Module 2: Human Behavior in

Organization
Prepared by: Brener Manalang
Learning Objectives

 Human behavior
 Brief history of human behavior
 Benefits of studying human behavior
 Individual behavior
 Factors that affect Individual behavior
 Social behavior in organization
 Causes of conflicts
 Social structure in organization
 Cultural behavior
 Factors that shape an organization’s culture
 Sustain a culture
 Managing organization’s culture
 Practices to develop culture
 Human Behavior in Organization

 “Is more appropriately referred to as organizational behavior”

 “Organizational behavior is the study of human behavior in organization, of the interaction
between individuals and the organization and the organization itself.”

Medina, R. (2011). Human Behavior in Organization. Rex Book Store.

 History of Organizational Behavior
 “Formal study of OB began in the 1890’s, following the industrial relations movement
spawned by Adam Smith’s introduction of division of labor. In the 1890’s, Frank and
Lillian Gilbreth and Frederick Wilson Taylor identified the positive effects of precise
instruction, goal setting, and rewards on motivation. Their ideas became known as
Scientific Management, and are often considered beginning of formal study of OB.
Scientific Management is based on the belief that productivity is maximized when
organizations are rationalized with precise sets of instructions based on time and motion
studies.
The four principles of Taylor’s scientific management are:
1. Replace rule-of-thumb work methods with methods based on scientifically studying the
tasks using time and motion studies.
2. Scientifically select, train, and develop all workers rather than leaving them to passively
train themselves.

Griffin, R., Phillips, J., Gully, S., Organizational behavior Twelfth Edition.
 History of Organizational Behavior

3. Managers provide detailed instructions and supervision to workers to ensure that they are
following the scientifically developed methods.
4. Divide work nearly equally between workers and managers. Managers should apply
scientific management principles to planning the work, and workers should actually perform
tasks.
After World War 1, attention shifted to understanding the role of human factors and
psychology in organizations. The interest was spawned by the discovery of Hawthorne effect
in the 1920s and 1930s.
The Hawthorne effect occurs when people improve some aspect of their behavior or
performance simply because they are being assessed.”

Griffin, R., Phillips, J., Gully, S., Organizational behavior Twelfth Edition.
 Benefits of Studying Organizational Behavior

 Personal development – people need skills in doing his work and skill to relate to people.
 Personal growth - gain knowledge of organizational behavior and eventually knowing his
own behavior.
 Enhancement of organizational and individual effectiveness – knowing OB will help
the organization gain success. People make right decisions.
 Sharpening and refining of common sense – improvements on this type of ability can
still be made and great benefits can be derived if its done.

Source: Medina, R. (2011). Human Behavior in Organization. Rex Book Store.

 Individual Behavior in Organization

 Individual behavior – the way an individual react to a certain situation or behave on his
work place. People have their own personality and may behave differently.

Source: https://commercemates.com/individual-behaviour-in-organization/
 Factors Affecting Individual Behavior

Source: https://commercemates.com/individual-behaviour-in-organization/
 Personal Factors

 Biographic Characteristics  Learned Characteristics

 Physical appearance, attributes, gene  Developed behavior of an individual
related based on experience and interaction with
different people on his environment.
 Personality – personal traits of an
 Psychical Characteristics individual
 Age  Perception – the way a person interprets
 Gender a certain situation or event
 Values – principle, behavioral standard
 Religion
 Marital Status

Source: https://commercemates.com/individual-behaviour-in-organization/
 Environmental Factors

 Employment Level – less employment opportunities in the country, employees are

restricted in shifting of job to another company. Employees stick with their company
whether they are satisfied or not.
 Wages Rate – main factor to consider in staying with the company or joining a new
organization.
 General Economic Environment – Economic performance or status in the country affect
individual behavior in terms of job security, possible lay offs, retrenchments.
 Political Factors – Does not affect the individuals directly but the political stability of the
country will affect businesses. There are better job opportunities and more choices for a
career in a politically stable environment.

Source: https://commercemates.com/individual-behaviour-in-organization/
 Organizational Factors

 Physical Facilities – The physical environment of the workplace have a great effect on the
performance and behavior of an individual.
 Structure and Design – the performance and behavior of an individual is influenced by
his limitations and position in the department or organization hierarchy.
 Reward System – Fair appraisal and rewards system help motivate employees.

Source: https://commercemates.com/individual-behaviour-in-organization/
 Social Behavior in Organization

“Social behavior can be determined by both the individual characteristics of the person, and
the situation they are in.”

Social processes – Social interactions between parties or people

4 Categories of Social Processes
1. Communication
2. Influence and Power
3. Competition, Conflict and Cooperation
4. Prosocial Behavior

Sources:
https://sites.google.com/a/g.rit.edu/auknotes/industrial-organizational-psychology/chapter-05-social-behavior-in-organizations/
https://en.wikipedia.org/wiki/Social_behavior
 Contextual Causes of Conflict

 Task interdependence
 Scarce resources
 Barriers to communication
 Status incongruence
 Ambiguity in work responsibilities
 Organizational differentiation
 How to resolve conflicts

Source: https://sites.google.com/a/g.rit.edu/auknotes/industrial-organizational-psychology/chapter-05-social-behavior-in-
organizations/
Source: https://www.viquepedia.com/articles/differentiation-and-integration#:~:text=Organizational%20differentiation%20refers%20to%20%E2%80%9Cthe,formal
%20structure%20among%20these%20departments.%E2%80%9D
 4 General Strategies in Addressing Conflict

 Altering the source or context

 Changing the issues
 Changing the relationship
 Changing individuals

Source: https://sites.google.com/a/g.rit.edu/auknotes/industrial-organizational-psychology/chapter-05-social-behavior-in-
organizations/
 Social Structure in Organization

“Social Structure – is the patterned social arrangements in society that are both emergent from and determinant
of the actions of individuals.”
5 Important Structural Concepts
1. Interaction patterns – Formal and informal group
2. Social norms – beliefs that people hold in common and govern their behavior and attitudes, expectations for
how a group or organization should behave and what attitudes they should express.
3. Social Roles – type of norm that dictates how a person in a particular position should act or feel. Division of
role to individual or group.
4. Social Cohesion – the resultant force acting on members to keep them in a group and forces acting on
members to leave the group.
5. Climate and Culture - according to Schneider, climate is that “which focuses on how the organization
functions (what it rewards, supports & expects)” while the culture “addresses assumptions and values
attributed to why particular activities are rewarded, supported or expected.

Source:
https://sites.google.com/a/g.rit.edu/auknotes/industrial-organizational-psychology/chapter-05-social-behavior-in-organizations/
https://en.wikipedia.org/wiki/Social_structure
 Cultural Behavior

“Organizational culture can be referred to as the glue that keeps an organization together. It is the silent code of
conduct; it’s more about how things get done, rather than what gets done. It can also be referred to as white
noise, the background static that may affect you but goes unnoticed. When a new employee is learning the
ropes, they are learning the culture.”
– Lizz Pellet, The Cultural Fit Factor: Creating an Employment Brand That Attracts, Retains, and Repels the Right Employees (SHRM, 2009)

Factors that Shape an Organization’s Culture

1. Values
2. Degree of urgency
3. People orientation or task orientation
4. Functional orientation
5. Organizational subcultures

Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx
 Sustaining a Culture

3 Concepts that help identify the traits specific to a culture

1. Social Culture – refers to the group member role and responsibilities
2. Material Culture - involves examining everything that people in a group make or achieve
and the ways people work with and support one another in exchanging required goods and
services.
3. Ideological Culture – refers to the group’s values, beliefs and ideals

Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx
 Steps to Manage Organization’s Culture

1. Identify common artifacts or traits, including those from standpoint of an organization’s

social, material and ideological culture.
2. Convene group of employees, representatives from all levels of organization to assess
validity, significance and currency of key artifacts.
3. Subject those traits to a rigorous assessment of their underlying shared assumptions, values
and beliefs.
4. Summarize finding and share them with all participants to solicit additional insights.
5. Create a culture management plan. The plan should enhance the traits that support
corporate growth or organizational effectiveness and correct traits that might hinder the
company’s advancement.

Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx
 Practices to Develop Culture

1. Hiring Practices – consider the personality of the candidate if it fits with the organization’s
culture
2. Onboarding Programs – teach newcomers the organization’s value, norms and desired
organizational behavior
3. Reward and Recognition Program – helps motivate employees to act in accordance with
company culture and values
4. Performance Management Program – clearly outlining what is expected from employees as
well providing feedback that informs employees about proper behavior.

Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx
 Why do we study Organizational Behavior?

Source: https://www.youtube.com/watch?v=H5BM_OxgNMQ
References

 Medina, R. (2011). Human Behavior in Organization. Rex Book Store.

https://www.studocu.com/ph/document/negros-oriental-state-university/human-behavior-in-
organizations-hbo/chapter-1-an-overview-of-human-behavior-in-organizations/25988190
 https://commercemates.com/individual-behaviour-in-organization
 https://www.yourarticlelibrary.com/organization/individual-behaviors/top-3-factors-affecting
-individual-behaviour/63786
 Griffin, R., Phillips, J., Gully, S., Organizational Behavior Twelfth Edition
 https://sites.google.com/a/g.rit.edu/auknotes/industrial-organizational-psychology/chapter-0
5-social-behavior-in-organizations
 https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandingand
developingorganizationalculture.aspx
 https://www.viquepedia.com/articles/differentiation-and-integration#:~:text=Organizational
%20differentiation%20refers%20to%20%E2%80%9Cthe,formal%20structure%20among%2
0these%20departments.%E2%80%9D
 https://www.youtube.com/watch?v=H5BM_OxgNMQ