Conceptual Models

of
Organizational
Behavior
By Group 4
Autocratic
Model
Power is centralized
An autocratic model is a leadership or
governance style where power is centralized in
the hands of a single individual or a small group,
and decisions are made without much input or
feedback from others. The authority of the
leader is typically unquestioned, and followers
or subordinates are expected to comply with
orders and decisions. In this model, there is
limited (if any) participation from the wider
group in decision-making, and dissent is often
discouraged or suppressed.
 Key Characteristics
Autocratic Model

Centralized Power: Power is concentrated in one leader or a small elite group.

Limited Participation: Decision-making is done by the leader, with little to no consultation from subordinates or the public.

Control and Command: Leaders in autocratic systems use their authority to control the organization or country, often
through strict laws or decrees.

Limited Freedom: There is usually little freedom for those under autocratic rule to express opposition or suggest alternative
ways of doing things.

Fast Decision-Making: Because decisions are made by one person or a small group, the process is often quicker than in more
democratic systems.
 Pros and Cons
Autocratic Model

Efficiency Clear Suppression Lack of Potential

of Motivation Abuse of
Decisions can be Leadership Power
made quickly since There is no ambiguity
Innovation Subordinates may When one person or
there is no need for about who is in charge, Without input from feel disempowered group holds too much
consultation or which can lead to others, new ideas and disengaged if power, it can lead to
voting. decisive action in times and solutions may their opinions are not corruption and the
of crisis. be overlooked. valued. abuse of authority.
 Custodial Model
Group dynamics and structures
A custodial model is a management philosophy that emphasizes providing employees
with economic security and benefits, in exchange for their loyalty and compliance.
This model is based on the assumption that if organizations take care of their
employees' needs, particularly their financial and physical well-being, the employees
will respond with loyalty, obedience, and a sense of security, even if their creativity or
initiative is not fully engaged.
 Key Characteristics
Custodial Model

Focus on Economic Rewards: Organizations focus on offering extensive financial rewards and benefits to employees, which
reduces their sense of insecurity.

Passive Employee Behavior: While employees may feel a sense of security, they are often passive and dependent on the
organization. Their motivation comes from financial and security rewards rather than intrinsic factors like job satisfaction or
self-fulfillment.

Dependence on Organization: Employees in a custodial environment tend to rely on the organization to fulfill their needs,
leading to a somewhat paternalistic relationship.

Limited Motivation and Engagement: Although employees might remain loyal, this model doesn't inherently foster high
levels of creativity, initiative, or job involvement.
 Benefits and Risks
Custodial Model

01
Task security: In this model,
02
Economic benefits: The Loss
01of Employee
02
Creativity and innovation
personnel enjoy a sense of custodial model emphasiyzes Engagement: The custodial might also suffer: The
activity safety because the offering monetary rewards model assumes that autocratic model stifles
business enterprise and advantages to personnel. economic rewards alone are creativity and innovation
specializes in supplying This may encompass enough to encourage inside the enterprise. Seeing
strong employment. This aggressive salaries, pension personnel. However, it fails to that selections are made
balance can grow worker plans, healthcare benefits, understand the importance of through a pick-out few, there
delight and reduce turnover and other economic intrinsic motivation and may be limited opportunity
rates. incentives. Such advantages employee engagement. for brand-new thoughts and
can inspire personnel to perspectives to be taken into
perform better and feel consideration.
valued by the employer.
 Supportive Model
The supportive model is based on leadership and support rather
than control and authority.
Managers provide support to employees to help them achieve
their goals and plans.
This model assumes that employees are motivated by
recognition, self-worth, and a sense of accomplishment.
Key Features:
1. Leadership is focused on employee growth
and development.
2. Encouragement of open communication
and feedback.
3. Employees are involved in decision-making
processes.
 Collegial Model
The collegial model is based on partnership and teamwork.
It emphasizes mutual trust and respect between managers
and employees.
This model assumes that employees are motivated by
collaborative work and shared responsibilities.
Key Features:
Emphasis on team-based work
and shared decision-making.

Managers and employees work as partners

with a sense of shared responsibility.

Encourages a flat organizational

structure with minimal hierarchy.
SYSTEM
MODEL
The system model views the organization as an open system that
interacts with its environment. It emphasizes the interdependence of
various subsystems within the organization. This model focuses on
aligning organizational goals with the needs of employees and the
external environment. The system model emphasizes the
interconnectedness of various components within an organization,
including human behaviour, communication, and structures.

It focuses on how these elements interact to influence organizational

outcomes. Collaboration among employees and management is crucial
in the system model. By fostering a culture of open communication and
mutual respect, organizations can harness the diverse skills and
perspectives of their workforce, increasing productivity and innovation
and driving the organization towards success.
 KEY IDEAS:

EVERYTHING IS CONNECTED PEOPLE CENTERED

Like a system where all parts work together, The system model pays attention to the needs
what happens in one part of the organization of employees, like giving them chances to
affects others. grow, feel appreciated, and work together.

DECENTRALIZED DECISION
ADAPTABLE TO CHANGE MAKING
Organizations that use the system model are Employees are given more responsibility, and
always learning and changing. decisions are made by teams or at lower levels,
not just by top management.
 Resources:
https://unstop.com/blog/organizational-behaviour-model
Thank You