Introduction To Ob
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- Words: 1,500
- Pages: 36
17-1
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-2
Organization: Organization is structured social system consisting of groups and individuals working together to meet some agree-on objectives. Organizations consist of structured social units, such as individuals or work groups, who strive to attain a common goal, such as to produce and Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-3
Organizational
behavior can be defined as the understanding, prediction, and management of human behavior in organizations.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-4
Process of Organizational Behaviour
UNDERSTANDING which variables are important? How strong are they? How do they interrelate?
Irwin/McGraw-Hill
PREDICTION what patterns of behaviour are present? What is cause effect relationship?
CONTROL What solutions are possible? Which variables can be influenced? How can they be influenced?
©The McGraw-Hill Companies, Inc., 2000
17-5
Organizational behaviour is the study and application of knowledge about how people act within organizations. It is a human tool for human benefit. It applies broadly to the behaviour of people in all types of organization such as business, schools and service organizations. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-6
Organizational behaviour is field of study that investigates the impact that individuals, groups, and structure have on behaviour within organizations for the purpose of applying such knowledge towards improving an organization’s effectiveness.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-7
Organizational behaviour is the study of organizational components, and their impact on human behaviour and organizational performances. Such study can benefit from a various behavioral and social sciences.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-8
Organizational behaviour is the systematic study of the nature of organizations: how they begin, grow, and develop, and their effect on individual members, constituent groups, other organizations and larger institutions.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-9
Characteristics of OB: Focuses primarily on people. Systematic study of the actions and attitudes that people exhibit within organizations. Emphasizes the interactions and relations between the organization and individual behaviour. Concerned with work-related behaviour in which people are motivated. Seeks to fulfill both employee needs and organizational objectives. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-10
Nature and Scope of OB: 1. A field of study and not a discipline. 2. Interdisciplinary Approach 3. An applied science 4. Behavioral Approach to Management 5. Concern with Environment 6. Scientific Method Foundation 7. Contingency Orientation 8. Levels of Performance Analysis 9. Few Absolutes 10. A systems Approach Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-11
1. A field of study and not a discipline: synthesize borrowed concepts, and processes in the field of enquiry. Its Principles are difficult to define in scientific terms and its boundaries are not clear.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-12
2. Interdisciplinary Approach: OB has its roots in well established fields as psychology, sociology, and anthropology. OB also takes relevant concepts from economics, political science and law.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-13
3. An applied science: OB is oriented towards understanding the forces that affect behaviour so that their effects may be predicted and guided towards effective functioning of organization.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-14
4. Behavioral Approach to Management: OB is related with the conceptual and human dimensions of management.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-15
5. Concern with Environment: OB has a distinctly humanistic tone, reflected in the concern for self-development, personal growth, and self-actualization.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-16
6. scientific Method Foundation: OB follows the scientific method and makes use of logic theory in its investigations and in answering the research questions.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-17
7. Contingency Orientation: This approach is directed towards developing managerial actions that are most appropriate for a specific situation.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-18
8. Levels of Performance Analysis: Field of OB embraces three levels of performance analysis: Individual Group Formal
Irwin/McGraw-Hill
organization ©The McGraw-Hill Companies, Inc., 2000
17-19
9. Few Absolutes: Human beings are very complex and are not alike, which limits the OB manager to make simple and accurate generalizations about human behaviour.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-20
10. A systems approach: Analyses the behaviour in view of psychological, social and cultural factors. It carefully links the variables together.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-21
Conceptual Model for Organizational Behaviour FORMAL ORGANIZATION ORGANIZATION
STRUCTURE Classical Neoclassical Modern PROCESSES Decision Making Communication Control TECHNOLOGY Techniques Human Knowledge
Irwin/McGraw-Hill
HUMAN BEING
BIOLOGICAL PHYSICOLOGICAL Heredity Nervous System Sense Organs Muscles & Glands PSYCHOLOGICAL PROCESSES Perception Learning Motivation PERSONALITY Development Structure
BEHAVIOUR ORGANIZATIONAL DYNAMICS Groups Informal Organization CONFLICT & CHANGE Frustration Goal Conflict Role Conflict Human Resistance HUMAN ADAPTATION TO ORGANIZATION Motivation Techniques Leadership Techniques Organization Development ©The McGraw-Hill Companies, Inc., 2000
17-22
Psychology Psychology
is the science of human behavior. It is the science that seeks to measure, explain and sometimes change the behavior of humans. Psychologists concern themselves with studying and attempting to understand individual behavior. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-23
Social Psychology Social Psychology focuses on the influence of people on one another. Social psychologists have made significant contributions in the area of measuring, understanding and changing attitudes; communications patterns; the way in which groups activities can satisfy Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-24
Anthropology It
is the science of human learned behavior and is especially important to understand Organizational culture. Study societies to learn about human beings and their activities. This study helps to understand the differences in fundamental values, attitudes and behavior between people in different countries and within different organizations. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-25
Sociology It is the science of society. Contributed knowledge about group and inter group dynamics. Sociologist is concerned with the variety of roles within a society, the norms and standards of behavior that emerge within societies and groups. Inputs from sociologists are group dynamics, design of work teams, Organizational culture, formal Organizations, theory and structure, Organizational technology, bureaucracy, communications, power, conflict and inter Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-26
Political Science It is the study the behavior of individuals and groups within a political environment.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-27
Engineering Engineering has made important contributions to our understanding of the design of work. Design of work leads human productivity and efficiency in work behavior.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-28
Management It is a administrative science. It is the study of overseeing activities and supervising people in Organizations. It emphasizes the design, implementation, and management of various administrative and Organizational systems.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
Major Disciplines and their contribution to OB PSYCHOLOGY
PERSONALITY, PERCEPTION, ATTITUDE, LEARNING, MOTIVATION, JOB SATISFACTION, TRAINING, LEADERSHIP EFFECTIVENESS, PERFORMANCE APPRAISAL, EMPLOYEE SELECTION WORK DESIGN, WORK STRESS
17-29 INDIVIDUAL
GROUP DYNAMICS, COMMUNICATION, LEADER SHIP POWER AND POLITICS CONFLICT
SOCIOLOGY
SOCIAL PSYCHOLOGY
ORGANIZATIONAL STRUCTURES, FORMAL AND INFORMAL ORGANIZATIONS, ORGANIZATIONAL CURLTURE ORGANIZATIONAL CHANGE
STUDY OF OB
BEHAVIOURAL CHANGE, ATTITUDE CHANGE, COMMUNICATION, GROUP PROCESSES , GROUP DECISION-MAKING
ANTHROPOLOGY
INDIVIDUAL CULTURE, ORGANIZATIONAL CULTURE, ORGANIZATIONAL ENVIRONMENT
POLITICAL SCIENCE
ORGANIZATIONAL POWER POLITICS, CONFLICT
Irwin/McGraw-Hill
GROUP
ORGANIZATION
©The McGraw-Hill Companies, Inc., 2000
17-30
Goals of Organizational Behavior: To improve the processes by which the organization functions. Helps managers and employees to understand the complex dynamics of the various components which enhance or detract the organization from achieving its Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-31
Organizational Behavior recognizes the dynamic nature of organizations: OB scientists recognize that organizations are not static, but dynamic and ever-changing entities. They recognize organizations are open system, that is self sustaining systems that use energy to transform resources from the Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-32
Open system TRANSFORMATION Eg. Training, manufacturing
INPUT From the environment Eg. Natural resources, skilled workforce
Irwin/McGraw-Hill
OUTPUT To the environment Eg. Products, wages earned
©The McGraw-Hill Companies, Inc., 2000
17-33
Organizational Behavior there is no “one Best” approach: OB scholars recognize that behaviour in work settings is the complex result of many interacting forces. OB provides a clear indication that the contingency approach is being used. They tell us that certain behaviour is contingent on the existence of certain Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-34
OB confronts the challenges of work force diversity: OB faces challenges created by changes in the work force itself. The demographic characteristics of the work force have been changing over the past few decades. Example: Many women still find that they are victimized by stereotypes and male dominated corporate cultures that keep them form advancing. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-35
OB takes a global perspective: Culture is an important determinant of people’s actions and values is clearly an under statement – and a conclusion that has important implications for the study of organizational behaviour. OB is characterized by its comparative nature – that is, its tendency to examine OB concepts across different nations and cultures. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-36
Challenges of OB Increasing Number of Global Organizations Utilizing Information Technology and E-commerce Building a Competitive advantage Maintaining a Diverse Workforce
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-2
Organization: Organization is structured social system consisting of groups and individuals working together to meet some agree-on objectives. Organizations consist of structured social units, such as individuals or work groups, who strive to attain a common goal, such as to produce and Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-3
Organizational
behavior can be defined as the understanding, prediction, and management of human behavior in organizations.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-4
Process of Organizational Behaviour
UNDERSTANDING which variables are important? How strong are they? How do they interrelate?
Irwin/McGraw-Hill
PREDICTION what patterns of behaviour are present? What is cause effect relationship?
CONTROL What solutions are possible? Which variables can be influenced? How can they be influenced?
©The McGraw-Hill Companies, Inc., 2000
17-5
Organizational behaviour is the study and application of knowledge about how people act within organizations. It is a human tool for human benefit. It applies broadly to the behaviour of people in all types of organization such as business, schools and service organizations. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-6
Organizational behaviour is field of study that investigates the impact that individuals, groups, and structure have on behaviour within organizations for the purpose of applying such knowledge towards improving an organization’s effectiveness.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-7
Organizational behaviour is the study of organizational components, and their impact on human behaviour and organizational performances. Such study can benefit from a various behavioral and social sciences.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-8
Organizational behaviour is the systematic study of the nature of organizations: how they begin, grow, and develop, and their effect on individual members, constituent groups, other organizations and larger institutions.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-9
Characteristics of OB: Focuses primarily on people. Systematic study of the actions and attitudes that people exhibit within organizations. Emphasizes the interactions and relations between the organization and individual behaviour. Concerned with work-related behaviour in which people are motivated. Seeks to fulfill both employee needs and organizational objectives. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-10
Nature and Scope of OB: 1. A field of study and not a discipline. 2. Interdisciplinary Approach 3. An applied science 4. Behavioral Approach to Management 5. Concern with Environment 6. Scientific Method Foundation 7. Contingency Orientation 8. Levels of Performance Analysis 9. Few Absolutes 10. A systems Approach Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-11
1. A field of study and not a discipline: synthesize borrowed concepts, and processes in the field of enquiry. Its Principles are difficult to define in scientific terms and its boundaries are not clear.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-12
2. Interdisciplinary Approach: OB has its roots in well established fields as psychology, sociology, and anthropology. OB also takes relevant concepts from economics, political science and law.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-13
3. An applied science: OB is oriented towards understanding the forces that affect behaviour so that their effects may be predicted and guided towards effective functioning of organization.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-14
4. Behavioral Approach to Management: OB is related with the conceptual and human dimensions of management.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-15
5. Concern with Environment: OB has a distinctly humanistic tone, reflected in the concern for self-development, personal growth, and self-actualization.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-16
6. scientific Method Foundation: OB follows the scientific method and makes use of logic theory in its investigations and in answering the research questions.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-17
7. Contingency Orientation: This approach is directed towards developing managerial actions that are most appropriate for a specific situation.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-18
8. Levels of Performance Analysis: Field of OB embraces three levels of performance analysis: Individual Group Formal
Irwin/McGraw-Hill
organization ©The McGraw-Hill Companies, Inc., 2000
17-19
9. Few Absolutes: Human beings are very complex and are not alike, which limits the OB manager to make simple and accurate generalizations about human behaviour.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-20
10. A systems approach: Analyses the behaviour in view of psychological, social and cultural factors. It carefully links the variables together.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-21
Conceptual Model for Organizational Behaviour FORMAL ORGANIZATION ORGANIZATION
STRUCTURE Classical Neoclassical Modern PROCESSES Decision Making Communication Control TECHNOLOGY Techniques Human Knowledge
Irwin/McGraw-Hill
HUMAN BEING
BIOLOGICAL PHYSICOLOGICAL Heredity Nervous System Sense Organs Muscles & Glands PSYCHOLOGICAL PROCESSES Perception Learning Motivation PERSONALITY Development Structure
BEHAVIOUR ORGANIZATIONAL DYNAMICS Groups Informal Organization CONFLICT & CHANGE Frustration Goal Conflict Role Conflict Human Resistance HUMAN ADAPTATION TO ORGANIZATION Motivation Techniques Leadership Techniques Organization Development ©The McGraw-Hill Companies, Inc., 2000
17-22
Psychology Psychology
is the science of human behavior. It is the science that seeks to measure, explain and sometimes change the behavior of humans. Psychologists concern themselves with studying and attempting to understand individual behavior. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-23
Social Psychology Social Psychology focuses on the influence of people on one another. Social psychologists have made significant contributions in the area of measuring, understanding and changing attitudes; communications patterns; the way in which groups activities can satisfy Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-24
Anthropology It
is the science of human learned behavior and is especially important to understand Organizational culture. Study societies to learn about human beings and their activities. This study helps to understand the differences in fundamental values, attitudes and behavior between people in different countries and within different organizations. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-25
Sociology It is the science of society. Contributed knowledge about group and inter group dynamics. Sociologist is concerned with the variety of roles within a society, the norms and standards of behavior that emerge within societies and groups. Inputs from sociologists are group dynamics, design of work teams, Organizational culture, formal Organizations, theory and structure, Organizational technology, bureaucracy, communications, power, conflict and inter Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-26
Political Science It is the study the behavior of individuals and groups within a political environment.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-27
Engineering Engineering has made important contributions to our understanding of the design of work. Design of work leads human productivity and efficiency in work behavior.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-28
Management It is a administrative science. It is the study of overseeing activities and supervising people in Organizations. It emphasizes the design, implementation, and management of various administrative and Organizational systems.
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
Major Disciplines and their contribution to OB PSYCHOLOGY
PERSONALITY, PERCEPTION, ATTITUDE, LEARNING, MOTIVATION, JOB SATISFACTION, TRAINING, LEADERSHIP EFFECTIVENESS, PERFORMANCE APPRAISAL, EMPLOYEE SELECTION WORK DESIGN, WORK STRESS
17-29 INDIVIDUAL
GROUP DYNAMICS, COMMUNICATION, LEADER SHIP POWER AND POLITICS CONFLICT
SOCIOLOGY
SOCIAL PSYCHOLOGY
ORGANIZATIONAL STRUCTURES, FORMAL AND INFORMAL ORGANIZATIONS, ORGANIZATIONAL CURLTURE ORGANIZATIONAL CHANGE
STUDY OF OB
BEHAVIOURAL CHANGE, ATTITUDE CHANGE, COMMUNICATION, GROUP PROCESSES , GROUP DECISION-MAKING
ANTHROPOLOGY
INDIVIDUAL CULTURE, ORGANIZATIONAL CULTURE, ORGANIZATIONAL ENVIRONMENT
POLITICAL SCIENCE
ORGANIZATIONAL POWER POLITICS, CONFLICT
Irwin/McGraw-Hill
GROUP
ORGANIZATION
©The McGraw-Hill Companies, Inc., 2000
17-30
Goals of Organizational Behavior: To improve the processes by which the organization functions. Helps managers and employees to understand the complex dynamics of the various components which enhance or detract the organization from achieving its Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-31
Organizational Behavior recognizes the dynamic nature of organizations: OB scientists recognize that organizations are not static, but dynamic and ever-changing entities. They recognize organizations are open system, that is self sustaining systems that use energy to transform resources from the Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-32
Open system TRANSFORMATION Eg. Training, manufacturing
INPUT From the environment Eg. Natural resources, skilled workforce
Irwin/McGraw-Hill
OUTPUT To the environment Eg. Products, wages earned
©The McGraw-Hill Companies, Inc., 2000
17-33
Organizational Behavior there is no “one Best” approach: OB scholars recognize that behaviour in work settings is the complex result of many interacting forces. OB provides a clear indication that the contingency approach is being used. They tell us that certain behaviour is contingent on the existence of certain Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-34
OB confronts the challenges of work force diversity: OB faces challenges created by changes in the work force itself. The demographic characteristics of the work force have been changing over the past few decades. Example: Many women still find that they are victimized by stereotypes and male dominated corporate cultures that keep them form advancing. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-35
OB takes a global perspective: Culture is an important determinant of people’s actions and values is clearly an under statement – and a conclusion that has important implications for the study of organizational behaviour. OB is characterized by its comparative nature – that is, its tendency to examine OB concepts across different nations and cultures. Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
17-36
Challenges of OB Increasing Number of Global Organizations Utilizing Information Technology and E-commerce Building a Competitive advantage Maintaining a Diverse Workforce
Irwin/McGraw-Hill
©The McGraw-Hill Companies, Inc., 2000
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