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Introduction To OB

This document provides an overview of organizational behavior. It defines an organization as a group of people working together to achieve common goals. Organizational behavior is described as the study of how individuals, groups, and structure impact behavior in organizations. The document outlines factors studied at the individual, group, and organizational levels, including motivation, leadership, diversity, and productivity. It discusses challenges managers and employees face related to these factors, such as job satisfaction, ethics, communication skills, and global competition. The overall purpose is to explain how understanding organizational behavior can help improve organizational effectiveness.

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Swati Raghupatruni
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© Attribution Non-Commercial (BY-NC)
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Download as PDF, TXT or read online on Scribd
98 views

Introduction To OB

This document provides an overview of organizational behavior. It defines an organization as a group of people working together to achieve common goals. Organizational behavior is described as the study of how individuals, groups, and structure impact behavior in organizations. The document outlines factors studied at the individual, group, and organizational levels, including motivation, leadership, diversity, and productivity. It discusses challenges managers and employees face related to these factors, such as job satisfaction, ethics, communication skills, and global competition. The overall purpose is to explain how understanding organizational behavior can help improve organizational effectiveness.

Uploaded by

Swati Raghupatruni
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PDF, TXT or read online on Scribd
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B E H A V V I O U R

HNC Business Unit 3 Credit Value- 15 credits

Organizations &

Organisations & Behaviour

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WHAT IS AN ORGANIZATION?
A consciously coordinated social unit, made up of a group of people, that functions on a Relatively continuous basis to achieve common goals.

TYPES OF BUSINESS ORGANIZATIONS


Sole trader Partnership Private Limited Company Public Limited Company Co-operatives Franchises Public sector

WHAT IS ORGANIZATIONAL BEHAVIOUR?


A field of study that investigates the impact of individuals, groups, and structure on Behaviour within organizations; the aim is to apply such knowledge toward improving organizational effectiveness.

STUDY OF ORGANIZATIONAL BEHAVIOUR


A. Individual
Motivation Personality Emotions Perception Training Leadership effectiveness Job satisfaction Individual decision making Performance appraisal Attitude measurement Employee selection Work design Work stress

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B. Group
Formal organization theory Organizational technology Organizational change Organizational culture Behavioral change Attitude change Communication Group processes Group decision making Comparative values Comparative attitudes Cross-cultural analysis

C. Organization system
Conflict Intraorganizational politics Power Organizational culture Organizational environment

HOW WILL KNOWING OB MAKE A DIFFERENCE?


A. In the Workplace
From a management point of view, understanding OB can help you manage well. Managing people well pays off. Doing so may also lead to greater organizational commitment. Organizational commitment: The degree to which an employee identifies with the organization and wishes to remain with the organization. Affective commitment: The strength of an individuals emotional attachment to, identification with, and involvement in the organization.

B. For You as an Individual


What if I Am Just a Student?
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You may think that OB is only useful once you reach the workplace. However, many of the concepts that apply to organizations also apply to teamwork, something many students have to do. As a team member, its important to know how personality differences affect the ability of people to work together. You may need to motivate members of your team. Or you may want to know how to create a more effective team or solve conflict in a team. Individually or as part of a team, you also have decisions to make and need to know how to communicate with others. All of these topics are covered by OB. What if I Am Not Going to Work in a Large Organization? You may think that when we say organization we are referring to large financial firms in office towers, to the exclusion of the variety of other forms of organization that exist. You may be thinking that you want to work in a small business, or in your familys business, so OB has no relevance for you. But this would be short-sighted. Throughout your life you will work with a variety of organizations, and OB will help you better understand how those organizations work. What if I Do Not Want to Be a Manager? You may be thinking that you are not planning to work in an organization at all because you would prefer to be self-employed. While self-employed individuals often do not act as managers, they certainly interact with other individuals and organizations as part of their work. Thus, the study of OB is just as important for the sole proprietor or entrepreneur as for those who work in large organizations. It gives all of us more insight into how to work with others, and how to prepare to become employees in the twenty-first-century workplace

WHAT CHALLENGES DO MANAGERS AND EMPLOYEES FACE IN THE WORKPLACE?


A. Challenges at the Individual Level
Individual Differences People enter groups and organizations with certain characteristics that influence their behavior, the more obvious of these being personality characteristics, perception, values, and attitudes. These characteristics are essentially intact when an individual joins an organization, and for the most part, there is little that those in the organization can do to alter them. Yet they have a very real impact on behavior. In this light, we look at perception, personality, values, and attitudes, and their impact on individual behavior
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Job Satisfaction Employees are increasingly demanding satisfying jobs The belief that satisfied employees are more productive than dissatisfied employees has been a basic assumption among managers for years. Researchers with strong humanistic values argue that satisfaction is a legitimate objective of an organization. They believe that organizations should be responsible for providing employees with jobs that are challenging and intrinsically rewarding. Motivation Motivation helps improve employee productivity. Managers are expected to understand the need of the employees and motivate them to help increase productivity. Empowerment Managers are putting employees in charge of what they do. In the process, managers are learning how to give up control, and employees are learning how to take responsibility for their work and make appropriate decisions. The roles for both managers and employees are changing, often without much guidance on how to perform these new roles. Behaving Ethically In an organizational world characterized by cutbacks, expectations of increasing worker productivity, and tough competition in the marketplace, its not altogether surprising that many employees feel pressured to cut corners, break rules, and engage in other forms of questionable practices. The Enron scandal in the United States illustrated how casually some people treat the subject of ethics. Ethics starts at the individual level. While the word refers to moral conduct, ethics is also the study of moral values or principles that guide our behavior and inform us whether actions are right or wrong. Ethics helps us do the right thing, such as not padding expense reports, or not phoning in sick to attend the opening of Superman Returns. Individuals as well as organizations can face ethical dilemmas.

B. Challenges at the Group Level


Working With Others Much of the success in any job involves developing good interpersonal, or people, skills. The skills that form the foundation for a high-quality workforce in todays workplace as communication, thinking, learning, and working with others. Positive attitudes and behaviors and an ability to take responsibility for ones actions are also key skills, according to the Conference
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Workforce Diversity Organizations are becoming more diverse, employing a greater variety of people in terms of gender, race, ethnicity, sexual orientation, and age. A diverse workforce includes, for instance, women, Aboriginal peoples, Asian Canadians, African Canadians, Indo-Canadians, people with disabilities, gays and lesbians, and senior citizens. It also includes people with different demographic characteristics, such as education and socio-economic status. The ability to adapt to many different people is one of the most important and broad-based

C. Challenges at the Organizational Level


Productivity An organization or group is productive if it achieves its goals and does so by transferring inputs (labor and raw materials) to outputs (finished goods or services) at the lowest cost. Productivity implies a concern for both effectiveness (achieving goals) and efficiency (watching costs). The late management expert Peter Drucker stated that effectiveness is doing the right thing, while efficiency is doing things right. Developing Effective Employees One of the major challenges facing organizations in the twenty-first century is how to engage employees effectively so that they are committed to the organization. We use the term organizational citizenship behavior (OCB) to describe discretionary behavior that is not part of an employees formal job requirements, but that nevertheless promotes the effective functioning of the organization. Putting People First Managers should spend more time recognizing the value of the people who work for them. People-first strategy not only generates a committed workforce, but Also significantly affects the bottom line. Organizations concern themselves with developing their employees, they are more successful. Global Competition In recent years, businesses have faced tough competition from the United States, Europe, Japan, and even China, as well as from other companies within the borders. To survive, they have had to reduce costs, increase productivity, and improve quality. These changes in the workplace, and the loss of jobs to international outsourcing, mean that the actual jobs that employees perform, and even those of managers to whom they report, are in a permanent state of change. To stay employable under these conditions, employees need to continually update their knowledge and skills to meet new job requirements.
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Todays managers and employees have to learn to live with flexibility, spontaneity, uncertainty, and unpredictability.

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