What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
The environment is infinite and includes everything outside the organization.
However, the analysts considers only the aspects of the environment to which the organization is sensitive and must respond to survive.
Thus, organizational environment is defined as all elements that exist outside the boundary of the organization and have the potential to affect all or part of the organization.
www.lifein01.com - for more info
Leadership is a trait of influencing the behavior of individuals, in order to fulfill organizational objectives.
A number of leadership theories have been propounded by various management experts considering behavior, traits, nature, etc. namely, Authoritarian, Laissez-faire, Transactional, Transformational, Paternalistic and Democratic.
ORGANISATIONAL BEHAVIOUR
Organisational politics
ORGANISATIONAL POLITICS
FEATURES OF ORGANISATIONAL POLITICS
Organisational Politics has the following features:
It aims at personal benefit arising out of use of power and not organisational benefit.
It is a deliberate effort on the part of people to use politics as a source of widening their power base.
It is not part of a person’s job requirement. It is used to benefit a person.
It can be legitimate or illegitimate political behaviour.
It moves against rationality. Decisions are based on compromises and bargain and not rational acts.
Politics takes place when an individual recognizes that achievement of his goals is influenced by behaviour of others.
What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
The environment is infinite and includes everything outside the organization.
However, the analysts considers only the aspects of the environment to which the organization is sensitive and must respond to survive.
Thus, organizational environment is defined as all elements that exist outside the boundary of the organization and have the potential to affect all or part of the organization.
www.lifein01.com - for more info
Leadership is a trait of influencing the behavior of individuals, in order to fulfill organizational objectives.
A number of leadership theories have been propounded by various management experts considering behavior, traits, nature, etc. namely, Authoritarian, Laissez-faire, Transactional, Transformational, Paternalistic and Democratic.
ORGANISATIONAL BEHAVIOUR
Organisational politics
ORGANISATIONAL POLITICS
FEATURES OF ORGANISATIONAL POLITICS
Organisational Politics has the following features:
It aims at personal benefit arising out of use of power and not organisational benefit.
It is a deliberate effort on the part of people to use politics as a source of widening their power base.
It is not part of a person’s job requirement. It is used to benefit a person.
It can be legitimate or illegitimate political behaviour.
It moves against rationality. Decisions are based on compromises and bargain and not rational acts.
Politics takes place when an individual recognizes that achievement of his goals is influenced by behaviour of others.
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
Chapter 1 Introduction to Organizational BehaviorOutline · O.docxsleeperharwell
Chapter 1 Introduction to Organizational Behavior
Outline
· Overview
· What Is Organizational Behavior?
· Challenges for Organizational Behavior
· Challenge 1: The Changing Social and Cultural Environment
· Challenge 2: The Evolving Global Environment
· Challenge 3: Advancing Information Technology
· Challenge 4: Shifting Work and Employment Relationships
· Summary
· Exercises in Understanding and Managing Organizational Behavior
· Appendix 1: A Short History of Organizational Behavior
What is Organizational Behavior?
To begin our study of organizational behavior, we could just say that it is the study of behavior in organizations and the study of the behavior of organizations, but such a definition reveals nothing about what this study involves or examines. To reach a more useful and meaningful definition, let’s first look at what an organization is. An organization is a collection of people who work together and coordinate their actions to achieve a wide variety of goals. The goals are what individuals are trying to accomplish as members of an organization (earning a lot of money, helping promote a worthy cause, achieving certain levels of personal power and prestige, enjoying a satisfying work experience, and so forth). The goals are also what the organization as a whole is trying to accomplish (providing innovative goods and services that customers want; getting candidates elected; raising money for medical research; making a profit to reward stockholders, managers, and employees; and being socially responsible and protecting the natural environment). An effective organization is one that achieves its goals.
Organization
A collection of people who work together and coordinate their actions to achieve individual and organizational goals.
Police forces, for example, are formed to achieve the goals of providing security for law-abiding citizens and providing police officers with a secure, rewarding career while they perform their valuable services. Paramount Pictures was formed to achieve the goal of providing people with entertainment while making a profit in the process. Actors, directors, writers, and musicians receive well-paid and interesting work.
Organizations exist to provide goods and services that people want, and the amount and quality of these goods and services are products of the behaviors and performance of an organization’s employees—of its managers, of highly skilled employees in sales or research and development, and of the employees who actually produce or provide the goods and services. Today, most people make their living by working in or for some kind of company or organization. People such as a company’s owners or managers—or company employees who desire to become future owners or managers—all benefit from studying organizational behavior. Indeed, people who seek to help or volunteer their time to work in nonprofit or charitable organizations also must learn the principles of organizational behavior. Like most employ.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Chapter-1 What is Organizational Behavior
From Robbins and Judge, Organizational Behavior
This will help students. Please share your feed back so that i can improve.
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
Report Back from SGO 2024: What’s the Latest in Cervical Cancer?bkling
Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
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Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
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New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
How to Give Better Lectures: Some Tips for Doctors
Organizational behavior
1. Organizational behavior
Out lines.
Introduction
Definition of OB.
importance of Organizational Behavior (OB)
Factors affecting organizational behavior
Objectives of Organizational Behavior
Levels of OB analysis.
Models of organizational behavior
Challenges and opportunities of organizational
behavior
Limitations of OB
Introduction
Organizational Behavior is the study and application of
knowledge about how people, individuals, and groups act
in organizations. It does this by taking a system
approach.
That is, it interprets people-organization relationships in
terms of the whole person, the whole group, the whole
organization, and the whole social system.
Its purpose is to build better relationships by achieving
human objectives, organizational objectives, and social
objectives. OB encompasses a wide range of topics, such
as human behavior, change, leadership, teams, etc
Definition of OB.
2. organisational behaviour is the: "study of human
behavior in organizational settings, the interface between
human behavior and the organization, and the
organization itself".
importance of Organizational Behavior (OB) in
any type of organizations is as follows:
1. Organizational Behaviour helps in
understanding Organization and Employees in a
better way:
Studying Organizational Behaviour helps to
understand organization and people in a better way.
When we can understand organization and
employees, it helps to develop friendly relationship
between organization and employees creating a
proper working environment in an organization.
Similarly, studying Organizational Behavior topics
helps to find out the factor causing the behavior,
and helps to apply different strategies to control the
critical behavior which harms the organization.
2. OB helps in motivating employees:
Importance of Organizational behavior cannot be
neglected because studying Organizational
Behavior helps managers to motivate the
employees bringing a good organizational
performance. As every individual differs from each
3. other, therefore Organizational Behavior helps
managers to apply appropriate motivational tools
and techniques in accordance with the nature of
individual employees. This helps achieving
organizational goal properly.
3. Organizational Behavior helps in improving
Industrial / Labour relations:
Studying Organizational Behavior helps to improve
industrial/labour relations. Organizational Behavior
Management helps in understanding the root-cause
of the problem, predict its future course of action
and control its negative consequences. As,
managers are aware about the positive and
negative consequences of the behavior, it enables
managers to maintain friendly relations with their
employees which creates peace and harmony in the
organization.
4. Organizational Behavior helps in predicting
and controlling Human Behavior:
Studying Organizational Behavior helps to predict
and control human behavior. It is the one of the
most important reason for studying
Organizational Behavior. Knowledge of
Organizational Behavior is very much important for
the management students who are going to have a
career as a successful manager. If all the
Organizational Behavior theories is studied properly
then it helps to bring organizational effectiveness.
4. 5. Organizational Behavior helps in effective
utilization of Human Resources:
Studying Organizational Behavior helps in effective
utilization of Human Resources. Knowledge
of Organizational Behavior helps managers to
manage people effectively in the
organization.Likewise, it enables managers to
inspire and motivate employees toward higher
productivity and better results as the manager is
able to analyze and understand nature and
behavior of his employees.
Factors affecting organizational behavior
5. People
People make up the internal social system of the
organization. That system consists of individuals and
groups and groups may be large and small, formal and
informal. Groups are dynamic.
Group form, change and disband. Since the organization
is a combination of a group of people, managers must
handle the people in the right direction.
This is very challenging to guide people or employees
who have different educational backgrounds, talent, and
perspectives. So managers must understand predict and
control the people.
They build up relationship among the employees and
motivate themselves.
Structure
The structure defines the formal relationship and use of
people in the organization. There are managers and
employees, accounts assemblers in order to accomplish a
different kind of activities.
They are related in a structural way so that their work
can be effectively coordinated. Because there is no
organization can be successful without proper
coordination.
Many organizational structures have become flatter. This
downsizing and restructuring have occurred as a result of
the pressure to lower costs while remaining competitive.
Other structures have grown more complex as a result of
mergers, acquisitions, and new ventures. Several
organizations have experimented with hiring contingent
workforces (temporary, part-time, or contract
employees).
6. Finally, many firms have moved from a traditional
structure to a team-based one.
Technology
Technology provides the resources with which people
work and affects the tasks that they perform. They cannot
accomplish work with their bare hands.
The technology used has a significant influence on
working relationships.
The great benefit of technology is that it allows people to
do more and better work, but it also restricts people in
various ways’ It has cost as well as benefits.
Examples of the impact of technology include the
increasing use of robots and automated control systems
in an assembly line.
The dramatic shift from a manufacturing to a service
economy, the impressive advances in computer hardware
and software capabilities, the rapid move toward the
widespread use of the information highway (internet).
And the need to respond to societal demands for
improved quality of goods and services at acceptable
prices.
If any person has a lack of technological knowledge
he/she cannot work. Moreover, technology decrease per
unit cost and improve the quality of the products and
services.
Environment
All organizations operate within an internal and an
external environment. A single organization does not
exist alone.
An organization is a part of a lager system that contains
many other elements, such as government, the family,
and other organizations. Numerous changes in the
environment create demands on organizations.
7. Citizens expect organizations should be socially
responsible; new products and competition for customers
come from around the globe; the direct impact of unions
diminishes; the dramatic pace of change in society
quickens.
There is a direct impact of several trade unions of
organizations.
So all the elements of environments influence the attitude
and provide competition. It must be considered in the
study of human behavior in an organization.
Objectives of Organizational Behavior
The organizations in which people work have an effect
on their thoughts, feelings, and actions. These thoughts,
feelings, and actions, in turn, affect the organization
itself.
Organizational behavior studies the mechanisms
governing these interactions, seeking to identify and
foster behaviors conducive to the survival and
effectiveness of the organization.
1. Job Satisfaction.
2. Finding the Right People.
3. Organizational Culture.
4. Leadership and Conflict Resolution.
5. Understanding the Employees Better.
6. Understand how to Develop Good Leaders.
7. Develop a Good Team.
8. Higher Productivity.
8. Levels of OB analysis.
INDIVIDUAL LEVEL OF ANALYSIS
At the individual level of analysis, organizational
behavior involves the study of learning, perception,
creativity, motivation, personality, turnover, task
performance, cooperative behavior, deviant
behavior, ethics, and cognition. At this level of
analysis, organizational behavior draws heavily
upon psychology, engineering, and medicine.
GROUP LEVEL OF ANALYSIS
At the group level of analysis, organizational
behavior involves the study of group dynamics,
intra- and intergroup conflict and cohesion,
leadership, power, norms, interpersonal
communication, networks, and roles. At this level of
analysis, organizational behavior draws upon the
sociological and socio-psychological sciences.
ORGANIZATION LEVEL OF ANALYSIS
At the organization level of analysis, organizational
behavior involves the study of topics such as
organizational culture, organizational structure,
cultural diversity, inter-organizational cooperation
and conflict, change, technology, and external
environmental forces. At this level of analysis,
organizational behavior draws
upon anthropology and political science.
Models of organizational behavior
9. Autocratic Model of Organizational Behavior
The autocratic model of organizational behavior
puts the boss in charge and the subordinates in a
position to obey commands or be fired. It's black
and white, regarding who is in charge and quickly
establishes consequence for insubordination or lack
of performance. This environment uses a paycheck
as the reward system rarely implementing any other
incentive programs.
Loyalty, if it exists, is generally to the boss and not
the company. This model can create a fearful
workforce, unsure if any mistake could lead to
disciplinary action.
Custodial Model of Organizational Behavior
Custodial models seek to make employees feel as if
the boss is caring for their personal needs. This is
often done through benefits packages such as
healthcare, retirement plans and other incentives.
An executive visiting various territory offices could
get a company car as an incentive.
The custodial model looks to retain quality people
by providing incentives that are meaningful to the
employee. Loyalty is to the company and not
individual company leaders.
Collegial Model of Organizational Behavior
The collegial model works to develop a structure in
which managers are more like coaches and
employees are team members. Power is shared to
some degree. The coach leads through inspiration.
10. In this model, the loyalty is to the bigger goal, and
team responsibility rather than to an individual.
Employees feel invested in the success of the
company and take pride in the successful execution
of goals.
Supportive Model of Organizational Behavior
The supportive model seeks to understand what
motivates employees and focuses on those things
to motivate and inspire. When employees are given
opportunities to improve themselves, they often
take personal initiative to perform better at their job.
Managers support employees as they work toward
established personal goals such as promotion or
acquisition of new skills. In this model, a manager
would ask employees for professional goals and
would work with them to establish an action plan to
succeed with them.
SystemModel of Organizational Behavior
The system model is really the foundation of
positive corporate cultures.
When people think about why LinkedIn is a great
place to work, for example, it is because of the
incentives, work schedule flexibility and creative
encouragement that leadership provides.
It is nurturing yet challenging,and so efficiency and
productivity increase in a happier work environment
that's loyal to the company and excited to share its
vision.
11. Small business owners don't need to try to compete
with what LinkedIn does, but should develop
strategies within their resources to build a positive
corporate culture.
Challenges and opportunities of organizational
behavior :
are massive and rapidly changing for improving
productivity and meeting business goals.
1. Improving Peoples’ Skills.
2. Improving Quality and Productivity.
3. Total Quality Management (TQM).
4. Managing Workforce Diversity.
5. Responding to Globalization.
6. Empowering People.
7. Coping with Temporariness.
8. Stimulating Innovation and Change.
9. Emergence of E-Organisation & E-Commerce.
10. Improving Ethical Behavior.
11. Improving Customer Service.
12. Helping Employees Balance Work-Life Conflicts.
13. Flattening World.
major limitations of OB are;
1. Behavioral Bias.
Behavioral bias can be so misapplied in a way that it
can be harmful to employees as well as the
organization as a whole. Some individuals, despite
12. having good intentions, so overwhelm others with
the care that the recipients of such care become
dependent and unproductive.
They find excuses for failure rather than take
responsibility for progress. They do not possess a
high degree of self-respect and self-discipline.
2. The Law of Diminishing Returns.
Overemphasis on an organizational behavior, the practice
may produce negative results, as indicated by the law of
diminishing returns. It places an overemphasis on an OB
practice may produce negative results.
It is a limiting factor in organizational behavior in the
same way that it is in economics. In economics, the law
of diminishing return refers to a declining amount of
extra outputs when more of a desirable input is added to
an economic situation.
3. Unethical Manipulation of People.
significant concern about organizational behavior is that
its knowledge and techniques can be used to manipulate
people unethically as well as to help them develop their
potential.
People who lack respect for the basic dignity of the
human being could learn organizational behavior ideas
and use them for selfish ends.
They could use what they know about motivation or
communication in the manipulation of people without
13. regard for human welfare. People who lack ethical values
could use people in unethical ways.