This document provides an introduction to organizational behavior (OB). It defines OB and outlines its key elements and scope. OB draws from contributing disciplines like psychology, sociology, social psychology, and anthropology. The document presents an OB model that identifies the primary independent variables (like personality, group structure, organizational culture) and dependent variables (like job satisfaction, productivity, turnover) in OB. It also discusses the three levels of analysis in OB: individual, group, and organizational.

1. MODULE-1
Introduction
- Prof. Pankhuri jain

2. What is OB?
 Human behavior is the responses of
individuals or groups of humans to internal and
external stimuli.
 An organization or organization is
an entity comprising multiple people, such as
an institution or an association, that has a
collective goal and is linked to an external
environment.

3.  "Organizational 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 toward improving an organization's
effectiveness." - Stephen P. Robbins
 "Organizational behavior can be defined as the
understanding; prediction and management of
the human behavior affect the performance of
the organizations. - Luthans

4. Key elements of OB

5. Nature of OB
1. 1. A Separate Field of Study and not a
Discipline Only
2. An Interdisciplinary Approach
3. An applied science
4. A normative science
5. A Humanistic and Optimistic Approach
6. A Total System Approach

6. Scope
 Individuals
 Groups of
individuals
 Organization /
Structure.

7. Need for studying OB
 Helps in understanding organization and
employees in better way.
 Helps in motivating employees
 Helps in improving industrial / labor relations
 Helps in predicting and controlling human
behavior
 Helps in effective utilization of human
resources

8. Contributing disciplines

9. Contributing disciplines
 Psychology : Psychology is the science that
seeks to measure, explain, and sometimes
change the behavior of humans and other
animals. it may be; the mental and behavior
characteristic of an individual or group; If one want
to improve the behavior of an individual on group
we have to look into the psychological needs of an
individual and group. So the knowledge of
psychology can really help in improving and
modifying the behavior of individual and group. If
the psychological needs are fulfilled ,it gives
satisfaction to people and also give peace of
mind, which can improve the ability of an
organization

10. Contributing disciplines
 Sociology : Sociologists study the social system in
which individuals fill their roles; that is, sociology
studies people in relation to their fellow human beings.
also according to the Waliam Marrian dictionary,
sociology is "the science of society social institution
and social relationship." This study really provides
helping hand in the improvement and modification of
OB. Society provides the base for collective living and
relationship while social institutes provide the base for
better form and shape for society among its different
organizations. Meanwhile, social behavior moulds the
behavior and values of the society. So, knowledge of
social norms and values not to forget the customs
really help in shaping the society.

11. Contributing disciplines
 Social psychology : An area within
psychology that blends concepts from
psychology and sociology and that focuses on
the influence of people on one another. it deal
with the fulfillment of social needs in a
psychological sense of interpretations. it cause
different socio psycho conditions and affair for
the modification of OB .

12. Contributing disciplines
 Anthropology : The study of societies to learn
about human beings and their activities. we
also define anthropology as "science of human
beings especially of their environment and
social relations and there culture" environment
play a pivotal role in the improvement and
modification of OB. environment like teacher
and preacher determines the direction of OB.
in our society colorful people are living i.e.
from different religion, creeds , cast and
culture therefore having different attitudes,
values and behaviors.

13. OB model
 A model is an abstraction of reality, a simplified
representation of some real world
phenomenon.
 This model defines the field of OB , its
parameters and identified its primary
independent and dependent variables ; and
their linkages.

14. OB model

15. Basic model of OB
 Variables:
1. Inputs – These are the variables like personality, group
structure, and organizational culture that lead to
processes. These variables set the stage for what will
occur in an organization later. Many are determined in
advance of the employment relationship. For example,
individual diversity characteristics, personality, and
values are shaped by a combination of an individual’s
genetic inheritance and childhood environment. Group
structure, roles, and team responsibilities are typically
assigned immediately before or after a group is formed.
Finally, organizational structure and culture are usually
the result of years of development and change as the
organization adapts to its environment and builds up
customs and norms.

16. Variables…
2. Processes- If inputs are like the nouns in
organizational behavior, processes are like verbs.
Processes are actions that individuals, groups, and
organizations engage in as a result of inputs and
that lead to certain outcomes. At the individual level,
processes include emotions and moods, motivation,
perception, and decision making. At the group level,
they include communication, leadership, power and
politics, and conflict and negotiation. Finally, at the
organizational level, processes include human
resource management and change practices.

17. Variables…
3. Outputs - These are the key variables that you
want to explain or predict, and that are affected
by some other variables. What are the primary
outcomes in OB? Scholars have emphasized
individual-level outcomes like attitudes and
satisfaction, task performance, citizenship
behavior, and withdrawal behavior. At the group
level, cohesion and functioning are the
dependent variables. Finally, at the
organizational level we look at overall
profitability and survival. Because these
outcomes will be covered in all the chapters,
we’ll briefly discuss each here so you can
understand what the “goal” of OB will be.

18. Levels of analysis
Individual
Group
Organizational

19. Independent and dependent
variables
 The dependent variables : key factor that you
want to predict and that is affected by some
other factor (independent variable) .
 Dependent variables are :-
A. Productivity - performance measure that
includes effectiveness and efficiency.
B. Absenteeism - the failure to report to work.
C. Turnover – voluntary and involuntary permanent
withdrawal from an organization.

20. Dependent variables
D. Deviant workplace behavior - voluntary behavior
that violates significant organizational norms
and , in so doing , threatens the well being of
the organization or its members.
E. Organizational citizenship behavior –
discretionary behavior that is not part of an
employee’s formal job requirements, but that
nevertheless promotes the effective functioning
of the organization.
F. Job satisfaction – a positive feeling about one’s
job resulting from an evaluation of its
characteristics.

21. Independent variables
.

22. Independent variables
Independent variables are those factors that are
directly related to the organization and determine
its overall success. These causes change in
dependent variables
1. AT INDIVIDUAL LEVEL :
A. Personality
B. Values
C. Attitudes
D. Perception
E. Motivation
F. Individual learning
G. Individual decision making
H. Biographical characterstics

23. Independent variables
2. AT GROUP LEVEL :
A. Communication
B. Conflict
C. Group structure
D. Power and politics
E. Work teams
F. Group decision making
G. Leadership and trust

24. Independent variables
3. AT ORGANIZATION LEVEL
A. Organisational culture
B. Organisational structure and design
C. HR policies and practices