Chap-1 (Defin Ob)

What is Organizational Behavior?
Definitions:
Managers:
Individuals who achieve goals through other people. Organization: A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or a set of goals.
Management functions:
Planning:
Includes defining goals, establishing strategy and developing plans to coordinate activities. Organizing: Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made.
Leading:
Includes motivating employees, directing others, selecting the most effective communication channels and resolving conflicts, Controlling: Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations.
Management Roles:
Interpersonal Roles: (figurehead, leadership,
liaison) Information Roles: (monitor, disseminator, spokesperson) Decisional Roles: (entrepreneur, disturbance handler, resource allocator, negotiator)
Management Skills:
Technical Skills:
The ability to apply specialized knowledge or expertise. Human Skills: The ability to work with, understand, and motivate other people, both individually and in groups. Conceptual Skills: The mental ability to analyze and diagnose complex situations.
Effective vs. Successful Managers:

Managerial activities:
Traditional Management Communication Human Resource Management Networking
Allocation of Activities by Time:

Effective managers Average managers Successful managers 11% 26% 44% 20% 29%
19%
19%
32% 48%
13% 28% 11%
Traditional mgt. HRM
Communication Networking
Organizational Behavior (OB):

A field of study that investigates the impact
that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organizations effectiveness. OB includes the core topics of motivation, leader behavior and power, interpersonal communication, group structure and processes, learning, attitude development and perception, change processes, conflict, work design and work stress.
Predicting behavior:
Systematic study:
Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence. Intuition: A feeling not necessarily supported by research.
Contributing Disciplines to the OB Field:

Psychology:
The science that seeks to measure, explain and sometimes change the behavior of humans and other animals. Sociology: The study of people in relation to their fellow human beings. Social Psychology: An area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another.
Anthropology:
The study of societies to learn about human beings and their activities. Political science: The study of the behavior of individuals and groups within a political environment.
Challenges and Opportunities for OB:

Responding to Globalization Increased foreign assignments Working with people from different cultures Coping with anticapitalism backlash Movement of jobs to countries with lowcost labor Managing people during the war on terror Managing workforce Diversity Changing demographics
Improving quality & productivity Improving customer service Improving people skills Stimulating innovation and change Coping with temporariness Working in networked organizations Helping employees balance work-life conflicts Creating a positive work environment Improving ethical behavior
Developing an OB model:
Basic OB model, stage 1
Organization Systems level
Group level
Individual level
Primary dependent variables in OB: Productivity: A performance measure including effectiveness and efficiency. Effectiveness is achievement of goals and the efficiency is the ratio of effective output to the input required to achieve it. Absenteeism: Failure to report to work.
Turnover:
Voluntary and involuntary permanent withdrawal from the organization. Deviant workplace behavior: Voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of the organization or its members.
Organizational citizenship Behavior (OCB):
Discretionary behavior that is not part of an employees formal job requirements but that nevertheless promotes the effective functioning of the organization. Job satisfaction: A general attitude toward ones job; the difference between the amount of rewards workers receive and the amount they believe they should receive.
The independent variables:
Individual-level variables; such as biographical characteristics, ability, values, attitudes, personality, emotions, perception, learning and motivation. Group-level variables; such as group structure, work teams, communication, group decision making, leadership & trust, power & politics and conflict.
Organization systems level variables; such as design of the formal organization, work processes and jobs, human resource policies and practices and the organizations culture.

Chap-1 (Defin Ob)

Uploaded by

Copyright:

Available Formats

Chap-1 (Defin Ob)

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Chap-1 (Defin Ob)

Uploaded by

Copyright:

Available Formats

What is Organizational Behavior?

Effective vs. Successful Managers:

Traditional Management Communication Human Resource Management Networking

Allocation of Activities by Time:

13% 28% 11%

Traditional mgt. HRM

Organizational Behavior (OB):

Contributing Disciplines to the OB Field:

Challenges and Opportunities for OB:

Organizational citizenship Behavior (OCB):

The independent variables:

You might also like