Professional Documents
Culture Documents
DEFINITION OF OB
OB refers to the behavior of individuals and groups within organizations and the interaction between organizational members and their external environments.
NATURE OF OB
1.
What are organizations? Organizations are sets of people who work together to achieve shared goals.
2. Why do organizations Exist? Increased specialization and division of labour Technology The external environment Investment power and control
NATURE OF OB
3. Organizational Effectiveness: What is important is that societies need effective organizations. Effective organizations produce quality goods at reasonable cost.
NATURE OF OB
Importance of OB
The field of OB uses scientific research to help us understand and predict organizational life(culture & climate). OB helps us influence organizational events. OB helps an individual understand himself/herself and others better OB will help the manager understand the basis of motivation and what he or she should do to motivate subordinates
Importance of OB
The field of OB is useful for maintaining cordial industrial relationship. The subject of OB is also useful in the field of all functions of management. OB helps an individual to shape his or her career.
Historical Evolution of OB
Interest in the welfare of workers is age old but experts trace the development of OB from the beginning of the 19th century. Prior to the 19th century, the plight of an average worker was miserable. He had to work under in human working conditions as he had no other option. He had to live.
Historical Evolution of OB
The industrial revolution benefited the worker in the form of increased wages and reduced working hours. Robert Owen, Andrew and J.N. Tata were the pioneers in providing welfare facilities to workmen. Taylor revived interest in human resources at work. But he wanted to increase production by rationalizing everything.
Historical Evolution of OB
The great depression, the labour movement movement and results of the Hawthorne studies gave birth to the human relations movement. The human relations movement developed fast. The movement lost its flavour and gave place to organizational behaviour.
JOB SATISFACTION
DEFINITION: Job satisfaction refers to the general attitude of employees towards their jobs and it is a positive attitude towards one job.
1. Organizational factor
Wages Promotions Nature of work Organizational policies and procedures Working conditions
2. Group factor
Individual factor
Job satisfaction and performance Job satisfaction and customer satisfaction Job satisfaction and absenteeism Job satisfaction and turnover Job satisfaction and Research work
Indication of general levels of satisfaction in a company Job satisfaction survey is improved attitude Discover the causes of indirect productivity problems Assess training needs Impact of organizational change
DECISION MAKING
Decision making is a process of identifying problems and opportunities and then resolving the problem . Decision making involves efforts both before and after the actual choice.
Types of decision
1. 2. 3. 4.
1. Programmed decisions
Programmed decisions, also called routine decisions, represent the choices made in response to relatively well-defined and common problems and alternative solutions.
2. Non-programmed decisions
Non-programmed decisions are made in response to situations that are unique, are poorly defined and largely unstructured, and have significant consequences for the organizations.
3. Adaptive decisions
Adaptive decisions typically involve modifying and improving on past routine decisions and practices.
4. Innovative decisions
These are decisions based on discovery, identification, and diagnosis of unusual and ambiguous problems and the development of unique or creative alternative solutions.
1. Classical model
This model is based on economic assumptions. Managers are expected to make decisions that are economically sensible and serve the organizations interests.
1. Classical model
Clearly defined problem
2. Behavioral model
This theory posits that people act in terms of what they really perceive about a given situation. This decision maker acts under conditions of uncertainty and lack of information.
2. Behavioral model
Problem not clearly defined
Using knowledge, skill and experience Applying logic to reach conclusions Analyzing issues to understand the whole picture Coming to conclusion by emotions Using imagination to create new ideas
ATTITUDES
ATTITUDES: DEFINITION
Attitude is a state of mind of an individual towards something. It may be defined as a tendency to feel and behave in a particular way towards objects, people or events. Attitudes are an overall evaluation that allows one to respond in a consistently favorable or unfavorable manner with respect to a given object or alternative.
Characteristics of attitudes
Attitudes have an object Attitudes have direction, degree Attitudes have structure Attitudes are learned
Importance of attitudes
Influences productivity Creates positive work environment Assists employees in advancement Builds customer loyalty Effects perception of employees Helps in reducing stress Improves quality of life Maintains safety
Components of attitudes
Cognitive component 2. Affective component 3. Behavioral component
1.
1. Cognitive component
The cognitive component of an attitude is conceptualized as a persons factual knowledge of the situation, object or person. In other words, the cognitive components refers to how much a person know about the situation or object .
2. Affective component
The affective component of attitude consists of a persons evaluation of, liking of, or emotional response to some situation, object, or person. Affective responses reflect ones attitude with sensations of pleasure sadness, or other levels of physical stimulation.
3. Behavioral component
The behavioral component of an attitude involves the persons open behavior directed toward a situation, object, or person.
Employee performance Employee turnover Employee absence Violent behavior Job related attitude
Attitude formation
Psychological factors Social factors Economic factors Family factors Organizational factors Political factors
Changing attitude
Change in ideas and beliefs Change in feeling or emotions Change in situation Change in behavior
VALUES
INTRODUCTION
Value shape Beliefs Perception Attitude
VALUES : DEFINITION
Values are group of likes, dislikes, viewpoints, inner preference, balanced and unbalanced judgments, unfairness, and association pattern that determine a persons view of the world.
Characteristics of values
Part of culture Learned responses Inculcated (transmission) Social observable fact Acceptable responses Adaptive process
Sources of values
Familial factors Social factors Personal factors Cultural factors Life experiences Halo effect Role demand
Types of values
1. Terminal values
Comfortable life Happiness , satisfaction in life Peace Wealth Security and freedom Self respect Knowledge and wisdom
2. Instrumental values
Ambition Courage Honesty Helpfulness Obedience Hard work and achievement Education
Classification of values
Human values Social values Business values Family values Professional values
Importance of values
Values effect individual thoughts and action Values influences employee motivation Values relate to belief system Values create credibility Values provides guidelines for decision making and conflict resolution
UNIT II
PERSONALITY
PERSONALITY: DEFINITION
Personality can be defined as those inner psychological characteristics that both determine and reflect how a person responds to his or her organization environment.
NATURE OF PERSONALITY
1. BIOLOGICAL FACTORS
2. CULTURAL FACTORS
4. OTHER FACTOR
THEORIES OF PERSONALITY
1. Type theory 2. Trait theory 3. Big five model 4. Social learning theory 5. Humanistic theory 6. Psychoanalytic theory
a. b. c. d.
e.
f. g.
Introverts grater sensitivity and emotions Extroverts sociable individuals Sensing practical Intuitive- create big picture Thinking-logical Judging-control Perceiving-flexible and spontaneous.
2. Trait theory
trait theory classify individuals on the basis of traits. Sixteen primary traits: 1. Reserved 2. Intelligent 3. Emotional 4. Submissive (obedient) 5. Serious 6. Self dependent
HUMANISTIC APPROACH
1. 2. 3. 4. 5.
Human potential Self direction Freedom of choice Human positive nature Subjective experiences
Psychoanalytic theory
1. 2. 3.
MEASURING PERSONALITY
1. 2. 3.
1.TYPE A PERSONALITY
Are always moving Feel impatient Strive to think Measuring their success
2. TYPE B PERSONALITY
Never suffer from a sense of time urgency Play for fun and relaxation Can relax without guilt
3. Machiavellianism
4. self monitoring
it refers to an individual ability to adjust his or her behavior to external, situational factors.
5. Risk taking
MOTIVATION
MOTIVATION: DEFINITION
Motivation is the willingness to exert high levels of effort toward organizational goals, conditioned by the effort and ability to satisfy some individual need.
Nature of motivation
Motivation is a psychological concept Motivation is a continuous process Motivation is dynamic and situational Motivation is not easily observed phenomenon Motivation is goal oriented
Types of motivation
1. 2. 3. 4.
Theories of motivation
Maslow's theory
Maslow's theory
Maslow's theory
ERG theory
ERG theory
Process of motivation
Benefits of OB
Improve unity
Career growth
Job satisfaction
Taste success
Business success
Social relationship
conclusion
PERCEPTION
DEFINITION
Distinctiveness: shows different behaviors in different situations. Consensus: response is the same as others to same situation. Consistency: responds in the same way over time.
Attribution Theory