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ORGANIZATIONAL BEHAVIOUR (IDC) Syllabus: UNIT 1:INRTODUCTION - organizational behavior def. nature Contributing disciplines. HISTORICAL DEVELOPMENT scientific mgt. administrative mgt. human relations approach social learning approach contingency approach. UNIT 2:THE INDIVIDUAL organizational applications of learning organizational application of personality. PERCEPTION & managerial applications of personality. JOB ATTITUDE job involvement organizational commitment. UNIT 3:THE GROUP group def. types of groups. GROUP DEVELOPMENT group cohesiveness group decision making. UNIT 4:MOTIVATION & LEADERSHIP motivation motivational process techniques of motivation. Leadership leadership styles leadership styles in India. UNIT 5:ORGANIZATIONAL CHANGE & DEVELOPMENT organizational change resistance to change overcoming resistance to change.

Organizational development process organizational development techniques.

Human resources People External environment

ORGANAIZATION ( Internal environment)

Structure 5 ms Men Money Material Machines

Task

Management

People
TRANSFORMATION PROCESS

INPUT

Technology

Task

OUTPUT

Structure

EXTERNAL ENVIRONMENTAL COMPONENTS :1.) 2.) 3.) 4.) 5.) Technical environment Economic environment People are in the psychological environment People interacting with each other is an social environment Cultural environment The totality of action and activities are known as behavior. - Psychomotor activities - Cognitive activities - Emotional activities Organization is a collection of individuals who work towards the attainment of particular goal. In the mid of 19th century USA had 2 major problems, Decline in productivity Employees in the organization are not competitive .

Organizational behavior helps the human beings in 3 ways, Understand Predict Control The study of organizational behavior is concerned with, Psychological Interpersonal Behavior dynamics

SOPE OF O.B. :1.) Personnel selection assessing the people by a.) written test b.)psychometric Assessment c.) personal interview Personnel development a.) Performance appraisal. Human engineering equipment & product design . Productivity study concerning about the workers. Management activities concerned with skills involved in administration. Accidents & safety.

2.) 3.) 4.) 5.) 6.)

HISTORICAL DEVELOPMENT OF O.B. :1.) Scientific management It is concerned with overall managerial aspects of management. It helps for the effective management for all levels. It starts from the lowest level to top level. Decision making techniques deals with the a.) time study .

b.) standardization. Standardization means optimum level of goal. Goal setting. Both persons of people who applying scientific mgt. & org. behavior has set the goal. Money is considered as motivator. Scientific selection selecting the people by scientifically. Rest passes Scientific mgt. and o.b. reaches the same goal. For better survival & prosperity of mgt. They come out with the view of increasing productivity through scientific mgt. principles. TAYLOR summarize in 4 views; a.) Science not rule of thump b.) It focuses on harmony not discard. c.) It is co-operation not individualization d.) Max. output ( it is not a restricted output ) Administrative management Human relationship approach Social learning approach Contingency approach

2.) 3.) 4.) 5.)

HUMAN RELATIONS APPROACH :It is emerged with the help of hawthorn studies by Elton mayo & his associates. It was done in western electric company in Chicago. The research had been done with the hawthorn plant. (1927 1932) It found as the recognition of organization, better understanding of human side of management. Hawthorn experiment is done by 4 stages;

1.) Illumination experiment - finding out the relationship b/w illumination and productivity. In this the food candles were used to experiment by illuminating the room by reducing the one candle. The scientific experiment in sense will reduce the productivity in normal but the productivity did not change. 2.) Relay rooming experiment extent of productivity by measuring a.) Length of work day b.) Rest break didnt cause change in productivity c.) Method of payment Even the productivity remained the same. 3.) Bank wiring room experiment no changes after the study starts. Observer & interviewer were placed. The results were on the opposite comparing to above methods. The outputs were restricted by the bank wirers. Work standards for them is 7312 terminal connections but they were restricted to 2 equipments. The normal equipment approved is 2 . An informal group norm prevailed in the group to have the productivity into 2 equipments. There was a social pressure made the group to decrease the productivity. They want to protect slow workers. The factors said by the employees are: Small group Better supervision Earnings Novelty of the situation Attention received in the experimental room. Interest in the experiment The last three methods called as hawthorns effect. 4.) Mass interviewing program.

SOCIAL LEARNING APPROACH:-

It is an observation of task that done by other individual. Behavior can be explained by continuous reciprocal interaction b/w the cognitive behavior & environmental determinants given by Albert Bandera. The persons & the environment were bound together, with the help of actions environmental conditions were formed. The behavior is complex and it was acquired through observation. Cognitive representation of reality.

ORGANIZATION PARTICIPATION

ORIGINAL

CONTROLING THEIR BEHAVIOUR

(Cognitive helps to understand the reality)

BEHAVIOUR

(original environment)

(behavior is acquired through observation) ADMINISTRATIVE MANAGEMENT :This was propounded by Henry Fayal, father of administrative mgt. It is divided into 6 groups. ADMINISTRATIVE MANAGEMENT

TECHNICAL ACCOUNTING

COMMERCIAL MANAGERIAL

FINANCIAL

SECURITY

plannin g organiz ing commanding coordinating controlling

PRINCIPLES OF MANAGEMENT :Henry propounded 14 principles of management, Division of work Authority and responsibility Discipline Unity of command Unity of direction Subordination of individual interest to the general interest Remuneration of personnel Centralization Scalar chain chain of authority and communication. Gang plank is an idea suggested by Henry. 10. Order 11. Equity 12. Stability of tenure 13. Initiative 14. Esprit de corps (union of strength) 1. 2. 3. 4. 5. 6. 7. 8. 9.

CONTRIBUTING DISCIPLINES : Psychology leadership effectiveness, needs & motivation courses, personality, training, learning, perception. a. Micro perspective b. Macro perspective Sociology group dynamics, organizational culture, organizational theory & structure, communication, power, conflict & inter group behavior. Social psychology attitudes, communicational patterns, group activities, satisfying the individual needs, group decision making process. Anthropology it is the science deals with activity by human values, attitudes, behavior of people in different cultures. Political science - Structuring of conflict allocation of power, how power is manipulated for individual self interest. CONTIGENCY APPROACH :People act differently in different situations. Human behavior is unpredictable but can be understand and control. O.B. helps us to predict also. The O.B. reflects in situation or contingency conditions. Basement of leadership was formed by Kurt Levin, 1939. Autocratic, democratic, laissez-faire are three types of leadership abounded for adolescent people. 1939, Kart Levin conducting the small piece of research with 9 boys for the leadership concept. 1. Autocratic leader is dominant 2. Democratic just opposite to autocratic 3. Laissez- fair no leadership is there

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UNIT 2 PERSONALITY It is originated from Greek word, persona means mask. It can be understand by uniqueness ( giving all idea of individual differences ) possess by an individual. Levin early 1930s behavior is the function of the person & environment. Personality is the relatively stable setup characteristic that influence an individual behavior. Personality is determined by various factors like, 1. 2. 3. 4. 5. 6. Heredity genetic factor Environment surroundings Culture Socialization Order of birth Fact of educational level

THEORIES: TRAIT THEORY :-

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Gordon defines Trait as a broad general guide that tend consistency behavior. CATELL :Identifies 16 personality traits possess by human beings and called it as 16 pf. Purely based on individual differences. BIG FIVE PERSONALITY MODEL :It identifies 5 basic traits possessed by human beings. It helps to understand the individual behavior. 1. 2. 3. 4. 5. Extroversion the person will socially moral Agreeableness person rating others, leniently Conscientiousness people are tough breakers. Emotional stability stable emotionally, calm & cool, self confidence Openers to experience creative, curious, culture.

PERSONALITY ASSESSMENT :Psychometric testing for testing the person, A. Projective test TAT, Rorschachs ink, blot test B. Behavioral test psychological tests in a lab by giving the certain no. of questionnaire statements. C. Self report questionnaire MMPI, MBIT, 16 PF. (mostly for the clinical assessment) PERSONALITY CHARACTERISTIC IN ORGANIZATION : Locus of control : individuals think in themselves generalized benefits or control, what is happened is purely becoz of 1. internal control self control 2. external control environmental conditions

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Self efficiency : this will help us to work effectively and perform in a particular way in an organization. Person will be open, attempt difficult task, more confident, express doubts, overcome abstracts, less anxious. Self esteem : knowing both strength and weakness. Perceive themselves. Performing better way and getting satisfaction by the performance.

Self monitoring : checking whether everything is going smooth. People paying attention to appropriate things. Less consistent, unpredictable, providing emotional support or help to other individuals.

LEARNING It is a permanent change in behavior which occurs as a result of previous experience. Learning is a change in a behavior through experience. Learning is guide & direct. Learning starts with cognitive activity & it develops / leads to knowledge. APPROACHES :Behaviorist approach observable behavior. Learning

Classical conditioning

Operant conditioning

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Ivan Pavlov Skinner

a. Modify the behavior b. (+ ive)&(-ive) consequences to modify the behavior c. Strategies to modify behavior 1. Reinforcement (desirable) 2. Punishment 3. extinction 1. Reinforcement is provided for change in the behavior. 2 types of reinforcement, they are continuous & intermittent. 2. Punishment, it comes out with undesirable form. 3. Extinction, it makes an attempt to diminish undesirable form of behavior. It is considered as alternative to punishment without any (+ive) & (-ive) consequences. SHAPING BEHAVIOR :Provide reinforcement to produce / bringing change in behavior. 1. Fixed interval schedule : reward spaced at uniform time intervals. 2. Variable interval schedule : reward as distributed in time but reinforcements are unpredictable. 3. Fixed ratio schedule : rewards are initiated after. a. Fixed or constant no. of responses 4. Variable ratio schedule : the reward varies relative to the behavior of the individual.

PERCEPTION Introduction Perceptual process (P.P.) Sensation & perception

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Def. of P.P. Perceptual selectivity External attention pattern a. b. c. d. e. f. Intensity Contrast Movement Size Reputation Novelty

Perceptual sets Organizational application of perception a. b. c. d. Social perception Hallow effect Stereo typing Attribution

Perception means giving meaning to sensation It is one of the important cognitive process (bits of information) Perception takes place b/w the situation & behavior. It can be understood as the unique interpretation of the situation It is a complex cognitive process that yields the unique picture of the world. Recognition of the diff. b/w the perceptual world & the real world is the key to understand O.B. SENSATION & PERCEPTION : Depends on their own senses Sensation deals with raw in put There is a controversy b/w them

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Sensation deals with very elementary func. form of behavior. DEF. OF P.P. :P.P. can be def. as a complicated interaction of selection, organization & interpretation. PERCEPTION PROCESS :- Selection - Organization - Interpretation PECEPTUAL SELECTIVITY :We select the stimulity from the environment. The attention is paid for the dominant character which attracts our attention. External attention factor the attraction will be more on particular character. ii. Intensity iii. Size iv. Contrast v. Repetition vi. Motion vii. Novelty & familiarity novelty is something new to us. Familiarity is something which we knew already. E.g. rob rotation in bank. i. PERCEPTUAL SET :It is based on internal factors. (i) Learning (ii) motivation (iii)personality

PERCEPTUAL GROUPING : Closure

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Continuity Proximity Similarity SOCIAL PERCEPTION :The social perception is not applicable for co-ordination. The superior and the subordinate manner are successful. The treating of people equally differs perception b/w them. HALLO EFFECT :It serves as a screen to prevent from perception. E.g. performance appraisal. STERES TYPING :E.g. coping in exam, it becomes a stable idea that student copy in exams all though his studies. 1. Within the org. the manager should design the structural & the environmental stimuli. 2. The individual filtering the stimuli & the type of stimuli that is filtered influence the behavior. 3. The manager should determine the reward functioning of the stimuli. 4. Misperception can lead to problems & conflict 5. Training facilities can be organized to overcome misperception which will lead to perceptual accuracy.

JOB SATISFACTION :It is a favourable / unfavorable attitude about the org. It is the agreement b/w ones expectation & rewards by the form of org. 1. Strikes 2. Slow down 3. Absences

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4. Employee turnover Aspects of job satisfaction are i. turnover ii. absenteeism iii. age iv. occupation v. strike of the org.

By the job satisfaction survey, they order to provide the needs of jobs satisfaction of the employees & the motivation to them.

UNIT 3

GROUP It is a collection of two or more individuals who interact and interdependent on each other. DEF. :Scheineh defines A group may be defined as a social phenomenon in which 2 or more persons decide to interact with one another, share common ideology & perceived themselves as group NEEDS :1. Sense of belongingness & satisfy the needs of belongingness. 2. Warmth & support

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3. 4. 5. 6.

Power is that the authority provided by the group to its members. Security Recognition & status, the group recognize & appreciate the members. Proximity means close of members is affiliation b/w the members.

TYPES OF GROUPS :1.) Formal groups : it is created by the organization. The work which has been formally grouped within the org. to do their own works that has been assigned. i. Secondary group : it is general group. The members about have personal association within them. There is no need of face to face interaction. ii. Command groups : the subordinates directly report to their superior. The command group have a place in the org. iii. Task group : group of employees work together to get done the task. iv. Committee group : it is a group work together to solve the problem. It explore, analyses, discuss & solutions were done by the committees. 2.) Informal group : it refers to the group formed to satisfy their own social needs. i. Primary group : it is the group were intimacy, interaction, informal communication & co-operation is maintained. ii. Interest group : people from groups in common quality e.g. political parties. iii. Friendship groups : refers to group of individual having common or same age, religion, community, etc. iv. Reference group : it is referred to more constrainship. STAGES :-

Forming stage : it is the initial stages were groups were formed. Norming stage

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Storming stages Performing stages Adjourning stages

FEATURES OF GROUP DYNAMICS : It outlines how the interaction has to go on. Estimate the pressure from other groups Affects the work of the group by the pressure from other group. Estimate decision making process of the group Measures & increase the satisfaction level of the group.

GROUP DECISION MAKING :It refers to the decision taken as a whole. The analyzing of problem & solution is made in final. Certain techniques were adopted in it. They are Electronic meeting : the members interact through online, not on direct communication. Brain storming : the members encourage to bring out their own ideas of each & come to a conclusion. Nominal group technique : individual write their own ideas & pass it to their group members & to the group leaders, he collects all ideas from all members. ADVANTAGES OF GROUP DECISION MAKING :1. Considering all facts 2. Creating alternatives 3. Ensuring acceptance towards solution DISADVANTAGES :1. Time consuming 2. Pressure to confirm 3. Under responsibility

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BEHAVIOURAL ASPECTS OF GROUP DECISION MAKING :1. Political forces the decision may be (+ive) & (-ive) way 2. Individual & group behavior refers to the commitment of the idea given by the group. 3. Escalation of commitment individual will develop the idea of group rather than his own idea 4. Risk propensity 5. Ethics GROUP COHESSIVENESS :Where there is much & more interaction & agreement with the members there is a greater extent of collusion. Likewise there is lesser extant of absenteeism. There are certain factor bring greater cohesion. 1. 2. 3. 4. 5. Degree of dependency on the group Size of the group homogeneity & stable membership Outside pressure Competition - If there is competition there is less cohesion. Group will not function. i. Intra group : within group ii. Inter group : outside group

Destructive forces that affects cohesion is detoriating.

UNIT-4

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MOTIVATION : Motivation is originated from Greek term movare which means to act or to move. It is a driving force to move. It comes from motive which means the expression of human need. Behind every action we have a motive or need. A need is lack of something. (Tension) Need (Motives) want (Tension) need satisfaction

DEFENCE MECHANISM :1. RATIONALISATION 2. FANTACY - Needs may be physical or psychological desires - Want include for which a person has money - Behavior is the action & activities behind every action & activity there is a need. - For motivation of human F.W.Taylor introduced price rate system. - Need based - Expectation based 3 set of theories - Nature based TECHNIQUES OF MOTIVATION : Monetary & non monetary benefits - salary components & also including in the terms of fringe benefits. Non- monetary like vouchers, electronic gazettes.

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Job enrichment adding more ingredients is known as enrichment. Making more competitive and it makes the person to integrate them with the job. Goal setting assigning diff. roles & responsibilities to the individuals within the organization. Job rotation help the employee to set the goal and think in terms of attaining the goal. Alternative work schedule - employee may have chance to choose flexible work time. Employee skill up gradation providing improvement of the skill by providing training and development. This makes an opportunity to upgrade the skill of an employee.

LEADERSHIP 1. IOWA leadership research study : it conducted by LEWIN LEPPITT father of group dynamics and WHITE in 1930 and conducted the series of leadership study. m