Organizational behaviour is the study of how individuals, groups, and structures influence behaviour within organizations in order to improve effectiveness. It draws from various disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology contributes knowledge about individual behavior from learning theorists and personality theorists. Sociology examines social systems and roles. Social psychology studies interpersonal influence. Anthropology provides understanding of cultural differences. Political science analyzes power and conflict. The goal of OB is to apply this interdisciplinary knowledge to make organizations work more effectively in a global context while managing diversity, quality, and ethics.

1. ORGANIZATIONAL
BEHAVIOUR
Presented by
Dr. Ankita Pathak

2. ORGANIZATIONAL
BEHAVIOUR
OB is a field of study that investigates the impact that individuals,
groups, and structure have on behaviour within organizations, for
the purpose of applying such knowledge toward improving an
organization's effectiveness
• OB "studies three determinants of behaviour in organizations:
1. INDIVIDUALS
2. GROUPS AND
3. STRUCTURE
 OB applies the knowledge gained about individuals, groups, and the
effect of structure on behavior in order to make organizations work
more effectively

3. Contributing Disciplines
• Organizational Behaviour is an applied behavioural science
that is built upon contributions from a number of behavioural
disciplines
 Behavioural science is the systematic analysis and
investigation of human and animal behaviour through
controlled and naturalistic observation, and disciplined
scientific experimentation.
The predominant areas are psychology,
 sociology,
 social psychology,
 anthropology,
 political science

5. Contribution of Psychology
 The Science that seeks to measure, explain, and
sometimes change the behavior of humans and other
animals
 Psychologists concern themselves with studying and
attempting to understand individual behavior

6. Contributed And Continue To Add To The Knowledge Of
OB
contributed and
continue to add
to the
knowledge of
OB
learning
theorists,
personality
theorists,
counselling
psychologists
industrial and
organizational
psychologists

7. Contribution of Sociology
 The study of people in relation to their fellow human
beings Whereas psychologists focus their attention on the
individual.
 sociologists study the social system in which individuals
fill their roles
 Sociology studies people in relation to their fellow human
beings

8. Contribution of Social Psychology
 An area within psychology that blends concepts from
psychology and sociology and that focuses on the
influence of people on one another
 An area within psychology, blending concepts from both
psychology and sociology

9. Contribution of Anthropology
 The study of societies to learn about human beings and
their activities
 Anthropologists’ work on cultures and environments, has
helped to understand differences in fundamental values,
attitudes, and behaviour among people in different
countries and within different organizations

10. Contribution of Political Science
 The study of the behaviour of individuals and groups
within a political environment
Areas
of
concern
allocation
of power
how people
manipulate
power for
individual self-
interest
structuring
of conflict

11. Challenges for OB
Responding to Globalization
Managing Workforce Diversity
Improving Quality and Productivity-
Re-engineering
Total Quality Management
Improving People Skills
Empowering People
Coping with temporariness
• Stimulating Innovation and Change
• Inculcating an Ethical Code of Conduct &
Improving Ethical Behaviour

12.  Employee Characteristics affecting
 Behaviour
 – Age
 – Gender
 – Marital Status
 – Tenure (Duration of stay in an organization)
 – Ability (Capacity)
 – Intellectual Abilities (number aptitude, verbal
 comprehension, perceptual speed, inductive reasoning,
 deductive reasoning, spatial visualization, and Memory)
 – Physical Abilities (specially for successfully doing less skilled
 and more standardized jobs)
 – Ability-Job Fit (Directing attention at interaction of both -
 the employee's abilities and the ability requirements of the
 job)