An Introduction to

Organizational
Behaviour
Organizational Behaviour
Organizations
 Group or groups of people who work
interdependently to achieve a common purpose or
goal

Organizational Behavior
 The study of what people think, feel, and do in and
around organizations
Organizational Behavior

A field of study that investigates the impact

that individuals, groups, and structure have on
behavior within organizations, for the purpose
of applying such knowledge toward improving
an organization’s effectiveness.

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Q1 What is Organizational
Behavior?
Organizational behavior (OB) is the study of:
◦ Human behavior in organizational settings
◦ The interface between human behavior and the organization
◦ The organization itself
The study of group interactions inside organisations is known as organisational
behaviour. It examines the behaviours of individuals and groups inside an
organisation and how they impact its diverse operations.

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Q2 The Importance of
Organizational Behavior
Some specific reasons why OB is important:

Improves communication: Studying OB helps understand and detangle the communication patterns
within an organisation. This helps the authorities communicate better with the employees and
stakeholders.
Increases productivity: Studying organisational behaviour theories provides insight into the factors that
promote job satisfaction and boost productivity at the workplace. The results derived from the studies
can be conceptualised effectively to produce optimal outputs.
Enhances job satisfaction: Just like understanding OB theories and models enhances productivity, it
also helps understand employee satisfaction. This helps build a healthier workplace for everyone
working in the organisation.
Reduces turnover: Creating a healthy, positive environment ensures less employee turnover. This also
helps build a good reputation for the organisation at large.
Helps manage change: OB models, such as Lewin’s Change Management Model, help the authorities
understand how the stakeholders and employees would accept a change within the organisation.

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Q3 Why Study OB?
Studying organizational behavior can clarify factors that affect how
managers manage by:
◦ Describing the complex human context of organizations
◦ Defining the associated opportunities, problems, challenges, and issues
◦ Isolating important aspects of the manager’s job
◦ Offering specific perspectives on the human side of management

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Why Study OB? (cont’d)
Studying OB helps managers understand:
◦ The behaviors of others in the organization
◦ Personal needs, motives, behaviors, feelings and career dynamics
◦ Attitudinal processes, individual differences, group dynamics, inter group dynamics,
organization culture, power, and political behavior

◦ Interactions with people outside of the organization and other organizations

◦ The environment, technology, and global issues

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 Why study OB?
After studying this subject, you would be able

To understand what is the nature, types and

functions of organizations.

Predict
organizational To influence the organizational life by promoting
events right practices and avoiding inappropriate activities.

To predict the success and failure of the

organizations in different conditions.
Q 4 Objectives of OB
The Main Objectives of Organisational Behaviour

The several objectives of organisational behaviour are:-

To create a social structure within the organisation.

To inspire employees to work energetically for the company.

To construct a setting that will foster good leadership.

To help the staff members cultivate successful group behaviour.

To determine the conflict’s causes and find a solution.

To identify the sources of dissatisfaction and take steps to mitigate or eliminate those sources.

To boost the organisation’s workforce’s morale.

To keep the workplace atmosphere favourable inside the business.

Q5 Interdiciplinary Approach
OB and Related Disciplines
SUBJECT CONTRIBUTION IN ORGANIZATIONAL BEHAVIOUR
Psychology Perception, personality, motivation and learning
Sociology Nature and functions of groups in organizations
Anthropology Culture, norms, values and ethics in organizations
Political Science Power and politics in organizations
Communication Studies Nature and function of business communication
Psychology

The science that seeks to measure, explain, and sometimes change the
behavior of humans and other animals.
Unit of Analysis:
◦ Individual

Contributions to OB:
◦ Learning, motivation, personality, emotions, perception
◦ Training, leadership effectiveness, job satisfaction
◦ Individual decision making, performance appraisal attitude measurement
◦ Employee selection, work design, and work stress

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Social Psychology

An area within psychology that blends concepts from psychology and

sociology and that focuses on the influence of people on one another.

Unit of Analysis:
◦ Group

Contributions to OB:
◦ Behavioral change
◦ Attitude change
◦ Communication
◦ Group processes
◦ Group decision making

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Sociology

The study of people in relation to their fellow human

beings.

UNIT OF ANALYSIS:
-- Organizational System -- Group

Contributions to OB:
◦ Group dynamics ◦ Formal organization theory
◦ Work teams ◦ Organizational technology
◦ Communication ◦ Organizational change
◦ Power ◦ Organizational culture
◦ Conflict
◦ Intergroup behavior

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Anthropology

The study of societies to learn about human beings and

their activities.

UNIT OF ANALYSIS:
-- Organizational System -- Group

Contributions to OB:
◦ Organizational culture ◦ Comparative values
◦ Organizational environment ◦ Comparative attitudes
◦ Cross-cultural analysis

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Contemporary
Organizational Behavior
Characteristics of the Field
◦ Interdisciplinary in focus
◦ Descriptive in nature

Basic Concepts of the Field

1. Individual processes
2. Interpersonal processes
3. Organizational processes/characteristics

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 Q 6 Studying OB form Micro to Macro
Levels of OB (Models of OB)
Individual Level Group Level of Organizational
of Analysis Analysis Level of Analysis
Personality Leadership Organizational culture
Motivation Decision Making Organizational
Perception Conflict Management structure

Stress Management Power and Politics Business

communication
Nature and Functions
of Groups
Levels of OB

1. Individual level:

This dimension of organisational behaviour concentrates on examining workers’ beliefs, attitudes, perspectives, and
personal characteristics to ascertain their behavioural patterns at work. Its analysis is based on human psychology.

2. Group level:

The examination at the group level, also known as the team level, looks at how workers behave when collaborating
and explores various group concepts, including power, conflict resolution, group dynamics, and leadership. It
controls how individuals and a group of individuals behave in a social setting. The team-level analysis is built on the
foundation of sociology and social psychology.

3. Organisational level:

This level is concerned with examining an organisation’s climate, culture, and structure. It examines how different
organisational structures, work environments, human resource practices, and other factors influence organisations’
operations. Organisation system-level analysis is built on a foundation of sociology and political science.
Q 7 Models of OB
1. The Autocratic Model
Also known as the Authoritarian Model, this model’s fundamental level is power. According to this
paradigm, the workers are focused on compliance and discipline. The top management is the only
group with power.

All decisions, strategies, and policies are made by the senior management in a company that follows an
authoritarian style. Lower-level personnel are required to comply with senior management’s directives.
They must comply; if not, they risk punishment or termination.

Under this model, people tend to get easily irritated due to the lack of security, reliance on superiors,
and minimal performance following low pay. These are the main problems of this model.
2. Custodial model

According to this paradigm, an equitable remuneration structure boosts

employee enthusiasm and productivity inside the company. Giving employees
numerous financial and non-financial perks, including job stability, fair
compensation, bonuses, paid time off, and prizes, is the main goal of this
strategy, which aims to keep great staff and boost motivation and productivity.

The custodial model assumes that employees will work more and stay longer
when they are paid fairly.

Businesses use this strategy with substantial resources. It is reliant on financial

resources. This strategy encourages relying on the company rather than the
management or boss. People cooperate passively because they are content but
not very motivated.
3. Supportive model

This approach assumes that although employees may be somewhat

self-motivated, they nevertheless require managerial help to achieve
their best. As a result, a supportive model aims to strengthen the
interaction between managers and their staff members.

It emphasises the psychology, inspiration, and zeal of workers. Here,

the supervisor is a great proponent of motivating staff to do better.
The supportive model works best when there is a positive work
atmosphere, management support, stronger relationships, harmony,
good communication, etc. Workers experience a sense of involvement.
4. Collegial model

Collegial refers to a situation where groups of coworkers share responsibilities.

This model places a strong emphasis on encouraging collaboration inside the
company.

The manager serves both as a mentor and a member of the team. Their job is to
encourage teamwork and make sure the team performs well. They routinely
encourage cooperation and keep track of outcomes.

This approach presupposes teamwork is superior to working alone and can lead
to more significant outcomes. As managers and employees collaborate as a
team, their bonds become stronger, they attend crucial meetings, their opinions
are respected, everyone appears to respect one another, and a harmonious
work atmosphere is produced.
5. System model

The system model discusses the organisational structure, culture,

working environment, and consistent policies.

It works to achieve a balance between the objectives of the individual

and the organisation, assuming that people have varying goals, abilities,
and potential. Managers and staff members of the organisation invest
their interests to help and achieve established objectives. All staff
members and management should feel that they have a relationship
with the organisation and agree on how to accomplish shared
objectives.

A positive workplace atmosphere, communication and collaboration,

and value to employees and the community are only a few advantages
of the system model.
THANKS