This document provides an overview of organizational behaviour. It defines organizational behaviour as the study and application of knowledge about how people act as individuals or in groups within organizations. It discusses key topics in organizational behaviour including individual personality and the major theories of personality, including trait, psychoanalytic, social learning, and self theories. The document also outlines the levels of analysis in organizational behaviour including individual, group, and organizational levels.

1. Organisational Behaviour

2. MODULE 1
Organisational Behaviour – Definition, Meaning, Importance,
Nature, Scope, Multidisciplinary Nature of OB and OB Model.
Personality – Introduction, Features, Determinants of Personality,
Theories of Personality: Type, Trait, Psychoanalytical, Social
Learning and Self Theory.

3. What is Organisation ?

4.  They are the groups of people who work
independently towards some purpose ( shared goals)
 Organisations are not physical structures rather they
are people who work together to achieve a set of
goals.
 People who work in organisations have structured
patterns of interactions, meaning that they expect each
other to complete certain tasks in an organised way.

5. • Organisational Behaviour is concerned with explaining,
understanding, predicting, managing and moulding the behaviour
of individuals in Organisations.
• The discipline of Organisational behaviour seeks to find how
people can be motivated to give their best, how attitudes of people
can be managed, how to bring changes in the organisations, how to
make constructive use of power – politics and authority , how to
resolve the conflicts with the help of various models and theories.
• In the modern business environment, the understanding of
Organisation Behaviour has become very crucial to acquire ad
retain the best talent in the Industry.

6. Definition of OB:
Organizational behaviour is directly concerned with
the understanding, predicting and controlling of
human behaviour in Organizations
- Fred luthans

7. • Organizational Behavior was popularized by Keith Davis
• Keith Davis defined “Organizational Behavior is the study and
application of knowledge about how people as individual or as
groups act within organizations.”
• OB is valuable for examining the dynamics of relationships with
the small groups, both formal teams and informal groups.
• Keith Davis is the author of the book - "Organisational
Behaviour - Human Behaviour at Work", (9th Edition)
McGraw Hill, New York (1989)

8. 1. Analysis on Individuals, Groups and Organisations -
OB tries to look into the impact the individuals, groups and
organisations have on the behaviour of members working in an
organisation. It tries to utilise this knowledge with a view to
improve organisational performance.
2. Distinct field of study: OB has emerged as a distinct field of
study – of what people think, feel and do in and around
Organisations.
Nature and Scope of OB

9. 3.Interdisciplinary in nature: OB is an interdisciplinary field as it
draws on a wide variety of social science disciplines including
psychology, sociology, anthropology, economics, political science
etc
4. Use of scientific methods: OB uses empirical research based
approach in order to develop knowledge about behaviour in
Organisations.
5. Focus on application: The field of OB gives special
importance/significance on applications that can make a real
difference in how organisations and people in them perform.

10. 6. Contingency thinking: OB depends on contingency thinking (i.e.
different situations requires different behavioural practices for
greatest effectiveness).
OB recognises that management practices must be tailored to fit
the exact nature of each situation and rejects the classical thinking
that there is one best or universal way to manage people and
organisations.
7. Subset (Part)of management: as we know Management is also
concerned with the pursuing of Organisational goals and to
achieve these goals Human input is important , OB is a significant
Subset(Part) of management.

11. 8. Positive and Optimistic – Modern OB is very positive and
Optimistic about human nature and behaviour. The traditional
thinking about employees (lazy, irresponsible, require constant
supervision etc ) is being rejected and democratic approach is
followed.
9. Integrative in nature – OB seeks to achieve productivity by
building and maintaining employee’s dignity, growth and
satisfaction rather than at the expense of these values. OB seeks to
fulfil employee’s needs and aspirations while trying to realise
Organisational goals.

12. There are certain elements/parts that help in promoting
coordination and smooth functioning among various functions
of an Organisation. Hence these elements play a very crucial
role in the study of OB due to their full importance.
Elements of Organisational Behaviour

13. 1. People - refers to employees who perform various tasks in an
organisation. People work in an organsiation to fulfill their
personal as well as organisational objectives. People behave
differently while working individually or in a team
2. Structure – refers to a skeleton that separates numerous job
tasks performed in a organsiation as it determines the level of
hierarchy, reporting procedure, rules, regulations etc and
coordinates and controls all the activities performed in the
organsiation.

14. 3. Technology – refers to techniques / advancements / innovation
that occur in external environment but affect the internal
environment of the organsiation. Therefore, an organsiation needs
to adapt the changes quickly in order to gain competitive
advantage
4. Environment – Defines the internal and external surroundings
of an organization. Every organization is a part of wider and
larger system where many elements play a vital role. These
elements may include society, government, customers, and global
influences constitutes the environment of the organization. The
environment can be categorized as Internal and External
environment

15. Internal Environment
• Elements with in the environment
• Employees, management and corporate culture
External Environment
• Elements surrounding the organization externally
• Composed of suppliers, competitors,
demographic factors, political and legal systems

16. Levels of Organizational Behaviour
• OB can be studied at various levels of an
organization.
• Each level has a unique set of roles, responsibilities
and goals

17. Levels of Organizational Behaviour

18. Importance of OB
1. Attaining Organisational effectiveness – refers to a process
that acts as an indicator for an organisation's performance.
2. Sustaining changes in Business environment – external
environment increases the importance of OB as a field of
study, because it affects the internal environment as well.
Thus, forcing an organisation to accept to changes as survival
strategy.

19. 3. Organisational behaviour helps to analyse ‘why’ and ‘how’ an
individual behaves in a particular way.
4. Surviving Intense competition – The study of OB helps the
organsiation to develop the human resource by moulding their
behaviour for the benefits of Organisation.
5. Managing Global Influence – Global Influences(LPG) make the
workforce of an Organisation more diverse in nature, thus makes
the study of OB more important.

20. 6. Fulfilling human needs – This refers to managing and enhancing
the skills of employees. For this development a manager must be
capable of
a. Understanding human aspirations
b. Building coordination among employees
c. Imparting Training to employees ..etc
7. Managing the complexity in the structure of Organisation - As
an Organisation grows, its structure becomes complex because its
command chain expands, the scope of authority becomes versatile
and the responsibilities of the employees keep changing

21. Diversity
• There are people of different races, cultural backgrounds, sexual
orientations and ages. The challenge from an organizational
behavior point of view is how to manage this diversity because
different employees have different beliefs, opinions and ways of
working
• It can be challenging for employees to work together because of
these differences
Challenges faced by Organisational Behaviour

22.  Hiring the right employees for the company - Hiring the right
employees for the organization is not only about finding the
people with the skills and knowledge that the position requires,
but also employees that fit into the organizational culture or can
help to improve employee relations.
 Ethics - The challenge for managers is to promote an ethical
organizational behavior and culture such that employees will not
put their individual interests ahead of organizational interests.
Personal interest is an aspect of organizational behavior and
managers face the task of encouraging group interest over
personal interest so as to preserve ethical values.

23.  Technology
Information technology plays an integral role in workplace
communication and also influences how people and groups
behave in the organization.
Although technology brings with it efficiency in collating and
disseminating knowledge, it can also alienate individuals such
as the elderly within the organization.
The challenge here is in finding ways in which technology
promotes organizational communication and inclusion rather
than exclusion and discrimination.

24. Multidisciplinary Nature of OB
• OB is Multidisciplinary in nature.
• It is an applied behavioural science built on contributions
from a wide variety of social science disciplines such as
Psychology, Sociology, Social psychology, anthropology,
Political science, economic etc.

25. Inter disciplinary nature of OB

26. Psychology
– Psychology is the science that seeks to measure, explain, and
sometimes change the behaviour of humans and other animals.
– To use psychological and organizational theory and research to
improve organizational effectiveness and the work life of all
individuals.
– psychologists concern themselves with studying and attempting
to understand individual behaviour
– learning, perception, personality, emotions, training, leadership
effectiveness, needs and motivational forces, job satisfaction,
decision-making process, performance appraisals, attitude
measurement, employee selection techniques, work design and
job stress

27. Sociology
– Sociologists study the social system in which individuals fill
their roles
– Sociology studies people in relation to their fellow human
beings to improve organizational performance.
– Study of group behaviour in organisations, group dynamics,
design of work teams, organisational culture, formal
organisational theory and structure, organisational technology,
communications, power and conflict

28. Social psychology
– An area within psychology that blends concepts from
psychology and sociology and that focuses on the influence of
people on one another.
– Major area: change – how to implement it and how to reduce
barriers to its acceptance
– Study areas: measuring, understanding and changing attitudes,
communication patters, building trust, the ways in which group
activities can satisfy individual needs, group decision-making
processes

29. Anthropology
– The study of societies to learn about human beings and their
activities.
– Study on culture and environment has helped us understand
differences in fundamental values, attitudes, and behaviour
between people in different countries and within different
organisations

30. Political science
– The study of the behaviour of individuals and groups within a
political environment
– Study areas: structuring of conflicts, allocations of power, how
people manipulate power for individual self-interest

31. OB Model

32. • A model is a simplified presentation of some real-world
phenomenon.
• The OB model focuses attention three distinctive level of
analysis – Individuals, Groups and Organisation.
• It tries to look into the impact, the Individuals, Groups and
Organisations have on the behaviour of the members working in
an Organisation.
• It tries to utilise this knowledge with a view to improve
Organisational performance.

33. • As seen from the figure, individual behaviour comprises such
aspects as Personality, Perceptions, Attitudes, Learning and
Motivation.
• Group behaviour covers such topics as Group dynamics ,
Leadership , Power and Politics, Communication and Conflict.
• Study of Organisations includes the nature of Organisations and
Organisational change and development.
• Now, Individual behaviour will influence and is influenced by
Group behaviour, which in turn has impact on behaviour of
Organisations.

34. The cumulative effect of all these behaviours is felt on
Organisational effectiveness which in turn has impact
on Individual, Group and Organisational Behaviours.

35. Basic OB Model

36. The Autocratic Model
The Custodial Model
The Supportive Model
Collegial Model
The Systems Model
Various Model of OB

38. • Personality refers to a set of unique characteristics that make an
Individual different from others
• Personality consist of a set of physical and mental characteristics
that reflect how a person looks, thinks , acts and feels. It is the sum
total of unique ways in which an Individual reacts and interacts
with others
• Personality is defined as a combination of Physical, Mental and
Moral qualities of Individuals reflected in their unique behavior,
which separates them from others.

39. • A brief definition would be that personality is made up of the
characteristic patterns of thoughts, feelings and behaviors that
make a person unique.
• In addition to this, personality arises from within the individual and
remains fairly consistent throughout life.

40. "Personality refers to individuals' characteristic patterns of
thought, emotion, and behavior, together with the psychological
mechanisms hidden or not -- behind those patterns."
~Funder, D. C., 1997

41. "Although no single definition is acceptable to all
personality theorists, we can say that personality is a
pattern of relatively permanent traits and unique
characteristics that give both consistency and
individuality to a person's behavior."
(Feist and Feist, 2009)

42.  Each person is unique in behaviour and there are noticeable
differences among individuals
 An Individual’s personality is relatively stable . If it changes at
all, it is only after a long time
 Personality has both internal and external elements. The external
traits( characteristic) are observable whereas the Internal traits
represents the thoughts , values etc
 Personality is developed by social and cultural environments
Features of Personality

43. Determinants of Personality

44. Determinants
of
Personality
Biological
Factors
Personality
Factors
Cultural
Factors
Family &
Social
Factors
Situational
Factors

45. a. Age- The relationship between age and job performance is
widely believed that job performance declines with
increasing age. Employee turnover too tends to be low as
employee grow in age.
b. Gender – It is generally believed that gender differences
between males and females affect their job performance,
especially in situations demanding physical effort apart than
they are equal in all aspects like problem solving ability,
analytical skills, motivation, sociability, competitive drive
etc.
1. Biological Factors

46. c. Marital Status - Research evidence suggests that married
employees tend to have fewer absences , undergo fewer
turnovers and more satisfied with their jobs than unmarried co-
workers
d. Number of dependents - The number of children an employee
has is positively correlated with absence(especially among
females) and Job Satisfaction.
e. Ability - It refers to an individuals capacity to perform the
various tasks in a job. Ability can be physical ability or
intellectual ability
f. Tenure: Experience and seniority of individuals in terms of work
performance

47. Heredity – Heredity(gene) plays an important role in determining
one’s personality
Brain – Plays a significant role in terms of personality development
Physical features – An Individuals external appearance is said to be
having a major impact on the personality
2. Personality Factor

48. – Among the factors that shape our personality , ‘Culture’ is the
earliest stage.
– Culture is a complex set of beliefs, values and techniques
which are shared and transmitted from one generation to
another
3. Cultural Factors

49. 4. Family and Social Factors
• Family and Social factors are also important in shaping the
personality of an Individual and this is explained by the
Socialisation process and Identification process.
– Socialisation process – The contribution of family and social
groups in combination with the culture is known as Socialisation.
– Identification process – This process starts when a person begins to
identify himself with some other member of the family. ( similarity
of behaviour with the model, expressing desire to be like the model
and actually taking the attributes of the model)

50. 5. Situational factors
• Human personality is strongly influences by the situational
factors
• Individuals learn from situations and this learning helps in
modifying ones personality
• Situation exerts an important pressure on individual and
shapes the personality.
• Learned modifications in behaviour must be acquired through
one’s own personal experience by interaction with the
environment
• Eg: Positive stress is required to get the work done with in
time or make something productive while too much stress is
not desirable

51. Personality Traits Influencing
Human Behaviour

52. Personality Traits – Influence on
Human Behaviour
• Information about personality traits offers
useful guidelines that can lead to effective job
performance.
• As the personality traits create parameters for
people’s behaviour, they offer a framework for
predicting behaviour

53. The Big Five Personality Dimensions
Many contemporary
personality
psychologists believe
that there are five
basic dimensions of
personality, often
referred to as the "Big
5" personality traits.
Extraversion
Agreeableness
Conscientiousness
Neuroticism
Openness

54. 1. Extraversion:
• Characterized by sociability, talkativeness, assertiveness and high
amounts of emotional expressiveness.
• People who are high in extroversion are outgoing and tend to gain
energy in social situations.
• People who are low in extroversion (or introverted) tend to be
more reserved and have to expend energy in social settings.

55. 2. Agreeableness:
• This personality dimension includes attributes such as
trust, kindness and affection and other prosocial behaviors
• People who are high in agreeableness tend to be more cooperative
while those low in this trait tend to be more competitive and even
manipulative.

56. 3. Conscientiousness:
• Standard features of this dimension include high levels of
thoughtfulness, with good impulse control and goal-directed behaviors.
• Those high on conscientiousness tend to be organized and mindful of
details.

57. 4. Neuroticism:
• Neuroticism is a trait characterized by sadness, moodiness, and
emotional instability.
• Individuals who are high in this trait tend to experience mood swings,
anxiety, moodiness, irritability and sadness.
• Those low in this trait tend to be more stable and emotionally resilient.

58. 5. Openness:
• This trait features characteristics such as imagination and insight,
and those high in this trait also tend to have a broad range of
interests.
• People who are high in this trait tend to be more adventurous and
creative.
• People low in this trait are often much more traditional and may
struggle with abstract thinking.
** It is important to note that each of the five personality factors represents a
range between two extremes.

59. Myers–Briggs Type Indicator (MBTI)
• The Myers–Briggs Type Indicator (MBTI) is an introspective self-
report questionnaire designed to indicate psychological preferences
in how people perceive the world and make decisions
• It is a 100-questions personality test that asks people how they
normally feel or act in particular situations
• Based on the answers given, individuals are classified as
- Extrovert or introvert
- Sensing or intuitive
- Thinking or feeling
- Judging or perceiving

60. Other Personality Traits
influencing Behaviour

61. 1.Locus of Control
Developed by Julian B. Rotter in 1954 here people belong to
either of the two categories , Internals or Externals
– Internal locus of control: These type of people perceive a
strong link between their ‘effort’ and their ‘performance’ (OR)
Those who believe they control their own destinies have been
labelled internals.
– External locus of control: The people believe in ‘GOD’ (or)
Externals are those individuals who believe that what happens
to them is controlled by outside forces such as luck or chance.

62. 2. Authoritarianism
• Authoritarianism is the belief that Power and Status differences
should exist within the Organisation.
• Individuals high in authoritarianism tend to be fascinated with
power and toughness, show respect to superiors having more
authority, critically judge others
• Due to their preference to hierarchical order, authoritarian
people often turn out to be good followers, work reasonably
better and deliver results under a directive supervisor.

63. 3. Machiavellianism (Mach) – Nicolo Machiavelli
• He wrote his theories in the book called ‘Prince’. The primary
method for achieving power according to him was manipulation
of others.
• High-Machs believe that any means justify the desired ends. They
believe that manipulations of others are fine if it helps to achieve
a goal.
• Thus, high-Machs are likely to justify their manipulative behaviour
as ethical. They are emotionally detached from other people and
are oriented toward objective aspects of situations.

64. 4. Endomorph , Mesmorph and Ectomorph – William
Sheldon
• Endomorph: Bulky and beloved. Fat and thick in proportion. Seeks
comfort, loves fine food, eats too much, jovial, affectionate and liked by
all ( viseertonic or comfort loving temperament)
• Mesmorph: Strong , athletic and tough. His physique is appreciated by
all.Infact, it is this personality all other ‘morphs’ wish for. Fond of
muscular activity, tends to be highly aggressive and self-assertive. Can
run faster, smile brighter, and can beat along the other two morphs
together (Somatotonic temperament )
• Ectomorph: Thin , long and weak but intellectual. Excessive inhibition
and avoids social contacts. He is labelled as absentminded, shy but
brilliant university professor stereotype (Cerebrotonic temperament)

65. 5. Type A and Type B Personality
• This concept is given by two cardiologists , namely Meyer
Friedman and Ray Roseman in 1970’s while conducting research
on the impact of job stress on heart disease
• Type A personalities are aggressive, ambitious, hard working and
have high standards for themselves
• Type B personalities feels less pressure to work, keeps steadier
pace, accepts low standards of work and likely to extend the
deadlines. They are skilled in maintaining interpersonal relations
and can get along well socially

66. Type A personality:
• Are always moving, walking, and eating rapidly:
• Feel impatient with the rate at which most events take place;
• Strive to think or do two or more things simultaneously;
• Cannot cope with leisure time; and
• Are obsessed with numbers, measuring their success in terms
of how much of everything they acquire.
• Feel challenged and threatened by the success of others
• Try to do one or more things simultaneously
• Try to bring conversations around work related topics

67. Type B personality:
• Patient and composed
• Never suffer from a sense of time urgency with its accompanying
impatience;
• Feel no need to display or discuss either their achievements or
accomplishments unless such exposure is demanded by the
situation
• Play for fun and relaxation, rather than to exhibit their superiority
at any cost; and Can relax without guilt.
**Organizations can also be characterized as Type A or Type B organizations.
Type A individuals in Type B organisations and Type B individuals in Type A
organizations experience stress related to a misfit between their personality
type and the predominant type of the organization.

68. Self Concept
• The self concept describes the relatively stable
perceptions a person has about himself
• Includes our conception of what is special and
unique about oneself that distinguishes us from
others
• Three important elements of self concept are
- Self concept is learned
- Self concept is organized
- Self concept development is a continuous and
dynamic process

69. Self-efficacy and Self-esteem
• Self-efficacy:
One’s personal ability to perform a task
• Self-esteem:
The extent to which people like or dislike
themselves, their overall self evaluation

70. Theories of Personality

71. Theories of personality
• Understanding and implementing the theories of
personality are every important while studying the
personality of an individual
• Among several personality theories, the most prominent
ones are
- Type Theories
- Trait Theories
- Psychoanalytic Theories
- Social Learning Theories
- Self or Humanistic Theories

72. Type Theories

73. • The “Type” theory try to bring some amount of order into the
theories of Personality by classifying individuals into convenient
categories.
• The two important theories are
1. Sheldon’s Physiognomy theory and
2. Carl Jung’s extrovert and introvert theories are the two
important theories here
Type Theories

74. Physiognomy Theory
• According to Sheldon, there is some relationship between
the Physique types (like the features of the face or body
type) of individuals and their personality temperament
• He identified three body types – Endomorphic,
Mesomorphic and Ectomorphic

75. • According to Carl Jung, an extrovert is sociable, lively, seeking
novelty and change, carefree and emotionally expressive.
• Introverts on the other hand, are basically shy, prefer to remain
aloof and are unexpressive.
Extrovert-Introvert Theory
** Type theories are simple as they are based on physical
characteristics or psychological factors to categorize personalities.
But the theories fail to reveal all the complexities of a personality.

76. TRAIT THEORY

77. TRAIT THEORY
A Trait is a long lasting characteristic of a person that appears
constantly in a variety of situations.
According to the trait theory
• Traits distinguish one person from another
• Traits can be measured and used to summarise behaviour
• Traits and the resultant behaviour are said to be fairly stable over
time hence people can be described as aggressive, impulsive or
sentimental.

78. According to Cattell, each person contains all of these 16 traits to a
certain degree, but they might be high in some traits and low in
others.
The following personality trait list describes some of the
descriptive terms used for each of the 16 personality dimensions
described by Cattell.

79. Reserved Vs Outgoing
Less Intelligent Vs More Intelligent
Affected by feelings Vs Emotionally Stable
Submissive Vs Dominant
Serious Vs Happy-go-lucky
Expedient Vs Conscientious
Timid Vs Venturesome
Tough-minded Vs Sensitive
Trusting Vs Suspicious
Practical Vs Imaginative
Forthright Vs Shrewd
Self-assured Vs Apprehensive
Conservative Vs Experimenting
Group-dependent Vs Self-sufficient
Uncontrolled Vs Controlled
Relaxed Vs Tense
Source: “Personality penned Down”, Psychology Today, July 1973

80. PSYCHOANALYTIC THEORY

81. PSYCHOANALYTIC THEORY
• This theory is given by ‘Sigmund Freud’
• Psychoanalytic theory assumes that behaviour is influenced by
Mentalistic concept.
• Freud saw personality as being composed of three elements – Id ,
Ego and Superego.
• This Tripartite division of personality is known as the ‘Structural
model 'of mental life.

82. • id – works on the ‘Pleasure – seeking ‘ principle
- This contains everything which is inherited i.e Psychic energy
that seeks pleasure, tries to avoid pain and wants immediate
satisfaction of all desires
• ego – works on the ‘Reality principle’. It is the realistic side of
personality.
- develops out of id
- ego is the executive of personality.
• superego – works on the principle of ‘Perfection’. It is the moral
side of personality
- superego judge’s wether an action is right or wrong
according to the standards of the society.
Freud suggested ‘free association’ and ‘dream interpretation’ as
technique to probe the unconsciousness.

84. SOCIAL LEARNING THEORY

85. SOCIAL LEARNING THEORY
• This theory stresses on the change of behaviour through learning
from several sources.
• There are two ways of learning
i. learning through reinforcement, direct experience
ii. learning through observation ( also called asVicarious
learning)
• B.F. Skinner is one of the social learning theorists.

86. SELF THEORY

87. SELF THEORY
• According to Self Theory, the individual himself is the centre of
experience. His self-image is a reflection of how he looks at
himself(Rogers terms this as “I”) and his perception of how others
view him(termed as “Me” by Rogers)
• As the individual interacts with his environment, his own concept
of self develops , grows and matures over a period of time.
• Positive responses from the environment would reinforce our self-
image and likewise , any negative responses from the environment
would lower our self-image creating tension and anxiety.