This document provides an introduction to organizational behavior. It discusses key topics like the changing nature of organizations over the 20th century, macro issues facing organizations like globalization and communication technology, and the importance of human resource issues and effective management. It also summarizes different levels of analysis in organizational behavior from the individual to the group to the organization. The goal of OB is to understand and improve individual, group, and organizational effectiveness.
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
Group #2 Report on "Organizational Behavior" for PA3 - Management in Organizations, College of Public Administration - Tarlac State University. Authored by Omar Navarro Dimarucot
Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
The Effect of a High-Commitment Work System on Improve Organization Citizensh...AJSSMTJournal
This study aimed at identifying High commitment work system(HCWS) in improving Organization
citizenship behavior (Altruism, conscientiousness, sportsmanship) in the zain telecom company The authors
employed a predictive-descriptive approach to identify the level of hcws at zain . Male and female employees
at zain (No.378) participated in the study. A questionnaire prepared to measure the role of HCWS in improving
OCB was implemented. Means, standard deviations, multiple linear regression and 1-Way ANOVA analyses
were used to examine the data. HCWS from the perspective of zain telecom company employees scored a high
level at overall test. OCB level from the perspective of the employees at zain telecomcompany and its
dimensions scored high. The predictive model of HCWS and OCB from employee’s perspective was statistically
significant. Based on these results, the authors recommend zain telecom company to take more interest in
improving its HCWS.
Gender Differences on Organizational Commitment: Empirical Evidence from Empl...AJSSMTJournal
Organizational commitment is considered as a crucial factor that has a direct impact on
organizational outcomes. A systematic empirical study was carried out to address the existing contextual gap
and intellectual curiosity on gender differences in organizational commitment on apparel industry workers of Sri
Lanka. The main objective of the study was to investigate whether there is a significant difference among male
and female employees in terms of the level of organizational commitment in the apparel industry of Sri Lanka.
This is an analytical nature study and unit of analysis is individual employees. The survey method was utilized,
and 100 employees responded to the author developed questionnaire using random sampling technique. The
instrument used to measure organizational commitment was adopted by Allen and Meyers’ standard
questionnaire which consists of a multi-component model include; affective commitment, continuance
commitment, and normative commitment. Reliability and validity of the instruments used were assured. The
empirical findings revealed that there is no significant difference between male and female employees in terms
of organizational commitment in the apparel industry of Sri Lanka.
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
Group #2 Report on "Organizational Behavior" for PA3 - Management in Organizations, College of Public Administration - Tarlac State University. Authored by Omar Navarro Dimarucot
Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
The Effect of a High-Commitment Work System on Improve Organization Citizensh...AJSSMTJournal
This study aimed at identifying High commitment work system(HCWS) in improving Organization
citizenship behavior (Altruism, conscientiousness, sportsmanship) in the zain telecom company The authors
employed a predictive-descriptive approach to identify the level of hcws at zain . Male and female employees
at zain (No.378) participated in the study. A questionnaire prepared to measure the role of HCWS in improving
OCB was implemented. Means, standard deviations, multiple linear regression and 1-Way ANOVA analyses
were used to examine the data. HCWS from the perspective of zain telecom company employees scored a high
level at overall test. OCB level from the perspective of the employees at zain telecomcompany and its
dimensions scored high. The predictive model of HCWS and OCB from employee’s perspective was statistically
significant. Based on these results, the authors recommend zain telecom company to take more interest in
improving its HCWS.
Gender Differences on Organizational Commitment: Empirical Evidence from Empl...AJSSMTJournal
Organizational commitment is considered as a crucial factor that has a direct impact on
organizational outcomes. A systematic empirical study was carried out to address the existing contextual gap
and intellectual curiosity on gender differences in organizational commitment on apparel industry workers of Sri
Lanka. The main objective of the study was to investigate whether there is a significant difference among male
and female employees in terms of the level of organizational commitment in the apparel industry of Sri Lanka.
This is an analytical nature study and unit of analysis is individual employees. The survey method was utilized,
and 100 employees responded to the author developed questionnaire using random sampling technique. The
instrument used to measure organizational commitment was adopted by Allen and Meyers’ standard
questionnaire which consists of a multi-component model include; affective commitment, continuance
commitment, and normative commitment. Reliability and validity of the instruments used were assured. The
empirical findings revealed that there is no significant difference between male and female employees in terms
of organizational commitment in the apparel industry of Sri Lanka.
As part of Human Behavior in Organization Course. How should managers see people in their organization? What are the characteristics of an organization?
M&OB - Introduction to Organizational Behaviorlearnito
Definition and Goals of Organizational Behavior (OB) Studies
Key Forces influencing OB
Characteristics of OB
Contributing Disciplines of OB
Fundamental Concepts of OB
Organizational Behavior Systems
OB Models
Social Systems and Organizational Culture
Approaches to and Limitations of OB
trends in OB,conscience mngmt,ict &its influenceSuryadev Maity
TRENDS IN ORGANISATIONAL BEHAVIOUR
CONSCIOUS
CONSCIENCE MANAGEMENT
ICT & ITS INFLUENCE ON BEHAVIOURAL DIMENSIONS
GEN NEXT ORIENTATION
RELATIONSHIP ORIENTATION FOR IMPROVED PRODUCTIVITY & LACK OF FORMAL AUTHORITY
Presentation is made on the case study, in which Tuckman's model has been discussed. and what are the qualities of a successful leader in organizational set ups.
Organisational Behaviour: Meaning – Elements – Need and importance – Approaches – Models – Levels - Global scenario – Socio, cultural, political and economic differences and their influence on International Organisational behaviour – Future of Organisational behaviour.
Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
In this presentation, we will discuss about various elements of organizational behavior, like, perception, communication, motivation, coercion, emulation etc.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
As part of Human Behavior in Organization Course. How should managers see people in their organization? What are the characteristics of an organization?
M&OB - Introduction to Organizational Behaviorlearnito
Definition and Goals of Organizational Behavior (OB) Studies
Key Forces influencing OB
Characteristics of OB
Contributing Disciplines of OB
Fundamental Concepts of OB
Organizational Behavior Systems
OB Models
Social Systems and Organizational Culture
Approaches to and Limitations of OB
trends in OB,conscience mngmt,ict &its influenceSuryadev Maity
TRENDS IN ORGANISATIONAL BEHAVIOUR
CONSCIOUS
CONSCIENCE MANAGEMENT
ICT & ITS INFLUENCE ON BEHAVIOURAL DIMENSIONS
GEN NEXT ORIENTATION
RELATIONSHIP ORIENTATION FOR IMPROVED PRODUCTIVITY & LACK OF FORMAL AUTHORITY
Presentation is made on the case study, in which Tuckman's model has been discussed. and what are the qualities of a successful leader in organizational set ups.
Organisational Behaviour: Meaning – Elements – Need and importance – Approaches – Models – Levels - Global scenario – Socio, cultural, political and economic differences and their influence on International Organisational behaviour – Future of Organisational behaviour.
Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
In this presentation, we will discuss about various elements of organizational behavior, like, perception, communication, motivation, coercion, emulation etc.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
In a worldwide survey managers admit that “People” are the toughest to handle and people-related problems are on the top of the agenda.
People-related problems – poor communication skills, employees lack motivation, conflicts between team members, overcoming employees’ resistance to organizational changes etc.
Organizational culture has a powerful effect on the performance and the long-term effectiveness of organizations. Organizational culture has the power to influence employee behaviors and increase employee commitment and productivity. Therefore, a clear understanding of organizational culture and how to effect its change is important for business leaders because it influences the way that organizations react to the changing demands of the business environment. The goal of this paper is to explore what is meant by organizational culture, why it is important, and how to change an established culture so that it is better aligned with the organization’s strategy.
Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
1. WELCOME TO ORGANIZATION BEHAVIOR THE UNIVERSAL MANAGEMENT COURSE TAKEN BY MANAGEMENT STUDENTS ALL OVER THE WORLD ! MAN 262 - SECTION 4 INSTRUCTOR Dr. Fred J. Woolley
3. THE REVOLUTION OF THE 20 th CENTURY FROM 1900 Rural Stationary Self-Sufficient Isolated Active TO 2000 Urban Mobile Dependent Connected Inactive FEW ORGANIZATIONS ORGANIZATIONS ARE EVERTHING
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5. CURRENT MACRO-ISSUES FACING ORGANIZATIONS 1. GLOBALIZATION: Mergers/Takeovers (Banks, Airlines, Auto Industry etc) Banking and Financial Systems Competition/Marketing 2. ORGANIZATION DESIGN: Downsizing (Flatter Organizations) Reengineering Teams 3. EMPOWERING EMPLOYESS: Partners or Associates - NOT employees Caring vs Personal Distance The personal side of the employee is important 4. SPEED: How fast products & services can be delivered to Customers (i.e. customer-driven systems) 5. C OMMUNICATION TECHNOLOGY: Instant Flexible in terms of groups and tasks Flattens the organization Empowerment
6. TWO FUNDAMENTAL CONCEPTS ORGANIZATIONS ARE ONLY AS GOOD AS THE QUALITY OF THEIR MANAGERS !!! 85% OF ALL CORPORATE FAILURES ARE CAUSED BY POOR MANAGEMENT !!!
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8. THE CRITICALITY OF MANAGEMENT The Hanson Study (1986) “ What explains the Financial Success of the Companies that are Highly Effective” THE ABILITY OF MANAGERS TO MANAGE PEOPLE EFFECTIVELY IS 3 Times MORE EFFECTIVE THAN ALL OTHER FACTORS COMBINED !!!
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11. COMMON ASSUMPTION: SOCIAL FORCES SHAPE OUR ORGANIZATIONS : 1. POLITICS 2. ECONOMICS 3. RELIGION PERROW ARGUES: LARGE ORGANIZATIONS ARE CHANGING SOCIETY: 1. POLITICS 2. SOCIAL CLASS (Org’l Rank) 3. TECHNOLOGY 4. SERVICES 5. FAMILY 6. RELIGION ? ? DO ORGANIZATIONS SHAPE OUR LIVES?
15. MODERN MANAGEMENT: A COMPOSITE OF MODELS THE PROCESS MODEL EFFECTIVE MODERN MANAGEMENT THE SYSTEMS MODEL THE CONTINGENCY MODEL
16. MANAGEMENT SKILLS ORGANIZATION BEHAVIOR REVIEW OF MANAGEMENT CONCEPTS
17. The Skills That Managers Need Technical Inter- Personal Conceptual
18. SKILLS IMPORTANT AT EACH MANAGEMENT LEVEL Interpersonal Sk i lls Technical Skills Conceptual Skills Middle Management Top Management First-line Management
19. Motivating Managing * Change * Stress * Conflict Information Operations Behaviour Financial Strategic Operational Budgets Programs Human Resources ETC. Structure Procedures Job Allocatlions Relation-Ship ETC. Co-Ordinating Delegating Developing Training Orienting Selecting Human Resources Controlling Management Leading Organizing Planning Problem Solving Management Institutional Communicating Core Skills People Ideas Things Decision Making THE MANAGEMENT PROCESS Dr. F.J. Woolley
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21. Subsystems Boundary Spanning Production, Maintenance, Adaptation, Management Boundary Spanning Products and Services AN OPEN SYSTEM & SUB-SYSTEMS Output Input Transformation Process Transformation Process Raw Materials: People Information Finance Consumables
25. WE WILL BE REFERING TO THESE CRITICAL CONCEPTS ALL THROUGHOUT THIS OB COURSE !!! THIS COURSE IS ABOUT MANAGING ORGANIZATION BEHAVIOR, NOT JUST “WHAT IS” ORGANIZATION BEHAVIOR ! 2
26. So, What is Organizational Behavior? ORGANIZATION BEHAVIOR An Introduction !
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28. WHY STUDY OB NOW? OB PROVIDES THE BUILDING BLOCKS FOR ADVANCED STUDY IN: Leadership Organization Theory Performance Management Strategic HR Management The Manager/Worker Interface
29. ORGANIZATION BEHAVIOR PROVIDES A SET OF TOOLS THAT ALLOWS… PEOPLE TO UNDERSTAND, RECOGNIZE, AND DESCRIBE BEHAVIOR IN ORGANIZATIONS. MANAGERS TO IMPOVE, ENHANCE OR CHANGE BEHAVIORS SO THAT INDIVIDUALS, GROUPS, & WHOLE ORGANIZATIONS CAN ACHIEVE THEIR GOALS
31. Levels of OB Analysis Individuals Groups Structures
32. Overview of the OB Model Individual Level Group Level Organization Systems Level Level III Level II Level I Time
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35. The Study of Organizational Behavior Individual Group Organization Social Psychology Political Science Anthropology Psychology Sociology Organizational Behavior
36. MACRO-MODEL OF OB OB INVESTIGATES THE IMPACT THAT INDIVIDUALS, GROUPS, AND THE ORGANIZATION HAVE ON BEHAVIOR WITHIN ORGANIZATIONS FOR THE PURPOSE OF IMPROVING EFFECTIVENESS . 2 Organization Individuals Groups QUALITY of ORGANIZATIONAL BEHAVIOR DEGREE of EFFECTIVENESS COMPETITIVENESS
37. HOLISTIC ORGANIZATIONAL BEHAVIOR Interprets the PEOPLE/ORGANIZATION relationship in terms of the whole person, whole group, whole organization and the whole social system. An across-the-board view of people-in-organizations. A total situation focus – Not a single event or problem.
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39. FOUR MODELS OF ORGANIZATIONAL BEHAVIOR AUTOCRATIC CUSTODIAL SUPPORTIVE COLLEGIAL Developmental & Contingent 2 Moderate enthusiasm Awakened drives Passive co-operation Minimum Performance Results Self-actualization Status and recognition Security Subsistence Employee needs met Self-discipline Participation Dependence on organization Dependence on boss Employee Psychological Result Responsible behavior Job performance Security and benefits Obedience Employee Orientation Teamwork Support Money Authority Managerial Orientation Partnership Leadership Economic resources Power Basis of Model
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42. Key Elements in Organizational Behavior Organization People Technology Structure Environment Environment Environment
43. THE RELATIONSHIP OF OB TO OTHER CLOSELY RELATED DISCIPLINES MACRO MICRO P/HR (Personal/ Human Resources) OD (Organizational Development) APPLIED OB (Organizational Behavior) OT (Organization Theory) THEORETICAL
44. MANAGERIAL USE OF OB Managerial Systems Manage Organizational Behavior Better People/ organization relationship Human objectives Organizational objectives Social objectives
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49. OB AS A CONTINGENCY MODEL ORGANIZATION BEHAVIOR An Introduction !
50. UNIVERSAL/CONTINGENCY VIEW UNIVERSAL VIEW: Same managerial principles apply to every situation CONTINGENCY VIEW: Appropriate managerial action depends on the situation Situation 1 Situation 3 Situation 2
51. There Are Few Absolutes in OB Contingency Variables x y 2
The following management functions can be used to classify the manager’s job. Planning means defining an organization’s goals, establishing an overall strategy for achieving these goals, and developing comprehensive plans to integrate and coordinate activities. Organizing includes determining what tasks must be done, who will do them, how the tasks will be grouped, who will report to whom, and where decisions will be made. Leading includes motivating and directing employees, and communicating and resolving conflicts. Controlling means monitoring performance, comparing results and goals, and making corrections.
Effective managers must exercise the following three essential skills: • Technical skills refer to specialized knowledge or expertise. • Conceptual skills refer to the mental ability to analyze and diagnose complex situations. • Human skills encompass the ability to work with, understand, and motivate people, both individually and in groups.
In the 1960s, Henry Mintzberg concluded that managers perform ten roles that can be grouped around three themes: interpersonal relationships, information transfer, and decision making. Managers perform three types of interpersonal roles: • Figureheads perform ceremonial or symbolic roles. • Leaders train, motivate, and discipline employees. • Liaisons contact external information sources. Managers perform three types of informational roles: • Monitors collect marketplace information from outside sources. • Disseminators transmit information to organizational members. • Spokespersons represent their organizations to outsiders. Managers perform four types of decisional roles: • Entrepreneurs initiate and oversee new projects to improve organizational performance. • Disturbance handlers take action to respond to unforeseen problems. • Resource allocators control human, mechanical, and monetary resources. • Negotiators bargain with others to gain advantage for their own units.
Fred Luthens and his associates studied over 450 managers and found that they all engaged in four managerial activities: 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 outsiders.
Organizational behavior (OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations. The purpose of investigating these elements is to apply such knowledge toward improving the effectiveness of an organization. OB includes the core topics of motivation, leader behavior and power, interpersonal communication, group structure and processes, learning, attitude development and perception, change processes, conflict, work design, and work stress.
Organizational behavior is an applied behavioral science that is built upon contributions from a number of behavioral disciplines. Psychology is the science that seeks to measure, explain, and sometimes change the behavior of individuals. The following areas of psychology have contributed to the knowledge base of OB: learning and personality theorists, counseling psychologists, and industrial and organizational psychologists. Sociology , the study of people in relation to their fellow human beings, has contributed to OB in the following areas: group dynamics; design of work teams; organizational culture, theory, structure, and technology; and power, communications, and conflict. Social psychology blends concepts from psychology and sociology to focus on how people influence one another. Social psychologists have made significant contributions in the areas of measuring, understanding, and changing attitudes; communication patterns; the ways in which group activities can satisfy individual needs; and group decision-making processes. Anthropology is the study of societies to learn more about human beings and their activities. Much of our current understanding of organizational cultures and environments, and the differences among national cultures is the result of the work of anthropologists. Political science is the study of the behavior of individuals and groups within a political environment. Specific topics of concern include structuring of conflict, allocation of power, and how people manipulate power for individual self-interest.