The document discusses models of organizational behavior, focusing on how individuals, groups, and structures influence behavior within organizations and aims to enhance organizational effectiveness. It outlines various models including the autocratic, custodial, supportive, collegial, and system models, each characterized by different managerial orientations and employee needs. Key outcomes measured include personal growth, employee satisfaction, and service quality, emphasizing the importance of leadership styles in fostering organizational success.

1. MODELS OF
ORGANIZATIONAL
BEHAVIOUR
By
N Bharath Kumar
MBA (Pharma)
PM/2016/411
NIPER-HYDERABAD

2. A field of study that investigates the impact of
individuals, groups, and structures on human behaviour
within organizations; the aim is to apply such knowledge
towards improving organizational effectiveness.

3. Individual level
Group level
Organization
System level

5. Progressive Organizations measure their results or outcomes by
three criteria
Personal growth
and development
Employee
satisfaction
Performance
Product and services quality and
quantity, level of customer service
May be measured by - lower
absenteeism, tardiness or
turnover
Employees gain lifelong
knowledge and skills leading to
continued employability and
career advancement

6. Autocratic Model
Custodial Model
Supportive Model
Collegial Model
System Model

8.  The basis of this model is Power with a managerial orientation
of Authority
 The manager has the power to demand “You do this or else”
and an employee who does not follow orders is punished.
 The manager can hire, fire and “perspire” them.
 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.

9. Weakness:
 Micromanagement leads to poor employee morale, high
human cost and poor decision making.
Advantages:
 It is useful in crisis situations, within armies or with short term
employees
 It is acceptable approach when there were no well known
alternatives

10.  The basis of this model is Economic resources with a
managerial orientation of Money
 Employee feel with reasonable contentment.
 The employee orientation is security and benefits
 The employee psychological results is dependence on
organization
 The employee need that is met is security.
 The performance result is passive cooperation.

11.  The basis of this model is Leadership with a managerial
orientation of Support
 The employee orientation is Job performance
 The employee psychological results is a feeling of
participation and tasks involvement in the organization
 Employee status and recognition needs are better met
 Performance results is awakened drives

12.  The basis of this model is Partnership with a managerial
orientation of Team work
 The employee orientation is responsible behavior
 The employee psychological results is self discipline
 Employee needs met is self actualization
 Performance results is moderate enthusiasm

13.  This is the most recent model.
 The basis of this model is trust, community and meaning with
a managerial orientation of caring and compassion
 The employee orientation is psychological ownership
 The employee psychological results is self motivation
 Employee needs are met are wide range
 Performance results is passion and commitment to
organizational goal

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