Organizational Behavior

Definition:
1- OB is a field of study that investigates the
impact that individuals, groups and
structure have on behavior within
organization for purpose of applying such
knowledge toward improving an
Organizational Effectiveness.
 Definition:

2- OB is concerned with the study of people

in organization and how that behavior
affects the performance of the organization.
Further to say it is specially concerned with
employment related situations that is
concerned with works absenteeism,
employment turnover, productivity, human
performance and management.
 Definition:

3- OB is concerned with the motivation,

leader behavior and power, interpersonal
communication, group structure and
process, learning, attitude development,
perception, change processes, conflict,
work design and work stress.
 Why Study
Organizational Behavior?
• Success isn’t a destination – it’s a process. And
the margin between successes is often small.
Learn the principles of defining and achieving
success in your own life and begin the journey
today.
• This journey begins with understanding the
behaviors between the leader, the followers, and
the organization.
• This is also a leadership course of study. To be
successful leader, one needs to understand the
behaviors of people, organizations, and the
situation.
 Organizational Behavior
• Is organizational behavior really just common
sense ?
– When employees are happy workers are mor productive
– Friendly, trusting, and approachable bosses can
motivate their workers.
– Leaders who exhibit a stable behavior, regardless of the
situations faced, make the best leaders.
– Experiences have shown us that interviews where the
interviewer leads with “tell me about yourself” are very
effective selection methods. A challenging job appeals
to everyone.
 History Of OB
• The Greek philosopher Plato wrote about the
essence of leadership.
• Aristotle addressed the topic of persuasive
communication.

• The writings of 16th century Italian philosopher

Niccolò Machiavelli laid the foundation for
contemporary work on organizational power and
politics.

• In 1776, Adam Smith advocated a new form of

organizational structure based on the division of
labour. One hundred years later, German
sociologist
• Max Weber wrote about rational
organizations and initiated discussion of
charismatic leadership.
• Soon after, Frederick Winslow Taylor
introduced the systematic use of goal
setting and rewards to motivate employees.
• In the 1920's, Australian-born Harvard
professor Elton Mayo and his colleagues
conducted productivity studies at Western
Electric's Hawthorne plant in the United
States. AND FOCUSSED ON Human Factor
• Though it traces its roots back to Max Weber
and earlier, organizational studies is generally
considered to have begun as an academic
discipline with the advent of
scientific management in the 1890s, with
Taylorism representing the peak of this
movement. Proponents of scientific
management held that rationalizing the
organization with precise sets of instructions
and time-motion studies would lead to
increased productivity. Studies of different
compensation systems were carried out.
• After the First World War, the focus of
organizational studies shifted to analysis of how
human factors and psychology affected
organizations,
• a transformation propelled by the discovery of
the Hawthorne Effect(1927 - 1932) examining
the physical and environmental influences of
the workplace
• (e.g. brightness of lights, humidity) and later,
moved into the psychological aspects (e.g.
breaks, group pressure, working hours,
managerial leadership).
• This Human Relations Movement focused more
on teams, motivation, and the actualization of
the goals of individuals within organizations.
 What management do?

Management have four main

functions:
i- Planning
ii- Organizing (determined task)
iii- Leading (motivating employees)
iv- Controlling (Monitoring)
 Role of Management in
Organizational Behavior

•Interpersonal role:
Leadership (hiring, training &
motivating)
Liaison (contacting entire/ outside for
information)
Decision role (taking decisions)
 Management Skills
•Technical, Human and conceptual:
Technical
Examples: focus on engineers, surgeons
and their capacity building.
Human
Examples: HR, Conflict Resolution,
motivation and communication.
Conceptual:
Evaluation alternatives and select best one.
 Contributing disciplines to the
OB field

Organizational behavior is an applied

behavioral science that is built on
contributions from a number of behavioral
disciplines.
• The predominant areas are psychology,
• sociology,
• social psychology,
• anthropology,
• and political science. As we shall learn,
psychology’s contribution have mainly in
individual and micro level analysis.
 Psychology

The science that seeks to measure,

explain, and sometimes change the
behavior of humans and other animals.
in organization to know problems of
workers about fatigue , bored ness, job
satisfaction etc…
 Sociology

The study of people in relation to their

fellow human beings.
In organization to know group dynamics,
design of work team, organizational culture
etc…
 Social psychology

In area within psychology that blends

concepts from psychology and sociology
and that focuses on the influence of people
on one and other.
To know changing attitudes, building trust,
changing communication, satisfaction
individual needs.
 Anthropology

Study of human beings their activities

behavior, culture in the organization.
(Pathan and naswar)
 Political Science

Peoples political attitude in the

organization.
 Responding to globalization

It effects manager’s people skill in at

least two ways:
1- If you are transferred foreign
assignments where the culture is deferent
and the things are straight forward.
2- While in your own country the culture is
different and attitudes are different.
Improving quality and productivity

The constant attainment of customer

satisfaction through the continues
improvement of all organizational
process.
 Responding to the labour
shortage

Economic ups and downs are difficult to

predict. In late nineties in was difficult to
find skilled workers. In year 2001 most
of the developed countries suffered an
recession economic.
USA hired IT professional all over the
world.
• Improving people’s skills
- Capacity Building
Empowering people
- Encourage to employees
participation in work related decisions.
Coping with temporariness.
- To updates the employees
information, knowledge and skills.
•
Stimulating, innovative and change
- Employees needs more learning and
squaring skills (Bugti Example).
Improving ethical behavior
- To create healthy climate for the
employees as they can work affectivity.
•
Absenteeism
- Failure to report to work.
Turn Over
- Withdrawal from organization.
 DEVELOPING AN OB MODEL

An abstraction of reality. A simplified representation

of some real-world phenomenon.

• Dependent variable
A response that if affected by an independent
variable.
• Productivity
A performance measure that includes effectiveness
and efficiency.
• Effectiveness
Achievement of goals.
• Efficiency
The ratio of effective output to the input required
to achieve it.
• Organizational citizenship
Discretional behavior that is not part of an
employee’s formal job requirements.
Helping others on their team, volunteering of
extra job activities, avoiding unnecessary
conflicts, showing care for organizational
property, respecting the spirit as well as the letter
of rules and regulations.
 Organization want and need employees who will do
those things that aren’t in any job description.
(Sense of ownership)
• Job Satisfaction
An individual’s general attitude toward his or her job.
• Independent Variable
The presumed cause of some change in the
dependent variable.
• Individual-Level Variables
Manager that as parent some worker are slow &
some are good sped
• Group-Level Variables
The behavior of people in groups is more than
the sum total of all the individuals acting in
their own way.
• Organization Systems
The design of the formal organization, work
processes, and jobs; the organization’s human
resource policies and practices (that is, selectin
process, training programs, performance
evaluation methods); and the internal culture all
have an impact on the dependent variables.
Fundamentals of Individual
Behavior
 Bio Graphical Characteristics

• Personal characteristics
Such as
Age, Gender , Marital Status,
 Age
There is relation between age and performance .
• Job performance and productivity declines with
age increasing . ( For physical job
performance)
• but there is positive performance results in
older age As experience , judgment, strong
ethics, commitment to the quality .
But also having less flexibility
 GENDER
Male Females have same problem solving,analytial skills and
abilities And competitive drive.
Psychologists says that women are more willing
to confirm to authority and the men is
aggressive.
Women prefer to work in flexible work hours.
Absenteeism . Due to care of kids
 MARITAL STATUS
Marriage imposes increased responsibilities that
may make a steady job more valuable and
important and that affects on the productivity

TENURE
The longer a person in a job .the les likely he or
she is to quit . This is also a potent variable in a
turn over .
 Ability
• The individual capacity to perform the
various tasks in a job.
• Intellectual abilities
• The capacity to do mental activities.IQ For
skilled jobs.
• physical abilities.
• For un skilled jobs (stamina )
 Learning
• Any relatively permanent change in
behavior that occurs as a result of
experience.
 Theories of Learning
Classical conditioning
( A type of conditioning which individual
responds to some stimulus that would not
ordinarily produce such a response )
Operant Conditioning
A type of condition that desires volunteer
behavior leads towards the reward or prevent
the punishment .
 Social Learning
• Learning from observations

( Environment , teachers, peers , Parents)