Essentials of Organizational Behavior: Fourteenth Edition

Essentials of Organizational Behavior
Fourteenth Edition
Chapter 1
What Is Organizational
Behavior?
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
After studying this chapter you should be
able to:
1. Define organizational behavior (OB).
2. Show the value of systematic study to OB.
3. Identify the major behavioral science disciplines that
contribute to OB.
4. Demonstrate why few absolutes apply to OB.
5. Identify managers’ challenges and opportunities in
applying OB concepts.
6. Compare the three levels of analysis in this text’s OB
model.
Management and Organizational Behavior
• Good people skills are important
– Good places to work have superior financial
performance
– Developing managers’ interpersonal skills helps attract
and keep high-performing employees
– There is a strong association between the quality of
workplace relationships and employee job satisfaction,
stress, and turnover
– Increasing OB principles can foster social responsibility
awareness
The Field of Organizational Behavior
• Organizational behavior studies the influence
that individuals, groups, and structure have on
behavior within organizations
– Its chief goal is to apply that knowledge toward
improving an organization’s effectiveness
Focal Points of OB
1. Motivation
2. Leader behavior and power
3. Interpersonal communication
4. Group structures and processes
5. Attitude development and perception
6. Change processes
7. Conflict and negotiation
8. Work design
Effective versus Successful Managerial
Activities
• Traditional management
– Decision making, planning, controlling
• Communication
– Exchanging routine information and processing
paperwork
• Human resources management
– Motivating, disciplining, managing conflict, staffing, and
training
• Networking
– Socializing, politicking, and interacting with outsiders
Complementing Intuition with Systematic
Study
• Intuition: your “gut feeling” explanation of
behavior
• Systematic study improves ability to accurately
predict behavior
– Assumes behavior is not random
– Fundamental consistencies underlie behavior
– These can be identified and modified to reflect
individual differences
Systematic Study
• Examines relationships
• Attempts to attribute causes and effects
• Bases conclusions on scientific evidence:
– Data is gathered under controlled conditions
– Data is measured and interpreted in a reasonably
rigorous manner
Evidence-Based Management
• Evidence-based management: Bases decisions
on the best available scientific evidence
– Complements systematic study
– Forces managers to become more scientific in their
thinking
Big Data
• Big data: the extensive use of statistical
compilation and analysis
– Identify persistent and predictive statistics
 Create targeted marketing strategies
• Using big data for managerial practices:

– Define objectives, develop theories of causality, test the
theories to see which employee activities are relevant
to the objectives
Contributing Disciplines to the OB Field
Micro:
Psychology
The Individual
Social Psychology
Sociology
Macro:
Groups &
Organizations Anthropology
Few Absolutes in OB
• Impossible to make simple and accurate
generalizations
• Human beings are complex and diverse
• OB concepts must reflect situational conditions:
contingency variables
Challenges and Opportunities for OB
1. Responding to continuing globalization
2. Understanding workforce demographics
3. Managing workforce diversity
4. Impact of social media
5. Employee well-being at work
6. Creating a positive work environment
7. Improving ethical behavior
Employment Options
Responding to Globalization
• Increased foreign assignments
• Working with people from different cultures
• Adapting to differing cultural and regulatory norms
Managing Workforce Demographics
• Longevity
• Birth rates
• Socioeconomic conditions
• Other changes in the workforce
Managing Workforce Diversity
• Workforce diversity: organizations are becoming
a more heterogeneous mix of people in terms of
gender, age, race, ethnicity, and sexual orientation
Social Media
• Use of social media by employees
• Using social media to learn about employees
• Impact of social media on employee well-being
Enhancing Employee Well-Being at Work
• The line between work and non-work has blurred
and managers are increasingly dealing with
conflicts that arise between work and life away
from work
Creating a Positive Work Environment
• Positive organizational scholarship: how
organizations develop human strengths, foster
vitality and resilience, and unlock potential
– Focus on what’s good about an organization, not
what’s bad
Improving Ethical Behavior
• Managers facing ethical dilemmas or ethical
choices are required to identify right and wrong
conduct
• Companies promoting strong ethical missions:
– Encourage employees to behave with integrity
– Provide strong leadership that influences employee
decisions to behave ethically
Developing an OB Model
• A model is an abstraction of reality – a simplified
version of some real-world phenomenon
• Three types of variables:
– Inputs, processes, and outcomes
• Three levels of analysis
– Individual, group, and organizational
Three Types of Variables
Three Levels of OB Analysis
Chapters 15 - 17
Chapters 9 - 14
Chapters 2 - 8
Plan of the Book
Implications for Managers
• Don’t rely on generalizations
• Use metrics and situational variables rather than “hunches” to explain
cause-and-effect relationships
• Increase leadership potential by improving interpersonal skills
• Improve technical and conceptual skills by staying current with trends
like big data
• Recognize the role of organizational behavior on employee work
quality and productivity
• Use organizational behavior to help design and implement change
programs, improve customer service, and address the work-life
balance conflict
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