1.

Explain the contributing discipline of organizational behaviour: -

Ans: Organizational behaviour (OB) is a field of study that examines the interactions, behaviours, and
dynamics of individuals and groups within an organizational context. Various disciplines contribute
to the development and understanding of organizational behaviour. Some of the key contributing
disciplines include:

1. Psychology: Psychology plays a crucial role in understanding individual behaviour within

organizations. It helps in studying factors such as motivation, perception, learning,
personality, and attitudes, which are essential for comprehending how individuals behave in
the workplace.
2. Sociology: Sociology focuses on the study of groups, social structures, and the influence of
society on individuals. In organizational behaviour, sociological perspectives help in
understanding group dynamics, organizational culture, and the impact of social structures on
employee behaviour.
3. Anthropology: Anthropology contributes by providing insights into the cultural aspects of
organizations. It helps in understanding how organizational culture develops, how it
influences behaviour, and how different cultures within an organization can interact.
4. Economics: Economic principles are often applied to understand the behaviour of individuals
and organizations in terms of decision-making, resource allocation, and the impact of
economic factors on organizational performance.
5. Management: Management science contributes to organizational behaviour by providing
frameworks for understanding leadership, decision-making, communication, and
organizational structure. It includes theories related to leadership styles, organizational
design, and strategic management.
6. Political Science: Political science helps in understanding power dynamics, influence, and
decision-making processes within organizations. It contributes to the study of organizational
politics, conflict resolution, and the distribution of power.
7. Communication Studies: Communication is a critical aspect of organizational behaviour.
Communication studies contribute to understanding how information flows within an
organization, the impact of communication on employee morale, and the role of
communication in conflict resolution.
8. Human Resource Management (HRM): HRM is closely related to organizational behaviour
as it deals with the management of people within an organization. Topics such as
recruitment, training, performance appraisal, and employee relations are integral to both OB
and HRM.
9. Ergonomics: Ergonomics, or human factors, is concerned with designing work environments
that suit the capabilities and limitations of individuals. It contributes to understanding how
the physical and environmental aspects of the workplace impact employee behaviour and
performance.
10. Neuroscience: While a relatively newer addition, neuroscience contributes to understanding
the cognitive processes that influence behaviour in organizations. It explores topics such as
decision-making, emotional intelligence, and the neurological basis of leadership.

These disciplines collectively contribute to the holistic study of organizational behaviour, providing
insights into the complexities of human behaviour within the organizational context. The
interdisciplinary nature of organizational behaviour allows for a comprehensive understanding of the
various factors that influence individual and group dynamics in the workplace.
 2. Scope of OB:
Ans: The scope of organizational behaviour (OB) is broad and encompasses various aspects of
individual and group behaviour within the context of an organization. It involves studying how
people interact with each other, with their work environment, and with the organization as a whole.
Here are the key components of the scope of organizational behaviour:
1. Individual Behaviour:
 Personality: Understanding individual differences, personality traits, and how they
impact behaviour in the workplace.
 Perception and Attitude: Examining how individuals perceive their work
environment and the influence of attitudes on behaviour.
2. Group Behaviour:
 Team Dynamics: Analyzing how teams are formed, how they function, and the
factors influencing team effectiveness.
 Leadership: Studying different leadership styles, the role of leaders in influencing
organizational culture, and the impact of leadership on employee motivation and
performance.
3. Organizational Culture:
 Cultural Analysis: Examining the shared values, beliefs, and norms that shape the
organization's culture.
 Cultural Change: Understanding how organizational culture evolves and strategies
for managing cultural change.
4. Communication:
 Communication Networks: Studying how information flows within an organization
and its impact on decision-making.
 Interpersonal Communication: Analyzing the effectiveness of communication
between individuals and its role in building relationships.
5. Motivation:
 Motivational Theories: Exploring different theories of motivation and their
application in the workplace.
 Employee Engagement: Understanding factors that contribute to employee
engagement and job satisfaction.
6. Decision-Making:
 Decision-Making Models: Examining individual and group decision-making
processes and their implications for organizational outcomes.
 Risk Perception: Understanding how individuals and groups perceive and handle
risks in decision-making.
7. Conflict and Negotiation:
 Conflict Resolution: Studying the sources of conflict in organizations and strategies
for resolution.
 Negotiation Skills: Analyzing negotiation processes and techniques for achieving
mutually beneficial outcomes.
8. Organizational Structure:
 Design and Change: Examining different organizational structures and how they
impact communication, decision-making, and employee behaviour.
 Organizational Development: Studying strategies for planned organizational change
and development.
9. Power and Politics:
 Power Dynamics: Analyzing how power is distributed and used within an
organization.
  Organizational Politics: Understanding the role of politics in decision-making and its
impact on organizational effectiveness.
10. Job Design and Performance:
 Job Satisfaction: Studying factors influencing job satisfaction and its relationship
with performance.
 Performance Appraisal: Examining systems for evaluating and rewarding employee
performance.

The scope of organizational behaviour is not limited to these areas but extends to various other
topics that help organizations understand, manage, and enhance the effectiveness of their human
resources. It is an interdisciplinary field that draws on insights from psychology, sociology,
anthropology, economics, and management to provide a comprehensive understanding of the
complexities of behaviour in the workplace.

3. Importance of OB:
Ans: Organizational Behaviour (OB) is important for several reasons, as it directly influences the
functioning, success, and sustainability of an organization. Here are some key reasons highlighting
the importance of OB:

1. Improved Understanding of Human Behaviour:

 OB helps in understanding individual and group behaviour in the workplace. This
understanding is crucial for effective management and leadership.
2. Enhanced Communication:
 By studying communication patterns and dynamics within an organization, OB
enables better communication strategies, reducing misunderstandings and conflicts.
3. Effective Leadership:
 OB provides insights into leadership styles, motivational factors, and team dynamics,
helping leaders make informed decisions and inspire their teams.
4. Increased Employee Satisfaction and Productivity:
 A positive organizational culture, effective communication, and fair leadership
contribute to increased job satisfaction and, in turn, higher employee productivity.
5. Conflict Resolution:
 Understanding the sources and dynamics of conflict within an organization allows
for the development of effective conflict resolution strategies, fostering a healthier
work environment.
6. Team Building:
 OB theories and practices contribute to building cohesive and high-performing
teams by understanding the factors that contribute to effective teamwork.
7. Adaptation to Change:
 As organizations evolve, change is inevitable. OB helps in managing change by
understanding how individuals and groups respond to it and implementing
strategies for successful adaptation.
8. Enhanced Decision-Making:
 Knowledge of decision-making processes, individual and group biases, and factors
influencing choices contributes to better decision-making within the organization.
9. Optimized Organizational Structure:
  OB insights assist in designing organizational structures that promote efficiency,
effective communication, and collaboration among different departments and
teams.
10. Promotion of Diversity and Inclusion:
 OB emphasizes the importance of diversity and inclusion in the workplace,
recognizing the value of diverse perspectives and creating an inclusive environment
that fosters creativity and innovation.
11. Employee Development and Training:
 By understanding individual learning styles and motivation, OB contributes to the
design of effective training and development programs, ensuring the continuous
growth and skill enhancement of employees.
12. Enhanced Customer Satisfaction:
 Satisfied and motivated employees are more likely to provide better customer
service, leading to increased customer satisfaction and loyalty.
13. Organizational Effectiveness:
 Overall, the application of OB principles contributes to organizational effectiveness
by aligning human behaviour with the goals and objectives of the organization.

In summary, OB is crucial for creating a positive and productive work environment, optimizing
organizational processes, and ensuring that individuals and groups work together effectively to
achieve organizational goals. It is an integral part of successful management and contributes to the
overall success and sustainability of an organization.

4. Model of OB:
Ans: Organizational Behaviour (OB) models describe different approaches to managing and
understanding the behaviour of individuals and groups within an organization. Several models have
been proposed over the years, each reflecting a distinct perspective on organizational management.
Here are explanations of the Supportive Model, Custodial Model, Collegial Model, System Model,
and Autocratic Model, along with examples:

1. Supportive Model:
 Description: The Supportive Model emphasizes a people-oriented approach, where
leaders prioritize the well-being of employees. The focus is on creating a positive
work environment, providing support, and fostering open communication.
 Example: A company that values work-life balance, provides employee assistance
programs, and encourages managers to support their team members' personal and
professional development is adopting the Supportive Model.
2. Custodial Model:
 Description: The Custodial Model places an emphasis on providing economic and
job security to employees. It assumes that satisfied and secure employees will be
more productive and committed to the organization.
 Example: An organization that offers generous benefits, job security, and financial
incentives to retain employees is following the Custodial Model. This may include
comprehensive healthcare plans, retirement benefits, and other perks to enhance
employee well-being.
3. Collegial Model:
 Description: The Collegial Model emphasizes the importance of treating employees
as equals and fostering a collaborative work environment. It is characterized by a
 high level of trust, shared decision-making, and a sense of camaraderie
(companionship) among team members.
 Example: A workplace that encourages open communication, involves employees in
decision-making processes, and values teamwork is operating under the Collegial
Model. This model assumes that employees at all levels have valuable insights and
contributions.
4. System Model:
 Description: The System Model views an organization as a complex and
interconnected system where various components (individuals, groups, and the
organization itself) interact and influence each other. It considers the external
environment and how it affects the organization.
 Example: An organization that regularly conducts environmental scans, adapts to
changes in the market, and considers the impact of external factors on its internal
processes is using the System Model. This model encourages a holistic perspective
on organizational behaviour.
5. Autocratic Model:
 Description: The Autocratic Model is characterized by centralized decision-making
and control. Authority and power reside at the top levels of the organization, and
there is limited input from subordinates in decision-making processes.
 Example: A company where top-level executives make decisions without seeking
input from lower-level employees and where communication flows strictly in a top-
down manner is operating under the Autocratic Model. This model assumes that a
clear chain of command is necessary for organizational efficiency.

It's important to note that these models represent ideal types, and in reality, organizations may
exhibit characteristics from multiple models or evolve over time. Organizations often adopt different
aspects of these models based on their unique circumstances, leadership philosophy, and the
challenges they face.

6. Challenges and opportunities of OB

Ans: Organizational Behaviour (OB) faces both challenges and opportunities as it seeks to
understand, manage, and improve human behaviour within the organizational context. Here are
some key challenges and opportunities associated with OB:
Challenges:
1. Diversity and Inclusion:
 Challenge: Managing diversity in the workplace and ensuring an inclusive
environment can be challenging due to different perspectives, backgrounds, and
expectations.
 Implications: Failure to address diversity challenges can lead to communication
breakdowns, conflicts, and a lack of innovation.
2. Globalization:
 Challenge: Organizations operating in a global context face challenges related to
cross-cultural differences, communication barriers, and coordinating activities across
different time zones.
  Implications: Ineffective management of globalization can lead to
misunderstandings, decreased team cohesion, and difficulties in aligning
organizational goals globally.
3. Rapid Technological Changes:
 Challenge: The rapid pace of technological advancements requires organizations and
employees to adapt quickly to new tools and processes.
 Implications: Resistance to change, skill gaps, and a lack of technological literacy can
hinder organizational performance.
4. Work-Life Balance:
 Challenge: Balancing work and personal life is increasingly challenging, leading to
issues like burnout, stress, and reduced employee well-being.
 Implications: Poor work-life balance can result in decreased productivity, increased
absenteeism, and higher turnover rates.
5. Ethical Dilemmas:
 Challenge: Organizations face ethical dilemmas in decision-making and behaviour,
requiring careful consideration of moral principles and values.
 Implications: Failure to address ethical challenges can damage organizational
reputation, erode trust, and lead to legal consequences.
Opportunities:
1. Employee Engagement:
 Opportunity: Engaged employees are more productive and committed to
organizational goals. Organizations can leverage OB to enhance employee
engagement through effective leadership, communication, and recognition.
 Implications: Increased employee satisfaction, improved performance, and a
positive organizational culture.
2. Innovation and Creativity:
 Opportunity: OB can foster a culture of innovation by encouraging open
communication, collaboration, and a willingness to take risks.
 Implications: Enhanced problem-solving, creativity, and adaptability, leading to a
competitive advantage.
3. Leadership Development:
 Opportunity: OB provides insights into effective leadership styles and practices,
offering opportunities for leadership development programs.
 Implications: Improved leadership skills, increased employee motivation, and better
organizational performance.
4. Employee Well-Being:
 Opportunity: Prioritizing employee well-being through OB initiatives can improve
job satisfaction, reduce absenteeism, and enhance overall organizational health.
 Implications: Increased productivity, reduced turnover, and a positive employer
brand.
5. Organizational Learning:
 Opportunity: OB encourages a focus on continuous learning and development,
allowing organizations to adapt to change and stay competitive.
 Implications: Increased agility, better problem-solving capabilities, and a culture of
continuous improvement.
6. Adapting to Change:
 Opportunity: OB can help organizations navigate change effectively by
understanding how individuals and groups respond to and cope with change.
 Implications: Smoother transitions, increased employee resilience, and successful
implementation of organizational changes.