MGMT 2384

Introduction: Organizational
Behaviour in a Global Context

Chapter 1
Overview of the Class

Announcements

Review of chapter one:

What is OB
Why is it important
History of OB
Different Perspectives of OB
Implication of using these different approaches
 What is Organizational Behaviour?

 OB is the study of the impact of behaviour in

organizations on organizational, individual
and social outcomes.

 OB relies on a systematic set of procedures

and principles that explain workplace events
and the conditions that lead to these events.

 There are different approaches to the study

of OB that focus on different outcomes and
varying definitions.
Why Should We Care About
Studying OB?

OB is for everyone! Not just potential managers

It gives us insights into our own behaviour

It gives us insights into the behaviour of others

It explains why we do what we do, when we do!

Why is Studying OB Important?

We live in a world dominated by formal organizations

– Most of what we do takes place in organizations

– Key decisions that affect our lives take place in organizations

– Formal organizations shape our behaviours and expectations

– Organizational success depends on the behaviour of people

in organizations
What the Study of OB Can Tell Us

 The study of behaviour in organizations helps to explain

organizational outcomes, and organizational decision making,
including:

– Understanding how tragedies or accidents occur & how to deal

with them

– Why people respond in certain ways, in certain situtions

– Where behaviour at work is problematic and where it is effective

– Providing clues to future action & help us to make informed

decisions about organizational direction
The Levels of Analysis in OB

 Organizational events can

be analyzed at the following
levels:

Organization
– Organizational (structure)
 effectiveness

– Social/group (interaction)
 discrimination Social
– Individual (characteristics)
 motivation

INDIVIDUAL
Current Theoretical Underpinnings of OB

 Industrial Engineering

 Psychology

 Political Science

 Sociology

 Anthropology

 Economics
The History of OB: Scientific Management

The study of OB developed from an

interest by business managers in
how to improve workplace efficiency
and profitability.

The roots of this approach are from

Frederick Taylor’s Scientific
Management (1911).
Principles of Scientific
Management

The focus of Taylor’s approach was on improving:

Work Methods (increasing productivity)

Work Attitudes ( overcoming ‘systematic soldiering)’
Managerial Control (which was too arbitrary and persona)

He did this through:

Standardization, finding “one best way”
Employee selection based on ability
Motivation through piecework pay

Taylor believed that ‘man’ was motivated solely by money

Following on the work of Taylor
(1920s-30s)

 Henri Fayol
– Principles of administration

 Henry Gantt
– Bonus systems to humanize Taylorism

 Frank and Lillian Gibreth

– Time and Motion Studies (work fatigue)
Taylorism
(click on picture to play the video)
The History of OB:
The Human Relations Approach

 The study of the attitudes and

behaviours of individuals in the
organization.

 Offered insights into managing

through techniques designed to
change behaviour.

 The Hawthorne Studies (1930’s)

How to Study Organizational
Behaviour

 The definition of OB is dependent on which

approach, or paradigm, that is used to study
OB!

 There are six main approaches or paradigms

in the way the study of OB is approached.

 That means that we can look at the same

event or problem using different lenses.
Alternative Approaches to the
Study of OB

In recent years, new theories of OB have developed

that focus on different areas of concern.

Previously, little reference to:

– Race
– Class
– Gender
– Ethnicity
New approaches help broaden our understanding of
how people behave in organizations.
The Mainstream Managerialist
Approach

Focus on the manager

This OB perspective investigates the impact that

individuals, groups and structure have on
organizational behaviour to apply this knowledge
towards improving organizational effectiveness.

How do attitudes and behaviour contribute to

organizational efficiency?

 Researcher with this approach look for ways to

predict & explain behaviour in an attempt to
control for efficiency & effectiveness in the
organization
Actionalist Approach

Focus on the organizational member

Looks for viewpoints that document, but

don’t challenge, existing behaviour
patterns.

Looks at how beliefs and attitudes create

and contribute to work situations and
organizational practices?

OB is the study of how people develop a

sense of organization through a series of
behaviours and negotiated meanings.

E.g. How do you know how to behave in

the classroom?
Radical Approach

Focus on the worker

Takes the view that organizations are domineering

and detrimental to the employee

People are not employed because of their

personal characteristics, instead their skills are
used to contribute to profit.

This perspective investigates the impact

individuals, groups and structure have on
behaviour, for understanding and changing the
exploitive effects of organizations on people.

E.g. impact of the working conditions in factories,

coal mines on workers.
Feminist Approach
Focus on women

Until the mid 1970s OB didn’t challenge the neglect of

gender in organizational studies.

Research looks at the impact of gender and sexuality on

recruitment, promotion, culture etc. on organizational
behaviour.

Looking for causes of gender discrimination and sexual

harassment & an understanding of OB through the
inclusion of gender issues.

E.g. looking at ways to increase women in trades,

Racioethnicity Approach

Focus on people of colour

Investigates the impact of race and ethnicity and

racist and ethnocentric values and ideas on
behaviour in organizations, to identify and
address discriminatory practices that exclude
certain people from organizations and positions.

Until 1975, there was little said about race and

ethnicity at work.

Current research looks at whether or not OB (as

it is understood) can overcome ingrained ways
of thinking.
Postmodern Approach

Focus on “the subject”

Sees OB as a ‘disciplinary practice’ that

controls people at work by defining
appropriate behaviour.

Looks at meaning behind hiring policies &

HR techniques that impact on people’s
sense of self and identity.

For example, What does it mean to be a

‘good employee’? How is this constructed
through organizational rules?
Summary

What is OB?

Why is it important?

What is the history of OB as a discipline?

What are the different ways we can approach the study of

OB?

What are the implications of these different approaches?