The document provides an overview of topics related to organizational behavior and management. It includes definitions of key terms like organization and organizational behavior. It also outlines the determinants and significance of organizational behavior for effectiveness. Various approaches to organizational behavior are discussed like systems approach, contingency perspective, and interactionalism. Challenges and trends in the field like globalization, diversity, and stimulating innovation are highlighted. Models of organizational behavior and a basic framework are presented.

1. ORGANIZATION THEORY & BEHAVIOR

2. WORKSHOP SCHEDULE ORG TRENDS ORG DESIGN & STRUCTURE- wrt Individual/group & org dynamics CONFLICT MNGT & NEGOTIATION LEADERSHIP& TRUST STRATEGIES/ POWER & POLITICS/ INDIVIDUAL/ GROUP/ ORG COMMUNICATION GROUP BEHAVIOR & PROCESSES INDIVIDUAL BEHAVIOR & PROCESSES-Motivation INDIVIDUAL BEHAVIOR-Perception, values, attitudes, personality DYNAMICS OF ORG BEHAVIOR –structure, culture, change etc

4. ORGANIZATION???

6. ORGANIZATION HUMAN BEHAVIOR IN ORGANIZATION SETTINGS INDIVIDUAL ORGANIZATION INTERFACE ENVIRONMENT ENVIRONMENT

7. ORGANIZATIONAL PARTICIPANTS ORGANIZATIONAL BEHAVIOR ORGANIZATIONAL ENVIRONMENT COGNITIVE REPRESENTATION OF REALITY HELPS GUIDE OB PARTICIPANTS CONTROL THEIR OWN BEHAVIOR TO THE EXTENT THAT THEY RELY ON COGNITIVE SUPPORTS & MANAGE RELEVANT ENVIRONMENTAL CUES & CONSEQUENCES MOST COMPLEX BEHAVIOR ACQUIRED BY DIRECTLY OBSERVING & IMITATING OTHERS IN SURROUNDING ENVIRONMENT

8. ORGANIZATIONAL GOALS INDIVIDUAL TASKS TEAM ROLES

11. GOAL CULTURE SYSTEMS STRUCTURE STRATEGIES FUNCTIONS-TASKS/ACTIVITIES- WHAT & WHY? PROCEDURES- HOW? ROLES & RESPONSIBILITIES WHO? CORE VALUES VISION -MISION

12. HOW ORGANIZATION ACHIEVES ITS GOAL? ORGANIZATIONAL PROCESSES

20. MANAGING FOR EFFECTIVENESS INDIVIDUAL LEVEL OUTCOMES ORG LEVEL OUTCOMES TEAM LEVEL OUTCOMES PRODUCTIVITY PERFORMANCE ABSENTEEISM TURNOVER ATTITUDES STRESS PRODUCTIVITY PERFORMANCE NORMS COHESIVENESS PRODUCTIVITY ABSENTEEISM TURNOVER FINANCIAL PERFORMANCE SURVIVAL CONSTITUENT SATISFACTION

21. TRACING HISTORY OF ORGANIZATIONAL RESEARCH Strategy/Structure fit need to adapt to environmental changes Establish Strategy , then Structure is established ALFRED CHANDLER (1962) STRATEGIC MANAGEMENT Cohesiveness, Loyalty, commitment & Employer Management system Individual needs & importance of participative management DOUGLAS Mc GREGOR (1961) RENSIS LIKERT (19670 BEHAVIOR Fit between social & technological factors Social Systems view means that organization is an open system E L TRIST & K W BAMFORTH (1951) SOCIO-TECHNICAL Hierarchy o Goals , Effective use of resources Bounded Rationality Optimization of Goals HERBERT SIMON (1947) DECISION MAKING Paying attention to worker needs & satisfaction Psychological factors-Job Satisfaction, Team work ELTON MAYO (1933) HUMAN RELATIONS Order, Equity, Division of work, Discipline Management Principles Training in use of Principles HENRI FAYOL ( 1916-25) PRINCIPLES OF MANAGEMENT Maximize Cost , Task specialization, maximize output Time & Motion Studies. Finding most efficient way FREDERICK TAYLOR (1911) SCIENTIFIC MANAGEMENT OB ATTRIBUTES PHILOSOPHY PIONEERS CONCEPT

22. TRACING HISTORY OF ORGANIZATIONAL RESEARCH-Contd OB ATTRIBUTES PHILOSOPHY PIONEERS CONCEPT Responsiveness to change , Need for Social Support 1987 PROACTIVE PERFORMANCE 1984 ENPOWERNMENT Instill pride in quality’ Focus on customer satisfaction How to detect & eliminate defects DEMING(1971) & JURAN ( 1974) QUALITY Integration fit Structure firm to meet environmental demands P R LAWRENCE & J W LORSCH ( 1967) CONTINGENCY

31. OB MODELS COGNITIVE, BEHAVIORISTIC & SOCIAL LEARNING THEORETICAL FRAMEWORKS USED TO DEVELOP OB MODEL Self Actualization Moderate enthusiasm Status & Recognition Awakened drivers Security Passive cooperation Subsistence Minimum Employee need met Performance result Self Discipline Participation Dependence on Organization Dependence on Boss Employee psychological result Responsible Behavior Job Performance Security Benefits Obedience Employee Orientation Teamwork Support Money Authority Managerial orientation Partnership Leadership Economic Resources Power BASIS OF MODEL SUPERLATIVE (COLLEGIAL) SUPPORTIVE CUSTODIAL AUTOCRATIC