Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their external environment. It draws from disciplines like psychology, sociology, anthropology, and political science. Understanding organizational behavior can help improve skills, motivate employees, anticipate organizational events, and create a better work environment. It also helps organizations understand customer behavior and use resources more efficiently. Personality is defined as distinctive patterns of thinking, feeling and acting. It is shaped by both hereditary and environmental factors like culture, family, friends and life experiences. Common personality types include extraversion, agreeableness, caution/risk-taking, self-consciousness and adventurousness.

1. 3
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.

2. ORGANISATION BEHAVIOUR
“Organisation Behaviour is concerned with the study of
what people do in an organisation and how that behaviour
affects the performance of the organisation.”
(Robbins: 1998)

3. Psychology seeks to
measure, explain,
and change
behavior
Sociology studies
people in relation to their
fellow human beings
Social psychology
focuses on the
influence of people
on one another
Anthropology is the
study of societies
to learn about human
beings and their activities
Political science is the
study of the
behavior of individuals
and groups within
a political environment
Contributing Disciplines

4. Importance of Organisational
Behaviour
Skill Improvement
• Study of Organisational Behaviour helps to
improve skills.
• This includes the ability of employees and use
of knowledge to become more efficient.
• Organisational Behaviour study also improves
managers as well as other employees work-
skill.

5. • Understanding Consumer Buying Behaviour
• It also an important part to improve the
marketing process by understanding
consumer buying behaviour.

6. • Employee Motivation
• Organisational Behaviour (OB) helps to
understand the basis of Motivation and
different ways to motivate employees
properly.

7. • Nature of Employees
• Understanding of personnel and employee nature is
important to manage them properly.
• With the help of Organizational behaviour, we can
understand whether employees or people are –
• Introvert
• Extrovert
• Motivated
• Dominating
• Other

8. • Anticipating Organisational events
• The scientific study of behaviour helps to
understand and predict organisational events.
• For example Annual Business Planning,
Demand Management, Product line
management, Production Planning, Resources
Scheduling, Logistics etc.

9. • Efficiency & Effectiveness
• Study of organisational behaviour helps to
increase efficiency and effectiveness of the
organisation

10. • Better Environment of Organisation
• OB helps to create a healthy, ethical and
smooth environment in an organisation.
• Optimum or Better Utilization of Resources
• Study of OB helps to understand employees
and their work style and skill better way.
• By understanding this, management can train
and motivate employees for optimum
utilization of resources.

11. Goodwill of organization
• Organisational Behaviour helps to improve
Goodwill of organization.

12. Perception
• Perception is the organization, identification,
and interpretation of sensory information in
order to represent and understand the
environment.
• Perception is an intellectual process of
transforming sensory stimuli to meaningful
information. It is the process of interpreting
something that we see or hear in our mind
and use it later to judge and give a judgment
on a situation, person, group etc.

13. Definitions: Learning is:
1. “a persisting change in human performance or
performance potential . . . (brought) about as a result of
the learner’s interaction with the environment” (Driscoll,
1994,) .
2. “the relatively permanent change in a person’s
knowledge or behavior due to experience” (Mayer, 1982,).

14. Types of Learners
• Active/Reflective
• Sensing
• Intuitive
• Visual/Verbal
• Sequential/Global

15. Active/ Reflective Learners
• Active learners tend to retain and understand information best
by doing something active with it—discussing it, applying it, or
explaining it to others.
"Let's try it out and see how it works" is an active learner's
phrase.
• Reflective learners prefer to think about information quietly
first.
"Let's think it through first" is the reflective learner's
response.

16. Sensing Learners
• Sensing learners tend to like learning facts.
Sensors often like solving problems by well-established methods
and dislike complications and surprises.
Sensors tend to be patient with details and good at memorizing
facts and doing hands-on work.
Sensors tend to be more practical and careful than intuitors.

17. Intuitive Learners
• Intuitive learners often prefer discovering possibilities and
relationships.
Intuitors like innovation and dislike repetition.
Intuitors may be better at grasping new concepts and are often
more comfortable than sensors with abstractions and mathematical
formulations.
Intuitors tend to work faster and to be more innovative than
sensors.

18. Visual/ Verbal Learners
• Visual learners remember best what they see.
• Verbal learners get more out of words.
Everybody learns more when information is presented both
visually and verbally.

19. Sequential/ Global Learners
• Sequential learners tend to gain understanding in linear steps,
following logical paths to find solutions.
• Global learners tend to learn in large chunks, absorbing
material almost randomly without seeing connections and
then suddenly “getting it.”
Global learners may be able to solve complex problems quickly
or put things together in novel ways once they have grasped
the big picture, but they may have difficulty explaining how
they did it.

20. LEARNING PROCESS
• Motive
Motive also called drives prompt people to
action. They are the primary energizers of
behavior. They arise continuously and
determine the general direction of an
individual behavior. Without motive learning
cannot occur.
• Stimuli

21. • Stimuli
Are objects that exist in the environment
in which the person lives.
i)Generalisation
Takes place when the similar new stimuli
repeat in the environment. It makes possible
for the manager to predict human behavior
when stimuli are exactly alike.
ii) Discrimination

22. Responses vary to different stimuli.
Supervisor may respond to a high
producing worker in a positive manner, but in
a different manner to one producing very less.
• Responses
the stimulus results in response. It may be
of physical form or in terms of attitudes or
perception

23. • Reinforcement
is a fundamental conditioning of learning.
Defined as anything that both increases the
strength of response and tend to induce
repetitions of the behavior. It may be of
positive or negative reinforcement.
• Retention
means remembrance of learned behavior
overtime.

24. Personality
People differ from
each other in
meaningful ways
People seem to show
some uniformity in
behavior
Personality is defined as distinctive and relatively
enduring ways of thinking, feeling, and acting

25. • The Sum total of ways in which an
individual reacts and interacts with
others.
• The unique and relatively stable patterns
of behavior, thoughts, and emotions
shown by individuals.

26. Factors influencing Personality
• Personality determined at birth?
• Result of individual’s interaction with
environment
Personality is a result of
• HERIDITY
• ENVIRONMENT
• SITUATIONAL CONDITIONS

27. HERIDITY
• Physical structure
• Facial attractiveness
• Gender
• Temperament
• Energy level
• Fear, shyness
• Personality
characteristic
s are not
completely
dictated by
Heredity

28. ENVIRONMENT
• Culture exerts pressure on our personality
formation
• Conditioning
• Family norms
• Friends
• Social groups

29. • Heredity sets the parameters or outer limits,
but an individual’s full potential will be
determined by how well he or she adjusts to
the demands and requirements of the
environment.
• (A good speaker remains quite as per need of
the situation)

30. SITUATION
• Personality changes under different situations
– which may other wise be stable.
• Personality should not be seen in separation.

31. Types of Personality
EXTROVERT PERSONALITY
• The extrovert is a friendly person who is quick
to establish relationships with others.
Extroverts are sociable and display a high level
of social engagement. They enjoy being with
people and like to be in the company of large
groups. Extroverts are active and tend to get
involved in many activities.

32. Introvert Personality
• An introvert is a person with qualities of a
personality type known as introversion, which
means that they feel more comfortable
focusing on their inner thoughts and ideas,
rather than what's happening externally.
They enjoy spending time with just one or two
people, rather than large groups or crowds.

33. AGREEABLE PERSONALITY
• The agreeable person can cooperate well with
other people by putting aside personal needs
while getting along with peers. These people
trust others and rely on their honesty,
character and abilities. Often the agreeable
personality feels the need to help other
people, and can derive fulfillment by offering
support.

34. • CAUTIOUS PERSONALITY
• Cautious people will look at problems from
every angle before acting or making a
decision, while those who are not cautious
often act or speak before they think things
through.

35. SELF-CONSCIOUS PERSONALITY
• Self-conscious people are highly sensitive to
what others think and say about them. They
dislike criticism and are sensitive to rejection,
while those who are not all that self-conscious
are not bothered by being judged by other
people.

36. ADVENTUROUS PERSONALITY
• People with an adventurous personality seek
out new experiences and dislike routine. They
may be unafraid to challenge authority and
conventions, while those who are less
adventurous may have traditional values and
prefer security .Those with an adventurous
personality enjoy having power and may be
more agreeable to taking risks.