Characteristics of Organisational Behaviour

Integral Part Of Management

Organisational Behaviour is termed as an important part of the whole management system. It is
concerned with understanding the human behaviour of those working with the organisation. The
term organisational behaviour uses different theories and concepts which help in understanding
human behaviour.

Employees are important resources for every organisation and helps in achievement of goals.
Their proper management and treatment become an essential requirement for every business.
Organisational behaviour helps the organisations in performing this function.

Goal-Oriented
Organisational Behaviour is goal-oriented and action-oriented field of study. Its main aim is to
manage the organisational affairs to achieve the goals of organisation timely. Organisation
Behaviour performs several researches and detects problems in the organisation.

It mainly analyse the behaviours of individuals working with the organisation. After analysing
and detecting problems it take corrective actions and ensure result- yielding actions in
organisation. Organisational behaviour has an important role in the achievement of
organisational goals.

On-Going Process
Organisation Behaviour is continuous and ongoing concept followed within the organisation. It
continuously makes an effort to ensure organisation effectiveness. All activities of the
organisation are continuously monitored through organisation behaviour.

Organisation environment is analysed from time to time using different theories and researches.
Efforts are continuously made to create a supportive environment which enables achievement of
organisation goals easily.

Multi-Level Analysis

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There are different level analyses which are performed by organisation behaviour.
Organisational Behaviour performs analysis at 3 levels to understand the behaviour: Individual
behaviour, group behaviour and organisation behaviour itself. It performs all these analyses
systematically to better understand the organisational affairs.

It provides rational thinking about these three-level to avoid any misconceptions about
behaviour. Organisation behaviour considers these 3 levels important and a complementary term
to each other.

Branch of Social Science

Organisation behaviour uses various concepts of social science in performing various researches
required for understanding organisation structure. It is influenced by several social sciences.
Sociology, Anthropology and psychology are some of important social science used by
organisational behaviour. These disciplines provide organisational behaviour with rich
information necessary for performing its function.

Both Science And Art

Organisation Behaviour is termed as both science and art. It implies performing several
researches and collecting data systematically regarding behaviour. The collected information is
then used to control and manage problems in the organisation.

Collection of all relevant information systematically about human behaviour is termed as

science. Application of collected behavioural knowledge and skills in the organisation is known
as art.

However, organisation behaviour cannot predict the exact behaviour of peoples of organisation
and therefore it cannot be termed as an exact science. In many situations, incomplete
information is only used to perform actions by managers.

Normative Science
Organisational Behaviour is a normative science too. It is not only concerned with finding and

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defining the cause and effect relations of organisational situations. It also finds out mean that is
best and accepted by all out of its researches to ensure organisational results.

It explains how the collected behavioural knowledge will used to get organisational results.
Finding out what will be accepted by the society is done by a normative science but not by
positive science.

Beneficial For Organisation And Individuals

Organisational Behaviour is a term which is beneficial for both organisation and peoples
working within the organisation. It creates good interpersonal relations among employer and
employees in the organisation. Employers get full detailed information about their employees
working with them.

This information helps in better understanding of the behaviour of peoples working with
organisation. Employees to get better treatment from their employers and they feel satisfied.
This eventually reduces all conflicts within organisation and results in better interpersonal
relations.
Models of Organisational Behaviour
Models of organisational behaviour have simple techniques which help in understanding the
behaviour of people working with the organisation. Following are the models of organisational
behaviour are as follows:
Autocratic Model Of Organisational Behaviour
Autocratic model is a model which is characterized by power, formal authority & strength.
Under the autocratic model, decision making power lies only with top authorities & managers.
Low- level employees do not have any right or power to participate in the decision making of
organisations.

Only managers or owner have the power to control the work functions of the organisation.
Employees work under the strict supervision of their employers & follow their directions.
Suggestions and ideas of employees are not taken into consideration by authorities under this
model.

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This brings down the job satisfaction & morale of employees. According to this model,
managers have more knowledge regarding the business as compared to employees & therefore
they can take decisions in a proper way. However, the employer needs to supervise each &
every activity of their employees to assure that they are going as per plan. This requires more
effort & time on the part of employers.

Custodial Model Of Organisational Behaviour

The custodial model is characterized by providing security to employees. Under this model, all
frustration & insecurity of employees that was under the autocratic model was overcome.

This led to improving the employer-employee relations in an organisation. Here, employees are
not dependent upon employers but upon the organisation. If an organisation has better welfare
& development programmes, then the performance of employees will automatically be
improved.

Employees are happy & satisfied under this model due to economic benefits in the form of
wages & several other forms they get from the organisation. However the psychological needs
of employees are not taken into consideration here. Employees under this are not strongly
motivated but give only passive cooperation.

Supportive Model Of Organisational Behaviour

The supportive model is characterized by leadership with a managerial orientation of support.
Here there is no role of power, authority & control unlike the autocratic model or custodial
model.

This model aims to create better & supportive working environment for employees working
with organisation. Instead of just providing them with incentives & payments for their work,
managers should motivate and evaluate the job performance of employees.

It is assumed that workers are not lazy & can make a better contribution if trained & motivated

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properly. This model considers the psychological needs of employees rather than just security
needs. It will improve employer-employee friendly relations with a high degree of trust &
confidence.

Collegial Model of Organisational Behaviour

It is a simple extension of a supportive model. It focuses on partnership where employer-
employee works as a team with a high degree of teamwork. There is no superior & subordinates
relationship between employer & employees under this model. Both works as active partners
with equally participating in all roles & functions of the organisation. Workers & manager have
better relations & respect for each other. Workers are not under strict rule & regulations.

They participate actively in all decision-making of the organisation. Workers here happily
accept &fulfil their respective responsibilities. This brings greater team spirit in organisation
improving the overall efficiency of the organisation. The managers ensure positive working
environment & act as a coach of the team. He monitors & controls the performance of the whole
team.

Normative Model Of Organisational Behaviour

Normative model is a model which aims at achieving the optimum results. It is concerned with
determining the activities that should be performed to increase the overall efficiency of the
organisation.

Here attention is paid on deriving the most efficient results out of action. Normative model is an
integral part of various management theories. It clearly specifies what should or should not be
done by employees & managers to achieve the desired results with high efficiency.

Ecological Model of Organisational Behaviour

Ecological model is simply concerned with the environment in which business exists. Every
business exists in some environment but no one exists in a vacuum. The environment
continuously affects the functioning of the business directly & indirectly.

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The role & study of the business environment become quite important which is deal under the
ecological model. It is an environment that continuously supplies inputs to business which are
used by them to manufacture their products. Interaction between environment & business is
termed as ecological interaction which is only termed as the basis of the ecological model.

Non – Ecological Model Of Organisational Behaviour

In Non-Ecological is simply the opposite of the ecological model. According to this model, the
business environment is not changing but remain stable. Unlike the ecological model, it does not
consider environmental factors complex that keeps on changing. This model does not hold
importance in today’s world where business environment keeps on changing always. It fails to
predict what will happen in future.

Ideographic Model of Organisational Behaviour

Ideographic model are generally special types of models that deal with special or unique types
of situations. When the micro-level analysis is required in organisational behaviour, Ideological
model is found useful. Situations like a single group, single nation, individual, single
organisation, historical episodes are dealt with under this model.

Nomothetic Model of Organisational Behaviour

Nomothetic model are model which deals with general situations. Unlike ideographic models,
these models are concerned with macro-level analysis in organisational behaviour. It is
characterized with generalization, hypothesis & laws that studies behaviour regularity &
correlation between two different variables.

Situations like cross individual, cross nation, cross-group & cross-organisation are studies under
this model. It simply says that individuals, groups & structure have an impact on behaviour in
the organisation. After studying these impacts, the outcome of the study is used to improve the
organisational performance making it more effective.