their family and neighbors. So progressive managers felt that something must
happen ways to develop better employee relations so that insecurities and frustrations could be removed. The
custodial approach induces employees now to show their dependency and loyalty towards the company and not to
the boss or managers, or supervisors. The employees in this environment are more psychologically contended and
preoccupied with their rewards, but it is not necessary they would be strongly motivated to give the performance.
To overcome the shortcomings of autocratic model, it came into existence. This model is reward based. More
emphasis is on economic rewards and benefits to motivate employees.
Thismodel isadaptedby firmshavinghighresourcesasthe namesuggest.It isdependent oneconomicresources.Thisapproachdirectsto
dependonfirmratherthan onmanagerorboss.Theygivepassivecooperationasthey aresatisfiedbutnotstronglyencouraged.
Eg: In an inspiring incident from Kerela, the managing director (MD) of myG gifted a Mercedes-
Benz car to his employee for his dedication towards the company.
35. SUPPORTIVE MODEL
The basic idea behind this theory is that leadership drives people to work not the power of money as in
the custodial model. Through leadership Management provides an environment to help employees
develop and fulfil the interests of the organization, rather than the only things to support employee
benefit payment as per custodial approach.
Here, it is assumed that workers are self directed and creative. Importance in this model is given to
psychological needs, self esteem, job satisfaction and friendly relations between superior-subordinate.
This modelis dependenton leadershipstrive.It gives a climate to help employeesgrow and accomplishthe job in the
interestof the organization. Managementjob is to assist the employee’sjob performance.Employeesfeela senseof
participation.
A software company- Infosys
36. COLLEGIAL MODEL
Everybody working as Colleagues.
The root level of this model is partnership with a managerial orientation of
teamwork. The employees in this model are oriented towards responsible
behavior and self-discipline. The employee requirement that is met is self-
actualization. The performance result is moderate zeal.
This is an extension of supportive model. The team work approach is adapted
for this model. Self-discipline is maintained. Workers feel an obligation to
uphold quality standard for the better image of the company. A sense of
“accept” and “respect” is seen. Manager can be treated as Coach
Social Organizations
37. SYSTEM MODEL
The final organizational model is known as the system model. It is the most contemporary
emerging model of the five models discussed in this article. In the system model, the
organization looks at the overall structure and team environment, and assumes that individuals
have different goals, talents, and abilities. The system model aims to try to balance the goals of
the individual with the goals of the organization.
Individuals obviously want good remuneration, job security, but also want to work in a positive
work environment where the organization adds value to the community and/or its customers. The
model system should be a holistic partnership of managers and employees with a common goal,
and where everyone feels they have a stake in the organization.
38. COMPARISON OF OB MODELS
# COMPARISON AUTOCRATIC CUSTODIAL SUPPORTIVE COLLEGIAL
1. Basis of model Power Economic
resources
Leadership Partnership
2. Managerial
Orientation
Authority Money Support Teamwork
3. Employee
Orientation
Obedience Security and
benefits
Job
performance
Responsible
behaviour
4. Employee
Psychological Result
Dependence
on boss
Dependence
on
organization
Participation Self-
Discipline
5. Employee needs met Subsistence Security Status and
Recognition
Self-
actualisation
6. Performance result Minimum Passive Co-
operation
Awakened
drives
Moderate
enthusiasm