Management Theory & Organizational Behavior

ORGANISATIONAL BEHAVIOUR

Introduction: Organizational behavior is one of the important concepts in the part of

management activities. In the organization the no. of peoples is working. The different kinds of
peoples are called or gather at a single place, and they are mutually co-operative and work
together. If there is no person there is no organization. So, the organization is nothing but the
kinds of peoples and their behaviour.
Organizational behavior can be classified or divided in to the following way.
1. Organization
2. Behavior
1. Organization: Two or more persons coordinated together to achieve Common goal or set of
goals.
2. Behavior: Set of actions or peoples actions. Here the people are Coordinated and they work
to achieve a common goals.
Meaning: The organizational behavior will do these things.
1. As a structure
2. As a process
3. As a system
Definition: According to Luther-“It is directly concerned with the understanding predictions and
control of human behavior”
According to Mc farland, Organization is “An identifiable group of people contributing their
efforts towards the attention of goals”
Nature of organizational behaviour:
1) A field of study and not a discipline: Organization behavior can be treated as a distinct
field of study and not a discipline. A discipline as an accepted science with a theoretical
foundation that serves as the basis for research and analysis.
2) Interdisciplinary approach: An interdisciplinary approach integrates the relevant
knowledge drawn from different disciplines for the some specific purpose. In this all types
of subjects are discussed.
3) An applied science: the basic objective of organizational behavior is to make application
of various researches to solve the organizational problems particularly related to human
behavior aspect. Finally the organizational behavior is both science as well as art.
4) Normative and value centered: Organizational behavior is a normative science. It relate to
the science. It suggests only cause – effect relationship. In this it will helps to the
organizational research value is helps to take the organizational research
5) Humanistic and optimistic: organizational behavior focuses the attention on people from
humanistic point of view. It is based on the belief that needs and motivation of people are of
high concern. The organization may not the fully operational as a social entity, further there
is optimism about the innate potential of man to be independent, creative , productive and
capable of contributing positive to objectives of the organization.
6) Oriented towards organizational objective: the organization is having a goals and
objectives. The total objectives are concentrating the individual organizational behaviour.
7) A total system Approach: organizational behavior is a total systems approach where in the
living system of an organizational is viewed as an encouragement of a man. In this the total
organization development is depending upon this
.

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Characteristics of Organization
1) Common purpose or objectives: Every organization exists to achieve some objectives or
goals. So , the people are always try to achieve the objectives .
2) Division of work: In this the total work will be dividing according to their positions.
3) Authority structure: with the organization the people are divided in to levels. At that time
the people are having some authorities for their posts or positions.
4) People: The organization is the nothing but the group of people. So, people constitute the
dynamic human element of an organization.
5) Communication: Every organization have their own channels ,these are very important to
mutual understanding and co-coordinating with all the people in the organization
6) Co-ordination: Co-ordination is one of the important things in the organization. So, which
people are co-operative working minds that organization can get good results.
7) Environment: An organization functions is an event comprising economic, social , political
and legal factors. So, the organization must be designed to work efficient in a changing
event.
8) Rules & Norms: Every organization is having some rules and regulations and norms. So,
who are working in the organization they should follow these rules and norms.

SCOPE:
Importance of organization: Organization is one of the basic functions of management. It is the
foundation upon which the whole structure of the management is built. It is the back bone of
management like planning, organizations has also an important place in every area of
management functions.
1) Facilitates management: the functions are very much important to the organization when
which the organization will follow the all functions that organization can shows the good
performance.
2) Facilitates coordination: Organization is having the different kinds of departments. So, the
organization should maintain the cooperation between departments.
3) Facilitates growth and diversification: Organization helps in the growth and expansion of
the enterprise by facilitating its efficient management. So, the various departments and the
control and increase the capacity of the enterprise to undertaken more activities.
4) Technological improvement: Organization structure provides for optimum utilization of the
human resources within the organization high cost of materials and resources should use
proper way.
5) Encourages initiative: The organizations are giving the initiative to all employees when the
people having the right to participate in the events they can find new innovations.
6) Better human relation: Organizations will move with the human resources. So, the
organization should maintain better human relations.
7) Training and development: Within the organization the people are working so, according to
our requirements we have to give training to those people so the training and development is
most important to all people.
Challenges in organizational behavior:
1) Cross cultural dynamics: Culture is a set of beliefs, attitudes and values and that are shared
commonly by the members of the society. Different countries may have different cultures,
same way people also have the different behavioral patterns. So, cross cultural dynamics

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implies that people of different cultures and management also providing their cultural
activities.
2) Work force diversity: Work force diversity is the extent of differences and similarities in
such characteristics as age, gender, physical abilities/disabilities, race and sexual orientation
among the employees of organizations. Because of this work force diversity behavioral
pattern of employees shows great variation.
3) Increasing work force aspirations : Tendency of increasing work force aspirations ,
international demonstrations effect and easy access to media ,both print and electronics have
led to this increased aspirations .now a days the people are wanted not good place they want
conclusive work place also.
4) Increasing quality consciousness: Because of increased competition, both from indigenous
as well as from foreign organizations. That to the organizations are increased their quality of
products and services. For to this every organization maintain the quality control
management certification. So, the managers have to adopt suitable practices to ensure the
product/service quality.
5) Newer organizational designs: today organizations are not based on the classical approach
of division of labor, rigid departmentation, authority-responsibility and numerous
hierarchical levels. Now a days the organizations are maintain and design different from
classical organizational designs.
6) Mergers and acquisitions: Mergers is nothing but two or more companies are work with
their understanding. Acquisition means the company rights are transferred to another
company. For to this both mergers and acquisitions the organization culture and behaviors are
changing
Opportunities
1. it will improve the quality of product and services
2. It is opportunity for to improving the technology.
3. It helps to change the total organization total culture
4. Organization behavior changing is helps to newer organization structures
5. To improve the competitive strength.
6. Here the organizations increasing the work force aspirations
7. Mergers and acquisitions are helps to the organizations for take the financial helps and
working aspirations
The above all are the helps to improve the organizational opportunities. These are all helps to
improve the organizational strengths.

Disciplines contributing to organizational behavior: Organizational behavior is an interactive

discipline of knowledge with persons, groups and organizational process. It is an applied
behavioral science. It is interdisciplinary approach. A no. of disciplines from arts, social sciences
science and behavioral sciences have contributed to the development of organizational behavior.
Important contributions from related disciplines are discussed below
1) Psychology
2) Sociology
3) Anthropology
1) Psychology: It is the science of human behavior. It uses scientific view point and
methodology together facts about human behavior in order to measure, analyze and
explain it. It has been developed in to two disciplines social psychology and industrial
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psychology. Social psychology seeks to analyze interaction of individuals, group affiliation

etc. Industrial psychology leads with problems associated with origination event and
contribution of work etc.
2) Sociology: It is concerned with the investigation of the laws of action and reaction of
different parts of social system. It studies man’s reaction with other individuals in the
society, social groups, institutions, social class, social culture ,social status and social
esteems of individuals. Sociology utilizes scientific methodology for suggesting solutions
to social problems.
3) Anthropology: It is a scientific study of man and his works. It includes biological
features of man. Development of civilization, culture and value of system of an individual.
Anthropology studies societies and human beings. It emerged in to three other disciplines
namely, cultural, anthropology, physical anthropology.
In this all disciplines are taking concern for all in the organizations contributions.

Model of organizational behavior:

HUMAN BEHAVIOUR

INDIVIDUAL GROUP BEHAVIOUR ORGANISATIONAL

BEHAVIOUR VARIABLES
Team work
Personality Org. theories
Power politics
Motivation Org. structure design
Communication
Perception Org. culture
Leadership
Values & attitudes Or. effectiveness
Decision making
Job satisfaction

Learning

Human behavior is influence by individuals group, organizational variables. These are also
influence the other factors.
INDIVIDUAL BEHAVIOUR
Personality: It is the unique adjustment of individual to the existing environment.
Personality is not physical setup which is in psychology it organize the internal & external
and adjustable in a unique way.
Motivation: It is the process of stimulating the individual to the predefined goals. The
encouraging activity is nothing but motivation.
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Perception: How we see the world around us like the receiving the sensor organs play major
role here. The peoples are receiving the things differently.

Values and attitudes :

Attitudes: It is the evaluate statement of a person towards a person object. Any other else
based on experience.
Values: It is the specific mode of conduct; it is acceptable to the society to the opposite mode
of society.
Job satisfaction: It is a person to interact to perform a job with satisfactory way. The person
should work with interest.
Learning: Any relatively permanent change that occurs as the result of experience. so, every
individual should learn something from known to unknown
GROUP BEHAVIOUR: Group behavior is nothing within the organization all
individuals has to interact. In this the following are involved
Team work: All the people unite and get together to perform better performance which is
more than individual performance.
Power & politics: Power is a capacity of a person to make decision. Politics means what
type of power structure we have to use that strength.
Communication: It is the process of exchange of feeling and opinions from one person
to another. It is use to management communication.
Leadership: It is a process of giving the instructions and maintain these things here
decision making, planning, controlling, implementing etc.
Decision making: It is one of the important in the management. In this problem
identification and selecting the alternative and choose the best alternative and take the
best solution for the problem.
ORGANISATION VARIABLES
Organization theories: Explain what type of organization activities should be taken
and relationships of person jobs, goals.
Organization structure & design: It is the process of deciding the planned
relationship in the organization activities. In this what type of relations are maintained.
Organisation culture: Within the organisations the employees who are working, that
means experience and their behavior is came here.

Organisation effectiveness: In the sense organisation is the part of society.

Organisation is the part of society. Organisation should have certain goals are
supposed to be synchronized to society.
Organisation effectiveness is depends upon the achievements of its goals. The human
behavior is always influencing the organizational goals and objectives these are all
always shows the organisation efficiency.

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PERCEPTION

Introduction:
Perception is the basic cognitive or physiological process. It is the chief mechanism
by which people come to know about their surroundings. Perception is the process of
understanding the information received from the environment. It is the intellectual process
through which a person selects the data from the environment, organizes it and obtains meaning
from it.
Meaning:
In its simple sense perception is understood as the act of seeing what is there to be seen ,
but what is seen in influenced by the perceiver the object on the environment.
Definition:
Perception may be defined as “the process of receiving, selecting, organizing, interpreting,
checking, and reacting to sensory data to stimuli.”
Process:
Perception is receiving the data from the environment. In this perception is having the
process. According to this process, we can know how the person having the data from the
environment.
Types of environment or Models of Man:
1. Rational and economic man:
In this model, individual will give the equal importance to all factors.( subject, object and
verb). He never neglects anything. He is comparing his efforts to the outcome results.
2. Social man: He is always maintain the good relations, consider the social norms, satisfying
himself his needs through interacting with others, accepting the society norms, and traditions
etc ; he never neglect the social elements.
3. Organizational man: In this the person is always adjusting in various places, in various
situations. In this the person can change according to the organizational environment and
environmental conditions and organizational situations.
4. Complex man: He is always involving in all activities and giving equal importance to all things so in this
the person is always satisfying his needs and wants.
Process of perception:

Perceptual Inputs Perceptual through puts Perceptual outputs

Stimuli Receiving Selecting organizing interpreting Actions

Receiving: There are 5 sensory organs in the human body. They are: eyes, nose, skin, ears,
tongue.
Selecting: After receiving the object the next important step is in the process of perception is
selecting. In this selection process particular one object among the various objects, among the
various situation and among the various environment.
Organizing: After selecting, the next important step in the process of perception is organizing. It
includes arrange the activities in orderly and systematically in order to priority.
Interpretation: After organizing the data or object the next step is interpretate in the mind of
human being and before interpretation we have to eliminating understandable activities which
are not relevant to our expectations and etc;

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Factors influencing the perception: The factors can be classified into 2 types. They are:

1. External factors
2. Internal factors

External factors: these factors consist of environmental influences and are in the form of the
characteristics of perceptual inputs or stimuli. These characteristics may distinguish a particular
stimulus from other stimulus of the same group.

1. Size: size of the object is also one of the important thing. In this one particular thing is
having the data. But it may be big or small. We will take the object should be
understandable and selected data.
2. Intensity: the intensity principle of attention states that the more intense the external
stimulus is the more likely, it is to be perceived. A loud sound, strong order or bright light is
noticed more as compared to a soft sound, weak odour , or dim light

3. Repetition: in this repetition states the object or data or pictures are more influencing the
peoples, when they are looking are seeing repeatly. For to this repetition will make to
purchase or change the behavior.

4. Novelty and familiarity: novelty and familiarity principle states that either a novel or a
familiar external situation can serve as attention-getter. Now objects or events in a familiar
setting or familiar objects or events in new setting draw better attention.

5. Contrast: the contrast principle states that stimuli which stand against the background.
Letter of bold types , building colors are influence the people and attract the colors.

6. Motion: motion principle states that a moving object draws more attention as compared to a
stationery object. In this principle people can analyze the object or stimuli. In this they can
get the data from the stimuli.

Internal factors: internal factors are related to the individual’s complex psychological
makeup.
1. Self- concept: the way a person views the world depends a great deal on the concept or
image he has about himself. This concept plays an internal role in perceptual selectivity. This is
totally based on individual’s psychological balance.
2. Belief: A person’s beliefs have profound influence on his perception. The individual
normally censors stimulus inputs to avoid disturbance of his existing beliefs. So peoples are
having their own beliefs and opinions. These are also influence the perception.
3. Expectations: expectations affect what a person perceives. Expectations are related with the
state of anticipation of a particular behavior from a person.
4. Inner needs: people’s perception is determined by their inner needs. The people’s are having
some inner needs in the minds. So at that time people also search for their needs when the need
parallel items are compared, people will receive quickly.

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5. Response Disposition: It refers to a person’s tendency to perceive familiar stimuli rather than
unfamiliar ones. A person will perceive the things with which he is familiar.
6. Response salience: it is the set of dispositions which are determined not by the familiarity of
the stimulus, but by the person’s own cognitive predispositions. Thus a particular problem in an
organization may be viewed as a marketing problem by marketing personnel, a control problem
by accounting people and human relations problems by personnel people. It indicates that type of
response salience which people have affects their perception.

7. Perceptual defense: It refers the screening of those elements which create conflict and
threatening situation in people. Perceptual defense performed by:

 Importance of conflicting information

 Distorting the new information to match the old one, or

 Acknowledging the new information but treating it as a non-

representative exception.

Barriers in perceptual accuracy: Perception is one of the important things in the human body.
In this perception is depending the sensory organs . When the person at receiving the data
he is having some problems and facing some barriers in perception. Those are as follows:

1. Halo effect: in this halo effect the person is in the situation, he is not taking the full or
required information. When the person gets the full information that time he can take and
move a correct action. In this situation what he get the 1st information and he will ready to
take decision on 1st attempt information.

2. Stereo typing: in this person is in the situation at what type of mood he is having that
will be impact on another situational incident.

Ex: A person is in cool. When you enter to meet that time, his response is also same.

3. First impression: first impression is nothing but we have a strong impact at 1st receiving
data. So in this any one we get the data at first time, that will satisfy the person at that
time he can get good impression on that one.
4. Egos: ego is one of the important concepts in man’s life. In our perceptual process ego
dominate the perceptual things. When a person in ego state we can’t get the require and
full information.

5. Response distinction: in this response distinction we will take the data according to the
age, situation, knowledge and personality.

Eg: when even we are going on road, a child also passing on road. Suddenly we saw a
dog on road we can’t change our feelings but child may get fear, but at time child can
take a stick he can’t get fear. Here his knowledge is placed.

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6. Psychological pre occupation: the feelings have before we get the information. In this
before we take the information what is our mind set and what we are thinking and what
type of thinking’s placed in the mind that all are imposed in this.

The above all are the barriers of perception. In this humans take the data from our 5 sensor
organs and the mental condition of the personality and the personality stage. When the
person is in correct position he can get correct data otherwise he can’t. So when he left the
barriers he can success in this life. So everybody should overcome the barriers.
Perceptual skills: Any time perception is one of the important thing. Every perception is for
need satisfaction. For this purpose people should get correct perception. At this time people
should have some perceptual skills those are as follows:
1 Perceiving oneself accurately: one of the major reasons why people misperceive others is that
they fail to perceive themselves accurately. So people should understand himself more
accurately. So in this everybody should know about themselves accurately.
2. Enhancing self- concept: self concept is normally a function of how successfully people
accomplish the things they attempt to do. When self concept is developed and people have
acquired a positive self regard, they are adopt to respect others more and perceive them
more accurately.
3. Having positive attitudes: attitudes also effect the perception. When the people are in the
positive attitude and positive mind their receiving is also positive. So they can get the
information correct way and correctly. At that time they can take correct decisions.
4. Being empathetic: empathy means being able to see a situation as it is experienced by others.
This is putting your legs in another’s shoes. A person can understand the problem in true
perceptive when he looks at it from others point of view also. This is help to understand the
others problems.
5. Communicating more openly: communication is more important in the organizations and
society. So in this everybody should have the open communication effective. When the
communication is effective there is no problems and understanding also more effective.
6. Avoiding common perceptual distortions: As discussed earlier, there are some factors which
effect the perception adversely like halo effect, stereo typing, attribution, first impression
etc;. in order to have better perception of the situation, people in the organization should
guard themselves specially against these common biases. So in this, people should avoid
some common perceptual distortions.

ATTITUDES
Introduction:
Attitude is an evaluation of a thing, object or a person in a specific way. It is formulation of
certain important impressions. It is a physical phenomenon and forms as a basis for human
behavior. Human being behaves in a particular way on the basis of impressions formulated by
him. These impressions are called pre-disposition. Important theory in a psychological concept in
others mind.
It is one of the important internal process we can’t say directly the attitude of the people. It is
only the way to identify the attitude of the people on the basis of his external behavior.
Definition:
KATZ and SCOTAND defined “attitude as a tendency or pre-disposition to evaluate
an object or symbol of that object in a certain way”.

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Characteristics of attitudes:
 Attitudes refer to feelings and beliefs of individuals or groups of individuals.
 The feelings and beliefs are directed towards other people, objects or ideas.
 Attitudes tend to result in behavior or action.
 Attitudes can fall anywhere along a continuum from very favorable to very un
favorable.
 Attitudes endure but they can be changed.
 Attitudes have emotional and motivation aspects.
 Attitudes have cause and effect towards relationship.
 Attitudes do not exit at the time of birth they are not in born. They are learnt through
worldly experience.
 Attitudes are positive or negative and favorable or unfavorable.
Components of the attitude: There are three important components they are as follows.

At
tit
u
de

The above components are also called as ABC model. These are shows the persons Attitude and
it will make a significant behavior in the minds of the opposite person.
1. Affective: Effective means the affection, feeling and emotions of a person. It will
affective when a opposite person seems or identify the personality.
2. Behavior: Behavior is one of the important they when we build up a attitude. We build a
attitude we are mainly targeted on a person’s behavior.
3. Cognition: It is also one of the important things in the concept of a attitude. It includes
beliefs and values are calculated. In this we can calculate what the time is while he is
making his behavior and we have to consider the flexi time of a persons.

Formation of Attitude:
1. Direct experience with the object: It can develop from a personally rewarding or
punishing experience with an object.
2. Classical conditioning and attitudes: In this formation of attitude one of the basic
processes underlying attitude formation can be explains on the basis of hearing
principles.

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3. Operate conditioning and attitude acquisition: In this the learning theory is operant
conditioning theory. The person’s total learning will be depending upon the individual
attitude.
4. Vicarious learning: This refers to formation of attitude by observing behavior of others
and consequences of that behavior. We can learn attitudes vicariously.
5. Family and peer groups: A person may learn through imitation of their parents. If
parents are having positive attitude toward object the children’s are also having the
positive attitude. In this some peoples are followed their peer group characteristics.
6. Neighborhood: Our neighborhood is also influence the behavior. In this their culture,
structure and dress code everything will be influence the person’s character.
7. Economic status and occupations: our economic and occupation status is also
contributed to attribute formation.
8. Mass communication: All varieties of mass communications- televisions, radio,
newspapers and magazines feed- their audience’s large quantities of formation. The
presentations of news are always influence the attitude of a person or a organization.
Benefits from the positive attitude:
 Increase productivity.
 Fosters team work.
 Solves problems.
 Improves quality.
 Makes for congenial atmosphere.
 Breeds loyalty.
 Increase profits.
 Better relationship between employees and management.
 Reduces stress.
 Makes for a pleasing personality.

Functions of Attitudes:

Adjustment Ego Defensive

Attitude

Knowledge Value
Expression
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VALUES
Introduction:
Like attitudes, values that a person has are one of the major forces shaping behaviour. Values are
conviction and a framework of philosophy of an individual on the basis if which he judges what
is good or bad, desirable or undesirable, ethical or unethical. Rokeach, a noted socio-
psychologist, has defined values as “global beliefs that guide actions and judgements across a
variety of situation”.
Definition:
According to the ROKEACH values are “A specific mode of conduct or end state of existence is
personally or socially preferable to an opposite mode of conduct (or end state of existence)”

Characteristics of values:
Values are abstract terms.
They determine the mode of individual behaviour.
Values emerge out of societal value system.
They are mode permanent and stable.
They are developed an over a period of time.
Values are differ from individual to individual
These are different for nation. Religion, occupation, family structure cast and time etc...
Values are also varying from to society to society.
Values contain system orientation.
It is good oriented concept.
These are necessary to survive in the society
Most important for peoples where they are living in the society.
It shows a different from values and behaviour
Types of values:
Values are abstract. They represent a description of psychological state of individual. Various
types of values are described below.
1. Theoretical: these are developed out of an attempt to discover truth by using critical and
nation approach
2. Economic values: these are emerging out of national human interest of satisfaction with
material rewords. They emphasize on seeking practical and immediate and benefit with monitory
benefits.
3. Aesthetic values: it emerges out of psychological contentment. They are expressed in terms of
innovative aspects.
4. Social values: these values are represents love and affection, belongingness and being values
relate to welfare, convince and sympathy of the society.
5. Political values: these values are when individuals believe that power and influence of
controlling the society their self respect.
6. Religious values: Religious values emphasize on unity, integrity, non material aspects as
important to lead peaceful life these are irrespective of the society.
7. Reactive values: these are basic to any individual. They relate to the satisfaction biological
desires
8. Tribalistic values: these values arise out of traditions and customs of the society.

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9. Egocentric values: aggression, selfish and individualistic approach represent egocentric

values. They are related to satisfaction of one’s esteem, recognition and power
Values and behaviour:
Behaviour of people is influenced by the values which they hold, particular in terms of those
stimuli which have some values orientations. In the organizational context, understanding the
influence of individual value systems on their behaviour is important. Values influence the
behaviour of individuals in the following manner.
 Values influence an individual perception about the problems he faces and consequently
the decisions he makes to overcome those problems. Even value system of top
management influence choice of organizational and strategies adopted to achieve those
goals.
 Value influence the way in which an individual looks at other individual and groups of
individuals, that is interpersonal relationship values become the basis of such
interpersonal interactions.
 Individual judge’s organizational success as well as its achievement on the basis of their
value systems. Thus for some individuals organizational success may be in the form of
high-profit earning irrespective of the means adopted whereas, this may be a means thing
for other individuals.
 Individuals set limit for the determination of what is ethical or unethical behaviour for
themselves as well as for others.
 Values determine the extent to which individuals accept organizational pressures and
goals. If these do not match with the values help by them, they thwart the organizational
pressures and goals, and event leave the organization.

Factors in value formation: Values of people have their roots in numerous aspects of
contemporary society. In particular, there are five sources of values formation in any society.
These are value-formatting, activities of various social institutions, values of an organization,
peers and colleagues in the organization, work and career, and professionalization and
professional code of conduct. Let us see how each of these affects ethical behaviour.
 Value-forming institutions: The life and development of a society are both based upon
and produce values. Therefore, there can be various institutions in the society which
inculcate source of values for persons and organisation. Family, school, state, and
religion. Value of system is constructed over a life time of experience in which the value
shaping influences of these institutions predominate. A key characteristic of all these
basic value farming sources is their interrelatedness. The value fostered by each
reinforces the value of the others. And together they exert many influences on the value
patterns exhibited both by the individuals and organisations.

 Organization values: Apart from value forming institutions of the society.

Organizations, where the individuals work also shape their values though in a lesser
degree. An organization has its own values which are reflected in the form of Collective
values of individuals who join it. However, since various organizational processes are
designed mostly by managers at comparatively higher levels, organizational value are

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more in tune with the values of these managers. An individual may subscribe those
organization values easily which match with his own values.
 Peers and career: An individual gets clue of behaviors from his peers and colleagues.
He develops and applied beliefs attitudes and values derived from the group of peers and
colleagues with whom he is associated. An individual in a work group tends to conform
to the groups norms as long as he values the friendship and approval of his associates or
fears the possibility that they will cut him from rights, privileges, and benefits they can
offer. In the case of values the individual feels an intimate involvement with a number of
people, a nation, a society, or a business organization, or a work group.
 Work and career: Work consists of the tasks or responsibilities associated with a
particular job or position in an organization. Essentially, work is human energy directed
at the achievement of a desired end. In organization this work is organized directed,
controlled, and entrusted to individuals willing to become employee through a more or
less permanent association with the organization. An individual’s experience over a
period of time constitutes his career. Generally, this career is within an occupation, and in
an occupational career, the individual follows a resulted, progressive series of jobs,
positions, or stages of development.
 Professional codes: Professional codes are an increasing source of ethical norms for
managers in business organizations. There are three of codes available in an organization.
First in the so-called company creeds or philosophies which usually cover those basic
philosophies and behaviors that govern the business. Most of the companies have such
sets.

Learning
Introduction:
Learning is one of the important part in human life. Most human behaviors are
acquired through learning. Rewarded behaviors are learned and repeated and unrewarded
behaviors are discontinued. Learning is a psychological process of understanding acquiring
information, processing, storing and using the same in future. It is a natural human activity
influence the behavior learning is permanent change in the behavior of an individual. It gives
insight into how best develop the talents and skills that employees need to perform effectively.

Definition:
According to SCHIFTMAN and KANUK “learning is a process by which
individuals acquire knowledge and experience which they apply to future related behavior”.
Nature characteristics of learning:
 Learning is a psychological process and a behavioral reaction.
 It is the cognitive function of human brain.
 It involves a permanent change, temporary change in behavior does not reflect
learning.
 Change in behavior is brought about by practice of experimentation and not by
physical maturity alone.
 Learning occurs through repetitions or reinforced practices or experience.

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Management Theory & Organizational Behavior

 It involves feedback from outside environment.

 It is related to the future based on past actions.
 It helps to adjusting a new situation or new environment.

The above are the nature and characteristics of the human behavior learning.

Learning process components: Learning is a process. It is not a single time

activity. It is the continuous and it occurs with a change in behavior. The below are the
components for learning process.
1. Cue stimuli: Cue stimuli are any objects existing in the environment as perceived by
the individual. It is common to speak of one stimuli simply as stimuli or to use the term
cues and stimuli interchangeably. There may be two types of stimuli so far as their results
in terms of response are concerned generalization and discrimination.

2. Drive: Drive is an action produced by a strong stimuli or cue. It is the basis for human
motivation. Drives can be physiological or psychological. Physiological related to human
body and psychological related human brain. But both are interdependent. Both may
respond to a given stimuli. But response may vary with intensity of cue.
3. Generalization: It occurs when a response is elicited by similar but new stimuli. The
principle of generalization has important implications for human learning. It makes
possible stability in man’s actions across the time. Because of a person does not leave to
completely relearn each of the new tasks or objects which constantly confront him.
4. Discrimination: It opposite of generalization. This is a process whereby an organism
learns to emit a response to a stimulus but avoids making. The same response to a similar
but somewhat different stimulus.
E.g.: A rat may learn to respond to the white color but not to black.
5. Response: Response is any action or reaction shows by the individual to the stimuli.
The response may be overt, that is physically observable or can be convert that is only an
expression of behavior.
Factors Affecting the Learning:
1. Motivation: It is one of the important thing in learning. When the people are motivated
they can ready to learn.
2. Mental Set: When the people are in learning stage mental condition is very important.
When he is in perfect mind he can learn well.
3. Nature of Learning Materials: In this stage the person learning materials also influence
the human behavior. If the materials are easy method he can learn well.
4. Practice: Practice man makes perfect. So practice is always make perfect at that particular
situation.
5. Environment: Environment is also depend upon the learning skills. When a person want
to learn some, at that time environment supposed to that person, he can ready to learn with
good interest.
Principles of Learning:

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 Management Theory & Organizational Behavior

1) Motivation: It is one of the important principle, because every person is having future so for to
that achieve the goals and objects they will learn the things. So, everybody should motivate for
their future goals.
2) Knowledge about the results: In this everybody should know about the results also in this the
person who wants learn something that person know what the results from that are. So,
everyone knows about the results.
Eg. If you win the match you can get good prize.
3) Reinforcement: It will include give the knowledge about the consequences of the behavior .
4) Schedule of learning: It classified in to 3 types a) Duration of practice section
b) Duration of rest section
c) Position of rest section
5) Whole vs partly: In this how much we want to learn the things
6) Learning curves
7) Meaning fullness of materials

Theories of Learning: The learning theories are classified in to 4 types those are as follows.

1) Classical conditioning theory

2) Social learning theory
3) Operant conditioning theory
4) Cognitive learning theory

Classical Operant
conditioning Conditioning

Learning

Social Learning Cognitive

Learning
The above four are main theories of the learning theories.
Theories of classical conditioning: Classical conditioning is based on the premise
that a physical event-termed a stimulus. That initially does not elicit a particular response
gradually acquires the capacity to elicit that response as a result of repeated pairing with a
stimulus that can elicit a reaction. Learning of this type is quite common and seems to
play an important aversion, some aspects of sexual behavior and even racial or ethnic
prejudices.

Classical conditioning became the subject of careful study in the

th
early 20 century. When ‘ Ivan Pavlov ” a Nobel prize winning psychologist from Russia.
He was conducted a experiment on dog, and tried to relate the dog’s salivation and the

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ringing of a bell. When Pavlov presented that dog with a piece of meat the dog exhibited
a notifable increased in salivation.When he with held the presentation of meat and
merely rang a bell the dog has no salivation.
In this theory Pavlov produced to link between meat and ringing the
bell. After repeated no.of times learning the bell before getting the food. The dog begins
to salivate as soon as the bell rang. After a while the dog would salivate merely at the
sound of the bell was rang. But the dog was responded exhibits its saliva. In effect the
dog has learned to respond to the bell. The Pavlov respond to a relationship between the
two stimuli.
a) The bell ring
b) The meat in the minds of the dog
Important elements in classical condition theory
1) Dog
2) Bell
3) Meat
4) Saliva
Operant Condition Theory
It is an instrument in learning process and it is also called instrumental
conditioning theory. According to this theory, learning takes place when an individual
makes an effort to gain control over the environment. This is a process of trial and error.
If certain behavior produces more favorable results than the other behavior, the favorable
results reinforce the behavior. Therefore individual responds to learn the behavior that
behavior that is rewarded and do not respond to the behavior that is punished or not
rewarded.
Operant conditioning indicates a voluntary change in behavior .
Eg. Response Stimuli
The student Hard work Good results
Business man Ethics in business wealth maximize
Employee performance Promotion
Operant condition in more relevant to human learning than classical conditioning
it also explains most of the organizational behavior aspects and the operant conditioning
theory is used by organization behavior researches to explain the effectiveness of
managers.
Cognitive learning theory:
Cognitive learning theory is the one of important theory in organizational
learning. Cognition refers to an individual’s thoughts, knowledge, interpretation
understanding ideas about himself and his environment.
It establishes the relationship between environmental “cues” and expectations.
“Edward Talmon” is widely recognized cognitive theories . He conducted an experiment
using rats.

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He found that a rat food learn to run through an intercede maze with purpose and
direction towards a goal(food). The rat learn to expect that certain cognitive ‘cues’
associated with the choice point mighty eventually led to food. Talmon’s approach
depicted as s s. In other words learning is the association between cues and
expectations.
He observed that rats developed the expectations every choice point in the maze
food and image and thus they learn certain cognitive thoughts related to the choice point
could ultimately lead to food.
On the basis of talmon ideas some training programs were designed to strength
and the relationship between cognitive cues such as supervision, job processing and
worker expectations such as monitory and other rewards.
[High salary, promotion, quality of work life ]
Social learning theory:
Social learning theory also called observational learning. It emphasizes
the ability of an individual to learn by observing others. A learner acquires tacit
knowledge and skills through various learning
Social learning theory having the following process:

ATTENTION

RETENTION SOCIAL LEARNING

PRODUCTION PROCESS
Individual acquired
REINFORCEMENT behavior of the
Attention:
PROCESS It is the first step in the process of social learning.model
But the model always plays
a central role in the process of social learning. The unique features of characteristics
innovations which are attracted the various people always use the arrest the attention of
the people.
Retention: It is the 2nd step in the process in the process of the social hearing. It influence
will depend how well the individual remembers the model actions and they can
remember and repeat the things or features and characteristics of the model, If the model
is no longer readily available.
Production process: It is our ability to act on the memory representation. It involves
recall of the models behavior and performing own actions and matching them with those
of the model.
Reinforcement process: It is strengthen the people towards their adopted behavior. It is
extent to which on repeats the above behavior .generally every individual will be
motivated to exhibit the model behavior. If positive incentives or rewards are provided, If
they are not provided they will withdrawn from that exhibit behavior.

Personality

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Introduction:-
Personality is a dynamic growing thing different in each person. It is unique and specific.
Behavior is influenced by personal and environmental factors. Personality is a vital aspect of
organizational behavior. Hence it helps to know how people in organization acts, reacts to certain
stimuli. Personality is more comprehensive than the terms “temperament” or” character” or”
externals “of an individual. The external or physique or appearance constitutes only one factor in
one’s personality. Personality is the totally of one’s behavior towards one self and others as well.
Definition:-
Floyd Ruch has defined personality as “how a person affects others, how he understands and
views himself and his pattern of inner and outer measurable traits”.
According to Stephen Robbins, “personality is the sum total of ways in which an individual
reacts and interacts with others”.
Characteristics of personality:-
1Ppersonality refers to psychological qualities of an individual.
2. It is unique.
3. Personality is the manner of adjustment of individual to the members of the group.
4. It is a qualitative aspect, but there are certain techniques to quantity it indirectly.
5. Personality is dynamic.
6. It changes with the time and situation.
7. It consists of both physical and psychological systems.
8. Personality is a system .it has input processing and output mechanisms.
9. Personality influences goal achievement and performance of an individual.
10. It is goal oriented.
11. It is an object oriented concept.
12. It is always make the organization with desirable behavior.
Personality development: - a no of factors contribute to personality development. For instance,
heredity, environment, maturation and learning contribute in different degrees in the process of
development of personality.
Freudian stages: - Freud’s physiological approach of personality development states that
development of personality of an individual occurs in 5 stages.
1. Oral stage: - oral stage covers the period from birth to 18 months of age. This stage can’t
learn on his experience. Thus oral stage is identified to dependent orientation.
2. Anal stage: - this stage is from 18 months to 3 years. It is a compulsive orientation. In
this stage the person develops by his own experience. It is thus identified as compulsive
orientation.
3. Phallic stage:-this stage extends from 3 to 7 years. it is adult stage. In this stage person
associates himself with own family members. Thus he tries to develop certain
a. Characteristics which are influenced by the members of the family.
4. Latency stage: - this stage is from 7 to 12 years. At this stage, the child sexual instincts
are usually at sleep because of social fear.
5. Genital stage: - this stage is from 12 to 20 years. Genital stage is known as mature
orientation. At this stage person accumulates knowledge and experience and transform
them to younger generation. Mostly at this stage one develops characteristics for
attainment of life achievement needs.

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In this personality is one of the important things. Every personality should be developed
when the personality age is raising his knowledge is also improved. So knowledge is
makes him a perfect personality.

Determinants of personality
In the previous topics we discussed about the personality psychological growth. When the
personality having sound mental ability and good know ledge the person can get good
future. So in the organization the managers should work effective way for the
development of organization. In this way every organization chooses right persons for the
right job, at that time. They must work for the firm, but in this process some of the
determinants are impact the personality those are as follows.

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Biological factors

Family & group factors

Individual personality Situational factors

1. Bio logical factors:-the general characteristics

Cross of human biological system influence the way
cultural factors
in which human being tends to sense external event data interpret and respond to them.
factors
a. Heredity: - heredity pre disposes to certain physical neural and emotions states in this
some of the genuine characteristics are following the personality.
b. Brain: - it plays a major role in the personality. When the person brain conditions very
sound that personality can make perfect.
c. Physical features: - this is 3 rd biological factor of a personality. When the personality
physical qualities are good that persons character is also good. So in this his physical are
most important. When the person is satisfied in the society he can adjust in the
organization also.
2. Family and social factors: - The development of the individual proceeds under the
influence of many socializing forces and agencies, form nuclear family to more distant or global
groupings. Family and social groups have most significant impact on personality development
Socialization and identification process is influenced by home environment, family
members and social groups
a. Home environment
b. Family members
c. Social groups
3. Cultural factors: - In this the personality where he is living and how he is taking decisions
everything is depending on this cultural factors
4. Situational factors: - In this personality situations are calculated. When the persons want to
take any decision, that are depending upon the persons situations, and impact of personality
theories
5. Theories of personality: - Personality is one of the important concepts in organizational
behavior. In this the personality can be explain by the following theories
1. Type
2. Trait
3. Psychoanalytic
4. Social learning, and
5. Humanistic

Typ
e
Humanisti
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c Personality
Social learning Psycho
Humanisti Theories analytic
Management Theory & Organizational Behavior

1. Type theory:-According to type theories, people are grouped into identifiable categories.
One basis for classifying personalities is the structure of the body. In this theory, a
relationship was sought to be established between features of face or body and the
personality in this a person’s physique may have some influence on personality. Type
theory classified the personality on a basis of physical and subject
Another basis to type personality is psychological factors. The personality analyst are
classified the personality as introverts and extroverts. These terms are normally
associated with an individual’s sociability and interpersonal orientation. Extroverts are
gregarious, sociable individuals, while introverts are shy, quiet and retiring. In a more
technical sense, introverts are characterized by a greater sensitivity and concern for
feelings and are more comfortable dealing with abstract things extroverts are more
oriented towards other people, events and objects the type theory is totally based
introverts
2. Trait theory: A personality trait is understood as being an enduring attribute of a person
that appears consistently in a variety of situations A trait differentiates one from another
in a relatively permanent or consistent way. A Trait of an individual is abstracted from
his behavior and serves an useful “unit of analysis” to understand personality. In this
analysis the personality physical & Psyclogical aspects units of personality
3. Psychoanalytic: In this theory it is totally related to personality psychological things are
to be calculated and estimated. These are classified into 3 types
The ID: - The word ‘Id’ is the Latin word for ‘It’ and refers exclusively to the innate
component of personality. The Id is the mental agency containing everything inherited,
present at birth and fixed in the individual’s constitution, especially instincts. It is a child
stage the persons don’t know anything
The Ego: - This is the stage people can take the data what they want to required. In this
people can’t have full information half of the knowledge is having by the people
The super Ego: - This is the stage people are having the good knowledge about things.
The persons having the full fledged knowledge about the society and about organization
4. Social learning theory:-
Much of human behavior is either learnt or modified by learning. Through
learning one acquires knowledge, language, attitudes, values, manual skill, fears,
personality traits and self insight. In this theory is study of the process of human activities
and understanding the peoples. Social learning theory is always influence the people and
it will teach the people to behave in the society and organization etc.
5. The humanistic approach: - This theory emphasis on man’s potential for self- direction
and freedom of choice. They are concerned with the ‘self’ and the individual’s subjective
experience. It is study on personality self freedom will be calculated. In this theory
humanistic thing are calculated and estimate the personality theories

Johari Window
Introduction:
The Johari Window model is a simple and useful tool for illustrating and improving self-
awareness, and mutual understanding between individuals within a group. The Johari Window

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model can also be used to assess and improve a group's relationship with other groups. The
Johari Window model was devised by American psychologists Joseph Luft and Harry Ingham in
1955, while researching group dynamics at the University of California Los Angeles. The model
was first published in the Proceedings of the Western Training Laboratory in Group
Development by UCLA Extension Office in 1955, and was later expanded by Joseph Luft. Today
the Johari Window model is especially relevant due to modern emphasis on, and influence of,
'soft' skills, behavior, empathy, cooperation, inter-group development and interpersonal
development.
Over the years, alternative Johari Window terminology has been developed and adapted by other
people - particularly leading to different descriptions of the four regions, hence the use of
different terms in this explanation. Don't let it all confuse you - the Johari Window model is
really very simple indeed.
Luft and Ingham called their Johari Window model 'Johari' after combining their first names, Joe
and Harry. In early publications the word appears as 'JoHari'. The Johari Window soon became a
widely used model for understanding and training self-awareness, personal development,
improving communications, interpersonal relationships, group dynamics, team development and
inter-group relationships.
The Johari Window model is also referred to as a 'disclosure/feedback model of self awareness',
and by some people an 'information processing tool'. The Johari Window actually represents
information - feelings, experience, views, attitudes, skills, intentions, motivation, etc - within or
about a person - in relation to their group, from four perspectives, which are described below.
The Johari Window model can also be used to represent the same information for a group in
relation to other groups. Johari Window terminology refers to 'self' and 'others': 'self' means
oneself, ie, the person subject to the Johari Window analysis. 'Others' mean other people in the
person's group or team.

Johari window four regions

1. what is known by the person about him/herself and is also known by others - open area,
open self, free area, free self, or 'the arena'
2. what is unknown by the person about him/herself but which others know - blind area,
blind self, or 'blind spot'
3. what the person knows about him/herself that others do not know - hidden area, hidden
self, avoided area, avoided self or 'facade'
4. what is unknown by the person about him/herself and is also unknown by others
- unknown area or unknown self

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1. Open Area: This quadrant represents the things that you know about yourself, and the things
that others know about you. This includes your behavior, knowledge, skills, attitudes, and
"public" history.
2. Blind Area: This quadrant represents things about you that you aren't aware of, but that are
known by others. This can include simple information that you do not know, or it can involve
deep issues (for example, feelings of inadequacy, incompetence, unworthiness, or rejection),
which are often difficult for individuals to face directly, and yet can be seen by others.
3. Hidden Area: This quadrant represents things that you know about yourself, but that others
don't know.
4. Unknown Area: This last quadrant represents things that are unknown by you, and are
unknown by others.

Models of Organizational Behaviour

The system’s base rests in the fundamental beliefs and intentions of those who join together to create
it such as owners and managers who currently administer it. The philosophy of organizational
behaviour held by management consists of an integrated set of assumptions and beliefs about the way
things are, the purpose for these activities, and the way they should be. These philosophies are
sometimes explicit and occasionally implicit, in the minds managers.
Organizations differ in the quality of organizational behaviour that they develop. These differences
are substantially caused by different models of organizational behaviour that dominant management’s
thought in each organization. The model that a manager holds usually begins with certain
assumptions about people and thereby leads to certain interpretations of organizational events.
The following four models of organizational behaviour are as follows: A. Autocratic model
B. Custodial model
C. Supportive model
D. Collegial model

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Autocratic Model: In an autocratic model’, the manager has the power to command his subordinates
to do a specific job. Management believes that it knows what is best for an organization and
therefore, employees are required to follow their orders. The psychological result of this model on
employees is their increasing dependence on their boss. Its main weakness is its high human cost.

Custodial Model: This model focuses better employee satisfaction and security. Under this model
organizations satisfy the security and welfare needs of employees. Hence, it is known as custodian
model. This model leads to employee dependence on an organization rather than on boss. As a result
of economic rewards and benefits, employees are happy and contented but they are not strongly
motivated.
Supportive Model:The supportive model depends on ‘leadership’ instead of power or money.
Through leadership, management provides a climate to help employees grow and accomplish in the
interest of an organization. This model assumes that employees will take responsibility, develop a
drive to contribute and improve them if management will give them a chance. Therefore,
management’s direction is to ‘Support’ the employee’s job performance rather than to ‘support’
employee benefit payments, as in the custodial approach. Since management supports employees in
their work, the psychological result is a feeling of participation and task involvement in an,
organization.
Collegial Model: The term ‘collegial’ relates to a body of persons having a common purpose. It is a
team concept. Management is the coach that builds a better team. The management is seen as joint
contributor rather than as a boss. The employee response to this situation is responsibility. The
psychological result of the collegial approach for the employee is ‘self-discipline’. In this kind of
environment employees normally feel some degree of fulfillment and worthwhile contribution
towards their work. This results in enthusiasm in employees’ performance.
FOUR MODELS OF ORGANIZATIONAL BEHAVIOUR

Autocratic Custodial Supportive Collegial

Basis of Economic
Power Leadership Partnership
Model resources
Managerial-
Authority Money Support Teamwork
orientation
Employee
Dependence on Dependence on
psychological Participation Self-discipline
boss organization
result
Employee Status and
Subsistence Security Self-actualization
needs met recognition
Performance Passive Awakened Moderate
Minimum
result cooperation drives enthusiasm

It is wrong to assume that a particular model is the best model. This is because a model depends on
the knowledge about human behaviour in a particular environment, which is unpredictable. The
primary challenge for management is to identify the model it is actually using and then assess its
current effectiveness.
The selection of model by a manager is determined by a number of factors such as, the existing
philosophy, vision and goals of manager. In addition, environmental conditions help in determining
which model will be the most effective model.
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Organizational culture
Introduction: culture implies a pattern of beliefs and behaviors. It is cultivated behavior in the
sense it is learnt from other members of the society .culture is the totality of beliefs,
customs, traditions and values. It tends to resist change and may interfere with rational
behavior. Culture defines what is desirable and undesirable. Every organization has a
unique and distinct culture of its own. Therefore one organization can be distinguished
from others in terms of culture. The cultural characteristics of an organization are relatively
enduring over time and relatively static in their propensity to change.
Meaning: Organizational culture refers to the common perception shared by the members of an
organization.
Definition: According to Taylor culture is the complex whole which includes knowledge, belief,
art, law, custom and any other capability and habits acquires by man as a member of the
society.
The following ten characteristics help us to understand the nature of culture better.

1. Individual initiative: the degree of responsibility, freedom, and independence that

individuals have.
2. Risk tolerance: the degree to which employees are encouraged to be aggressive ,
innovative and risk seeking.

3. Direction: the degree to which the organization creates objectives and performance,
expectations

4. Integration: the degree to which units within the organization are encouraged to operate
in a co-ordinate manner.

5. Management support: the degree to which manager provide clear communication,

assistance and support to their sub ordinates.

6. Control: the no.of rules and regulations and the amount of direct supervision that is used
to oversee and control employee behavior

7. Identity: the degree to which members identify with the organization as a whole rather
than with their particular work group or yield of personal expertise.

8. Reward system: performance of the employee behavior is also helps to get the good
culture in the organization.

9. Conflict tolerance: the degree to which employees are encouraged at their conflicts and
criticisms openly.

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10. Communication patterns: the degree to which organizational communications are

restricted to the formal hierarchy of authority

Functions of organizational culture:

1. Sense of identity: organizational culture gives its members as a sense of identity

2. Facilitates commitment: organizational culture facilitates the generation of commitment
to something larger than ones individual interests

3. Defines roles: organizational culture has a boundary-defining role.it creates a distinction

between one organization to another organization

4. Social system stability: since culture is the social glue, it help the organization to be unite
by providing appropriate standards for the employee actions and behavior.

5. Control mechanism: Culture of the organization serves as a sense-making and control the
mechanism that guides and shapes the attitude and behavior of employees.

IMPACT OF ORGANIZATIONAL CULTURE:

1. 1.Objective setting: culture moulds the organization by objective setting which people are in the
decision making part, it will also create the culture
2. Work ethic: ethic relates to conformity to the principles of human conduct. According to
common usage, moral, good, right, honest etc’ work ethic in an organization is derived from its
culture.
3. Motivational pattern: culture interacts to develop in each person a motivational pattern
4. Organizational processes: various organizational processes like planning, controlling etc; are
determined by the organizational culture. Because these processes are carried out by the people in
the organization.
Types of culture:
1. Dominant culture: here the two different cultures are involved. one will dominant the other culture.
2. Sub- culture: culture is different one to another. Some of the organization following some cultural
things for their organization.
3. Strong culture: this culture can’t change by the any type of environment.
4. Big culture: in this their rules and regulations and employee behaviours are different and strong nature.
5. Mechanistic culture: this culture having the structure like superiors-sub ordinates-workers like.
6. Organic culture: here some organizations are giving the importance to the all employees in the
organization
7. Participative culture: all the employees are participate in all levels of works.
8. Authoritarian culture: in this only one person can take the decisions. the total authority is in a single
person hand.

CREATING THE ORGANIZATIONAL CULTURE:

Environmental analysis
Business goals
Formulation of strategy
Formulation of the strategic values
Create new cultural values
Implement new cultural values
Achieve the strategic values & strategies
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Management Theory & Organizational Behavior

Management the culture:

 Selection of entry level person

 Placement on the job
 Measuring & rewarding the performance
 Reinforcement of the stories
 Recognisation and promotion
STRATEGIES IN CHANGING ORGANIZATION CULTURE:

a) Creating new strategies

b) Initiating the conduct of new kind of rituds
c) Providing new and varied materials symbols
d) Creating new languages

Where an organization culture comes from

Culture formation Organization

around critical structure
incidents

Identification with Organizational Organizational ethics

the leaders culture
Levels of cultures:

National culture Characteristics of

Property rights
employees
system
Business culture

Organizational culture Occupational culture

Management
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