ORGANIZATIONAL

BEHAVIOUR (OB)

Dr. Sona Vikas

 What is OB?
• A field of study that investigates the impact that
individuals, groups, and structure have on behaviour
within organizations, for the purpose of applying such
knowledge toward improving an organization's
effectiveness
• OB studies three determinants of behaviour in
organizations: INDIVIDUALS, GROUPS, AND STRUCTURE
• OB applies the knowledge gained about individuals,
groups, and the effect of structure on behavior in order
to make organizations work more effectively"
 Challenges for OB
• Responding to Globalization
• Fast-paced technological changes
• Managing Workforce Diversity
• Quality and Productivity
• People Skills
• Empowerment
• Temporariness – Nature of Work
• Stimulating Innovation and Change
• Inculcating an Ethical Code of Conduct &
Improving Ethical Behaviour
WORKFORCE DIVERSITY - AGE
Jeffrey Preston Bezos

Born: January 12, 1964

An American technology entrepreneur,
investor, and philanthropist
Founder, Chairman, CEO and President
of Amazon.com Inc.
Founded Amazon in late 1994
Wealthiest person in the world by
Forbes as on March 6, 2018, with a net
worth of $112 billion
DIVERSITY
 DIVERSITY
Each of these dimension has a strong influence on –
The identity of individual and impacts their work style,
work values and their other habits at workplace.

DEMOGRAPHIC DIMENSIONS

• GENDER
SOCIO-CULTURAL DIMENSIONS • AGE
• PHYSICALLY DISABLED /
• CASTE
PWD
• RELIGION
• REGION OF ORIGIN
• LANGUAGE
• SEXUAL ORIENTATION
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
SOCIO-CULTURAL DIMENSIONS OF DIVERSITY
CASTE • NEPOTISM BASED ON CASTE
• PARTICULAR JOBS BEING DOMINATED BY
A PARTICULAR CASTE
• DISCRIMINATORY BARRIERS FOR LOW
CASTE PEOPLE
• STEREOTYPES ASSOCIATED WITH CERTAIN
CASTES LEADING TO DISCRIMINATION
• GENERAL CATEGORY EMPLOYEES
PERCEIVE MINORITY AS LESS COMPETENT
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
SOCIO-CULTURAL DIMENSIONS OF DIVERSITY
RELIGION • RELIGION IMPACTS WORK CULTURE &
BEHAVIOUR
• RELIGION IMPACTS MANAGEMENT DECISIONS
AND POLICY MAKING
• DIRECT & INDIRECT DISCRIMINATION ON THE
GROUND OF RELIGION
• STEREOTYPES ABOUT PEOPLE OF A SPECIFIC
RELIGION
• HARASSMENT – RELIGIOUS JOKES, NAME
CALLING
• RELIGIOUS CUSTOMS / FESTIVALS WOULD
DETERMINE WORK TIMINGS / TIME-OFF
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
SOCIO-CULTURAL DIMENSIONS OF DIVERSITY
LANGUAGE • USE OF THE MOTHER TONGUE FOR
INFORMAL COMMUNICATION
• HINDERING COMMUNICATION AMONG
VARIOUS GROUPS
• CREATING BARRIERS TO RELATIONSHIP
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
DEMOGRAPHIC DIMENSIONS OF DIVERSITY
GENDER • GLASS-CEILING
• GLASS ELEVATORS
• WORK-LIFE BALANCE
• CHALLENGE TO MANAGE THE LEAKING
PIPELINE FOR ORGANIZATION
• ROLE STEREOTYPES
• UN-EQUAL PAY
• SEXUAL HARASSMENT
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
DEMOGRAPHIC DIMENSIONS OF DIVERSITY
AGE • EACH GENERATION HAS VARIED WORK
VALUES AND WORK- STYLES
• CHALLENGES OF Y-GENERATION
• GEN Y BEING HIRED FOR TOP
POSITIONS-LEADERSHIP ISSUES
• AGE RELATED STEREOTYPES
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
DEMOGRAPHIC DIMENSIONS OF DIVERSITY
REGION OF • REGIONAL IDENTITY LEADING TO
ORIGIN FAVORITISM
• DISCRIMINATION ON THE GROUNDS OF
REGION
• CULTURAL SHOCK AND DIFFICULTIES IN
BEING ACCEPTED IN OTHER REGIONS
• CULTURAL STEREOTYPES OF DIFFERENT
REGIONS CREATING PREJUDICES
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
DEMOGRAPHIC DIMENSIONS OF DIVERSITY
PHYSICAL • PHYSICAL INFRASTRUCTURE AND
DISABILITY FACULTIES
• STEREOTYPES AND MISUNDERSTANDING
RELATED TO THEIR POTENTIAL
• ATTITUDE AND BELIEF OF CO-EMPLOYEES
DIVERSITY ORGANIZATIONAL CHALLENGES
DIMENSIONS
DEMOGRAPHIC DIMENSIONS OF DIVERSITY
PHYSICAL • INDIAN FAMILY VALUES AND RELIGIOUS
DISABILITY VALUES CHALLENGES ACCEPTANCE OF
THEIR IDENTITY
• DISCRIMINATION AND BULLYING AT
WORKPLACE
• ATTRACTING THEM WOULD BE A
CHALLENGE
 EXAMPLE OF DIVERSITY
INFOSYS
• Number of Employees - 228,123 (2019)
• 89 nationalities working in 32 countries
• Infosys was the first IT company in India to
establish an office for diversity and inclusion,
• Globally, nearly 34% of Infosys employees are
women.
• Work as a worldwide virtual team using dozens
of languages, cultures, ideas and perspectives
 HOW DIVERSITY BENEFITS
• Employees from diverse backgrounds imbue
organizations with creative new ideas and perspectives
informed by their cultural experiences
• A diverse workplace will help organizations better
understand target demographics and what moves them
• A diverse workplace can better align an organization’s
culture with the demographic make-up of Host country
• Increased customer satisfaction by improving how
employees interact with a more diverse clientele and
public
 MANAGING DIVERSITY
• PRIORITIZE • REDUCE CONSERVATIVE
COMMUNICATION MIND-SET
• TREAT EACH INDIVIDUAL • HIRING A DIVERSE
AS AN EQUAL WORKFORCE
• ENCOURAGE EMPLOYEES • DOCUMENT POLICIES &
TO WORK IN DIVERSE PRACTICES
GROUPS • ZERO-TOLERANCE POLICY
• BASE STANDARDS ON AN • SENSITIVITY TRAINING
OBJECTIVE CRITERIA • DIVERSITY LAWS
• BE OPEN-MINDED AWARENESS
 Employee Characteristics affecting
Behaviour
– Age
– Gender
– Marital Status
– Tenure (Duration of stay in an organization)
– Ability (Capacity)
– Intellectual Abilities (number aptitude, verbal
comprehension, perceptual speed, inductive reasoning,
deductive reasoning, spatial visualization, and Memory)
– Physical Abilities (specially for successfully doing less skilled
and more standardized jobs)
– Ability-Job Fit (Directing attention at interaction of both -
the employee's abilities and the ability requirements of the
job)