3. 1. Meaning, importance, use, contributing disciplines, models
and metaphors of organizational behavior in work organizations.
2. Nature and theoretical underpinnings of individual differences
including personality, perception, behavior, values,
attitude, job satisfaction, organizational commitment, and
organizational involvement
3. Nature of group dynamics and how group and team
effectiveness can be achieved in organizations.
4. Concepts, bases, and sources of power and organizational
politics, and how they are related with organizational conflict.
5. Meaning, perspectives, sources, stimulation and
resolution/management of conflict and organizational change.
6. Causes and effects of stress and propose strategies on how it
can be managed in work organizations.
4.
5. TOPIC: INTRODUCTION TO OB
AND THEORIES OF OB
S/N Participant’s Name REG. No:
1.
2.
KIPARA JAPHERT
BEATHER ANTONY
MBA-HRM/0019/2020
MBA-HRM/0023/2020
6. Introduction to OB
It is related to individuals, group of people
working together in teams.
The study of organizational behavior relates
to the expected behavior of an individuals in
the organization.
No two individuals are likely to behave in
the same manner in a particular work
situation.
Managers under whom an individual is
working should be able to explain, predict,
evaluate and modify human behavior that
will largely depend upon knowledge, skill
and experience of the manager in handling
7. Meaning of Organisational
behaviour
According to Stephen P. Robbins 2010, “OB
is a field of study that investigates the
impact that individuals, groups and
structures have on behaviour within
organisations for the purpose of applying
such knowledge towards improving an
organisation’s effectiveness.”
According to Davis, Keith. 2010,
“Organisational behaviour can be defined
as the study and application of knowledge
about human behaviour related to other
elements of an organisation such as
structure, technology and social systems.”
8. Cont…
Study of organisational behaviour
helps in studying:
Why people behave in a particular
way?
Why one person is more effective than
the other?
Why one group is more effective than
the other?
Why one person is more effective in
one organisation as compared to the
9. Models of organizational
behaviour
Organizational Behaviour Models
Refer to the frameworks or possible
explanations why do people behave as
they do at work.
Varying results across the organizations
are substantially caused by differences
in the models of organizational
behaviour.
OB Model proposes three types of
variables (inputs, processes, and
outcomes) at three levels of analysis
(individual, group, and
11. Cont…
The following are five (5) models of
organisational behaviour:-
Autocratic model,
Custodial model,
Supportive model,
Collegial model and
System model
12. Cont..
Autocratic Model
The basis of this model is power with a
managerial orientation of authority. The
employees in turn are oriented towards
obedience and dependence on the boss.
Custodial Model
The basis of this model is economic
resources with a managerial orientation of
money. The employees in turn are oriented
towards security and benefits and
dependence on the organization.
13. Cont…
Supportive Model
The basis of this model is leadership with a
managerial orientation of support. The
employees in turn are oriented towards job
performance and participation.
Collegial Model
The collegial model is an extension of the
supportive model. The basic foundation of
the collegial model lies on management's
building a feeling of partnership with
employee. Under collegial approach,
employees feel needed and useful.
14. Cont…
System model
This is the most contemporary model of
the five models discussed in this article.
In the system model, the organisation
looks at the overall structure and team
environment, and considers that
individuals have different goals, talents
and potential.
The intent of the system model is to try
and balance the goals of the individual
with the goals of the organisation.
17. Scientific Management Theory
Contributor Frederick W. Taylor ( 1909).
He argued that businesses would benefit by
breaking jobs up into simple tasks and put
forward the idea that managers and
workers should work together rather than
against each other.
His theories have changed the professional
landscape over time into one where the
relationships between employees and
managers have become much closer and
managers are more willing to reward high-
quality performance.
18. Human Relations Management
Theory
In the 1920s, Elton Mayo, began his
research on the behavior of people in
groups and how it affects individuals in the
workplace
It is for companies to demonstrate some
kind of personal investment in their
employees, treating them as human beings
rather than productivity machines.
It became widely accepted that individuals
performed much more effectively when their
successes and skills were adequately
rewarded.
19. Theory X and Theory Y
Contributor Douglas McGregor Working in
the 1950s and 1960s.
Managers in Theory X perceive their
employees in a negative light, believing that
they must be forced into working hard. Such
managers tend to micromanage.
Managers in Theory Y believe that
employees are inherently keen to work, it is
important to help employees to thrive by
offering them development opportunities
and trusting them to get on with certain
tasks independently.
20. Process Management Theory
Contributor Henri Fayol (1916)
He looked at the problems from the top
management point of view.
It is a simple model of how management
interacts with personnel.
Process Management Theory is also known
as Administrative theory.
Fayol looked at the problems from the top
management point of view.
He has emphasised on 14 principles of
management.
21. Bureaucracy Theory
Contributor Max Weber (1864-1920).
His major contribution to the theory is the
concept of authority, structure and its inter-
se relationship.
Weber stated that there are three types of
authority in any organization.
Legal authority indicating that a person
holds authority based on legal position.
Traditional authority, traditionally
recognized power holding family.
Charismatic authority: which indicates
special power or an appeal that a leader
possesses.
22. Challenges of Organizational
Behavior
Improving Peoples’ Skills.
Managing Workforce Diversity.
Responding to Globalization.
Coping with Temporariness.
Stimulating Innovation and Change.
Emergence of E-Organisation and E-
Commerce.
Flattening World.
23. Contributing disciplines to OB
Organizational behavior is an applied
behavioral science that is built on
contributions from a number of
behavioral disciplines.
The predominant areas are
psychology, sociology, social
psychology, anthropology, and
political science.
24. Cont…
Psychology
Psychology is the science that seeks
to measure, explain, and sometimes
change the behavior of humans and
other animals.
Those who have contributed and
continue to add to the knowledge of
OB are learning theorists, personality
theorists, and counseling
psychologists.
Psychology focuses on the individual,
25. Cont…
Sociology
Sociologists have made their greatest
contribution to OB through their study
of group behavior in organizations.
Some of the areas within OB that have
received valuable input from
sociologists are group dynamics,
design of work teams, organizational
culture, formal organization theory and
structure, organizational technology,
communications, power, and conflict.
26. Cont…
Social Psychology
Social psychology blends concepts from
both psychology and sociology. It
focuses on the influence of the people on
one another.
Social psychologists making significant
contributions in the areas of measuring ,
understanding, and changing attitudes;
communication patterns; building trust;
the way in which group activities can
satisfy individual needs; and group
decision-making process.
27. Cont…
Anthropology
Anthropology is the study of societies
to learn about human beings and their
activities.
For instance, anthropologists work on
cultures and environments has helped
us understand differences in
fundamental values, attitudes, and
behavior between people in different
countries and within different
organizations.
28. Cont…
Political Science
The contributions of political scientists
are significantly to the understanding
of behavior in organizations.
It studies the behavior of individuals
and groups within a political
environment.
Specific topics of concern here include
the structuring of conflict, allocation of
power, and how people manipulate
power for individual self-interest.
30. Conclusion
The organizations in which people work
have an effect on their thoughts,
feelings, and actions which in turn, affect
the organization itself.
Organizational behavior reflects the
behavior of the people and management
all together, it is considered as field study
not just a discipline.
Works of scholars like Elton Mayo, and
Henri Fayol, contributed to the growth of
Organisational Behaviour as a discipline.
31. Reference
Bratton, J., 2020. Work and
organizational behaviour. Bloomsbury
Publishing.
Davis, Keith. 2010. Organizational
Behavior: Human Behavior at Work. New
York: McGraw Hill.
Robbins, Stephen P. 2010.
Organizational Behaviour. New Delhi:
Prentice Hall.
Sharma, N., 2018. Organization
behavior: Challenges and
