ORGANISATIONAL BEHAVIOUR

Organizational Behaviour

Attitude

Perception

Personality

Motivation
ORGANISATIONAL BEHAVIOUR
ORGANISATION :
A tool used by people to coordinate their
actions to obtain something they desire or
value. Organizations bring together people and
resources to produce products and services.
Organizations exist to create value.
BEHAVIOUR :
The way in which an animal or person
behaves in response to a particular situation.
ORGANISATION BEHAVIOR :
The systematic study and application
of knowledge about how individuals and groups
act within the organizations where they work.

OB is the field of study that investigates the

impact that individuals, groups & structures have
on behavior of employees within the organization
for the purpose of applying such knowledge
towards improving an organization’s
effectiveness.
 CONTRIBUTING DISCIPLINES TO
O.B.
1. Psychology: how individuals behave in response
to a situation.
2. Sociology: how individuals relate to groups and
to each other.
3. Social Psychology: How individuals and
organizations perceive conflict, threats and
undergo stress.
4. Anthropology: Understanding customs,
traditions and social norms of people since the
organization is a part of the larger society.
5. Political Science: Understanding Power,
Authority and Corporate Politics.

6. Economics: Appreciating monetary (wage and

bonus) and non monetary incentives (housing,
schooling and medical care) to employees so that
they are motivated to produce more efficiently
and effectively.
NATURE OF O.B.
OB is directly concerned with the
understanding, Predicting & controlling of human
behavior in organizations.
 Integral part of management.
 Field of study.
 Inter-disciplinary approach.
 Analysis of Behavior.
 Goal Oriented.
 Human Tool.
 Science & art.
 Fulfillment of employee’s Needs.
 Humanistic & Optimistic.
IMPORTANCE OF OB:
 OB provides road map to our lives in organizations .
 OB uses scientific research to help understand &
predict organisation life.
 OB helps us influence organizational events.
 OB helps understand himself & others better.
 OB helps to understand the basis of motivation .
 OB is useful for maintaining cordial industrial
relation.
 OB is also useful in the field of marketing. The most
popular reason to study.
MODELS OF O.B.

(Autocratic model, Custodial model, Supportive model

and Collegial model)
1. Autocratic Model: In the autocratic model, the
manager must have the power to command the
workers to do a specific job. Management believes
that it knows what is best and the employee’s
obligation is to follow/obey orders. The
psychological result for employees is dependence on
their boss. It does get results, but usually only
moderate results. Its main weakness is its high human
cost.
2. Custodial Model:
This model focuses better employee
satisfaction and security. The organizations satisfy the
security and welfare needs of employees. Hence it is
known as custodian model.
This model leads to employee dependence on
the organization rather than the boss. As a result of
economic rewards and benefits, employees are happy
and contented but they are not strongly motivated.
3. Supportive Model:
The supportive model depends on ‘leadership’
instead of power or money. Through leadership,
management provides a climate to help employees grow
and accomplish in the interests of the organization.
This model assumes that employees will take
responsibility, develop a drive to contribute and improve
themselves if management will give them a chance.
Management orientation, therefore is, to ‘support’ the
employee’s job performance rather than simply
supporting employee benefit payments as in the
custodial approach.
Since management supports employees in their
work, the psychological result is a feeling of
participation and task involvement in the organization.
4. Collegial Model:
The term ‘collegial’ relates to a body of
persons having a common purpose. It is a team concept.
Management is the coach that builds a better team. The
management is seen as joint contributor rather than as
boss.
The employee response to this situation is
responsibility. The psychological result of the collegial
approach for the employee is ‘self-discipline’.
In this kind of environment employees
normally feel some degree of fulfillment, worthwhile
contribution and self-actualisation. This self-actualisation
will lead to moderate enthusiasm in performance.
Approaches to O.B.
(Human Resources Approach, Contingency Approach ,
Productivity Approach , Systems Approach)
Human Resources Approach:
It is concerned with the growth and
development of people towards higher levels of
competency, creativity and fulfillment, because
people are the central resource in any organization.
This approach helps employees become better,
more responsible and then it tries to create a climate
in which they may contribute to the limits of their
improved abilities.
Contingency Approach :
Different situations require different
behavioural practices for effectiveness. The
strength of this approach is that it encourages
analysis of each situation prior to action. Thus it
helps to use in the most appropriate manner all the
current knowledge about people in organization.
Productivity Approach:
Productivity is a ratio that compares units of
output with units of input. It is often measured in
terms of economic inputs and outputs. If more
outputs can be produced from the same amount of
inputs, productivity is improved.
Systems Approach :
A system is an interrelated part that interact
with one another and functions as a whole. Within the
organization ‘people’ employ ‘technology’ in
performing the ‘task’ that they are responsible for,
while the ‘structure’ of the organization serves as a
basis for co-ordinating all their different activities.
It emphasizes the key interdependencies that
organizations must manage (people, tasks, technology
and structure).