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Intro Ob

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Itishree gita kumari
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89 views

Intro Ob

Uploaded by

Itishree gita kumari
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 PPT, PDF, TXT or read online on Scribd
You are on page 1/ 26

Introduction to

Organizational Behavior

Dr. Itishree Gita Kumari


Assistant Professor
P.G. Deptt. of I. R. & P.M.
Berhampur University
After reading this chapter,
you should be able to:
1. Define organizational behavior (OB).
2. Explain the value of the systematic study of OB.
3. Identify the contributions made to OB by major behavioral
science disciplines.
4. Describe how OB concepts can help make organizations
more productive.
5. List the major challenges and opportunities for managers to
use OB concepts.
Introduction
• People have a variety of needs. Irrespective of one's status, age,
and achievements, one would still have some unfulfilled needs.
• In order to satisfy their unfulfilled needs more effectively, people
have learned to organize themselves into groups. The
organizational system consists of social, technical and economic
elements which coordinate human and material resources to
achieve various organizational objectives Some of the objectives of
an organization may be
• To maximize profits
• To produce goods and services of good quality
• To compete with other players in the industry
• To ensure welfare of its employees.
DEFINITIONS OF OB
• According to Stephen P Robbins - “Organisational behaviour is a field of study that
investigates the impact that individuals, groups and structure have on behaviours
within the organizations for the purpose of applying such knowledge towards
improving an organizations effectiveness”.
• According to Fred Luthans - “Organisational behaviour is directly concerned with
the understanding production and control of human behaviour in organization”.
• According to Raman J Aldag – “Organisational behaviour is a branch of the social
sciences that seeks to build theories that can be applied to predicting,
understanding and controlling behaviour in work organizations”.
• By analyzing the above definitions, we can define OB as a behavioural Science that
states about :
• Nature of Man
• Nature of the Organization
• Knowledge of humans would be useful in improving an organization’s effectiveness.
The Field of Organizational
Behavior

•Organizational Behavior studies the influence that


individuals, groups and structure have on behavior within
organizations.

•Its chief goal is to apply that knowledge toward improving


an organization’s effectiveness.
Focal Points of OB
•Jobs
•Work
•Absenteeism
•Employment turnover
•Productivity
•Human performance
•Management
CONCEPT OF BEHAVIOR

Behavior refers to……


•range of actions and mannerisms
•made by individuals, organisms or artificial entities
•which are influenced by culture, attitudes, emotions, values,
authority, genetics etc.
CONCEPT OF
ORGANIZATIONAL BEHAVIOR

A field of study that…..


•investigates the impact that
•individuals, groups, and structure have
•on behavior within organizations,
•with a purpose to improve organizational effectiveness
•by applying the learned knowledge
Complementing Intuition
with Systematic Study
• Intuition: the “gut feeling” explanation of behavior.
• Systematic study improves ability to accurately
predict behavior.
– Assumes behavior is not random.
– Fundamental consistencies underlie behavior.
– These can be identified and modified to reflect
individual differences.
Systematic Study
• Examines relationships.
• Attempts to attribute causes and effects.
• Bases conclusions on scientific evidence:
– On data gathered under controlled conditions.
– Data is measured and interpreted in a reasonably
rigorous manner.
Evidence-Based
Management
• Complements systematic
study.
• Bases decisions on the best
available scientific evidence.
• Forces managers to become
more scientific in their
thinking.
Contributing Disciplines
to the OB Field

MICRO
INDIVIDUAL

MACRO
ORGANIZATIONAL
LEVEL
SIGNIFICANCE OF HUMAN RELATIONS AND
ORGANIZATIONAL BEHAVIOR

• Development of Skills: Human resource can be defined as the sum of the inherent
abilities, acquired knowledge and skills as exemplified in the talents and aptitudes
of employees.

• Talent and skill of employees can be honed by training, motivation and provision
of opportunities for education and personal development.

• A manager should spend ample time in improving interpersonal relations and


direct the employees to improve their quality of performance.

• It is very important for the superior to know the factors that motivate an
employee since the present day employees are more educated and more
demanding.
CONT…
• Organizational Performance
• Human relations and OB make productive organizations out of mere organizations. The influence of various
factors on the performance of productive organizations has been well illustrated in the form of equations by
Keith Davis.
• Knowledge x Skill = Ability
• Attitude x Situation= Motivation
• Here ability is the product of a person's knowledge and skills, while motivation is the result of an individual's
attitude in a particular situation. The potential performance of an individual is determined by his ability and
his motivation levels. Therefore,
• Ability x Motivation = Potential Performance
• OB is very important in understanding what motivates people and how to motivate people so that they can
improve their abilities. Thus, OB taps the potential human performance. However to derive overall
organizational performance, human performance should be combined with other resources such as tools,
power and material.
Challenges and
Opportunities for OB
• The workplace is contains a wide mix of cultures,
races, ethnic groups, genders and ages
• Employees have to learn to cope with rapid change
due to global competition
• Corporate loyalty has decreased due to corporate
downsizing and use of temp workers
• Managers can benefit from OB theory and concepts
Responding to Globalization
• Increased foreign assignments
– Differing needs and aspirations in
workforce
• Working with people from different
cultures
– Domestic motivational techniques and
managerial styles may not work
• Overseeing movement of jobs to
countries with low-cost labor
Managing Workforce Diversity

Workforce diversity:
organizations are
becoming a more
heterogeneous mix of
people in terms of gender,
age, race, ethnicity, and
sexual orientation
1-17
Diversity Implications
“Managers have to shift their
philosophy from treating
everyone alike to recognizing
differences and responding to
those differences in ways that
ensure employee retention and
greater productivity while, at the
same time, not discriminating.”
1-18
IMPORTANCE
OB Offers Insights Into:

• Improving quality and


productivity
• Customer service and building a
customer-responsive culture
• Developing people skills

1-20
OB Aids in Dealing With:
• Stimulating Innovation and
Change
• Increasing “temporariness” in
the workplace
• Helping employees balance
work-life conflicts
• Improving ethical behavior
1-21
Thinking Positive
• Creating a positive work environment can be a
competitive advantage
• Positive Organizational Scholarship (Positive OB):
– Examines how organizations develop human strengths,
foster vitality and resilience, and unlock potential.
– Focus is on employee strengths, not their weaknesses.

1-22
Implications for Managers

• OB helps with:
– Insights to improve people skills
– Valuing of workforce diversity
– Empowering people and creating a
positive work environment
– Dealing with labor shortages
– Coping in a world of temporariness
– Creating an ethically healthy work
environment
1-23
IM
BE POR
H A TA
VIO NC
R E
I N OF
O R IND
GA IVI
NIZ DU
AT AL
I ON
S
Three Levels of OB Analysis

1-25
Keep in Mind…
• OB’s goal is to understand and predict human
behavior in organizations.
• Fundamental consistencies underlie behavior.
• It is more important than ever to learn OB concepts.
• Both managers and employees must learn to cope
with temporariness.

1-26

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