Introduction of Organisation Behaviour and what is requirement for Organisation.

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Introduction to
Organizational behavior
Asif Jamal
Visiting Lecturer
University of Sindh, Mirpurkhas Campus

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“You can dream, create, design and
build the most wonderful place in the
world, but it requires people to make
the dream a reality..! Walt Disney

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Historical Background
 This generated an interest in human behavior at
work place.
 Professor Elton Mayo started a series of
studies & numerous experiments covering
redesign of jobs, changes in the length of work
day, time, introduction of rest periods and
individual vs group pay plans.
 Hawthorne studies set the direction OB and
management practices!!

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Today’s managerial world
Manager of today has to undertake various roles
& challenges.
Different research scientists have given different
roles/skills/activities performed by a manager:
Robert Katz – has identified three essential
management skills:
 Technical Skills – job knowledge
 Conceptual Skills – ability to analyze and diagnose
complex situations
 Human Skills – work with people i.e. to be able to
predict, explain & control their behavior

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Mintzberg Model
Informational Role
 Monitor
 Disseminator
 Spokesperson
Decisional Role
 Entrepreneur
 Disturbance handler
 Resource allocator
 Negotiator
Interpersonal Role
 Figurehead
 Leader
 Liaison

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Organizational citizenship
Discretionary behavior
Not part of an employee's formal job
requirements
Promotes the effective functioning of the
organization

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Examples of Organizational
Citizenship
 Helping others on one's work team
 Volunteering for extra job activities
 Avoiding unnecessary conflicts
 Making constructive statements about one's work group and
the overall organization

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Focal Points of OB
 Jobs
 Work
 Absenteeism
 Employment turnover
 Productivity
 Human performance
 Management

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Contributing Disciplines
to the OB Field
Psychology
Social Psychology
Sociology
Anthropology
Micro:
The
Individual
Macro:
Groups &
Organizations

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Challenges and
Opportunities for OB

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 Typical employee is getting older
 More women and minorities in the workplace
 Global competition is requiring employees to become more flexible
 Historical loyalty-bonds that held many employees to their employers
are being severed

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Responding to Globalization
 Increased Foreign Assignments
 Working with People from Different Cultures
 Coping with Anti-Capitalism Backlash
 Overseeing Movement of Jobs to Countries with Low-cost Labor

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Managing Diversity
Workforce diversity -
organizations are
becoming a more
heterogeneous mix of
people in terms of gender,
age, race, ethnicity, and
sexual orientation

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Diversity Implications
 Managers have to shift their philosophy from treating everyone
alike to recognizing differences and responding to those
differences in ways that ensure employee retention and greater
productivity.

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OB Insights
 Improving People Skills
 Improving Customer Service
 Empowering People
 Working in Networked Organizations
 Stimulating Innovation and Change

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OB Insights
 Coping with “Temporariness”
 Helping Employees Balance Work/Life Conflicts
 Declining Employee Loyalty
 Improving Ethical Behavior

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Diversity Implications
“Managers have to shift their
philosophy from treating
everyone alike to recognizing
differences and responding to
those differences in ways that
ensure employee retention
and greater productivity while,
at the same time, not
discriminating.”

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OB Offers Insights Into:
 Improving quality and productivity
 Customer service and building a customer-
responsive culture
 Developing people skills

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OB Aids in Dealing With:
 Stimulating Innovation and Change
 Increasing “temporariness” in the
workplace
 Helping employees balance work-life
conflicts
 Improving ethical behavior

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Thinking Positive
 Creating a positive work environment can be a competitive advantage
 Positive Organizational Scholarship (Positive OB):
 Examines how organizations develop human strengths, foster vitality and
resilience, and unlock potential.
 Focus is on employee strengths, not their weaknesses.

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Implications for Managers
OB helps with:
 Insights to improve people skills
 Valuing of workforce diversity
 Empowering people and creating a
positive work environment
 Dealing with labor shortages
 Coping in a world of temporariness
 Creating an ethically healthy work
environment

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Keep in Mind…
 OB’s goal is to understand and predict human behavior in
organizations.
 Fundamental consistencies underlie behavior.
 It is more important than ever to learn OB concepts.
 Both managers and employees must learn to cope with temporariness.

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Responding to Globalization
Working in different
country
Working with people
from different
countries

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Managing Workforce Diversity
Organizations are getting more
heterogeneous: race, gender, ethnicity
etc.
Melting-
pot
approach
(no more)

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Improving Quality & Productivity
Quality
Management
• Focus on customer
• Continuous improvement
• Quality of improvement
in everything
• Accurate measurements
• Empowerment of
employees
Process
Reengineering

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Responding to Labor Shortage
Is there a
labor
shortage?
Retaining
skilled labors

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Improving Customer Service
Customer responsive Culture
Customer
surveys
Special desks
Special schemes
& packages

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Improving People Skills
Working with people
Organizational
structure &
culture
Inculcating
managerial skills

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Empowering People
Managers – coaches/advisors
Make employees in charge of
what they do
Solutions not
problems
Decisions at the
operating level

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Coping with temporariness
Temporary/ contractual work force
Flexibility
Spontaneity
unpredictability

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Change and Innovation
Change – a frequent happening in
modern world
Preparation for
change
Adaptability
Creative/novel
solutions

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Work / Life Conflicts
Balance between work and life
24x7 concept
Working hours (banks &
restaurants)
Dual career families
Flexi time
Resources – work
from home

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Improving Ethical Behavior
Work Ethics
Deviant work behaviors
Favoritism
Rule breakers
Play politics