A Report On

Role of Employee Influencing Organizational

Behavior at the Workplace.
Prepared by: Rajarshi Roychoudhury

Roll Number: 203520019

Introduction

Organizational Behavior is the perspectives and the manners

exhibited by the employees in an organization. Functioning of any
organization is largely dependent on the behaviors of each of its
members, right from top level management to the bottom level
workers. Study of the behaviors involves a systematic approach. An
outstanding manager possesses 4 sets of skills that allow them to
effectively navigate the process of managing behaviors. This process
includes:

 Identifying the behavioral challenge.

 Identifying the cause of current behavior.
 Selecting a strategy for accomplishing behavioral goals.
 Executing and calibrating the chosen plan of action as needed.

The early chronicles of management goes back to around 7000 years

ago when the process was based on trial and error method with
hardly any theory knowledge and virtually no sharing of ideas and
practices. There was no common body of knowledge or theoretical
basis for commanding the then Roman empire or for building The
Great Pyramid of Cheops. In 1886 an engineer named Frederick W.
Taylor published a paper entitled “The Engineer as an Economist”.
Here the concept of scientific management was put forward by
Taylor. His major thesis was that the maximum good for the society
can come only through cooperation between management and labor
in the application of scientific methods. The principles are as follows:

Evolve a science for each element of an employee’s work that

replaces the previous Rule of Thumb methodology.
Scientific selection, training, teaching and developing the
workers, whereas in the past a worker chose the work to do
and was self-trained.
Sincerely cooperate with one another to ensure that all work is
completed in compliance with the basic principles of scientific
management.
Provide and almost equal division of work and responsibility
between management and non-managers.

Disciplines contributing to Organizational Behavior

 Psychology – study of individuals.

 Sociology – Study of group behavior.
 Anthropology – Study of cultures (including corporate cultures).
 Economics – Logical thinking.
 Political Science – Power and conflict, consortium and alliances.

To assist the study of organizational behavior, one should introspect

human behavior in an organization from different angles.

 Psychological perspective should be kept in mind while

inspecting human behavior. This level of analysis and research
helps to look at the human traits and characteristics with a
view to grasp how parts of personality may influence an
individual’s response to his/her organizational atmosphere.
 One will have to look at how individuals interact in small groups
and team environments (Sociological perspective).
  It will be imperative to examine the effect of larger or extensive
organizational factors on the personnel within the organization.

Need of Organizational Behavior

Organizations are made up of people working in teams. Behavior is

what people do generally as a response to stimuli and which is
observable. The attitudes of these people working together in teams
towards each other and towards their work can contribute to
shaping the organization and its culture. Organization behavior helps
in shaping the behavior of the employees in a manner that impacts
the organization positively. Success or failure of an organization
depends on the effective management of its employees. To manage
a group of people it’s important to understand how ideas, feelings
and activities govern behavior. Understanding the relationship
between employees and organization help create better human
resource strategies, thus creating better working atmosphere,
employee commitment, strengthening the value of human capital.

Managers can thus understand their employees and identify the

right methods to motivate the team. Leaders will understand the
root of a problem and predict its outcome and control the
consequences. Thus they will build stronger labor relations and
contribute positively to organizational effectiveness. Hence overall
the need of Organizational behavior can be stated as follows:

1. For skill development, i.e. abilities and knowledge of

employees.
2. Understanding motivation and satisfaction level of the
employees.
3. Helps in increasing efficiency of the organization.
 4. Helps in creating healthy and ethical environment in the
organization.
5. Helps in utilizing resources to the optimum level.
6. Helps in predicting behavior of the group and individuals.

Effects of Organizational Behavior

A suitable organization culture defines the sort of response from the

new employees. An organization promotion new ideas and
suggestions will see more and more employees coming up with
innovative business solutions. Whereas in an organization where
opening up may lead to firing of the employee may cause them to
work forcefully without enjoying their work and no imagination or
creativity in their part. The managers are benefited by organizational
behavior in the following ways:

 It helps in leading a group of individuals the right way so as to

fine tune individual targets and the organization vision together
and attain maximum output from them to achieve organization
goals.
 Organizational behaviour helps the managers to understand
each of its sub-ordinates so as to decide how to motivate them
to achieve the organization goals. Both monetary and non-
monetary based incentives are used by the managers for
motivating.
 Organizational behaviour ensures that during change process
there is not much resistance from the employees and they
actively participate in the change management process.
 Organizational behaviour has an impact on the decisions taken
for the organization as both employees and the managers
understand the business context clearly and thus can arrive at a
common and best decision for the organization.
  Organizational behaviour ensures proper communication at all
levels in the organization.

The effectiveness of different leadership style exhibited in an

organization can be elaborated as follows:

o Autocratic Model: The basis of this model is power with a

managerial orientation of authority. The employees in turn are
oriented towards obedience and dependence on the employer.
The employee’s need that is met is subsistence. According to
this model, persons who hold power have the authority to
demand work from their employees. Further this model
assumes that work can be only extracted by means of pushing,
directing and persuading the employees. This model often
leads to exercise of tight control over employees at work. It
works well under certain conditions, particularly in times of an
organizational crisis.
o Custodial Model: The basis of this model is economics with a
managerial mention of money. The employees are in turn
aligned towards security and welfare and reliance on the
organization. The employee’s need that is met is security. Here
the performance result is passive cooperation. However an
organization that adopts the custodial approach should have
surplus resources to pay for the benefits and pension. After the
fiscal needs of employees have been satisfied, the employer
lays emphasis on their security needs. In this approach
employees cease to depend on manager, but their dependence
on the organization increases. This helps in retaining the
employees. In this approach as employees are assured of
economic rewards and benefits irrespective of their
performance, they remain contended with the organization. In
the early 1940s and 1950s, the University of Michigan
 conducted a study in this regard and was found that happy
employees are NOT necessarily the most productive
employees.
o The supportive model: The basis of this model is leadership
with a managerial orientation of support. The employees in
turn are motivated to actively participate and perform in the
job. The employee’s need that is met is status and recognition.
The performance results are awakened drives. This model is
based on the principle of supportive relationship and also is
based on leadership rather than on power or money. In this
model managers believe that an adequately supportive work
deviate leads to resistance among the employees. A
management functioning on supportive model seeks to help
employees perform better in their job unlike in the case of
custodial approach where the aim is to supply after security to
employees. The employees are made to perceive themselves as
assets of the organization.
o The Collegial Model: The basis of this model is partnership with
a managerial orientation of team work. The employees in turn
are inclined towards self-discipline and responsible behavior.
The employee’s need that is met is self-actualization. The
performance result is moderate enthusiasm. This model is an
addendum of supportive model. Here the manager is not
addressed as “The Boss”, so as to avoid the psychological
distance between the employee and the manager. In this
model the employees are self-disciplined, competent and
realize self-actualization that motivates them to further refine
their performance.
The first model, i.e. Autocratic Model has its source from the
industrial revolution. The managers of these types of
organizations operate out of ‘McGregor’s Theory of Model Y’.

Conclusion

Organizational Behavior in an organization helps each and every

member of that organization to work together towards a common
target and also helps the managers to know each of its sub-
ordinates and their perspectives. With proper understanding the
managers can decide upon the style of communication, the
reward system to be employed, the motivation needed and the
sort of leadership effective in different scenarios for successful
goal achievement.