This document discusses the importance of organizational behavior and provides information on various organizational behavior models and concepts. It covers 5 key points: 1) It discusses 5 organizational behavior models (autocratic, custodial, supportive, collegial, systems) and the characteristics of the autocratic, supportive and collegial models. 2) It describes the nature and scope of organizational behavior, including levels of analysis (individual, group, organizational) and key areas like motivation, leadership, organizational culture. 3) It provides an overview of personality theories like psychoanalytic theory, trait theory, and holistic/self theories. 4) It discusses concepts like perception, personality traits, factors influencing personality.

1. Importance of Organizational
Behavior
 Globalization
 Information Technology
 Total Quality Management (TQM)
 TQ is a people-focussed technique aiming at
continuous increase in customer satisfaction at
continually lower cost. TQM is a continuous process of
improvement for individuals, groups of people and the
total organization.

2.  Business Process Reengineering
 The fundamental rethinking and radical redesign of
business processes to achieve dramatic improvements
is critical.
 Benchmarking
 Process of comparing work and service methods
against the best practices and outcomes for the
purpose of identifying the changes that will result in
higher-quality output.

3.  Diversity of Human Resources
 Competitive pressures
 Rapidly growing global business
 Desire for diverse views
 Changing workforce demographics

4. 5 OB Models
given by Keith Davis and Newstrom are:
1) Autocratic
2) Custodial
3) Supportive
4) Collegial
5) Systems
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5. AUTOCRATIC MODEL
 The basis of this model is power with a managerial orientation of
authority. The employees in turn are oriented towards obedience
and dependence on the boss. The employee need that is met is
subsistence.
 The performance result is minimal – most prevalent during he
industrial revolution –
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6. Characteristics
 persons in power can demand work from workers
pushing, directing and persuading –
 tight control
 unfair practices, low payment and exploitation –
 employees put in min work in the job to serve the basic needs
of the family -
 though harsh, it has worked well in certain conditions, e.g.,
organizational crisis.

7.  E.g., IBM makes considerable efforts to stabilise the workforce
and preserve their jobs – reduces overtime, freezes hiring, allows
job transfers and offers retirement incentives and lessens sub-
contracting to adjust IT slow downs. The organisation should
have considerable resources to pay pension benefit from
physical needs to security needs.
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8. Supportive
The basis of this model is leadership with a managerial
orientation of support. The employees in turn are oriented
towards job performance and participation. The employee
need that is met is status and recognition. The performance
result is awakened drives.
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9.  The leadership and other processes of the organisation must be
such as to ensure a maximum probability that in all interactions
and all relationships within the organisation each member will,
in the light of his or her back ground, values, and expectations
view the experience as supportive and one which builds and
maintains his or her sense of personal worth and importance.”
e.g., TATAs.

10. Collegial
 The basis of this model is partnership with a managerial
orientation of teamwork. The employees in turn are oriented
towards responsible behavior and self-discipline. The
employee need that is met is self-actualization.
 The performance result is moderate enthusiasm.
 “Collegial” means a group of people working for a common
purpose.
 Manager is not addressed as ‘boss’ but is a facilitator.
Employees are self disciplined, self content and self
actualized. E.g., a R&D team or a project team.
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11.  Although there are four separate models, almost no
organization operates exclusively in one. There will usually be
a predominate one, with one or more areas over-lapping in the
other models.

12.  Autocratic Custodial Supportive Collegial
 Model depends on
 PowerEconomic resourcesLeadershipPartnershipManagerial
orientationAuthorityMoneySupportTeamworkEmployee
orientationObedienceSecurityJobResponsiblityEmployee
psychological resultDependence on bossDependence on
organizationParticipationSelf-disciplineEmployees needs
metSubsistemceMaintenanceHigher-orderSelf-
actualizationPerformance resultMinimumPassive
cooperationAwakened drivesModerate enthusiasm
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autocratic Custodial Supportive Collegial
Model depends on Power
Economic
resources
Leadership Partnership
Managerial orientation Authority Money Support Teamwork
Employee orientation Obedience Security Job Responsibility
Employee
psychological result
Dependence
on boss
Dependence
on
organization
Participation Self-discipline
Employees needs met Subsistence Maintenance Higher-order
Self-
actualization
Performance result Minimum
Passive
cooperation
Awakened
drives
Moderate
enthusiasm

13. Nature of organizational behavior
 OB is a part of general management and not the whole of
management. It represents behavioral approach to
management
 It helps in understanding human behavior in work
organizations
 It helps in predicting the behaviour of individuals.
 OB is inter-disciplinary field of study
 OB involves three levels of analysis of behaviour.

14.  OB is an action-oriented and goal-directed discipline
 OB seeks to fulfil both employees’ needs and
organizational objectives

15. Scope of Organizational behaviour
 Individual Behaviour
 Personality
 Perception
 Values and Attitudes
 Learning
 Motivation

16.  Group Behaviour
 Work groups and group dynamics
 Dynamics of conflict
 Communciation
 Leadership
 Morale

17.  Organization: Structure, Process and
Application

 Organizational Climate
 Organizational Culture
 Organizational Change
 Organizational Effectiveness
 Organizational Development


18. Organizational behavior framework

19. Personality
 Personality is the dynamic organization within the
individual of those psychological systems that
determine his unique adjustments to his environment.
 How the people affect others and how they understand
and view themselves, as well as their pattern of inner
and outer measurable traits and the person situation
intervention.
 The sum total of ways in which an individual reacts to
and interacts with others

20. Personality Traits
 The way people affect others depends on their
personality depends on their trait.
 Personality traits are enduring characteristics like
shyness, submissiveness, laziness, loyalty, dynamism,
aggressiveness, creativity etc exhibited in a large
number of situations.
 Height, weight, facial features, colour, dimentions etc

21.  Katherine Briggs and Isabel Briggs Myers developed
the Myers-Briggs Type Indicator (MBIT)
 A personality inventory designed to identify
individuals basic preferences for perceiving and
processing information.
 MBIT is designed to measure four dimensions relating
to how people orient themselves to the outer world
The Myers-Briggs Type Indicator

22.  Extroversion/introversion
 Extroversion characterizes people who are outgoing,
talkative, sociable and assertive
 Introversion which refers to those who are quiet, shy
and cautious

23. Sensing/intuition
 Sensing types use an organized structure to acquire
factual and preferably quantitative details. Sensers are
capable of synthesizing large amounts of seeming
random information to form quick conclusions.
 Intuitive people collect information
nonsystematically.
 They rely more on subjective evidence as well as their
intuition and sheer inspiration.

24. Thinking/feeling
 Thinking types rely on rational cause-effect logic and
systematic data collection to make decisions. They
weigh the evidence objectively and unemotionally.
 Feeling types on the other hand consider how their
choices affect others. They weigh the option against
their personal values more than rational logic.

25. Judging/perceiving
 Some people prefer order and structure in their
relationship with the outer world. These judging enjoy
the control of decision making and want to resolve
problems quickly.
 Perceiving types are more flexible. They like to
spontaneously adapt to events as they unfold and want
keep their options open.

26. Big Five model
 The major personality traits which influences the job
behavior and job performance are labeled as the big-
five personality traits
 Extroversion
 Sociable
 Talkative
 Assertive
 Agreeableness
 Good natured
 Corporative and trusting

27.  Conscientiousness
 Responsible, dependable, persistent and achievement
oriented
 Emotional stability
 Calm, self confident, secure, tense and nervous
 Openness to experience
 Imaginative, artistically sensitive
 intellectual

28. Personality theories
 The personality theories are grouped into the
following
 Psychoanalytic theories
 Socio-psychological theories
 Trait theories
 Holistic theories

29. Psychoanalytical theory
 Various psychologists contributed to the development
of psychoanalytic theory and concluded that
unconscious framework motivates the man mostly.
 There are three aspects in the unconscious framework
 Id
 The ego
 Super ego

30.  Id:
 The id is the primary principle of all human life. It is the
mental agency containing everything inherited.
 It seeks gratification of biological needs.
 It is unconscious part of human personality
 The biological needs include hunger, thirst, these needs
would be the driving force for thinking and behaving
throughout life
 The man removes the tension of unsatisfied biological
needs by forming a mental image of the object which
would satisfy the needs.

31.  The ego:
 The ego is related to the reality principle. It is
conscious and logical part of human personality.
 Ego is based on the realities of the external
environment through intellect and reasons.
 The id wants immediate pleasure through imagination
while ego wants real pleasure.

32.  The super ego
 Super ego represents a system of personal and societal
values, norms, ethics and ethical constraint on
behavior. This can be treated as conscience.
 Super ego acts as a norm to the ego in order to
determine which behavior is right and which behavior
is wrong.

33. Socio-psychological theory
 The psychological factors of the individual and the
sociological factors of the society interact with each
other.
 This theory inclusive of social factors and
psychological factors

34. contributions
 Fomm stressed on the importance of social context.
 These contributions include building social relations,
making the work more social relevance, making the
employee to have the feel of social sets in his work and
output
 Sullivan and Horney stressed on interpersonal
behavior. These contributions include developing
transactional abilities, viewing the people positively,
 Developing positive attitude

35.  Adler emphasized on different variables. These
contributions include career, networking, religious
beliefs, balancing family and work requirements
 Horney stressed on predominant interpersonal
behavior like being compliant, aggressive and
detached

36. Trait factor theory
 Allport and cattell contributed to the development of
trait factor theory.
 Common traits are used to compare people. He
identified six types of values
 Religious, social, economic, political , aesthetic and
theoretical

37.  Cattell developed similar set of threats
 Surface traits: these include wise-foolish,
affectionate-cold, honest-dishonest etc.
 Individuals keep their actual feeling inside and exhibit
the traits desirable by the situation
 Source traits: these include maturity-realism, good
nature and trustworthiness, critical-supicious ets
 Individual with sources traits possess characteristics
like maturity of mind, judgmental, analyzing and
understanding people and situations more accurately.

38. Holistic or self theory
 Self theory deals with the personality from all aspects
and as such it provides the holistic approach.
 It emphasizes on the totality of human behavior
 This theory is also known as organismic theory
 The contributors to this theory include Alfred maslow,
herzberg and lewin.
 Carl Rogers is the major contributor to this theory.

39.  According to him there are four factors
 Self image
 Ideal self
 Looking glass-self
 Real self

40.  Self-image:
 Self image is the way one sees himself or herself
 Self image is the set of beliefs of oneself who or what
he is
 Ideal self:
 The ideal self denotes the way one would like to be.
 The self-image is the reality of a person while the ideal
self is the ideal position expected or perceived by him

41.  Looking glass self:
 The looking glass self is the perception of an
individual about how others perceive his/her
characteristics and qualities.
 Real life:
 Real life is real characteristics, values and attitudes of
one self. The person adjusts and readjusts himself
based on the responses of others and the environment
influences.

42. Factors influencing personality
 Heredity factors
 Psychological characteristics
 Biological characteristics
 Physiological characteristics
 Environmental factors
 Culture
 Beliefs, values , norms , opinions and attitudes
 Situational factors
 Work place, employment interview, class room

43. Perception
 The process through which people select, organize and
interpret or attach meaning to events happening in the
environment
 A process by which individuals organize and interpret
their sensory impression in order to give meaning to
their environments
 The process of receiving, selecting, organizing,
interpreting, checking and reacting to sensory stimuli
or data

44. stimuli
 Stimuli is an enabling or disabling factor to act or not
to act within an individual.
 Types
 External stimuli: this include heat waves in the
summer, cold waves in the winter , light waves in the
day time
 Internal stimuli: food passing digestive system,
internal comfort or discomfort and actions and
reactions caused by physiological functioning

45. Perceptual process
 Perception includes all those processes by which an
individual receives information about environment-
 Seeing, hearing , feeling , tasting and smelling
 Stages:
 Receiving the perceptual inputs or stimuli from the
internal and external environment
 Selecting
 Organising
 Interpreting
 Perceptual output
 Behaviour

46. Perceptual inputs
 Internal environment
 Individual values
 beliefs and norms
 Psychological background
 Sociological background
 Economic background
 Physiological state

47. External environment
 Sensual stimulation
 Physical environment
 Factory, office, laboratory, computer, climate etc
 Socio-cultural environment
 Organization culture
 Leadership styles
