Professional Documents
Culture Documents
Management
• In the 1980s and 1990s managers were
preoccupied with restructuring their
organizations to improve Productivity and
meet the competitive challenges in the
international marketplace and
Quality Expectations of customers.
Thus the resulting organizations offered
short-run benefits in terms of lowered costs
and Improved Technology.
Now-a-days it is very tough time for managers. The
reason is “ the increasing danger of Disruptive
Change”.
Consider the following Changes in the Nature of Work:
• The Blending of Tech and Human components of work
• Jobs are less tightly Defined
• Contingent workers
• Customers Influence the work that is performed
within the organization
• Teams rather than Individuals
• All of the above points represent the
Disruptive Change and require new
thinking and new ways of managing. For
example; “Disappearance of Tightly
defined and programmed jobs”;
• Social Psychology:
It Focuses on People’s Influence on One
Another.
Change; how to implement it and How to
reduce Barriers to its Acceptance.
CONTRIBUTING DISCIPLINES
TO THE OB
• Sociology:
“Study of Group Behavior in
Organizations”
-global competition
i. Minorities
ii. Local Population
iii. Ex-Defense Personnel
iv. Disabled Persons
v. Displaced Persons
vi. Gender Issues
vii. Age Factor
viii. Temporary/ Contracts
CHALLENGES AND
OPPERTUNITIES FOR OB
Implications of Workforce Diversity
• Workforce Diversity is Inevitable
-in order to cope with it one must Learn to Value
and Respect Culture and ways of Behaving that
are Different from one’s own
• Empowering People
-Putting employees in charge of what they
do.
Managers give up Control, and
Employees take Responsibilities
• Stimulating Innovation and Change
- Employees can be the Front runners for
Innovation
and Change or they can be the greatest
Hurdle.
OB provides techniques for the attainment of
these goals through employees
• Coping with Temporariness:
Managers have to learn to live with Flexibility,
Spontaneity and Unpredictability prevalent in
the present Business Environment which has
given rise to
the temporary nature of Work Assignments.
CHALLENGES AND
OPPERTUNITIES FOR OB
• Working in Networked Organizations
-Communication technology
Now it is possible to work from non Office Locations in
a Networked organization
• Helping Employees Balance Work-Life
Conflicts
Balancing Work Life with Personal Life has become
Priority of today’s Employees
• Improving Ethical Behavior
OB MODEL
• Three Levels of Analysis in OB
Each Level is constructed on the
Previous Level
• Dependant Variables:
Productivity,
Absenteeism,
Turnover,
Job Satisfaction,
Deviant Workplace Behavior
Organizational Citizenship
Behavior
Factors to be Explained and are
Influenced/ Affected by other Factor (s).
OB MODEL
Dependant Variables
• PRODUCTIVITY
It is Concerned with
Effectiveness and Efficiency
-OB Concern:
Any organization must know what
elements
INFLUENCE/ will INFLUENCE
the Effectiveness and the Efficiency
of the INDIVIDUAL, GROUP,
ORGANIZATION
OB MODEL
• ABSENTEEISM:
1. Individual-Level Variables
• BIOGRAPHICAL Characteristics:
-AGE, GENDER, MARITAL STATUS, RACE, NATIONALITY
• ABILITY
• ATTITUDES
• PERSONALITY
• VALUES
• EMOTIONS
• PERCEPTION
• INDIVIDUAL DECISION MAKING
• LEARNING
• MOTIVATION
OB MODEL
INDEPENDENT VARIABLES
Individual-Level
-People enter the organizations carrying
with them Certain Characteristics
- These Characteristics are not easy to
Alter/Change for any organization
-These Characteristics have great Impact
on Employee Behavior
OB MODEL
INDEPENDENT VARIABLES
• GROUP-LEVEL VARIABLES
The Behavior of people in Group is more
than the Sum of the total of all the
Individuals acting in their Own way.
• ORGANIZATION SYSTEM LEVEL
VARIABLES
Organization Culture and Design,
HR Policies/ Practices INFLUENCE
dependant behavior.
FOUNDATIONS OF
INDIVIDUAL BEHAVIOR
Now we look at How Basic Individual
Differences Affect Employee
Performance and Satisfaction.
PHYSICAL ABILITIES
FOUNDATIONS OF
INDIVIDUAL BEHAVIOR
ABILITY-JOB FIT
PRODUCTIVITY,
ABSENCE,
TURNOVER,
DEVIANCE,
CITIZENSHIP,
SATISFACTION
FOUNDATIONS OF
INDIVIDUAL BEHAVIOR
DATA about Biographical Characteristics is
easily Definable and Readily Available
in comparison to other Variables
BIOGRAPHICAL CHARACTERISTICS
• AGE :
• GENDER:
• RACE:
• TENURE:
FOUNDATIONS OF
INDIVIDUAL BEHAVIOR
LEARNING
In order to Explain and Predict Behavior one
needs to know HOW PEOPLE LEARN
Definition:
“ RELATIVE PERMANENT CHANGE
IN BEHAVIOR THAT OCCURS AS A
RESULT OF EXPERIENCE”
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
LEARNING
• If an individual behaves, reacts,
responds as a result of EXPERIENE in a
manner different from previous
behavior-
Then LEARNING has Taken Place
• Learning involves
1. CHANGE
2. PERMANENCY
3. EXPERIENCE
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
1. CHANGE :
(A) Favorable Behaviors
(B) Unfavorable Behaviors
3. EXPERIENCE:
(A) Direct - Observation or Practice
(B) Indirect - Reading
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
THEORIES OF LEARNING
1. CLASSICAL CONDITIONING
2. OPERANT CONDITIONING
3. SOCIAL LEARNING
THEORIES OF LEARNING
CLASSICAL CONDITIONING
Unconditioned Stimulus
Unconditioned Response
Conditioned Stimulus
Conditioned Response
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
CLASSICAL CONDITIONING
• When the Stimuli, One Unconditioned (Compelling)
Other Neutral are PAIRED
the Neutral Stimulus becomes CONDITIONED
and thus,
adapts the Properties of the Unconditioned Stimulus
Learning a Conditioned Response involves building up
ASSOCIATION between a Conditioned Stimulus and
An Unconditioned Stimulus
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
CLASSICAL CONDITIONING
• It is PASSIVE:
--Classical Conditioning explains Simple
Reflexive behavior.
--Something HAPPENS and we REACT in a
Specific Way
--It is Elicited in Response to a specific
Identifiable Event
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
OPERANT CONDITIONING
• BEVIOR IS A FUNCTION OF ITS
CONSEQUENCES
--People learn to Behave to Get something
they Want
or
To Avoid something they Don’t Want
--It is a Voluntary Behavior
1. ATTENTION PROCESS
2. RETENTION PROCESS
3. MOTOR REPRODUCTION PROCESS
4. REINFORCEMENT PROCESS
FOUNDATIONS OF INDIVIDUAL
BEHAVIOR
LEARNING
SHAPING BEHAVIOR
Molding Individuals by Guiding their
Learning in Gradual Steps
• Positive Reinforcement
• Negative Reinforcement
• Punishment
• Extinction
ATTITUDES and JOB
SATISFACTION
EVALUATIVE STATEMENTS
FAVORABLE or UNFAVORABLE
CONCERNING;
PEOPLE, OBJECTS, EVENTS
COMPONENTS OF ATTITUDE
1. COGNITIVE COMPONENT
2. AFFECTIVE COMPONENT
3. BEHAVIORAL COMPONENT