Ssw presents organisational behaviour workshop ppt
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The workshop will explore organizational behaviour through a day-long session covering its historical development and key issues. Participants will examine organizational behaviour from different theoretical perspectives, including how individuals and groups function within organizations. The goal is to stimulate critical thinking around people and organizations to help practitioners develop new knowledge and skills.
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Organizational Behaviour
The document discusses organizational culture and provides information on:
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2) It identifies important dimensions of organizational culture including communication routines, norms, dominant values, and management philosophy.
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This presentation covers organizational behaviour for a BBA program. It includes 4 units: introduction, individual processes, team processes, and organizational processes. The introduction unit covers concepts, trends in workforce diversity, and the historical development of organizational behaviour. The individual processes unit examines personality, values, attitudes, perception, learning, and motivation. The team processes unit focuses on group dynamics, teams, decision making, power politics, communication, and conflict negotiation. Finally, the organizational processes unit looks at organizational structure and design, culture, and change. The objectives are job satisfaction, finding the right people, organizational culture, and leadership and conflict resolution.
Organisational behaviour
Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
ORGANIZATIONAL BEHAVIOUR- BBA-NOTES-OSMANIA UNIVERSITY
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This document provides an introduction to organizational behaviour. It defines organizational behaviour as the systematic study of individual and group behavior in organizational settings and how these behaviors impact organizational effectiveness. The document discusses how organizational behaviour focuses on improving productivity, reducing absenteeism and turnover, and increasing employee satisfaction and commitment through applying knowledge from behavioral sciences. It also compares and contrasts organizational behaviour with organizational theory and human resource management. Key challenges facing organizations that have made studying organizational behaviour important for managers are also outlined, including improving quality and productivity, developing people skills, and managing workforce diversity.
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Organizational Behaviour
The document discusses organizational culture and provides information on:
1) It defines organizational culture as the shared values, principles, traditions, and ways of doing things that influence employee behavior.
2) It identifies important dimensions of organizational culture including communication routines, norms, dominant values, and management philosophy.
3) It describes how culture is perpetuated through socialization of new employees, storytelling, and by rewarding behaviors that demonstrate cultural norms.
Introduction to organizational behaviour
Organizational behaviour is the study of how people behave in organizations, how to improve that behavior to accomplish goals, and why we should study it. It draws from many disciplines including sociology, psychology, and political science. There are several trends influencing organizational behavior, such as globalization, new technologies, increased diversity, changing employment relationships, and evolving workplace values and ethics.
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Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
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1. Definitions of organizational behavior from various sources that refer to human behavior in organizations.
2. A brief history of foundations of organizational behavior including scientific management, bureaucracy, and the human relations movement.
3. Reasons to study organizational behavior including gaining competencies to be an effective employee or manager and understanding what is happening in one's job.
4. Issues in organizational behavior related to diversity, technology, ethics, and globalization.
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Ob 1(importance, nature and framework)
- An organization is a collection of people working together to achieve individual and organizational goals.
- Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments.
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1) Organizational culture and behavior are influenced by the social systems and relationships between individuals within an organization. When a new person joins an organization, they become part of this social system.
2) An organization's culture is important because it defines the organization's vision and provides stability, influencing worker behavior and relationships. During hiring, employers consider whether a candidate is a good cultural fit.
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Case study on organizational behaviour
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Organizational behavior draws from various behavioral disciplines like psychology, sociology, social psychology, anthropology, and economics. Psychology provides insights into human motivation and personality. Sociology examines social groups and the maintenance of social order within organizations. Social psychology addresses typical behavioral patterns expected from individuals in groups. Anthropology focuses on cultural systems and the importance of understanding differences between cultural backgrounds in today's global workplaces. Economics studies the financial viability of organizations. Political science analyzes power dynamics and structures within organizations.
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This document provides an overview of organizational behavior, including:
1. Definitions of organizational behavior from various sources that refer to human behavior in organizations.
2. A brief history of foundations of organizational behavior including scientific management, bureaucracy, and the human relations movement.
3. Reasons to study organizational behavior including gaining competencies to be an effective employee or manager and understanding what is happening in one's job.
4. Issues in organizational behavior related to diversity, technology, ethics, and globalization.
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Organizations exist to allow people to work together towards shared goals. This increases specialization, use of large-scale technology, managing the external environment, and reducing transaction costs. Organizational behavior is the study of human behavior in organizational settings and how to apply this knowledge to improve organizational effectiveness. It examines how individuals, groups and structure influence behavior. Understanding organizational behavior helps motivate employees and achieve organizational goals. Managing diversity, changing employee expectations, globalization, and technology transformation present challenges that require flexibility from management. Promoting ethical behavior in decision-making and respecting principles is also important.
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This slide presentation explains what is organizational behaviour and trace the historical developments
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This document summarizes the historical development of organizational behavior from several influential thinkers. It discusses early contributions from Plato, Aristotle, Confucius, and Machiavelli and their ideas around leadership, society, and authority. It then covers later thinkers like Adam Smith and the benefits of division of labor. Max Weber's theories of authority and rationality are outlined. The document also summarizes Frederick Taylor's scientific management principles and Elton Mayo's Hawthorne studies. Douglas McGregor's Theory X and Theory Y are contrasted. The concept of human capital and recent OB models are briefly mentioned at the end.
Organizational Behavior
What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
Organizational behaviour
The document discusses the evolution of organizational behavior from three perspectives: the Industrial Revolution, the human relations movement, and modern organizational behavior. It traces how OB emerged from the Industrial Revolution's focus on efficiency and scientific management, to the human relations movement's emphasis on employee needs and cooperation, to today's multi-disciplinary and performance-oriented field. Key developments discussed include the Hawthorne studies, contingency theory, and the role of culture in organizations.
Organizational behaviour
This document provides an overview of organizational behavior. It defines organizational behavior and discusses its divisions, evolution, current state, topics, and importance in management. The definitions section outlines organizational behavior as the study of human actions within organizations. It is divided into micro, meso, and macro levels and has evolved from industrial psychology to consider individuals, groups, and their interaction with organizations. Organizational behavior is now studied in business schools and applies to management, leadership, ethics, and other domains. Key topics include decision making, motivation, culture and stress. The conclusion summarizes how organizational behavior helps understand people and improve organizational effectiveness.
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Organizational behaviour is the study of human behaviour in organizational settings and how organizations manage their environments. It draws from contributing disciplines like psychology, sociology, anthropology, and political science. Psychology contributes to understanding human mind and behaviour. Sociology examines social relationships and culture. Political science analyzes behaviour in political environments and concepts like conflicts, power, and intra-organizational politics.
Organisational Behaviour Unit- I
Organisational Behaviour: Meaning – Elements – Need and importance – Approaches – Models – Levels - Global scenario – Socio, cultural, political and economic differences and their influence on International Organisational behaviour – Future of Organisational behaviour.
Organisational behaviour assignment prashant
This document provides an overview of organizational behaviour and its importance. It defines organizational behaviour as the study of human behaviour in organizational settings, drawing from fields like psychology, sociology, and anthropology. It discusses how organizational behaviour examines behaviour at the individual, group, and organizational levels. The document also outlines four key elements that make up organizations: people, formal structure, technology, and the external social system. Finally, it discusses three important reasons for studying organizational behaviour: to understand human behaviour, help organizations adapt to change, and help managers control and direct behaviour to achieve goals.
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Organizational behaviour is the systematic study of how people behave as individuals and in groups within organizations. It draws from various fields like psychology, sociology, social psychology, anthropology, and political science to understand, predict, and manage human behavior in organizations. Managers are individuals who achieve organizational goals through others by making decisions, allocating resources, and directing activities. Organizations are coordinated units of two or more people working continuously towards common goals. Behavior refers to how people act as individuals or groups in a given environment or situation.
Ob 1(importance, nature and framework)
- An organization is a collection of people working together to achieve individual and organizational goals.
- Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments.
- Management involves planning, organizing, leading, and controlling resources to increase organizational effectiveness.
My report in organizational behavior
1) Organizational culture and behavior are influenced by the social systems and relationships between individuals within an organization. When a new person joins an organization, they become part of this social system.
2) An organization's culture is important because it defines the organization's vision and provides stability, influencing worker behavior and relationships. During hiring, employers consider whether a candidate is a good cultural fit.
3) Socialization of workers involves learning the norms of the social group and playing the expected roles. This shapes a worker's personality and influences them to cooperate as team members to achieve success.
Organisational behavior
This document contains slides from a presentation on organizational behavior. It discusses key topics like the definition of organizational behavior, influences on behavior, principles of OB, and major themes. The major themes explored include group dynamics, organization development, the impact of personality and bureaucracy on behavior, motivation theories, and the future of organizations. Motivation theories discussed include Maslow's hierarchy, Herzberg's hygiene theory, and McGregor's Theory X and Theory Y. The presentation provides an overview of important concepts in organizational behavior.
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The study Organizational Behaviour helps us understand how people in an organization behave. that is we come to understand how people from different culture think and as managers how we can deal with these people so that they are highly productive.
Introduction to Organizational Behavior
This document discusses organizational behavior and its key concepts. It defines organizational behavior as the study of how individuals and groups act within organizations and how their behaviors affect organizational effectiveness. It outlines the main components of organizational behavior, including its concepts, system, levels of analysis, contributing disciplines, and challenges. The levels of analysis include individual, group, and organizational levels. The document also discusses characteristics of organizational behavior like its multidisciplinary nature and focus on objectives and effectiveness.
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What is nature and scope of organisational behaviour
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Organizational behaviour lession 1 development of ob
Organizational behaviour lession 1 development of ob
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Case study on organizational behaviour
Cool Products is expanding its packaged condiments business to Rajasthan and is establishing a new production unit in Kota. They are considering two candidates for General Manager: Mr. Varun Tyagi, a production manager with 10 years of experience in the food industry, and Mr. Avinash Kale, an MBA holder with excellent academics and a task-oriented leadership style. As a consultant, the document analyzes the strengths and leadership styles of both candidates to determine that Mr. Varun Tyagi, with his relevant experience, supportive behavior traits, and consultative leadership style, would be the best choice for GM.
ASDA social business case study
ASDA is the British subsidiary of WalMart and holds a large share of the UK grocery market.
The company have taken steps in order to become more social and connect with all of their 175,000 employees around the country by launching social business projects. These projects include The Green Room – a staff-focused web portal – as well as Your ASDA – a website that houses the 'happy to help' promise.
Read this case study to discover how ASDA have become a well-rounded social business.
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Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
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This document provides an organizational behavior analysis of ASDA PLC and British Airways. It discusses the relationship between organizational structure and culture, and how factors like structure, leadership style, management approaches, and motivation theories impact individual and group behavior within an organization. The document analyzes how ASDA and British Airways' structures, cultures, leadership styles, and other aspects compare and influence performance. It also explores relevant organizational behavior concepts and theories.
ORGANISATIONAL POLITICS-Organisational politics
ORGANISATIONAL BEHAVIOUR
Organisational politics
ORGANISATIONAL POLITICS
FEATURES OF ORGANISATIONAL POLITICS
Organisational Politics has the following features:
It aims at personal benefit arising out of use of power and not organisational benefit.
It is a deliberate effort on the part of people to use politics as a source of widening their power base.
It is not part of a person’s job requirement. It is used to benefit a person.
It can be legitimate or illegitimate political behaviour.
It moves against rationality. Decisions are based on compromises and bargain and not rational acts.
Politics takes place when an individual recognizes that achievement of his goals is influenced by behaviour of others.
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16VF_OM Paper#1In your own words define,1. Organizational comm.docx
16VF_OM Paper#1
In your own words define,
1. Organizational communication perspectives. (1/2 to 1 page)
2. Give examples of how an organization in tourism/hospitality industries would apply traditional, interpretive, critical, postmodern, and feminist perspectives to their communication processes. (See Chapter 2) (3 pages)
3. A variety of theories covered in the text. A list will be provided for you.
4. Provide one hospitality/travel/tourism industry example of howeach theory could be applied. A list of theories will be provided for you. (1 page per theory)
5. This paper should be a minimum of 15 pages, typed, double space, one inch all around margins, and minimum of eight valid references (related to hospitality industry, news from the New York Time/ Skift or other academic journal or case study or experience from work). Follow APA [6th edition] guidelines.
NO DIRECT QUOTATION FROM ANY REFERENCE PLEASE
Following are draft & notes form PPT (more information regarding all theories are include in the PPT)
1. Organizational communication perspectives.
Notes:
What is Organizational Control?
“the dynamic communication process through which organizational stakeholders struggle to maximize their stake in an organization” (p. 4).
“Organization implies control…
Control processes help circumscribe idiosyncratic behaviors and keep them conformant to the rational plan of organization.
The co-ordination and order created out of the diverse interests and potentially diffuse behaviors of members is largely a function of control.” –Tannenbaum (1968, p. 3)
· Lots of problems managing people (especially large numbers of people)
· History of management theory is a history of struggle
In short…Capitalism
· Control is dialectical
· Not linear/cause-and-effect
· Complex and ambiguous
Defining Organizational Communication
· W. Charles Redding – regarded as founder of OC field in 1988
· All complex organizations have:
· Interdependence
· Differentiation of tasks and functions
· Goal orientation
· Control
· [Communication processes]
Control
· Direct (superior/subordinate)
· Technological (assembly line, menu placement, airport check-in, surveillance)
· Bureaucratic (rules, structures, “red tape”)
· Ideological (“fits culture”, indoctrination, then requires little supervision, can be oppressive)
· Disciplinary (individual is both subject and object of knowledge)
· The five forms are not mutually exclusive
· Are normally used in combination with each other
· Some are more coercive than others
· Communication constitutes organization
· Without communication, organization will cease to function
· Organization as “family” or “machine”? It’s all about how you communicate
“The dynamic, ongoing process of creating and negotiating meanings through interactional symbolic (verbal and nonverbal) practices, including conversation, metaphors, rituals, stories, dress, and space.” (p. 14)
Draft:
Communication constitute the culture and form w ...
structural-functionalism-170110133326 (1).pptx
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- 1. Organisational Behaviour SOFT SKILLS WORLD
- 2. Workshop plan ►Structure of the workshop ►Issues to explore in the workshop ►Historical overview
- 3. Structure of the workshop ► Day long session ► Duration: 6 to 8 hours ► Any question?
- 4. SOME RECOMMENDED SOURCES Organization Studies Organizational Science Organization Behaviour Human Relations Harvard Business Review Introduction to Organizational behaviour Research in Organizational Behavior Economists, Financial times…
- 5. Issues to explore in the workshop Organizational behaviour (OB) “the study of human behaviour in organizational contexts with a focus on individual and group processes and actions” (pp.2)
- 6. Issues to explore in the workshop Hong Kong stock exchange, 1994
- 7. Issues to explore in the workshop “An entitative approach [to organisations] fails to represent what it means to be human, misrepresents the qualities of the relational processes and, more generally, grossly distorts the relationships between person and organisation” (Hoskings and Morley 1991:IX)
- 8. Issues to explore in the workshop “The relationship between a person and a context involves accommodation (changing oneself) and assimilation (changing the context)… people are both products of their contexts and participants in the shaping of those contexts.” (Hoskings and Morley, 1991:5) Any Question?
- 9. Historical overview The notion of an organisation as an imperative, absolute entity, is the direct outcome of historical transformations occurred in Europe and North America from the end of the 18th century onwards: Before the 19th Century: ► Experience of Artisan work (e.g. Ironsmith) Technical skills, personal competence and craft pride constitutive of the working process. Industrial revolution in the 19th Century Close relationship between the subject of work and his/her activity was lost
- 10. Historical overview Early 20th Century: ‘Classical approach’ Advent of scientific management (F.W. Taylor) Aim: controlling labour through science Far-reaching process of establishing control and surveillance: to discipline the mind and body of the productive subject was the central concern. Deconstruction of the task from „within‟ Rigid control over time and body movements Conception and execution as separate domains in hierarchical relationships Technology for social control
- 12. Historical overview Hawthorne Studies and the Human Relations Movement (Elton Mayo, 1923-1933) Hawthorne studies: environment and productivity? Results: organizations are social systems, not just technical economical systems Groups, teamwork, different job roles, human relations are of great significance in organizations We are motivated by many needs Leadership should be modified to include concepts of human relations A new discipline of human behaviour and, by extension, Organisational behaviour. (1960s)
- 13. Historical overview Systems Rationalist approach Modern Approach Organisation (open system view) inputs Transformation process outputs 1. The organization seen as an open socio-technical system. 2. The existence of subsystems which interact with one another. 3. Management is a distinct subsystem which is responsible for direction and coordination of all other subsystems.
- 14. Historical overview Symbolic-Interpretative perspective Andreas Gursky’s The factory ► People‟s subjectivity in relation to organisational processes. ► Political and cultural nature of social relations. ► Social construction of organisational reality, co-creation of the phenomenon you are seeking to study.
- 15. To explore in the workshop BY INTRODUCING DIFFERENT PERSPECTIVES TO THE UNDERSTANDING OF PEOPLE AND ORGANISATIONS, WE HOPE: TO STIMULATE YOUR SEARCH FOR NEW KNOWLEDGE, CREATIVITY AND SKILLS AS ORGANISATIONAL PRACTITIONERS