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OB Lec 3

This document outlines 4 models of organizational behavior: 1. Autocratic model relies on power where employees obey the boss. 2. Custodial model focuses on providing economic resources like pay and benefits to meet employees' physical needs. 3. Supportive model provides a supportive climate for employees to grow and contribute to the organization through leadership instead of power or money. 4. Collegial model builds a feeling of partnership where managers and employees feel like equal contributors working cooperatively towards common goals.

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15 views13 pages

OB Lec 3

This document outlines 4 models of organizational behavior: 1. Autocratic model relies on power where employees obey the boss. 2. Custodial model focuses on providing economic resources like pay and benefits to meet employees' physical needs. 3. Supportive model provides a supportive climate for employees to grow and contribute to the organization through leadership instead of power or money. 4. Collegial model builds a feeling of partnership where managers and employees feel like equal contributors working cooperatively towards common goals.

Uploaded by

arnobkhan821
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Organisational Behavior

Week 3 Lecture
Today’s agenda………….

Models of OB
Models of Oganisations

1. Autocratic Model
2. Custodial Model
3. Supportive Model
4. Collegial Model

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1. Autocratic Model:
Autocratic model depends on power. The people who are in
command must have the power to demand “you do this or else”,
meaning that an employee who does not follow order will be
penalizes.

In the autocratic environment the managerial orientation is


formal, official, authority. This authority is delegated by right of
command over the people to whom it applies.

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Management believes that it knows what is best and
that the employee’s obligation is to follow orders. It
assumes that employees have to directed, and
pushed into performance and such prompting is
management’s task.

Under autocratic conditions the employee


orientation is obedience to boss not respect for a
manager. The psychological result for employees is
dependence on their boss, whose power to hire ,
fire etc.
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2. Custodial Model:
In autocratic model employees did not talk back to
their boss, but they certainly thought back.

A successful custodial approach depends on


economic resources. The resulting managerial
orientation is toward money to pay wages and
benefits. Since employees’ physical needs are
already reasonably met, the employer looks to
security needs as a motivating force. If an
organization does not have the wealth to provide
pensions and pay other benefits, it cannot follow a
custodial approach.

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The custodial approach leads to employee
dependence on the organization. Rather than
being dependent on their boss for their weekly
bread, employees now depend on organizations for
their security and welfare.

The custodial model is describe in its extreme in


order to show its emphasis on material rewards,
security, and organizational dependence.

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3. Supportive Model:
The supportive model of organizational behavior had its
origins in the “principle of supportive relationships”. It
depends on leadership instead of power or money .

Through leadership, management provides a climate to hope


employees grow and accomplish in the interests of the
organization the things of which theft are capable.

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The leader assumes that workers are not by nature
passive and resisted to organizational needs, but that
they are made so by an inadequately supportive
climate at work. They will take responsibility , develop
a drive to contribute, and improve themselves if
management will give them a chance.

Here management’s concentration is to support the


employee’s job performance rather than to simply
support employee benefit payments as in the
custodial approach. Employee says “we” instead of
“they” when referring to their organization.

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4. Collegial Model:
A useful extension of the supportive model is the
collegial model. The term “collegial” relates to a
body of people working together cooperatively.
The collegial model embodies a team concept.

The collegial model depends on management’s


building a feeling of partnership with employees.
The result is that employees feel needed and
useful. They feel that managers are contributing
also , so it is easy to accept and respect their roles
in the organization. Managers are seen as joint
contributors rather than as bosses.

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Conclusions about the models……….

Evolving usage

Relation of models to human needs

Increase use of some models

Contingent use of all models

Managerial flexibility
Any Question????

Thanks a lot!!!!!!!!!!!!!

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