1. INTRODUCTION TOORGANIZATIONALBEHAVIOR.

A WAY TO
UNDERSTAND ONESORGANIZATION
2. 2. OPENING CASEA tale of twist and turns
3. 3. WHAT IS AN ORGANISATION? A tool used by people to
coordinate their actions to obtain something they desire or
value. Organizations provide goods and services Organizations
employ people. O r g a n i z a t i o n s b r i n g together people
and resources to produce products and services. Basically,
organizations exist to create value.
4. 4. ORGANISATION EXISTS Increase specialization & division of
labor Use large scale technology Which The use of increases
org. allows Manage the external the value environment that an
people to jointly organization can create Economize on
transactional costs Exert power & control
5. 5. WHAT IS ORGANISATION BEHAVIOR The systematic study
and application of knowledge about how individuals and groups
act within the organizations where they work.
6. 6. DEFINITIONOB is the field of study that investigates the
impact that individuals, groups & structures have on
behaviorwithin the organization for the purpose of applying such
knowledge towards improving an organizationseffectiveness.
7. 7. ORGANISATION BEHAVIOR CHART
8. 8. EXAMPLEIf I want to understand my bosss personality, I
would beexamining the individual level of analysis. If we want to
knowabout how my managers personality affects my team, I
amexamining things at the team level. But, if I want tounderstand
how my organizations culture affects my bosssbehavior, I would
be interested in the organizational level ofanalysis.
9. 9. OB DRAWS FROM OTHER DISCIPLINESTO CREATE A
UNIQUE FIELD.Personality and Motivation - Psychology.Team
processes relies - Sociology.Decision making - Influence of
Economics.Power and influence in organizations - Political
sciences.Stress and its effects on individuals Medical
ScienceAttitude change, Group process Social
PsychologyIndividual culture ,org culture Anthropology
10. 10. IMPORTANCE OF OBOB provides road map to our
lives in organizations .OB uses scientific research to help
 understand & predict org. life.OB helps us influence
organizational events.OB helps understand himself & others
better.OB helps to understand the basis of motivation .
11. 11. IMPORTANCE OF OBOB is useful for maintaining
cordial industrial relationOB is also useful in the field of
marketing.The most popular reason to study OB is if one wants
topursue career in management.Upward trend in economy.
12. 12. SCOPE OF OBOB is the study of human behavior at
work in organizations.Accordingly the scope of OB includes the
study ofindividuals, groups and organization/structure. The
aspectsof these three are Individuals:- Organizations are the
associations ofindividuals. Individuals differ in many respects.
The study ofindividuals, therefore, includes aspects as
personality,perception, attitudes, values, job satisfaction,
learning andmotivation.
13. 13. SCOPE OF OBGroups of individuals: Groups include
aspects such asgroup dynamics, group conflicts, communication,
leadership,power and politics and the like.Organization structure:
The study of organization/structureincludes aspect such as
formation of organizationalstructure, culture and change and
development.
14. 14. Value of the person Motivated behavior A whole
person Individual differencesFUNDAMENTAL CONCEPTS
OFORGANISATIONAL BEHAVIOURThe nature of people:
15. 15. Mutual Interest Social systemFUNDAMENTAL
CONCEPTS OFORGANISATIONAL BEHAVIOURThe Nature Of
Organization:
16. 16. ELEMENTS OF OB
17. 17. AUTOCRATIC MODEL
18. 18. AUTOCRATICThe basis of this model ispower
managerialorientation of authority.Those who are in
commandmust have the power todemand you do this orelse
19. 19. AUTOCRATICThe employee in turn areoriented
towards obedience& dependence on boss.The employee need
that ismet is subsistence.The performance result isminimal.
20. 20. Employees typically detest micromanager, with a
result being low morale, paralyzed decision on making being
 second guessed Micromanagement- a natural pattern of
autocratic manager - is the immersion of manager into controlling
the details of daily operations. Its principal weakness is its
high human cost especially as caused by
micromanagement.AUTOCRATIC & high turn over.
21. 21. Useful under some extreme conditions such as
organizational crises. Acceptable approach to guide
managerial behavior when there where no well known
alternatives.AUTOCRATICUsefulness:
22. 22. CUSTODIAL MODEL
23. 23. The employee in turn are oriented towards security.
The basis of this model is economic resources with managerial
orientation of moneyCUSTODIAL MODEL
24. 24. The performance result is passive co-operation.
Most employees are not producing anywhere near there
capacities. Employee feel with reasonable containment.
The employee need that is met is security.CUSTODIAL
MODEL
25. 25. SUPPORTIVE MODEL
26. 26. The employees in turn are oriented towards job
performance The basis of this model is leadership with a
managerial orientation of support.SUPPORTIVE MODEL &
Psychological result is a feeling of participationparticipation &
Employees may say we insisted of theytask involvement in the
organization
27. 27. SUPPORTIVE MODELEmployees are
stronglymotivated because theirstatus & recognition needsare
better met thus they haveawakened drive for work.
28. 28. COLLEGIAL MODEL
29. 29. The result is that employees feel needed The basis
of this model is partnership with a managerial orientation of
teamworkCOLLEGIAL MODEL & useful.There is at least one
thing thatcannot be done without you.
30. 30. The employee need that is met is self-actualization.
The performance result is moderate enthusiasm The
 employees in turn are oriented towards responsible behavior and
self-discipline.COLLEGIAL MODEL
31. 31. SOBC MODELSTIMULUS-ORGANISM-BEHAVIOR-
CONSEQUENCES
32. 32. SOBC MODEL Organism Behavior Stimulus
Consequences {individual } {action} {Cause} { result}
33. 33. Are expressed as the results that may be overt or
covert.Positive or negative and can have effects on
environmentaldynamics and applications.Can be individual or a
group. They have cognitivemediators with physiological
existence.The ConsequencesIs the cause that may be overt
or covert, physical,social, psychological, technological,
environmental etc.The OrganismSOBCThe Stimulus
34. 34. SOBCSOBC model is based on the very
practicalphilosophy of human behavior that: every behavior is
caused & follows the Cause- Effect relationship.
35. 35. Managerial flexibility Contingent use of all models
Increasing use of some models Relation of models to Human
Needs Evolving ModelCONCLUSION
36. 36. Primarily challenge to management is to identify the
model it is actually using There is no permanent model.
Managers /organizations use of the models tends to evolve over
time.EVOLVING MODEL & then access its current
effectiveness.
37. 37. Each model is built upon the accomplishments of the
other. The five models are closely related to human needs
.RELATIONSHIP OF MODELS TO HUMANNEEDS
38. 38. The tend towards supportive, collegialINCREASE
USE OF SOME MODELS & Only this newer models can offer
the satisfaction of the employees needs for esteem
,autonomySOBC will increase . & self satisfaction.
39. 39. The 5 models will continue to be used, but the more
advanced model will have growing use as progress is made
Though one model may me used at any given time, some
appropriate use will remain for other models.CONTINGENT
OF OF ALL MODELS & employees expectations rise.
40. 40. Managers need to identify their current behavioral
modelMANAGERIAL FLEXIBILITY & must keep it flexible &
Mangers need to read, reflect, to interact with otherscurrent. &
to be receptive to challenges to their thinking from colleagues &
their employees .
41. 41. MODELS OF OBBasic of Autocratic Custodial
Supportive CollegialmodelManagerial Power Economic
Leadership Partnershiporientation resourcesEmployee Authority
Money Support TeamworkOrientationEmployee Dependence
Dependence Participation SelfPsychologic on boss on org.
disciplineal ResultEmployees Subsistence Security Status &
Selfneed met recognition actualizationPerformance Minimum
Passive Awakened Moderateresult. cooperation drives
enthusiasm
42. 42. CLOSING CASEThe Flynn Effect -
43. 43. THANK YOU