The document provides an introduction to organizational behavior. It defines OB as the study of human behavior in organizations. It discusses the key elements, importance, assumptions, levels, and contributing disciplines of OB. It also covers emerging trends, challenges, and models in OB. Specific topics summarized include attitudes, values, beliefs, and emotions.

1. Introduction to Organization
Behavior
Submitted By:
Abin Bamrel

2. Table of content
• Introduction
• Characteristic of Organizational Behaviour
• Key Elements of OB
• Importance of OB
• Basic assumptions of OB
• Levels of OB
• Contributing Discipline of OB
• Emerging Trends of OB
• Challeges and Opportunities of OB
• Models of OB
• Beliefs
• Attitude
• Components of Attitude
• Types of Attitude
• Formation of Attitude
• Importance of Attitude
• Values
• Types of Values
• Importance of Values
• Emotion
• Types of Emotion

3. Introduction:
Organizational Behavior(OB) is concerned with
analyzing, understanding, predicting and managing human behaviour in
the organization for improving organizational effectiveness. It is the
study of what people do in the organization and how their behaviour
affects in organizational performance. It’s also the study of human
psychology and directly concerned with studying human behaviour at
work. Basically it’s the combined form of two words, organization and
behaviour. An organization is a collection of people working together in
a division of labor to achieve a common perpose whereas behaviour is
concerned with activities and interaction that individuals do in the
organization.

4. Definitions:
Different authors have defined OB on their aspect. Some of those are:
• Stepten P. Robbins:- “OB is a field of study that investigates the impact that
individuals, groups and structures have on behaviour within organization for the
purpose if applying such knowledge towards improving an organization’s
effectiveness.”
• Luthans:- “Organizational Behaviour is directly concerned with the
understanding, prediction and control of human behaviour in organizations”.
• McShane and Glinow:- “Organizational Behaviour is the study of what people
thinks, feel and do in and around organizations”.
After above discussion and definitions of famous scholar, we can state as OB
observes the human activities within an organization and apply it’s respective
power to maintain an organization.

5. Characteristics of Organizational Behaviour:
• A Separate Field
• A Normative Science
• Multidisciplinary Approach
• Both Art and Science
• Focus on Objectives
• A Total System
• People Oriented
• Environmental Influence

6. Key Elements of OB:
1. People
2. Structure
3. Technology
4. External Environment

7. Importance/Significance of OB:
The importance of study of
Organizational behaviour in organization are as follows:
1. Understand Organization and Employees in a better way
2. Motivate Employee
3. Improve industrial/labour relations
4. Prediction and control of human behaviour
5. Effective utilization of human resources
6. Improve Productivity
7. Goal Integration

8. Basic Assumptions of OB:
1. On The Nature of People Basic:
• Individual difference
• A whole person
• Caused behaviour
• Value of the person
• Desire for Involvement
• Selective Perception
2.On The Nature of Organizational
Basic:
• Social System
• Ethical Treatment
• Mutual Interest

9. Levels of OB(Scope of
OB):
1. Individual Level Analysis
2. Group Level
3. Organization Level

10. Contributing Disciplines of OB:
Contributing Disciplines to OB
Psychology Social Psychology Political Science
Sociology Anthropology

11. Psychology:
Domain of OB inherented from
psychology are:
• Learning
• Motivation
• Perception
• Personality
• Attitude
• Job Satisfaction
• Work Stress
It is a science that seeks
to measure and explain
and sometime change the
behaviour of humans as
well as animals.

12. Sociology:
Domain of OB inherented from
Sociology are:
• Organizational Culture
• Organizational Structure
• Power and Politics
• Organizational Communication
As a psychology
focus on individuals
while sociology
studies people in
relation to social
environment and
culture.

13. Social Psychology:
Domain of OB inherented from
Social Psychology are:
• Group Decision Making
• Communication
• Behaviour Change
1.Social Psychology is
inherented from Sociology
and Psychology.
2.Social Psychology studies
the influence of people on
one another. It’s more
oriented towards group
behaviour.

14. Anthropology:
Domain of OB inherented from
Anthropology are:
• Cross Cultural Analysis
• Organizational Culture
• Comparative Values
It is a field that
seeks to study of
various societies to
learn about human
beings and their
activities.

15. Emerging Trends of OB:
1. Open system
2. Human orientation
3. Distributed power
4. Intrinsic/inherent motivation
5. Balanced focus
6. Self-discipline
7. Leadership and team support
8. Positive attitude

16. Challenges and Opportunities of OB:
• Globalization
• Workforce Diversity
• Quality and Productivity
• Improving People Skills
• Empwerment of Employees
• Managing Organization Change
• Improving Ethical Behaviour
• Improving Customer Service
• Managing Information Technology

17. Models of Organizational Behaviour:
• Autocratic
• Custrodial
• Supportive
• Collegiale

18. Models of OB:
There are four major models or frameworks that organizations operate out of, Autocratic,
Custodial, Supportive, and Collegial:
Autocratic — 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. The
employee need that is met is subsistence. The performance result is minimal.
Custodial — The basis of this model is economic resources with a managerial orientation
of money. The employees in turn, are oriented towards security, benefits, and
dependence on the organization. The employee need that is met is security. The
performance result is passive cooperation.
Supportive — The basis of this model is leadership with a managerial orientation of
support. The employees in turn are oriented towards job performance and participation.
The employee need that is met is status and recognition. The performance result is
awakened drives.
Collegial — The basis of this model is partnership with a managerial orientation of
teamwork. The employees in turn are oriented towards responsible behavior and self-
discipline. The employee need that is met is self-actualization. The performance result is
moderate enthusiasm

19. Beliefs:
Beliefs refers to perception or attitude towards an object that an
individual has developed through past experience and learning. Beliefs
are Psychological foundation of individual behaviour. They are based on
knowledge, opinion and faith. They develop from facts that are
considered truthful even without positive knowledge or proof. For
example, the presence of God is a belief that is widely held among
almost all the people. Beliefs provide great impact on individual
behaviour.

20. Attitudes:
Attitude is a judgmental statement concerning objects,
people or events. It may be either favorable or unfevorable. It reflects
how one feels about something. Fair example when one says “he likes
his job”, it means he is expressing his attitude toward work. In others
words, attitudes are the individual differences that affect the
behaviour.

21. Components of Attitudes:
Components of Attitudes
Affective Component
Behavioral Component
Cognitive Component

22. Components of Attitudes:
1.Affective component:
Affective component of attitude is associated with individual feelings about another
person, which may be positive, negative or neutral.
Example: I am scared of spider.
2. Behavioral component:
Behavioral component of attitude is associated with the impact of various condition or
situations that lead to person behavior based on cognitive and affective components.
Example:I will avoid spider and scream if I see it.
3.Cognitive component:
Cognitive component of attitude is associated with the value statement. It consists of
values, belief, ideas and other information that a person may have faith in.
Example: I believe spider are dangerous

23. Types of Attitude:
There are broadly three types of attitude in term of organisational behavior. Those are:
1. Job satisfaction
2. Job involvement
3. Organizational commitment
1.Job satisfaction:
Job satisfaction is a collection of feelings that an individual holds towards his job. It may be positive or
negative. Positive attitude is concerned with high level of job satisfaction. Similarly, negative attitude is
concerned with job dissatisfaction.
2. Job Involvement:
In job Involvement process employees having feeling of job Involvement consider job as a major part is their
lives. They strongly identify their jobs and give maximum effort to accomplish the assigned job with specified
time and standard. They take complete responsibility for better performance.
3. Organizational Commitment:
Organizational Commitment is the emotional attachment that individuals have toward the organization they
are working. It is an attitude reflecting and employee’s loyalty towards the organization. It develops a
willingness among employees to exert high levels of efforts to achieve organizational goals.

24. Formation of Attitude:
1. Family
2. Peer groups
3. Society
4. Associations
5. Experience
6. Personality
7. Environmental factors
8. Media
9. Educational institutions

25. Importance of Attitude:
• It determines job satisfaction and high level of job performance.
• It facilitates to maximize productivity
• It gives rise to positive and constructive feeling
• It helps individuals to adapt with their working environment
• It helps to reduce absenteeism

26. Values:
Values represent individual’s snese of what is right or wrong, good or
bad and desirable or undesirable. They are stable and long lasting
belief.

27. Types of Values:
Types of Values
Instrumental Values
Terminal Values

28. Terminal Values & Instrumental Values:
Instrumental values deal with
views on acceptable modes of
conductor means of achieving the
terminal values.These include
being honest, sincere, ethical, and
being ambitious. These values are
more focused on personality traits
and character.
These are values that we think are
most important or most desirable.
These refer to desirable end-states
of existence, the goals a person
would like to achieve during his or
her lifetime.They include
happiness, self-respect,
recognition, inner harmony,
leading a prosperous life, and
professional excellence.

29. Importance of Values:
• Values influence perception of individuals
• Values helps to motivate an individual for effective performance
• Values encourage for achieving organizational as well as individual
goals
• Values influence on the behaviour of the individuals
• Values provide for stabilities and informities in group interaction

30. Emotion:
Emotion is a conscious mental reaction that is directed
towards a specific object. Emotion are the feeling of person that comes
from psychological pattern or part and expressed or shown by
physiological part of body. Emotions are very important component to
affect any human behaviour. There are several types of emotions such
as:- happiness, fear, dare, anger, frustration, disgust, irritation, shyness,
ashame, sad and so on.

31. Types of Emotion:
Types of Emotions
Positive Emotion Negative Emotion