SlideShare a Scribd company logo
Organizational Behavior
O + B = OB
People Are an Organization’s Most Important Assets
What is an Organization? Organizations are simply groups with two or more people that share a certain set of goals and meet at regular times. 4
Behavior This behavior occurs in organizations.
What is an Organization? An organization is a collection of people who work together to achieve individual and organizational goals. 5
What is Organizational Behavior? Organizational behavior (OB) is the study of factors that affect how individuals and groups act in organizations and how organizations manage their environments. 6
What is Organizational Behavior? Definition:  The study of human behavior, attitudes, and performance in organizations. Value of OB:  Helps people attain the competencies needed to become  effective  employees, team leaders/members, or managers Competency  = an interrelated set of abilities, behaviors, attitudes, and knowledge needed by an individual to be effective in most professional and managerial positions
What is Organizational Behavior? Organizational Behavior is the study of human behavior in the workplace, the interaction between people and the organization  with the intent to understand and predict human behavior .
What is OB? The study of human behavior in the workplace The i nvestigation of the impact that individuals, groups and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness OB theories have widespread applications – among other things, knowing these theories can help you to: Promote the well-being of employees Evaluate solutions proposed by consultants and managers Predict what will happen in your organization Influence the direction of your organization
Organizational Behaviour . . .  a field of study that investigates the impact that individuals, groups and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.
Why Do We Study OB? To learn about yourself and how to deal with others You are part of an organization now, and will continue to be a part of various organizations Organizations are increasingly expecting individuals to be able to work in teams, at least some of the time Some of you may want to be managers or entrepreneurs
WHY OB
4 Insert Figure 1.1 here
Characteristics  Goal-Oriented Levels of analysis  Human tool Satisfaction of employees need A total systems approach
Challenges and Opportunities for OB Responding to Globalization Increased foreign assignments Working with people from different cultures Coping with anti-capitalism backlash Overseeing movement of jobs to countries with  low-cost labor Managing people during the war on terror Managing Workforce Diversity Embracing diversity Changing U.S. demographics Implications for managers Recognizing and responding to differences
Major Workforce Diversity Categories Domestic Partners Race Non-Christian National Origin Age Disability E X H I B I T  1–4 Gender
Challenges and Opportunities for OB (cont’d) Improving Quality and Productivity Quality management (QM) Process reengineering Responding to the Labor Shortage Changing work force demographics Fewer skilled laborers Early retirements and older workers Improving Customer Service Increased expectation of service quality Customer-responsive cultures
Today’s Challenges in the Canadian Workplace Challenges at the Individual Level Job Satisfaction Empowerment Behaving Ethically Challenges at the Group Level Working With Others Workforce Diversity
Today’s Challenges in the Canadian Workplace Challenges at the Organizational Level Productivity Developing Effective Employees Absenteeism Turnover  Organizational Citizenship Competition From the Global Environment Managing and Working in a Global Village
Productivity Productivity A performance measure including effectiveness and efficiency Effectiveness Achievement of goals Efficiency The ratio of effective work output to the input required to produce the work
Effective Employees Absenteeism Failure to report to work Turnover Voluntary and involuntary permanent withdrawal from the organization Organizational citizenship behaviour Discretionary behaviour that is not part of an employee’s formal job requirements, but is helpful to the organization
Exhibit 1-2  Toward an OB Discipline Social psychology Psychology Behavioural  science Contribution Unit of analysis Output Anthropology Sociology Political science Study of Organizational Behaviour Organization system Learning Motivation Perception Training Leadership effectiveness Job satisfaction Individual decision making Performance appraisal Attitude measurement Employee selection Work design Work stress Group dynamics Work teams Communication Power Conflict Intergroup behaviour Formal organization theory Organizational technology Organizational change Organizational culture Conflict Intraorganizational politics Power Organizational culture Organizational environment Behavioural change Attitude change Communication Group processes Group decision making Group Comparative values Comparative attitudes Cross-cultural analysis Individual
The Rigour of OB OB looks at consistencies What is common about behaviour, and helps predictability? OB is more than common sense Systematic study, based on scientific evidence OB has few absolutes OB takes a contingency approach Considers behaviour in context
Beyond Common Sense Systematic Study Looking at relationships, attempting to attribute causes and effects and drawing conclusions based on scientific evidence Behaviour is generally predictable There are differences between individuals There are fundamental consistencies There are rules (written & unwritten) in almost every setting
Exhibit 1-1 Challenges Facing the Workplace Workplace Organizational Level • Productivity • Developing Effective Employees • Global Competition • Managing in the Global Village Group Level • Working With Others • Workforce Diversity Individual Level • Job Satisfaction • Empowerment • Behaving Ethically
Exhibit 1-3 Basic OB Model, Stage I Organization systems level Group level Individual level
Exhibit 1-4  Basic OB Model, Stage II Ability Human input Values and attitudes Motivation Individual decision making Personality Perception Biographical characteristics Leadership Work design and technology Organizational culture Change and stress Group decision making Other groups Conflict Power and politics Work teams Individual Level Group Level Organization Systems Level Communication Group structure Human resource policies and practices Organization structure and design Individual  Differences Satisfaction Organizational commitment Turnover Absence Productivity Workplace interaction Human output
Exhibit 1-5  Competing Values Framework Flexibility Control Internal Focus External Focus
Competing Values Framework Internal-External Dimension Inwardly toward employee needs and concerns and/or production processes and internal systems or Outwardly, toward such factors as the marketplace, government regulations, and the changing social, environmental, and technological conditions of the future Flexibility-Control Dimension Flexible and dynamic, allowing more teamwork and participation; seeking new opportunities for products and services or Controlling or stable, maintaining the status quo and exhibiting less change
Basic OB Model Independent Variables Individual-Level Variables (Leadership, Power, Attitudes) Group-Level Variables (Diversity, Groups, Teams, Conflict) Organizational Systems-Level Variables (Culture, Structure, Design, Change) Dependent Variables Productivity Absenteeism Turnover Job Satisfaction Motivation Well-being Safety  Effectiveness Efficiency Ethics Organization systems level Group level Individual level
Summary & Implications OB is a field of study that investigates the impact of individuals, groups, and structure on behaviour within an organization. OB focuses on improving productivity, by understanding employees and why they behave in the ways they do. Behavior of organizations, groups, & individuals can be predicted, but you have to understand the circumstances. To study OB, one needs to move from an intuition and common sense approach to a systematic study. OB uses systematic study to improve predictions of behaviour.
Why Study  Organizational Behavior? Success isn’t a destination – it’s a process.  And the margin between successes is often small.  Learn the principles of defining and achieving success in your own life and  begin the journey today . This journey begins with understanding the behaviors between the leader, the followers, and the organization. This is also a leadership course of study.  To be successful leader, one needs to understand the behaviors of people, organizations, and the situation.
Levels of Analysis Organization level Group level Individual level
Basic OB Model Independent Variables Dependent Variables PRODUCTIVITY ABSENTEESIM TURNOVER JOB SATISFACTION Organizational Level Group Level Individual Level
Elements of ob People .Individuals .Group Environment .Government .Competition .Social Technology .Machinery .Copm. hard & soft. Structure .Jobs .Relationship OB
5 Insert Figure 1.2 here
Contribution to various disciplines of ob
Contributing Disciplines to the OB Field Psychology Sociology Social Psychology Anthropology Political Science
Study of OB Individual Group Organizations Perception Personality Motivation Training P A Job Satisfact. Psychology Group ,Team Communi. Conflict Org.change, structure Attit.& beh. Change Group process & decision making Indi.Org.culture & Env. Org. Power Politics Sociology Social Psychology Anthropology Political science
ORIGINS OF ORGANIZATIONAL BEHAVIOR  Psychology . Psychological theories have helped us explain and predict  individual behavior . Many of the theories dealing with  personality, attitude, learning, motivation, and stress  have been applied in Organizational Behavior to understand work-related phenomena such as  job satisfaction, commitment, absenteeism, turnover, and worker well-being .
Sociology Sociologists , studying the structure and function of  small groups  within a society have contributed greatly to a more complete understanding of behavior within organizations. Taking their cue from Sociologists, scholars in the field of Organizational Behavior have studied the effects of the structure and function of work organization on the behavior of groups, as well as the individuals within those groups. Many of the concepts and theories about groups and the processes of  communication, decision making, conflict, and politics  used in Organizational Behavior, are rooted in the field of  Social Psychology .
Contributing Disciplines to the OB Field (cont’d) E X H I B I T  1–3 (cont’d) Sociology The study of people in relation to their fellow human beings
Contributing Disciplines to the OB Field (cont’d) E X H I B I T  1–3 (cont’d) Social Psychology An area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another
Political Science The field of  Political Science  has helped us understand how differences in preferences and interests lead to  conflict and power  struggles between groups within organizations.
Anthropology Organizational Behavior draws on the field of  Anthropology  for lessons about how  cultures  ( corporate culture) and belief systems develop.
Contributing Disciplines to the OB Field (cont’d) E X H I B I T  1–3 (cont’d) Anthropology The study of societies to learn about human beings and their activities
Managerial Roles Manager :  Any person who supervises one or more subordinates. Role :  A set of behaviors or tasks a person is expected to perform because of the position he or she holds in a group or organization. Managerial roles  identified by Mintzberg (see Table 1.1): Figurehead Leader Liaison Monitor Disseminator Spokesperson Entrepreneur Disturbance handler Resource allocator Negotiator 8
Managerial Skills Conceptual Skills :  The ability to analyze and diagnose a situation and distinguish between cause and effect. Human Skills :  The ability to understand, work with, lead, and control the behavior of other people and groups. Technical Skills :  Job-specific knowledge and techniques. 9
Challenges for Organizational Behavior and Management Using new information technology to enhance creativity and organizational learning. Managing human resources to increase competitive advantage. Developing organizational ethics and well-being. Managing a diverse work force. Managing the global environment. 10
personality
Nature of Personality Personality traits Reflects individuals differences Personality can change
determinants Individual personality Biological Others Cultural Situational Family & Social
biological Heredity Brain Physical features
Cultural factors Situational factors
Family & Social Factors Home & Family environment Social group
Others Interest Motives
Big Five Traits of Personality
Agreeableness Extroversion Emotional stability Conscientiousness Openness
agreeableness Agreeableness High  Low Agreeableness - Cooperative, warm, caring,  good-natured, trusting
Extroversion Extroversion Extroversion  Introversion Extroversion - Social, outgoing, talkative,  assertive, forgiving, understanding
Emotional stability Emotional High  Low Emotional stability-  happy, unworried,  secure, calm
Conscientiousness Conscientiousness High  Low Conscientiousness - Dependable, hardworking,  organized, self-disciplined,  responsible
Openness Openness More  Less Openness - Creative, Cultured, Flexible,  imaginative
perception
Human being are constantly attacked by numerous sensory including noise, sight, smell, taste etc.  The critical question is the study of perception is “why the same universe is viewed differently by different persons?” The answer is the perception. Different people perceive the universe differently .
Perception is the process through which the information from outside environment is selected, received, organize and interpreted to make it meaningful to us. Acc. To the Joseph Reitz: perception includes all those processes by which an individual receive information about his environment – seeing, hearing, feeling, tasting and smelling.
process Perceptual Inputs Perceptual  Mechanisms Perceptual Outputs Individual Receiving  Selecting  Organizing  Interpreting Actions
Figure and Group-Figure is perceived to dominate and more attention is paid to it, while ground is given less attention and is kept in the background. Simplification- Whenever people is overloaded with the information, they try to simplify it to make it more meaningful and understandable. Perceiver subtract less salient information and concentrate on more important one.  Grouping- In grouping, the information which have been grouped together, are likely to be perceived as having same characteristics.
action The last phase of perceptual process is that acting in relation to what has been perceived. This action may be covert or overt. Covert- Change in attitude, opinions, feeling, values and impression formation resulting from the perceptual input. Overt- The overt action may be in the form of behavior easily visible.
Factors that influence the perception Perception Factors in situation Social setting, Organizational setting Factors in perceiver Needs and Motives, Experience, Current psychological state Factors in target Status, Size, Contrast,
Internal factors Needs and Motives-  People’s perception is determined by their inner needs. A feeling of tension and discomfort when one thinks he is missing something or requires something. Similarly people with different needs selects different items to respond. Experience - It have a constant bearing on perception. Successful experience boost the perception ability whereas failure erodes self- confidence.
Current psychological state-  The emotional and psychological states of an individual are likely to influence how things are perceived. If a person is depressed, he is likely to perceive the same situation differently than if he is elated.
External factors Status - Perception is also influenced by the status of the perceiver. High status people can exert influence on perception of employees than low status people. For example if we introduce the CEO or the peon of the organization then w remember only the name of the CEO.
Contrast - Stimuli contrast with the surrounding environment. A contrasting effects can be caused by color or any other factor that is unusual.  Size - The bigger size of the perceived stimulus, the higher is the probability that it is perceived. Size attracts the attention of an individual.

More Related Content

What's hot

Foundation of Individual Behaviour
Foundation of Individual BehaviourFoundation of Individual Behaviour
Foundation of Individual Behaviour
sathishpalankar
 
Ppt on organising
Ppt on organisingPpt on organising
Ppt on organising
Vinay Prateek Bansriyar
 
Functions of HRM.ppt
Functions of HRM.pptFunctions of HRM.ppt
Functions of HRM.ppt
santhosh77
 
Organizational Conflict
Organizational ConflictOrganizational Conflict
Organizational Conflict
Shagun Lidhoo
 
Motivation and leadership
Motivation and leadershipMotivation and leadership
Motivation and leadership
Megha Aggarwal
 
Organisational Culture
Organisational CultureOrganisational Culture
Organisational Culture
Zai Amin
 
Models of Organisational Behaviour
Models of Organisational Behaviour Models of Organisational Behaviour
Models of Organisational Behaviour
Dr.Aravind TS
 
Systems Approach to Management
Systems Approach to ManagementSystems Approach to Management
Systems Approach to Management
Ishan Vyas
 
14 Principles Of Management
14 Principles Of Management14 Principles Of Management
14 Principles Of Management
rahul singh
 
Attitude- Organisational Behaviour
Attitude- Organisational BehaviourAttitude- Organisational Behaviour
Attitude- Organisational Behaviour
shrinivas kulkarni
 
Challenges and opportunities of organisational behaviour
Challenges and opportunities of organisational behaviourChallenges and opportunities of organisational behaviour
Challenges and opportunities of organisational behaviour
Jay Maheshwari
 
Balanced scorecard
Balanced scorecardBalanced scorecard
Balanced scorecard
Joshpin Bala.B
 
UNIT 1, HRM CONCEPTS
UNIT 1, HRM CONCEPTSUNIT 1, HRM CONCEPTS
UNIT 1, HRM CONCEPTS
Priya Krishnani
 
Organizational structure ppt
Organizational structure pptOrganizational structure ppt
Organizational structure ppt
vibhugorintla
 
Selection ppt
Selection pptSelection ppt
Selection ppt
Swati Garg
 
Management by objectives
Management by objectivesManagement by objectives
Management by objectives
shangrillajagtap18
 
Modern theories of management
Modern theories of managementModern theories of management
Modern theories of management
Chaitanya Erk
 
Leadership- Organizational Behavior
Leadership- Organizational BehaviorLeadership- Organizational Behavior
Leadership- Organizational Behavior
Gaurav Singh Bisen
 
Organizational Structure
Organizational StructureOrganizational Structure
Organizational Structure
Mary Ann Adiong
 
System approach to management 2
System approach to management 2System approach to management 2
System approach to management 2
Lokesh Kumar
 

What's hot (20)

Foundation of Individual Behaviour
Foundation of Individual BehaviourFoundation of Individual Behaviour
Foundation of Individual Behaviour
 
Ppt on organising
Ppt on organisingPpt on organising
Ppt on organising
 
Functions of HRM.ppt
Functions of HRM.pptFunctions of HRM.ppt
Functions of HRM.ppt
 
Organizational Conflict
Organizational ConflictOrganizational Conflict
Organizational Conflict
 
Motivation and leadership
Motivation and leadershipMotivation and leadership
Motivation and leadership
 
Organisational Culture
Organisational CultureOrganisational Culture
Organisational Culture
 
Models of Organisational Behaviour
Models of Organisational Behaviour Models of Organisational Behaviour
Models of Organisational Behaviour
 
Systems Approach to Management
Systems Approach to ManagementSystems Approach to Management
Systems Approach to Management
 
14 Principles Of Management
14 Principles Of Management14 Principles Of Management
14 Principles Of Management
 
Attitude- Organisational Behaviour
Attitude- Organisational BehaviourAttitude- Organisational Behaviour
Attitude- Organisational Behaviour
 
Challenges and opportunities of organisational behaviour
Challenges and opportunities of organisational behaviourChallenges and opportunities of organisational behaviour
Challenges and opportunities of organisational behaviour
 
Balanced scorecard
Balanced scorecardBalanced scorecard
Balanced scorecard
 
UNIT 1, HRM CONCEPTS
UNIT 1, HRM CONCEPTSUNIT 1, HRM CONCEPTS
UNIT 1, HRM CONCEPTS
 
Organizational structure ppt
Organizational structure pptOrganizational structure ppt
Organizational structure ppt
 
Selection ppt
Selection pptSelection ppt
Selection ppt
 
Management by objectives
Management by objectivesManagement by objectives
Management by objectives
 
Modern theories of management
Modern theories of managementModern theories of management
Modern theories of management
 
Leadership- Organizational Behavior
Leadership- Organizational BehaviorLeadership- Organizational Behavior
Leadership- Organizational Behavior
 
Organizational Structure
Organizational StructureOrganizational Structure
Organizational Structure
 
System approach to management 2
System approach to management 2System approach to management 2
System approach to management 2
 

Viewers also liked

Organisational behaviour ppt
Organisational behaviour  pptOrganisational behaviour  ppt
Organisational behaviour ppt
saransuriyan
 
Fundamentals of organizational behavior ppt
Fundamentals of organizational behavior pptFundamentals of organizational behavior ppt
Fundamentals of organizational behavior ppt
Giovanni Macahig
 
Basic Concepts of Organisational Behaviour
Basic Concepts of Organisational BehaviourBasic Concepts of Organisational Behaviour
Basic Concepts of Organisational Behaviour
manishray
 
Organizational behaviour
Organizational behaviourOrganizational behaviour
Organizational behaviour
Dr.Priyanka Phonde
 
Management and Organization Behavior PPT, MBA
Management and Organization Behavior PPT, MBAManagement and Organization Behavior PPT, MBA
Management and Organization Behavior PPT, MBA
Ishaq Ahmed
 
Human Behavior in Organization by: Prof. Jenny
Human Behavior in Organization by: Prof. JennyHuman Behavior in Organization by: Prof. Jenny
Human Behavior in Organization by: Prof. Jenny
Jay Gonzales
 
Biology presentation
Biology presentationBiology presentation
Biology presentation
haseeb kamboh
 
Individual dimensions of organizational behavior
Individual dimensions of organizational behaviorIndividual dimensions of organizational behavior
Individual dimensions of organizational behavior
Ashutosh
 
22251502 human-behavior-in-organization
22251502 human-behavior-in-organization22251502 human-behavior-in-organization
22251502 human-behavior-in-organization
Prof.Edgardo V. Basa
 
Organizational behavior presentation
Organizational behavior presentationOrganizational behavior presentation
Organizational behavior presentation
Harram Aneeqa
 
Organizational behavior presentation
Organizational behavior presentationOrganizational behavior presentation
Organizational behavior presentation
Ali Kamran
 
Slide 3 Group Development
Slide 3   Group DevelopmentSlide 3   Group Development
Slide 3 Group Development
Le Tam
 
Organizational Behaviour Presentation
Organizational Behaviour PresentationOrganizational Behaviour Presentation
Organizational Behaviour Presentation
SUMANTO SHARAN
 
Organisational Behavior: Individual Behavior In An Organization
Organisational Behavior: Individual Behavior In An OrganizationOrganisational Behavior: Individual Behavior In An Organization
Organisational Behavior: Individual Behavior In An Organization
We Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
 
Cement
CementCement
Intro to ob ppt
Intro to ob pptIntro to ob ppt
Intro to ob ppt
Universiyy of kashmir
 
Organizational Behavior - Session 1
Organizational Behavior - Session 1Organizational Behavior - Session 1
Organizational Behavior - Session 1
lelinh.tlu
 
Elements of Organizational Behaviour
Elements of Organizational BehaviourElements of Organizational Behaviour
Elements of Organizational Behaviour
Elements of Organizational BehaviourElements of Organizational Behaviour
Individual behavior
Individual behaviorIndividual behavior
Individual behavior
royneelima
 

Viewers also liked (20)

Organisational behaviour ppt
Organisational behaviour  pptOrganisational behaviour  ppt
Organisational behaviour ppt
 
Fundamentals of organizational behavior ppt
Fundamentals of organizational behavior pptFundamentals of organizational behavior ppt
Fundamentals of organizational behavior ppt
 
Basic Concepts of Organisational Behaviour
Basic Concepts of Organisational BehaviourBasic Concepts of Organisational Behaviour
Basic Concepts of Organisational Behaviour
 
Organizational behaviour
Organizational behaviourOrganizational behaviour
Organizational behaviour
 
Management and Organization Behavior PPT, MBA
Management and Organization Behavior PPT, MBAManagement and Organization Behavior PPT, MBA
Management and Organization Behavior PPT, MBA
 
Human Behavior in Organization by: Prof. Jenny
Human Behavior in Organization by: Prof. JennyHuman Behavior in Organization by: Prof. Jenny
Human Behavior in Organization by: Prof. Jenny
 
Biology presentation
Biology presentationBiology presentation
Biology presentation
 
Individual dimensions of organizational behavior
Individual dimensions of organizational behaviorIndividual dimensions of organizational behavior
Individual dimensions of organizational behavior
 
22251502 human-behavior-in-organization
22251502 human-behavior-in-organization22251502 human-behavior-in-organization
22251502 human-behavior-in-organization
 
Organizational behavior presentation
Organizational behavior presentationOrganizational behavior presentation
Organizational behavior presentation
 
Organizational behavior presentation
Organizational behavior presentationOrganizational behavior presentation
Organizational behavior presentation
 
Slide 3 Group Development
Slide 3   Group DevelopmentSlide 3   Group Development
Slide 3 Group Development
 
Organizational Behaviour Presentation
Organizational Behaviour PresentationOrganizational Behaviour Presentation
Organizational Behaviour Presentation
 
Organisational Behavior: Individual Behavior In An Organization
Organisational Behavior: Individual Behavior In An OrganizationOrganisational Behavior: Individual Behavior In An Organization
Organisational Behavior: Individual Behavior In An Organization
 
Cement
CementCement
Cement
 
Intro to ob ppt
Intro to ob pptIntro to ob ppt
Intro to ob ppt
 
Organizational Behavior - Session 1
Organizational Behavior - Session 1Organizational Behavior - Session 1
Organizational Behavior - Session 1
 
Elements of Organizational Behaviour
Elements of Organizational BehaviourElements of Organizational Behaviour
Elements of Organizational Behaviour
 
Elements of Organizational Behaviour
Elements of Organizational BehaviourElements of Organizational Behaviour
Elements of Organizational Behaviour
 
Individual behavior
Individual behaviorIndividual behavior
Individual behavior
 

Similar to Organizational behavior

Organizational Behaviour
Organizational BehaviourOrganizational Behaviour
Organizational Behaviour
Dr. Abzal Basha H S
 
Organizational behavior ppt @ bec doms baglkot
Organizational behavior ppt @ bec doms baglkot Organizational behavior ppt @ bec doms baglkot
Organizational behavior ppt @ bec doms baglkot
Babasab Patil
 
Organisational behaviour(Introduction)
Organisational behaviour(Introduction)Organisational behaviour(Introduction)
Organisational behaviour(Introduction)
learner_j
 
Chapter 1 what is ob
Chapter 1  what is obChapter 1  what is ob
Chapter 1 what is ob
Karuna Nishanrao
 
Management skills
Management skillsManagement skills
Management skills
Aashray For Everyone
 
introduction to organizational behavior is a broad knowledge to understand to...
introduction to organizational behavior is a broad knowledge to understand to...introduction to organizational behavior is a broad knowledge to understand to...
introduction to organizational behavior is a broad knowledge to understand to...
MengsongNguon
 
Ob i intro- diversity- personality & values- emotions & moods
Ob i intro- diversity- personality & values- emotions & moodsOb i intro- diversity- personality & values- emotions & moods
Ob i intro- diversity- personality & values- emotions & moods
Shivkumar Menon
 
Partie I Cours Analyse Sociologique des organisations / Organizational Behaviour
Partie I Cours Analyse Sociologique des organisations / Organizational BehaviourPartie I Cours Analyse Sociologique des organisations / Organizational Behaviour
Partie I Cours Analyse Sociologique des organisations / Organizational Behaviour
Wajdi Ben Rejeb
 
Ch 1 organisational behaviour
Ch 1 organisational behaviourCh 1 organisational behaviour
Ch 1 organisational behaviour
Nirali Paraliya
 
Unit i intro to ob
Unit i intro to obUnit i intro to ob
Unit i intro to ob
Achla Tyagi
 
Chapter 6 - Managing Change: Innovation and Diversity
Chapter 6 - Managing Change: Innovation and DiversityChapter 6 - Managing Change: Innovation and Diversity
Chapter 6 - Managing Change: Innovation and Diversity
dpd
 
Why is od important
Why is od importantWhy is od important
Why is od important
Sandeep Ingole
 
Introduction to Organizational Behavior.ppt
Introduction to Organizational Behavior.pptIntroduction to Organizational Behavior.ppt
Introduction to Organizational Behavior.ppt
FeminaSyed1
 
Organizational Behavior
Organizational BehaviorOrganizational Behavior
Organizational Behavior
Dr.Amrinder Singh
 
1. introduction to organizational behavior mothilal
1. introduction to organizational behavior   mothilal1. introduction to organizational behavior   mothilal
1. introduction to organizational behavior mothilal
Dr.Mothilal Lakavath
 
Mybix
MybixMybix
Ch1 what is organizational behavior
Ch1 what is organizational behaviorCh1 what is organizational behavior
Ch1 what is organizational behavior
Felix
 
Module 1
Module 1Module 1
Module 1
Nikhil Gokhale
 
Robbins eob9 inst_ppt_01
Robbins eob9 inst_ppt_01Robbins eob9 inst_ppt_01
Robbins eob9 inst_ppt_01
leng81287
 
Introduction To The Field Of Organizational Behaviour
Introduction To The Field Of Organizational BehaviourIntroduction To The Field Of Organizational Behaviour
Introduction To The Field Of Organizational Behaviour
Sahil Mahajan
 

Similar to Organizational behavior (20)

Organizational Behaviour
Organizational BehaviourOrganizational Behaviour
Organizational Behaviour
 
Organizational behavior ppt @ bec doms baglkot
Organizational behavior ppt @ bec doms baglkot Organizational behavior ppt @ bec doms baglkot
Organizational behavior ppt @ bec doms baglkot
 
Organisational behaviour(Introduction)
Organisational behaviour(Introduction)Organisational behaviour(Introduction)
Organisational behaviour(Introduction)
 
Chapter 1 what is ob
Chapter 1  what is obChapter 1  what is ob
Chapter 1 what is ob
 
Management skills
Management skillsManagement skills
Management skills
 
introduction to organizational behavior is a broad knowledge to understand to...
introduction to organizational behavior is a broad knowledge to understand to...introduction to organizational behavior is a broad knowledge to understand to...
introduction to organizational behavior is a broad knowledge to understand to...
 
Ob i intro- diversity- personality & values- emotions & moods
Ob i intro- diversity- personality & values- emotions & moodsOb i intro- diversity- personality & values- emotions & moods
Ob i intro- diversity- personality & values- emotions & moods
 
Partie I Cours Analyse Sociologique des organisations / Organizational Behaviour
Partie I Cours Analyse Sociologique des organisations / Organizational BehaviourPartie I Cours Analyse Sociologique des organisations / Organizational Behaviour
Partie I Cours Analyse Sociologique des organisations / Organizational Behaviour
 
Ch 1 organisational behaviour
Ch 1 organisational behaviourCh 1 organisational behaviour
Ch 1 organisational behaviour
 
Unit i intro to ob
Unit i intro to obUnit i intro to ob
Unit i intro to ob
 
Chapter 6 - Managing Change: Innovation and Diversity
Chapter 6 - Managing Change: Innovation and DiversityChapter 6 - Managing Change: Innovation and Diversity
Chapter 6 - Managing Change: Innovation and Diversity
 
Why is od important
Why is od importantWhy is od important
Why is od important
 
Introduction to Organizational Behavior.ppt
Introduction to Organizational Behavior.pptIntroduction to Organizational Behavior.ppt
Introduction to Organizational Behavior.ppt
 
Organizational Behavior
Organizational BehaviorOrganizational Behavior
Organizational Behavior
 
1. introduction to organizational behavior mothilal
1. introduction to organizational behavior   mothilal1. introduction to organizational behavior   mothilal
1. introduction to organizational behavior mothilal
 
Mybix
MybixMybix
Mybix
 
Ch1 what is organizational behavior
Ch1 what is organizational behaviorCh1 what is organizational behavior
Ch1 what is organizational behavior
 
Module 1
Module 1Module 1
Module 1
 
Robbins eob9 inst_ppt_01
Robbins eob9 inst_ppt_01Robbins eob9 inst_ppt_01
Robbins eob9 inst_ppt_01
 
Introduction To The Field Of Organizational Behaviour
Introduction To The Field Of Organizational BehaviourIntroduction To The Field Of Organizational Behaviour
Introduction To The Field Of Organizational Behaviour
 

Organizational behavior

  • 2. O + B = OB
  • 3. People Are an Organization’s Most Important Assets
  • 4. What is an Organization? Organizations are simply groups with two or more people that share a certain set of goals and meet at regular times. 4
  • 5. Behavior This behavior occurs in organizations.
  • 6. What is an Organization? An organization is a collection of people who work together to achieve individual and organizational goals. 5
  • 7. What is Organizational Behavior? Organizational behavior (OB) is the study of factors that affect how individuals and groups act in organizations and how organizations manage their environments. 6
  • 8. What is Organizational Behavior? Definition: The study of human behavior, attitudes, and performance in organizations. Value of OB: Helps people attain the competencies needed to become effective employees, team leaders/members, or managers Competency = an interrelated set of abilities, behaviors, attitudes, and knowledge needed by an individual to be effective in most professional and managerial positions
  • 9. What is Organizational Behavior? Organizational Behavior is the study of human behavior in the workplace, the interaction between people and the organization with the intent to understand and predict human behavior .
  • 10. What is OB? The study of human behavior in the workplace The i nvestigation of the impact that individuals, groups and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness OB theories have widespread applications – among other things, knowing these theories can help you to: Promote the well-being of employees Evaluate solutions proposed by consultants and managers Predict what will happen in your organization Influence the direction of your organization
  • 11. Organizational Behaviour . . . a field of study that investigates the impact that individuals, groups and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.
  • 12. Why Do We Study OB? To learn about yourself and how to deal with others You are part of an organization now, and will continue to be a part of various organizations Organizations are increasingly expecting individuals to be able to work in teams, at least some of the time Some of you may want to be managers or entrepreneurs
  • 14. 4 Insert Figure 1.1 here
  • 15. Characteristics Goal-Oriented Levels of analysis Human tool Satisfaction of employees need A total systems approach
  • 16. Challenges and Opportunities for OB Responding to Globalization Increased foreign assignments Working with people from different cultures Coping with anti-capitalism backlash Overseeing movement of jobs to countries with low-cost labor Managing people during the war on terror Managing Workforce Diversity Embracing diversity Changing U.S. demographics Implications for managers Recognizing and responding to differences
  • 17. Major Workforce Diversity Categories Domestic Partners Race Non-Christian National Origin Age Disability E X H I B I T 1–4 Gender
  • 18. Challenges and Opportunities for OB (cont’d) Improving Quality and Productivity Quality management (QM) Process reengineering Responding to the Labor Shortage Changing work force demographics Fewer skilled laborers Early retirements and older workers Improving Customer Service Increased expectation of service quality Customer-responsive cultures
  • 19. Today’s Challenges in the Canadian Workplace Challenges at the Individual Level Job Satisfaction Empowerment Behaving Ethically Challenges at the Group Level Working With Others Workforce Diversity
  • 20. Today’s Challenges in the Canadian Workplace Challenges at the Organizational Level Productivity Developing Effective Employees Absenteeism Turnover Organizational Citizenship Competition From the Global Environment Managing and Working in a Global Village
  • 21. Productivity Productivity A performance measure including effectiveness and efficiency Effectiveness Achievement of goals Efficiency The ratio of effective work output to the input required to produce the work
  • 22. Effective Employees Absenteeism Failure to report to work Turnover Voluntary and involuntary permanent withdrawal from the organization Organizational citizenship behaviour Discretionary behaviour that is not part of an employee’s formal job requirements, but is helpful to the organization
  • 23. Exhibit 1-2 Toward an OB Discipline Social psychology Psychology Behavioural science Contribution Unit of analysis Output Anthropology Sociology Political science Study of Organizational Behaviour Organization system Learning Motivation Perception Training Leadership effectiveness Job satisfaction Individual decision making Performance appraisal Attitude measurement Employee selection Work design Work stress Group dynamics Work teams Communication Power Conflict Intergroup behaviour Formal organization theory Organizational technology Organizational change Organizational culture Conflict Intraorganizational politics Power Organizational culture Organizational environment Behavioural change Attitude change Communication Group processes Group decision making Group Comparative values Comparative attitudes Cross-cultural analysis Individual
  • 24. The Rigour of OB OB looks at consistencies What is common about behaviour, and helps predictability? OB is more than common sense Systematic study, based on scientific evidence OB has few absolutes OB takes a contingency approach Considers behaviour in context
  • 25. Beyond Common Sense Systematic Study Looking at relationships, attempting to attribute causes and effects and drawing conclusions based on scientific evidence Behaviour is generally predictable There are differences between individuals There are fundamental consistencies There are rules (written & unwritten) in almost every setting
  • 26. Exhibit 1-1 Challenges Facing the Workplace Workplace Organizational Level • Productivity • Developing Effective Employees • Global Competition • Managing in the Global Village Group Level • Working With Others • Workforce Diversity Individual Level • Job Satisfaction • Empowerment • Behaving Ethically
  • 27. Exhibit 1-3 Basic OB Model, Stage I Organization systems level Group level Individual level
  • 28. Exhibit 1-4 Basic OB Model, Stage II Ability Human input Values and attitudes Motivation Individual decision making Personality Perception Biographical characteristics Leadership Work design and technology Organizational culture Change and stress Group decision making Other groups Conflict Power and politics Work teams Individual Level Group Level Organization Systems Level Communication Group structure Human resource policies and practices Organization structure and design Individual Differences Satisfaction Organizational commitment Turnover Absence Productivity Workplace interaction Human output
  • 29. Exhibit 1-5 Competing Values Framework Flexibility Control Internal Focus External Focus
  • 30. Competing Values Framework Internal-External Dimension Inwardly toward employee needs and concerns and/or production processes and internal systems or Outwardly, toward such factors as the marketplace, government regulations, and the changing social, environmental, and technological conditions of the future Flexibility-Control Dimension Flexible and dynamic, allowing more teamwork and participation; seeking new opportunities for products and services or Controlling or stable, maintaining the status quo and exhibiting less change
  • 31. Basic OB Model Independent Variables Individual-Level Variables (Leadership, Power, Attitudes) Group-Level Variables (Diversity, Groups, Teams, Conflict) Organizational Systems-Level Variables (Culture, Structure, Design, Change) Dependent Variables Productivity Absenteeism Turnover Job Satisfaction Motivation Well-being Safety Effectiveness Efficiency Ethics Organization systems level Group level Individual level
  • 32. Summary & Implications OB is a field of study that investigates the impact of individuals, groups, and structure on behaviour within an organization. OB focuses on improving productivity, by understanding employees and why they behave in the ways they do. Behavior of organizations, groups, & individuals can be predicted, but you have to understand the circumstances. To study OB, one needs to move from an intuition and common sense approach to a systematic study. OB uses systematic study to improve predictions of behaviour.
  • 33. Why Study Organizational Behavior? Success isn’t a destination – it’s a process. And the margin between successes is often small. Learn the principles of defining and achieving success in your own life and begin the journey today . This journey begins with understanding the behaviors between the leader, the followers, and the organization. This is also a leadership course of study. To be successful leader, one needs to understand the behaviors of people, organizations, and the situation.
  • 34. Levels of Analysis Organization level Group level Individual level
  • 35. Basic OB Model Independent Variables Dependent Variables PRODUCTIVITY ABSENTEESIM TURNOVER JOB SATISFACTION Organizational Level Group Level Individual Level
  • 36. Elements of ob People .Individuals .Group Environment .Government .Competition .Social Technology .Machinery .Copm. hard & soft. Structure .Jobs .Relationship OB
  • 37. 5 Insert Figure 1.2 here
  • 38. Contribution to various disciplines of ob
  • 39. Contributing Disciplines to the OB Field Psychology Sociology Social Psychology Anthropology Political Science
  • 40. Study of OB Individual Group Organizations Perception Personality Motivation Training P A Job Satisfact. Psychology Group ,Team Communi. Conflict Org.change, structure Attit.& beh. Change Group process & decision making Indi.Org.culture & Env. Org. Power Politics Sociology Social Psychology Anthropology Political science
  • 41. ORIGINS OF ORGANIZATIONAL BEHAVIOR Psychology . Psychological theories have helped us explain and predict individual behavior . Many of the theories dealing with personality, attitude, learning, motivation, and stress have been applied in Organizational Behavior to understand work-related phenomena such as job satisfaction, commitment, absenteeism, turnover, and worker well-being .
  • 42. Sociology Sociologists , studying the structure and function of small groups within a society have contributed greatly to a more complete understanding of behavior within organizations. Taking their cue from Sociologists, scholars in the field of Organizational Behavior have studied the effects of the structure and function of work organization on the behavior of groups, as well as the individuals within those groups. Many of the concepts and theories about groups and the processes of communication, decision making, conflict, and politics used in Organizational Behavior, are rooted in the field of Social Psychology .
  • 43. Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1–3 (cont’d) Sociology The study of people in relation to their fellow human beings
  • 44. Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1–3 (cont’d) Social Psychology An area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another
  • 45. Political Science The field of Political Science has helped us understand how differences in preferences and interests lead to conflict and power struggles between groups within organizations.
  • 46. Anthropology Organizational Behavior draws on the field of Anthropology for lessons about how cultures ( corporate culture) and belief systems develop.
  • 47. Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1–3 (cont’d) Anthropology The study of societies to learn about human beings and their activities
  • 48. Managerial Roles Manager : Any person who supervises one or more subordinates. Role : A set of behaviors or tasks a person is expected to perform because of the position he or she holds in a group or organization. Managerial roles identified by Mintzberg (see Table 1.1): Figurehead Leader Liaison Monitor Disseminator Spokesperson Entrepreneur Disturbance handler Resource allocator Negotiator 8
  • 49. Managerial Skills Conceptual Skills : The ability to analyze and diagnose a situation and distinguish between cause and effect. Human Skills : The ability to understand, work with, lead, and control the behavior of other people and groups. Technical Skills : Job-specific knowledge and techniques. 9
  • 50. Challenges for Organizational Behavior and Management Using new information technology to enhance creativity and organizational learning. Managing human resources to increase competitive advantage. Developing organizational ethics and well-being. Managing a diverse work force. Managing the global environment. 10
  • 52. Nature of Personality Personality traits Reflects individuals differences Personality can change
  • 53. determinants Individual personality Biological Others Cultural Situational Family & Social
  • 54. biological Heredity Brain Physical features
  • 56. Family & Social Factors Home & Family environment Social group
  • 58. Big Five Traits of Personality
  • 59. Agreeableness Extroversion Emotional stability Conscientiousness Openness
  • 60. agreeableness Agreeableness High Low Agreeableness - Cooperative, warm, caring, good-natured, trusting
  • 61. Extroversion Extroversion Extroversion Introversion Extroversion - Social, outgoing, talkative, assertive, forgiving, understanding
  • 62. Emotional stability Emotional High Low Emotional stability- happy, unworried, secure, calm
  • 63. Conscientiousness Conscientiousness High Low Conscientiousness - Dependable, hardworking, organized, self-disciplined, responsible
  • 64. Openness Openness More Less Openness - Creative, Cultured, Flexible, imaginative
  • 66. Human being are constantly attacked by numerous sensory including noise, sight, smell, taste etc. The critical question is the study of perception is “why the same universe is viewed differently by different persons?” The answer is the perception. Different people perceive the universe differently .
  • 67. Perception is the process through which the information from outside environment is selected, received, organize and interpreted to make it meaningful to us. Acc. To the Joseph Reitz: perception includes all those processes by which an individual receive information about his environment – seeing, hearing, feeling, tasting and smelling.
  • 68. process Perceptual Inputs Perceptual Mechanisms Perceptual Outputs Individual Receiving Selecting Organizing Interpreting Actions
  • 69. Figure and Group-Figure is perceived to dominate and more attention is paid to it, while ground is given less attention and is kept in the background. Simplification- Whenever people is overloaded with the information, they try to simplify it to make it more meaningful and understandable. Perceiver subtract less salient information and concentrate on more important one. Grouping- In grouping, the information which have been grouped together, are likely to be perceived as having same characteristics.
  • 70. action The last phase of perceptual process is that acting in relation to what has been perceived. This action may be covert or overt. Covert- Change in attitude, opinions, feeling, values and impression formation resulting from the perceptual input. Overt- The overt action may be in the form of behavior easily visible.
  • 71. Factors that influence the perception Perception Factors in situation Social setting, Organizational setting Factors in perceiver Needs and Motives, Experience, Current psychological state Factors in target Status, Size, Contrast,
  • 72. Internal factors Needs and Motives- People’s perception is determined by their inner needs. A feeling of tension and discomfort when one thinks he is missing something or requires something. Similarly people with different needs selects different items to respond. Experience - It have a constant bearing on perception. Successful experience boost the perception ability whereas failure erodes self- confidence.
  • 73. Current psychological state- The emotional and psychological states of an individual are likely to influence how things are perceived. If a person is depressed, he is likely to perceive the same situation differently than if he is elated.
  • 74. External factors Status - Perception is also influenced by the status of the perceiver. High status people can exert influence on perception of employees than low status people. For example if we introduce the CEO or the peon of the organization then w remember only the name of the CEO.
  • 75. Contrast - Stimuli contrast with the surrounding environment. A contrasting effects can be caused by color or any other factor that is unusual. Size - The bigger size of the perceived stimulus, the higher is the probability that it is perceived. Size attracts the attention of an individual.

Editor's Notes

  1. 2
  2. 3
  3. This material is found in more detail on page 4.
  4. This is one of the slides I use on the first day of class to help motivate the course.
  5. 4
  6. This material is found in more detail on pages 8-11. 1. In a recent Financial Post survey, 75 percent of the public said it was extremely important for managers to make employees happy and satisfied. 2. Employees are increasingly demanding job satisfaction out of their jobs. In a recent Financial Post survey, 75 percent of the public deemed it extremely important for managers to make employees happy and satisfied. 3. Managers are empowering employees. They are putting employees in charge of what they do. And, in the process, managers are learning how to give up control, and employees are learning how to take responsibility for their work and make appropriate decisions. 4. In addition to the more obvious groups—women, First Nations peoples, Asian Canadians, African Canadians, Indo-Canadians—the workplace also includes people with disabilities, gays and lesbians, and the elderly.
  7. This material is found in more detail on pages 11-15. 1. Absences in 2001 resulted in the loss of 3.4% of weekly work time. Absenteeism’s annual cost has been estimated at over $18 billion for Canadian firms and $60 billion for U.S. organizations. 2. In recent years, Canadian businesses have faced tough competition from the United States, Europe, Japan, and even China. To survive, they have had to cut fat, increase productivity, and improve quality. 3. As multinational corporations develop operations worldwide, as companies develop joint ventures with foreign partners, and as workers increasingly pursue job opportunities across national borders, managers and employees must become capable of working with people from different cultures.
  8. This material is found in more detail on pages 11.
  9. This material is found in more detail on pages 12-13.
  10. The material for this illustration is found on pages 15-17.
  11. This material is found in more detail on pages 17-19. This would be a good place to get students’ views on questions such as: (1) Are happy workers always productive workers? (2) Are individuals always more productive when their boss is a real “people person?” (3) Does everyone want a challenging job?
  12. This material is found in more detail on page 18.
  13. The material for this illustration is found on page 6.
  14. The material for this illustration is found on page 20.
  15. The material for this illustration is found on page 21.
  16. The material for this illustration is found on page 26. In teaching this, you may want to start by having students do the Learning about Yourself and Working with Others exercises. Debriefing the exercise will provide information about what skills students think are important, and what skills they believe they already have. You can then point to the skill gaps, and the problems that organizations and managers would face as a result.
  17. This material is found in more detail on pages 26-27.
  18. The material for this illustration is found on page 20.
  19. This material is found in more detail on pages 22 and 23.
  20. 5
  21. This material is found in more detail on pages 15-16 Psychology is the science that seeks to measure, explain, and sometimes change the behaviour of humans and other animals. Sociology: Whereas psychologists focus on the individual, sociologists study the social system in which individuals fill their roles; that is, sociology studies people in relation to other human beings. Social psychology is an area within psychology, but it blends concepts from psychology and sociology. It focuses on the influence of people on one another. One of the major areas receiving considerable investigation from social psychologists has been change--how to implement it and how to reduce barriers to its acceptance. processes. Anthropology is the study of societies to learn about human beings and their activities. Anthropologists’ work on cultures and environments, for instance, has helped us understand differences in fundamental values, attitudes, and behaviour between people in different countries and within different organizations. Political science studies the behaviour of individuals and groups within a political environment. Specific topics of concern include structuring of conflict, allocation of power, and the manipulation of power for individual self-interest.
  22. 8
  23. 9
  24. 10