Bachelor of Business Administration

Assignment on
“Organization Behavior”

Course Title: Organization Development & Change

Submitted to:
Mr. Syed Moinur Rashid
Lecturer
Management Discipline
Faculty of Business Studies
Premier University, Chattogram.

Submitted by:
1. Nur Uddin Ahmmed
ID: 1403010107549
2. Afra Anika Akhi
ID: 1703510109260
Discipline: Management
Program: B.B.A
Semester: 8th
 Organization Behavior
Introduction:
Organizational behavior is the study and application of knowledge about how people-as individuals
and groups- at in organizations. Its goals are to make managers more effective at describing,
understanding, predicting, and controlling human behavior. Key elements to consider are people,
structure, technology, and the external environment. Organizational behavior has emerged as an
interdisciplinary field of value to managers. It builds on an increasingly solid research foundation,
and it draws upon useful ideas and conceptual models from many of the behavioral sciences to make
managers more effective.

Every firm has an organizational behavior system. It includes the organization’s stated or unstated
philosophy, values, vision, mission, and goals; the quality of leadership, communication, and group
dynamics; the nature of both the formal and informal organizations; and the influence of the social
environment These items combine to create a culture in
which the personal attitudes of employees and
situational factors can produce motivation and goal
achievement.

Communication is the transfer of information and

understanding from one person to another person.
Organizations need effective communication in
downward, upward, and lateral directions. The two-way
communication process consists of these eight steps;
develop an idea, encode, transmit, receive, decode,
accept, use, and provide feedback. To overcome
personal, physical, and semantic barriers, managers
must pay close attention to communication symbols,
such as words, pictures, and nonverbal actions.
Effective communication requires study and use of
semantics- the science of meaning- to encourage understanding.

When people join a work group, they become part of that organization’s social system. It is the
medium by which they relate to the world of work. The variables in an organizational system operate
in a working balance called social equilibrium. Individuals make a psychological contract that
defines their personal relationship with the system. When they contribute to the organization’s
success, we call their behavior functional.

The board environment that people live in is their social culture. People need to accept and
appreciate the value that a diversity of cultural backgrounds can contribute ethic and corporate
attitudes toward social responsibility.

Organizations require consistent levels of high performance from their employees in order to survive
in a highly competitive environment. Many firma use some form of results-oriented planning and
control systems.
Objectives of organizational behavior

The goals of organizational behavior are

 Finding the right people

 Job satisfaction
 Understanding the employees in a better way
 Organizational culture
 Leadership and conflict resolution
 Developing a good team
 Developing good leaders
 Higher productivity

Importance of Organization Behavior:

The study of organizational behavior gives insight on how employees behave and perform in
the workplace. It helps us develop an understanding of the aspects that can motivate
employees, increase their performance, and help organizations establish a strong and trusting
relationship with their employees.

Motivation

Every individual is unique based on their experiences and knowledge. Organizational behavior
is able to help leaders understand the motivational tools required to facilitate their employees
to reach their potential. It is significant for leaders to analyze the organizational structure that
can act in their employee's interest. Recent years, large corporations such as  Google are
shifting to a flatter organizational structure. They enable employees to work independently,
encouraging them to share knowledge and gain more control in decision making.

Performance 

There are a few factors where behaviors can affect one’s performance. According to a study
from IJEMS, those that come to work with a positive attitude are more creative and it also
lowers stress levels. In contrast, gossip and rudeness disrupt performance, lower productivity
and decrease job satisfaction. Conflicts will arise causing miscommunications that will lead to
a decrease in morale.

Office Characteristics

According to an article from Cornell University, there are certain conditions that will affect
employee’s reaction to their work and the setting such as openness and density. The office
setting such as openness and density can generate different reactions. The openness of an office
can make employees feel a sense of calmness. Density also has an impact on employee's
wellness. It is important not to over-density office space because small workstations can cause
collaboration to suffer.
Employees want to belong in successful organizations that value a great company culture and
provide opportunities for future growth. Recognizing ways to improve organization behaviors
can help resolve underlying issues between employees and promote an appealing workplace
environment.

The Fundamental Elements of Organizational Behavior (OB)

Organizational Behavior is a very important part of Behavior Science. If you want to understand
organizational behavior properly, you have to learn different elements about this.
The fundamental
elements of organizational
behavior are discussed below:

1. People/ Employee: 
The employee is one of the very important parts of an organization. There is no any alternative in an
organization without employee/people. You know, there may be many parties in an organization.
Some party may be formal and some may be informal.
These parties are not stable rather than mobile. Actually, today's Human Organization is
tomorrow's future. Organization and employee are connected to each other and it will remain forever.

2. Structure:
This is the second steps of organizational behavior. Actually, Structure means the formal relationship
with on the job employee of an organization.
There is created different types of position for doing work nicely in the organization. These position
or designation are Manager, Accountant, Administration and general staff. These officer and staff
have to connect structurally so that they can work efficiently and can play an important role in
organizational development.

3. Technology:
Technology is a very important primary aspect of organizational structure in the modern age.
Technology supplies essential resource and equipment to the employee for doing their work
efficiently. Thus technology effect on their activity.
Employees are not able to finish their work with the bare hand. They build the buildings, prepare the
design of the devices, determine the working process, and assemble the resources with the help of
technology. Technology effects notably on the correlation of workers at the workplace.
4. Social System:
Everything around us is society and everyone in the social lives together. The social system
determines the organizational work environment and from which the organization can operate.
As people cannot live alone just like organization cannot run alone its job. The organization has to do
its activity with the help of the employee.

5. Environment: 
There is no any organization where they can survive alone. Every organization has to work on the
internal and external environment. Management has to come near to all the staff to maintain a good
working environment.

Impacts of organizational behavior in the office:

Organizational behavior helps us to develop an understanding of the attitude and performance
of employees and the organization as a whole. There are a variety of factors that can influence
organizational behavior, including the company culture, policies, and structure. These aspects
can have an impact on employee's productivity and their commitment to the organization.

 Organizational Culture

Organizational culture consists of values and motives that contribute to the environment within
an organization. It influences the way people work and interact with each other. Employees
become more responsible when they feel respected and become an integral part of the team.
Based on a study of 20,000 employees conducted by HBR and Christine Porath, results show
that employees are more engaged with work when they are treated with respect. They  will feel
more committed to their work and align their goals with the company.

 Incentive System

Employees tend to feel more motivated when there is a solid reward system. Once this
effective system is established, it is necessary to reward employees who perform well. They
should be consistently applied within the company. A study from the Human Resource Journal
proposes that there are three types of contingent pay: performance-related pay, profit-related
pay and share ownership. Through interviews conducted in 1,293 private-sector workplaces
across the United Kingdom, only performance-related pay was associated positively with job
satisfaction, commitment, and loyalty among
employees. Organizational behavior proposes that
incentives are motivational factors that are crucial
for employees to perform well.

 Decision Making

Organizational behavior changes the way people

make decisions. Businesses that are able to
encourage risks in decision making within the
company culture can enhance innovation and
creativity. Effective communication allows managers
and employees to understand the business context and provides the opportunity for employees
to get involved.
It is essential to focus on the types of organizational behavior that you would like to modify
or maintain. Eliminating the negative elements that slow down employee productivity can
generate a more efficient and positive organizational culture.

Types of organizational
behavior models
The various types of organizational behavior
models are

 Autocratic – This type of organizational behavior model is used to describe a workplace

where the power rests entirely at the top. As the name suggests in an Autocratic model, the
authority at the higher level is everything, and it demands complete obedience from the
employees. There is a full dependency on the higher power for directions and guidance related
to work as the employees do not have the authority to take independent decisions. The job
offers only the paycheck, and there is no job satisfaction for the employees.
 Supportive – This type of organizational behavior model encourages people in leadership
positions to inspire the workers in an organization. Here, the assumption is that the employees
are already self-motivated, and the work of a leader is to boost that motivation to another level.
In the supportive organizational behavior model, the job of a manager is to offer support to the
goals, interests and talents of the employees and foster their motivational level on the belief
that the right support and encouragement will induce the employees to increase their
performances by themselves.
 Custodial – This type of organization behavior model acts as a custodian to their employees.
The framework of the custodian model tries to provide a sense of security to the employees
and show that the organization cares for their welfare. The focus of Custodial organizational
behavior model is on giving the employee’s economic resources and incentives in the form of
robust benefits packages so that it will ultimately lead to employee loyalty and commitment
towards the organization.
 Collegial – This type of organizational behavior model accepts the fact that social factors play
an essential role in employee satisfaction. The framework of a collegial model is based on the
 fact that colleagues are working as a team to help to foster a sense of camaraderie. The power
within the organization is shared in this model to encourage a flattened hierarchy, where there
are no direct directions from the top.
 System – It is one of the newest organizational behavior models on the block that has been
created to encourage commitment towards the goals and objectives of an organization. The
idea is to provide the employees with a sense of meaning and belonging that will promote a
higher level of performance and satisfaction amongst them. In the System organizational
behavior model, the manager is expected to show care and compassion towards the employees
to establish a positive work culture at the workplace.

Factors that influence organizational behavior

Several factors can influence organizational behavior. Some of these are as follows-

 Social – It includes group dynamics, relationships in an organization, the personalities of co-
workers and leadership styles
 Structure – It consists of the structure of departments in an organization and employee
hierarchy
 Environment – It includes office/desk set up, aesthetics, lighting etc.
 Processes – It provides project management styles, reporting structures and workflow
management
 Tools – It provides access to technology, tools data and information

The role played by organizational behavior

The vital role played by organizational behavior are discussed below-

 Attain organizational effectiveness by keeping a scorecard of the performances and making

analysis from the perspective of an individual as well as the organization
 Maintain a balance between ownership of capital and means of production
 Helps to accept changes occurring in the business environment as an essential survival strategy
 The study helps an organization to mound
their behavior so that they can face and
survive competition in a successful manner
 Helps to control the effects of privatization
and globalization.
  The role of organizational behavior is to enhance and manage the skills of its employees
 Helps to control and monitor the activities of labor unions
 As the organization grows, its structure will become more complicated because of the dynamic
business environment. The scope of authority becomes multifaceted, and the responsibilities of
employees change, and at such times the role of organizational behavior is to manage the
complexities in the structure of an organization

Limitations:
The limitations of organizational
behavior are

 Behavioral bias –
Organizational behavior can
cause irresponsibility,
indiscipline and discontent in
an organization
 Unethical practices –
Manipulative managers can
exploit their subordinates
through the knowledge that
they have acquired and it
leads to dishonest practices
 Law of diminishing returns
– It puts its onus on the fact that after a certain point there will be a decline in the output no
matter what.

CONCLUSION

Organizational Behavior is the application of knowledge about how peoples, individuals, and groups
act and react in an organization, in order to reach and accomplish the highest quality of
performances, and dominant results. One way for an organization to become more innovative is to
capitalize on its own employee’s to innovate. All organizations and groups experience the direct
relationship between job satisfaction, and performance. In order to maximize the performance of
those within a system, it is significant important to develop an optimal interpersonal chemistry.
There is more evidence that the teaching and implementation of soft skills should get higher
emphasis in education and organization training process, but it should only complement hard skills,
not substitute for it.

The
End
“Thank You”