Organisational Behaviour in Management

Organisational Behaviour (OB) is the study of actions of people at

work.

Aspects of Organisational Behaviour

Visible

Hidden

Strategies
Attitudes
Objectives
Perceptions
Policies and procedures
Group norms
Technology
Informal interactions
Formal authority
Interpersonal and intergroup conflicts
Chain of Command
OB is mainly focused in two areas: individual and group behaviour. Both deals with
norms, roles, team building and conflict at different levels.

Individual Behaviour
The study of individual behaviour is aimed at explaining, predicting and
influencing behaviour.
It further deals with how employees form their attitudes in the workplace. As the
attitudes of an employee results in their subsequent behaviour in the workplace, it is
important to know the factors that form the employees attitudes. These are job
satisfaction, job involvement and organisational commitment.
An individuals behaviour is also affected by their surroundings. This is known as the
Cognitive Dissonance Theory, which states that any inconsistency between
attitudes, behaviour and/or attitudes will result in ones attempt to reduce said
inconsistency.
The intensity of this desire is influenced by the importance of the factors creating the
dissonance, the degree to which the individual believes the factors are controllable and
the rewards available to compensate for the dissonance.
Sources of behaviours can come from distinctiveness, consensus and consistency.

Personalities and Emotions

A personality is a unique combination of psychological characteristics. The
aspects of personality include locus of control, Machiavellianism, self-esteem, selfmonitoring and risk taking.
There are many ways to identify and classify peoples personalities, including the Big 5
Model and the Myers-Briggs Type Indicator
Emotions refer to the phenomenon where intense feelings are directed at
someone or something. There are six universal emotions: anger, fear, sadness,
happiness, disgust and surprise. The study of emotions has lead to the concept of
Emotional Intelligence (EI).
EI refers to ones ability to notice and manage emotional cues and
information. It is measured by a unit known as the Emotional Quotient (EQ). EI is
composed of five dimensions: self-awareness, self-management, self-motivation,
empathy and social skills.

Perception
Perception refers to an individuals ability to see, hear or become aware of
something through their senses. As people behave according to their perceptions,
managers need to understand it. Factors that influence perception include the
perceivers personal characteristics, targets characteristics and the current situation
(or the context). The Attribution Theory explores how people perceives others.
A more detailed summary is located here: http://bit.ly/1FnWtgr

Organisational Behaviour in Management

The Attribution Theory refers to the idea that the actions of individuals that
are perceived by others depend on the meaning (or causation) we attribute
to a given behaviour. Key elements of the Attribution Theory include fundamental
attribution error (underestimating external factors and overestimating internal factors),
and self-serving bias (a tendency to blame external factors for ones failures and
internal factors for ones success).

A more detailed summary is located here: http://bit.ly/1FnWtgr