Professional Documents
Culture Documents
Study
of
Human
Behaviour
What is it?
Individual Organizational
Behaviour Group Behaviour
Behaviour
Importance of OB
To Get Information
Why and How
the Organization Functions
OB
To Manage Organization
Effectiveness As an employee,
Efficiency As a Manager
Prepared by:K.Sasikumar 4
Organizational Behaviour
Individual
Interests/Skills Organizational
Behavior
Career Goals/
Opportunities
Individual Tangible
Perceived Behaviors Results
Organizational
Needs
External
Rewards/ Factors
Recognition (unpredictable)
Prepared by:K.Sasikumar 5
Human Beings
happen
happened?”
happen.
Individual-Level Factors
Personality Characteristics
Knowledge Problem diagnostic knowledge
Environmental Assessment ( PEST Analysis)
Technical Specialization
Planning, Monitoring and Evaluation
Finance &Accounting
Positive Thinking & Mutual Understanding
Attitudes
Quality, Cost & Time Conscious
Innovative
Desire for Change
Thinker Doer
Data Oriented Action Oriented
Non dynamic Short Sighted
Feeler Intuitor
Flexible & Sensitive Conceptual
Responsive Ideological
Individuals:
1. Ability
2. Values &
Attitudes
3. Personality
4. Biographical
Characteristics
Conflicts within Individuals
io
Mo
pt
n
n rce
Individuals:
tiv
Pe
1. Ability
at
io
2. Values &
Attitudes
3. Personality
4. Biographical
Characteristics
Individual
Learning
Type of Groups
Definition: Two or more individuals interacting & interdependent who
have come together to achieve particular objective.
Storming Begins to settle in and individuals get to know each other, they may
start competing for status and role in the group. Disagreements occur
and where some members may try to assert strong opinions or
leadership tactics, others may withdraw.
Norming After the more tense stage of storming, the group usually begins to
settle and found a common approach to the task that all agreed upon
or accept. Action plans begin to find space to begin working on tasks.
Performin This is the stage when the group achieves optimum efficiency and
work gets done. At this stage it is important to know the team work
g strategies that with best utilize the expertise of each member. It is
also useful be aware of time spent on each task through a log or diary.
Mourning Having satisfactorily got through the group tasks, if the group has
been successful in working together, even initial tensions and
conflicts, can see members sad to leave each other. This is where
mutual respect and achievement is felt most significantly.
Key Roles on Group
Linker
Creditor
Advisor
Coordinate
& Integrate
eas
In I d
fo En
s
ea
rm c o
e e
tiv iat
Id
at ura
ea nit
io g
n e
Cr I
Se
ar
ch
ction
s Promoter
k e A
Ta eas
on I d
Fights
Maintainer External Battles Team
Ins Offe
ig h r
tA
s nal
ys
e on is
in lati
Pr
Provide Directions
& Follow Through
am gu
Ex Re o vi Assessor
& de
les St
Ru ru
ct
ur
e
Controller
Organizer
Producer
Group-Level Factors
Structure
1.Formal Leadership
2.Roles
3.Role Identity
4.Role Perception
5.Role Expectations
6.Norms: Expectable Standards of
Behaviour & Tells what to do and Not
to do.
7.Size
8.Composition
Groups Vs Teams
Groups Teams
Synergy
Performance
Neutral
Positive
Individual Accountability
Individual & Mutual
Random & Varied Skills
Complementary
Conflicts within a group
Conflicts occur when a person or group believe that their
attempt of achieving goals are being blocked by another
person or group.
It Should be avoided.
It can be appreciated. Why?
1. To stimulate new ideas
2. To promote healthy competition
3. For energizing behaviour
Conflict Management
Use Resolution Use Stimulation
When Conflict become The agreement within the
Disruptive group is too easily reached
When too much time and For new creative ideas
effort are spent on conflict
rather than productive
effort
Conflicts focuses on Change is needed to
Factors:
Results:
•Homogeneous Composition
•Difficulty in goal achievement
•Mature Development
•Poor Progress
•Relatively Small Size
•Individual Orientation
•Frequent Interaction
•Lower Commitment
•Clear Goals
Performance Improvement
Learning Cycle
Stress Management
What is Stress?
Desire Uncertain Outcome
Making
Daily list
Meditation
of
Activities
Physical Prioritize
Exercise the Activities
Relaxation Correct
Training Time Management
Stress Management
Organizational Approach
Realistic
Redesigning
Goal
Jobs
Setting
Improved Increased
Personnel Employee
Selection Involvement
Improve
Employee
Organizational
Welfare
Communication
Communication
Function
Transfer of Information
Sender Receiver
Information Being Understood
Noise
Understand
Receiving
Decoding
Encoding
Sending
Thought
Use of Channels
to
Transmit
Message
SENDER RECEIVER
Feedback
Communication
Simp
l
Word e
s
or t
W ho r
ds
S
Thoughts
Express
Un Wor
Av
ne
o id ar y
ces s
s
d
Give
Illustrations
Communication
Barriers
1. Lack of planning
2. Lack of Openness
3. Unclarrified assumption
4. Semantic Distortion
5. Poorly expressed message
6. Loss in transmission
7. Poor Listening
8. Threat & Fear
9. Information Overload
10. Personnel Barriers
“Coming together is a
Beginning,
Staying together is the
Progress,
And
Working together is the
Success”
- Henry Ford,
A small group of thoughtful committed people can change the world.
Types of Teams
Problem Self Managed Cross Functional
Solving
Discuss the ways: Implement Solution: Made up the team:
Improving Quality Plan & Schedule work Allowing people from
decision members
Taking actions on Exchange Information
•Communication skills
•Time planning and organization
•Collaboration with different personality styles
Leadership
It is
an attempt
It influencing
The activities of the Followers
Through the communication process
Toward the attainment of
Some Goals
Leadership
Leadership
Inspire Plan
Attract
Control
Direct
Leader Lead Manager
Motivate Organize
Leadership
Story
“Management is doing things right,
leadership is doing the right things”
A group of workers and their leaders are set a task of
clearing a road through a dense jungle on a remote island
to get to the coast where an estuary provides a perfect
site for a port.
The leaders organise the labour into efficient units and
monitor the distribution and use of capital assets –
progress is excellent.
The leaders continue to monitor and evaluate progress
making adjustments along the way to ensure the progress
is maintained and efficiency increased wherever possible.
Then, one day amidst all the hustle and bustle and
activity, one person climbs up a nearby tree. The person
surveys the scene from the top of the tree.
Leadership
2.Minimisation:
3. Depression:
As the change becomes clearer,
1. Immobilisation: As reality, staff feel angry &
people try to fit in the change
The individual feels some sense lack of control of events overtake
with their own personal position
of shock and possible disbelief people & feel depressed, try
and may try to believe that
– so much so that they deem it to reconcile what is happening
it will not affect them.
worthy of doing nothing. With their own personal situation.
4. Acceptance/letting go:
The lowest point in self-esteem
Rewarding/
Punishing
Legitimate Cohesive
Power Power Power
of
the Leader
Expert Reference
Power Power
Intelligence
Discovering
Intelligence
Necessary for
Decision Making
Alternative
Alternative
Solution
Solution
No:03
No:03
Prepared by:K.Sasikumar 43
Decision Making Cycle
Identify problems
&
Causes
Implement Clarify
Action Objectives
Evaluate
Alternatives
Prepared by:K.Sasikumar 44