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The document discusses 5 models of organizational behavior: the autocratic model which relies on obedience and power; the supportive model which focuses on leadership, job performance, and employee support; the collegial model based on partnership, teamwork and responsible behavior; the system model dependent on trust, community and understanding to achieve self-motivation; and the custodial model which uses economic resources and security/benefits to meet employee needs and influence psychological results.
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A study on five model of organisational behavior
Top management’s models are particularly important to identify, for the underlying model that exists within a firm’s chief executive officer tends extend throughout that firm. For this reason, models of organizational behavior are highly significant.
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This document discusses five models of organizational behavior: autocratic, custodial, supportive, collegial, and systems. It describes the key characteristics of each model, including their underlying assumptions about employee motivation and management approach. There is a trend toward newer models like supportive, collegial and systems that focus more on meeting employee psychological and self-actualization needs through partnership and caring leadership. Effective managers are flexible and able to assess the appropriate model for their organizational context and needs.
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The document discusses different models of organizational behavior including autocratic, custodial, supportive, collegial, and system models. It describes the key elements of each model including their basis, managerial orientation, employee orientation, needs met, and performance results. The autocratic model relies on power and leads to dependence on the boss. The custodial model focuses on economic resources and benefits to meet security needs. The supportive model uses leadership to help employees grow. The collegial model builds partnership and teamwork. The system model conveys employees are important to the whole system.
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A study on five model of organisational behavior
Top management’s models are particularly important to identify, for the underlying model that exists within a firm’s chief executive officer tends extend throughout that firm. For this reason, models of organizational behavior are highly significant.
models of ob notes 2011
This document discusses five models of organizational behavior: autocratic, custodial, supportive, collegial, and systems. It describes the key characteristics of each model, including their underlying assumptions about employee motivation and management approach. There is a trend toward newer models like supportive, collegial and systems that focus more on meeting employee psychological and self-actualization needs through partnership and caring leadership. Effective managers are flexible and able to assess the appropriate model for their organizational context and needs.
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The document discusses different models of organizational behavior including autocratic, custodial, supportive, collegial, and system models. It describes the key elements of each model including their basis, managerial orientation, employee orientation, needs met, and performance results. The autocratic model relies on power and leads to dependence on the boss. The custodial model focuses on economic resources and benefits to meet security needs. The supportive model uses leadership to help employees grow. The collegial model builds partnership and teamwork. The system model conveys employees are important to the whole system.
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2. Learning theories focus on how behavior is acquired and changed through experience. Classical conditioning involves responding to a stimulus that does not normally produce a response. Operant conditioning involves voluntary behavior being shaped by consequences like rewards and punishments.
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The document outlines five models of organizational behavior:
1. Autocratic model - Based on power and authority, with little employee input.
2. Custodial model - Focuses on providing economic security to motivate loyalty.
3. Supportive model - Aims to motivate through positive relationships rather than control.
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This document discusses models of organizational behavior. It begins by explaining that a firm's top management model tends to extend throughout the organization. It then defines organizational behavior as the scientific study of how people interact in groups, with the goal of creating more efficient businesses. The document goes on to describe 5 models: the autocratic model which depends on authority; the custodial model which depends on economic resources; the collegial model which depends on partnership; the supportive model which depends on leadership; and the system model in which managers demonstrate caring to help employees feel ownership over the organization. Examples are provided for each model.
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The document discusses various concepts related to groups and group behavior including:
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This will help students. Please share your feed back so that i can improve.
ORGANISATIONAL DEVELOPMENT-UNIT-2-BBA NOTES-OSMANIA UNIVERSITY
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The autocratic model is based on power and authority, with employees oriented towards obedience. It meets only subsistence needs and results in minimal performance. Its main weakness is high human costs from micromanagement.
The custodial model is based on economic resources, with employees oriented towards security. It meets security needs but results in passive cooperation as employees do not work to full capacity.
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Organizational commitment is considered as a crucial factor that has a direct impact on
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and intellectual curiosity on gender differences in organizational commitment on apparel industry workers of Sri
Lanka. The main objective of the study was to investigate whether there is a significant difference among male
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This is an analytical nature study and unit of analysis is individual employees. The survey method was utilized,
and 100 employees responded to the author developed questionnaire using random sampling technique. The
instrument used to measure organizational commitment was adopted by Allen and Meyers’ standard
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This document discusses five models of organizational behavior: autocratic, custodial, supportive, collegial, and system.
The autocratic model relies on power and managerial authority, resulting in lower employee performance and psychological dependence on the boss. The custodial model depends on economic resources like benefits to stimulate passive employee cooperation.
The supportive model relies on leadership through employee encouragement and skills development, increasing motivation and performance. The collegial model depends on employee partnership and teamwork with mutual responsibility.
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The document discusses five models of organizational behavior: autocratic, custodial, supportive, collegial, and system. The autocratic model relies on power and managerial authority with low employee performance and participation. The custodial model depends on economic resources like benefits to motivate passive employee cooperation. The supportive model focuses on leadership and support to improve motivation, guidance and performance. The collegial model emphasizes teamwork, self-discipline and shared responsibility among employees. Finally, the system model is based on trust, self-motivation and commitment from employees, resulting in high performance and achievement of organizational goals.
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five models of organisation behaviour
The document outlines five models of organizational behavior:
1. Autocratic model - Based on power and authority, with little employee input.
2. Custodial model - Focuses on providing economic security to motivate loyalty.
3. Supportive model - Aims to motivate through positive relationships rather than control.
4. Collegial model - Emphasizes teamwork and participation at all levels.
5. System model - Seeks to balance individual and organizational goals through a partnership approach.
Organizational behaviour
The document discusses organizational behavior and provides definitions, foundations, and models. It defines OB as the study of human behavior in organizational settings and how knowledge gained can improve organizational effectiveness. It outlines foundations of OB including individual differences, human dignity, and organizations as social systems. It also describes five models of OB: autocratic, custodial, supportive, collegial, and system models which differ based on their orientation and dependencies.
Organizational Behaviour-model (OB Model)
It is a field of study that investigates the impact of individuals, groups, and structures on human behavior within organizations; the aim is to apply such knowledge towards improving organizational effectiveness.
Models of Organisational Behavior
This document discusses models of organizational behavior. It begins by explaining that a firm's top management model tends to extend throughout the organization. It then defines organizational behavior as the scientific study of how people interact in groups, with the goal of creating more efficient businesses. The document goes on to describe 5 models: the autocratic model which depends on authority; the custodial model which depends on economic resources; the collegial model which depends on partnership; the supportive model which depends on leadership; and the system model in which managers demonstrate caring to help employees feel ownership over the organization. Examples are provided for each model.
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The document outlines five models of organizational behavior: autocratic, custodial, supportive, collegial, and system. The autocratic model is based on power and obedience, while the custodial model focuses on material rewards and security. The supportive model emphasizes leadership support and participation. The collegial model uses a team approach. The system model is based on trust, community, meaning, care, and compassion. It argues the system model best stimulates passion and commitment in employees.
Power and Politics, Chapter-14- Organizational Behavior
This document provides an overview of power and politics in organizational management. It defines power as one's ability to influence another's behavior, and discusses different bases of power including formal power from one's position, personal power from skills/knowledge, and dependency as key to power. It also covers political behaviors in organizations, tactics for gaining influence, and employee responses to organizational politics such as defensive or impression management behaviors.
Basic Concepts of Organisational Behaviour
1. The document introduces concepts in organizational behavior including why it is important to study OB to understand, predict, and influence human behavior in organizations.
2. It discusses levels of analysis in OB from the individual to group to organizational levels and lists some dependent and independent variables that are studied.
3. The summary concludes by briefly mentioning some challenges and opportunities for organizational behavior research and practice like managing diversity, change and ethics.
The Organizational Behavior Analysis of a Mid
This document analyzes the organizational behavior of a mid-sized distribution company. It examines the company's culture, communication styles, leadership structure, motivational techniques, embrace of emotional intelligence, and shift toward a virtual organization model. The analysis looks at these aspects through academic frameworks and compares the company's practices to theories of organizational behavior.
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This document provides information on organizational behavior topics including organizational culture, factors influencing culture, morale, types of morale, organizational effectiveness, and managing conflict. It discusses how organizational culture is shaped by shared values and influences employee behavior. Factors like leadership, structure, and external environment also impact culture. High and low morale within individuals and groups are explored. Indicators of organizational effectiveness like communication, customer relationships, and employee competence are outlined. Strategies for achieving effectiveness including clear goals, appropriate structure, and employee feedback are presented. Finally, approaches for managing conflicts with bosses, peers, and subordinates are discussed.
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This document discusses key concepts in organizational behavior including:
1. The key forces affecting organizational behavior are people, structure, technology, and environment.
2. Fundamental concepts around the nature of people include individual differences, perception, motivation, and values.
3. There are four approaches to studying organizational behavior: human resources, contingency, results-oriented, and systems.
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This document discusses group behavior and dynamics in organizations. It defines groups as two or more individuals interacting and working together to achieve goals. It describes formal groups as defined by an organization's structure, and informal groups as formed by mutual interests or friendships. Key group dynamics discussed include roles, norms, status, size and cohesiveness. Stages of group development include forming, storming, norming, performing and adjourning. The document also examines factors that influence group performance and decision-making techniques like brainstorming, nominal groups and electronic meetings.
Organisational behaviour bca - Kashi Vidyapeeth University, Varanasi
The document discusses the fundamentals of organizational behavior including its nature, scope, goals and models. It covers key concepts like perception, attitudes, values, motivation and theories of motivation. Finally, it addresses personality, including definitions and determinants of personality as well as trait and type theories of personality.
Models Of Organizational Behavior
This document discusses elements of organizational behavior systems and models, including:
- The philosophy, values, vision, mission, and goals that make up an organization's behavior model
- Key elements like the formal/informal organization, leadership, culture, and motivation
- Common management philosophies like autocratic, custodial, supportive, and collegial
- The importance of establishing a clear vision and mission, and setting goals to achieve the vision
- Examples of visions, missions, and values from organizations like TESDA, BSU, and ABS-CBN
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Basic OB Models
OB Models
Comparison of OB Models
Reference:
1. VSP Rao (2009). Organizational Behaviour,1st ed., Excel Books, p.10-13
2. John W Newstrom, Organizational behaviour-Human behaviour at work, 12th ed., McGrawHill Publication, p.30.
Ob 9
The document discusses various concepts related to groups and group behavior including:
- Types of groups including formal, informal, command, task, interest, and friendship groups.
- Stages of group development including forming, storming, norming, performing, and adjourning.
- Basic group concepts such as roles, norms, status, cohesiveness, size, and composition.
- Studies on group behavior including the Hawthorne Studies and Asch conformity experiments.
- Factors that influence group decision making and performance such as cohesiveness, social loafing, diversity, and symptoms of groupthink.
Organizational Behavior
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.
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HBO Handout Chapter 5 (Motivation)
BA-MM 201 that's our handout in Human Behavior in Organization subject (from Sir Joey Espiritu). Just download it. thanks!
3 different models of organizational behaviour
The autocratic model is based on power and authority, with employees oriented towards obedience. It meets only subsistence needs and results in minimal performance. Its main weakness is high human costs from micromanagement.
The custodial model is based on economic resources, with employees oriented towards security. It meets security needs but results in passive cooperation as employees do not work to full capacity.
The supportive model is based on leadership and support, motivating high performance as employees' psychological and recognition needs are better met. They feel participation and involvement in the organization.
The collegial model is based on partnership and teamwork. Employees feel needed and useful, meeting their self-actualization needs and engaging responsible behavior and
Gender Differences on Organizational Commitment: Empirical Evidence from Empl...
Organizational commitment is considered as a crucial factor that has a direct impact on
organizational outcomes. A systematic empirical study was carried out to address the existing contextual gap
and intellectual curiosity on gender differences in organizational commitment on apparel industry workers of Sri
Lanka. The main objective of the study was to investigate whether there is a significant difference among male
and female employees in terms of the level of organizational commitment in the apparel industry of Sri Lanka.
This is an analytical nature study and unit of analysis is individual employees. The survey method was utilized,
and 100 employees responded to the author developed questionnaire using random sampling technique. The
instrument used to measure organizational commitment was adopted by Allen and Meyers’ standard
questionnaire which consists of a multi-component model include; affective commitment, continuance
commitment, and normative commitment. Reliability and validity of the instruments used were assured. The
empirical findings revealed that there is no significant difference between male and female employees in terms
of organizational commitment in the apparel industry of Sri Lanka.
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Similar to Learn Through Movie (LTM) Presentation : A project given by college ( Prestige Institute of Management Gwl.)
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This document discusses five models of organizational behavior: autocratic, custodial, supportive, collegial, and system.
The autocratic model relies on power and managerial authority, resulting in lower employee performance and psychological dependence on the boss. The custodial model depends on economic resources like benefits to stimulate passive employee cooperation.
The supportive model relies on leadership through employee encouragement and skills development, increasing motivation and performance. The collegial model depends on employee partnership and teamwork with mutual responsibility.
The system model is based on trust and self-motivation, resulting in employee commitment to organizational goals and higher than expected performance. Cognition refers to mental processes of acquiring knowledge through experience and senses. The cognitive
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The document discusses five models of organizational behavior: autocratic, custodial, supportive, collegial, and system. The autocratic model relies on power and managerial authority with low employee performance and participation. The custodial model depends on economic resources like benefits to motivate passive employee cooperation. The supportive model focuses on leadership and support to improve motivation, guidance and performance. The collegial model emphasizes teamwork, self-discipline and shared responsibility among employees. Finally, the system model is based on trust, self-motivation and commitment from employees, resulting in high performance and achievement of organizational goals.
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The document outlines five models of organizational behavior: autocratic, custodial, supportive, collegial, and system. It describes the basis, managerial orientation, employee orientation, employee psychological result, and performance result of each model. The autocratic model focuses on power and obedience, while the custodial model focuses on economic resources and security. The supportive model emphasizes leadership and job performance. The collegial model is based on partnership and teamwork, and the system model is built on trust, community, and understanding.
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- Inner work life theory, which focuses on an employee's own thoughts and feelings.
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Managers achieve organizational goals through directing the activities of others. They perform functions like planning, organizing, controlling and directing. Managers work in organizations, which are social units composed of multiple people working together to achieve common goals. Organizational behavior is the study of how individuals and groups act in organizations and how their behaviors impact organizational effectiveness. It draws from disciplines like psychology, sociology, and anthropology. Models of OB include autocratic, custodial, supportive, collegial, and system models that differ in their focus on factors like power, resources, leadership, teamwork and trust. Common dependent variables studied in OB are productivity, absenteeism, turnover, job satisfaction and organizational citizenship behaviors. Independent variables can exist
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This document discusses leadership, including its definition as influencing others towards accomplishing goals, important aspects of leadership such as motivating employees and developing teamwork, effective leadership qualities like honesty and effective communication, and different leadership styles such as autocratic, participative, and laissez-faire. It also covers theories of leadership including trait, behavioral, situational, and the Managerial Grid model analyzing concern for production versus concern for people.
Unit 4---Leadership
This document discusses leadership, including its definition as influencing others towards accomplishing goals, important aspects of leadership such as motivating employees and developing teamwork, effective leadership qualities like honesty and effective communication, and different leadership styles such as autocratic, participative, and laissez-faire. It also covers theories of leadership including trait, behavioral, situational, and the Managerial Grid model analyzing concern for production versus concern for people.
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self organizing agile teams
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Leadership
This presentation discusses leadership versus management and leadership theories. It defines leadership as influencing others towards a common goal and vision, while management is about compliance and stability. Several leadership theories are outlined, including trait theories focusing on personality characteristics, and behavioral theories like the Ohio State studies on initiating structure and consideration, and the University of Michigan studies on employee-oriented versus production-oriented leadership. The Managerial Grid is presented as describing leadership concern for tasks and people. In conclusion, the most effective leaders have certain traits as well as considerate, structured behaviors by integrating different theories.
Leadership in educational administration
Webinar Series – 7
Leadership in Educational Administration
Department of Education
Manonmaniam Sundaranar University
Tirunelveli – 627 012
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- 2. Topic on: MODELS OF ORGANIZATION BEHAVIOUR Presented By: Bharti Shrivastava Brijendra Singh Chetali verma Sonali ahuja
- 4. Models of Organizational Behavior
- 5. Autocratic Model • Depends on power • Employee orientation is obedience • Employee psychological result depend on boss • Performance result is minimum
- 7. Supportive Model • Depends on leadership • Managerial orientation is job and performance • Employee orientation is support • Employee psychological result is participant
- 9. Collegial Model • Depends on partnership • Managerial orientation is teamwork • Employee orientation is responsible behavior • Employee psychological result is self-discipline
- 11. System Model • Depends on trust, community, understanding • Employee psychological result is self-motivation • Employee needs met is wide range
- 13. Custodial Model • Depends on economical resource • Employee psychological result depends on organization • Employee orientation is security and benefit • Employee needs met is security