Modern era of organizational behavior
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This document defines organizational behavior as the systematic study of actions and attitudes of people within organizations. It notes that organizational behavior draws from fields like psychology, sociology, political science, social psychology, and anthropology to describe, understand, predict, and control how people, structure, technology, jobs, processes, and the external environment all interact within an organization.
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organizational behavior
Organizational behavior is the study of how individuals and groups act within organizations and how organizations themselves act. It examines how the structure and environment of organizations impact and influence human behavior and performance. The goal is to apply knowledge about human behavior to improve organizational effectiveness.
Biglan et al the critical role of nurturing environments for promoting human ...
The recent Institute of Medicine report on prevention (National Research Council & Institute of Medicine, 2009) noted the substantial interrelationship among mental, emotional, and behavioral disorders and pointed out that, to a great extent, these problems stem from a set of common conditions. However, despite the evidence, current research and practice continue to deal with the prevention of mental, emotional, and behavioral disorders as if they are unrelated and each stems from different conditions. This article proposes a framework that could accelerate progress in preventing these problems. Environments that foster successful development and prevent the development of psychological and behavioral problems are usefully characterized as nurturing environments. First, these environments minimize biologically and psychologically toxic events. Second, they teach, promote, and richly reinforce prosocial behavior, including self-regulatory behaviors and all of the skills needed to become productive adult members of society. Third, they monitor and limit opportunities for problem behavior. Fourth, they foster psychological flexibility—the ability to be mindful of one's thoughts and feelings and to act in the service of one's values even when one's thoughts and feelings discourage taking valued action. We review evidence to support this synthesis and describe the kind of public health movement that could increase the prevalence of nurturing environments and thereby contribute to the prevention of most mental, emotional, and behavioral disorders. This article is one of three in a special section (see also Muñoz Beardslee, & Leykin, 2012; Yoshikawa, Aber, & Beardslee, 2012) representing an elaboration on a theme for prevention science developed by the 2009 report of the National Research Council and Institute of Medicine. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Organizational Behavior Chapter 2
This document discusses individual level factors in organizational behavior, including biographical characteristics, employee productivity, absenteeism, turnover, and job satisfaction. It covers determinants of personality like heredity, environment, and family. It also discusses the two types of abilities that determine an individual's job performance: intellectual abilities and physical abilities. Finally, it provides an overview of learning as a change in behavior from experience, and lists some major learning theories.
Organizational behaviour lession 1 development of ob
This slide presentation explains what is organizational behaviour and trace the historical developments
Introduction to Organisational Behaviour
Organisational behavior is a field of study that investigates the impact that Individuals, Groups and Structure have on behavior within organization for the purpose of applying such knowledge towards improving an organisations effectiveness. (Stephen. P. Robbins).
History of ob
This document summarizes the historical development of organizational behavior from several influential thinkers. It discusses early contributions from Plato, Aristotle, Confucius, and Machiavelli and their ideas around leadership, society, and authority. It then covers later thinkers like Adam Smith and the benefits of division of labor. Max Weber's theories of authority and rationality are outlined. The document also summarizes Frederick Taylor's scientific management principles and Elton Mayo's Hawthorne studies. Douglas McGregor's Theory X and Theory Y are contrasted. The concept of human capital and recent OB models are briefly mentioned at the end.
Intro to ob ppt
Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments. The document discusses key concepts in OB including:
1. OB draws from psychology, sociology, social psychology, and anthropology to study individuals, groups, and organizational systems.
2. Effective management requires skills in planning, organizing, leading, and controlling organizations to achieve goals efficiently and effectively.
3. Managers at different levels (top, middle, frontline) perform varying roles and responsibilities.
4. Understanding OB allows organizations to gain competitive advantages through low costs, high quality, speed, and innovation.
Individual dimensions of organizational behavior
This presentation will give an insight into individual dimensions of organizational behavior. it includes the concepts of perception, motivation and personality.
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organizational behavior
Organizational behavior is the study of how individuals and groups act within organizations and how organizations themselves act. It examines how the structure and environment of organizations impact and influence human behavior and performance. The goal is to apply knowledge about human behavior to improve organizational effectiveness.
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The recent Institute of Medicine report on prevention (National Research Council & Institute of Medicine, 2009) noted the substantial interrelationship among mental, emotional, and behavioral disorders and pointed out that, to a great extent, these problems stem from a set of common conditions. However, despite the evidence, current research and practice continue to deal with the prevention of mental, emotional, and behavioral disorders as if they are unrelated and each stems from different conditions. This article proposes a framework that could accelerate progress in preventing these problems. Environments that foster successful development and prevent the development of psychological and behavioral problems are usefully characterized as nurturing environments. First, these environments minimize biologically and psychologically toxic events. Second, they teach, promote, and richly reinforce prosocial behavior, including self-regulatory behaviors and all of the skills needed to become productive adult members of society. Third, they monitor and limit opportunities for problem behavior. Fourth, they foster psychological flexibility—the ability to be mindful of one's thoughts and feelings and to act in the service of one's values even when one's thoughts and feelings discourage taking valued action. We review evidence to support this synthesis and describe the kind of public health movement that could increase the prevalence of nurturing environments and thereby contribute to the prevention of most mental, emotional, and behavioral disorders. This article is one of three in a special section (see also Muñoz Beardslee, & Leykin, 2012; Yoshikawa, Aber, & Beardslee, 2012) representing an elaboration on a theme for prevention science developed by the 2009 report of the National Research Council and Institute of Medicine. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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This document discusses individual level factors in organizational behavior, including biographical characteristics, employee productivity, absenteeism, turnover, and job satisfaction. It covers determinants of personality like heredity, environment, and family. It also discusses the two types of abilities that determine an individual's job performance: intellectual abilities and physical abilities. Finally, it provides an overview of learning as a change in behavior from experience, and lists some major learning theories.
Organizational behaviour lession 1 development of ob
This slide presentation explains what is organizational behaviour and trace the historical developments
Introduction to Organisational Behaviour
Organisational behavior is a field of study that investigates the impact that Individuals, Groups and Structure have on behavior within organization for the purpose of applying such knowledge towards improving an organisations effectiveness. (Stephen. P. Robbins).
History of ob
This document summarizes the historical development of organizational behavior from several influential thinkers. It discusses early contributions from Plato, Aristotle, Confucius, and Machiavelli and their ideas around leadership, society, and authority. It then covers later thinkers like Adam Smith and the benefits of division of labor. Max Weber's theories of authority and rationality are outlined. The document also summarizes Frederick Taylor's scientific management principles and Elton Mayo's Hawthorne studies. Douglas McGregor's Theory X and Theory Y are contrasted. The concept of human capital and recent OB models are briefly mentioned at the end.
Intro to ob ppt
Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments. The document discusses key concepts in OB including:
1. OB draws from psychology, sociology, social psychology, and anthropology to study individuals, groups, and organizational systems.
2. Effective management requires skills in planning, organizing, leading, and controlling organizations to achieve goals efficiently and effectively.
3. Managers at different levels (top, middle, frontline) perform varying roles and responsibilities.
4. Understanding OB allows organizations to gain competitive advantages through low costs, high quality, speed, and innovation.
Individual dimensions of organizational behavior
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Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
The document discusses key concepts in organizational behavior including personality, perception, attitudes, power, politics, conflict, and stress. It defines these terms and explains how they relate to each other and influence workplace performance. Some of the major points covered are the five dimensions of personality, the attribution process, sources and types of power, political behaviors, managing functional and dysfunctional conflict, and causes and management of job stress.
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The document discusses the various departments and divisions within a hotel's organizational structure. It describes the key functions and areas of the front office, reservations, communications, housekeeping, food and beverage, sales and marketing, engineering and maintenance, human resources, and accounting divisions. Maintaining clear communication between departments is important for guest satisfaction, room status monitoring, and overall hotel operations.
Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
The document discusses key concepts in organizational behavior including personality, perception, attitudes, power, politics, conflict, and stress. It defines these terms and explains how they relate to each other and influence workplace performance. Some of the major points covered are the five dimensions of personality, the attribution process, sources and types of power, political behaviors, managing functional and dysfunctional conflict, and causes and management of job stress.
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Chapter 8 - Organizational Behavior: Power, Politics, Conflict, and Stress
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Modern era of organizational behavior
- 1. Made by Rajat Muvin
- 2.  Stephen P Robins defines “Organizational behavior as a systematic study of the actions and attitudes that people exhibit within organizations.”
- 3. Psychology Sociology Political Social science psychology anthropology
- 5. ď‚— People ď‚— Structure ď‚— Technology ď‚— Jobs ď‚— Processes ď‚— External environment