OB Lecture 2

7/31/2019 OB Lecture 2

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Organisational

Behaviour

By: Bhavna KumarAssistant Professor

Indira institute of management, Pune

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Organisational Behaviour is a field of studythat investigates the impact that individuals,groups, and structure have on behaviour

within organisation for the purpose ofapplying such knowledge towards improvingan organisations effectiveness.

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OB is concerned with the study of whatpeople do in an organisation and how thebehaviour affects the performance of the

organisation.

It is concerned with employment relatedsituations, and emphasizes behaviour asrelated to concerns such as jobs, work,absenteeism, employee turnover,productivity, performance and management.

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OB refers to the behaviour of individuals andgroups within organisations and interactionbetween organisational members and their

external environment.

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Discuss Diagram

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Individual

Differences

WholePerson

CausedBehaviour

HumanDignity

OB

SocialSystems

Mutuality ofInterests

HolisticConcept

Foundations of OB

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Concepts concerned with people

Individual differences

Despite having much in common among mankindevery person in the world is also individuallydifferent.

From birth itself every individual is different and theexperiences in life makes them even more different.

It is the individual that which causes OB to begin itsdealing with individual.

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Whole Person

When organisations hires an individual it is nothis skills alone that is hired, it also includes hissocial background, likes and dislikes, pride andprejudices, his ego etc.

Family life of an individual cannot be separatedfrom his work life.

Organisation while treating an individual as awhole individual must strive to developemployees as a better person in terms of growthand fulfillment.

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Caused Behaviour

An individual behaviour is caused and notrandom. At certain times the individual believes

that his behaviour is in his interest.

Organisation need to realise this basic principleand tackle the issues from its root.

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Human Dignity

This is more a philosophical concept rather thanscientific conclusion.

It confirms that people are to be from other

factors as they are of higher order of universe.

It recognises that people want to be treated withdignity and respect and not as an economic tool.

Ethical values should prevail while dealing withpeople.

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Concepts concerned with organisations

Organisations are social system

Social sciences expresses that organisations aresocial system and consequently organisations aregoverned by social and psychological laws.

Formal and informal both types of socialsystem exists in an organisation.

It implies that organisation is dynamic and allparts of the organisations are interdependent aswell as are subject to influence by each other.

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Mutuality of interests among individuals

The concept is represented by organisation needspeople and people also need organisations.

People see organisation as a means to help themreach their goals, organisations on the other handneed people to attain their objectives.

Mutual interest provides a superordinate goal thatunites the variety of needs that people bring toorganisation.

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Holistic Concept

When all the six concepts are placed together,there emerges a holistic concept.

This concepts interprets people-organisationrelationship in terms of a whole person, wholegroup, whole organisation and the whole system.

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Study of OB is beneficial to all those who work inan organisation.

OB provides a roadmap to the life of people in the

organisations.

It enable the people to know the world where theylive in that is - the organisation.

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Since OB provides a roadmap to lives of people inorganisations, people join in an organisation withaspirations and dreams and also along with their fearand frustrations.

Different people in organisation behave in a differentway, even one may get caught in anxiety in case oneneeds to respond to the changes in the organisation.

Therefore there arises the need to map outorganisational events so that one can function in moresecure and comfortable environment.

Importance of OB Firstly

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Importance of OB Secondly

The field of OB uses scientific research and therefore ithelps in predicting and understanding organisationallife.

This knowledge is not absolute, and the field of OB isnot a pure science.

Therefore all decisions that are made in the

organisations are determined by complex combinationof factors.

However, OB helps to make sense of workplace andpredict to some extent what people would do undervarious circumstances

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Importance of OB Thirdly

OB helps us influence organisational events.

People work in various specialised area and theyneed to understand communication, conflict

handling, managing stresses, make better decisions,ensuring commitment, help employee workeffectively and efficiently.

Theories and concepts of OB will help them toinfluence such organisational events.

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Importance of OB Fourthly

OB helps people to understand self and others better.

This helps improve interpersonal relations

considerably.

The study of areas like perception, communication,leadership, attitude, etc. will change the style of

functioning of an individual.

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FifthlyImportance of OB

OB helps in motivating subordinates get things donethrough delegation.

Study of motivational theories make managersunderstand the basis of motivation and what oneshould to do motivate others

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Importance of OB Sixthly

OB helps in maintaining cordial industrial relations.

Declining productivity, slow working by an employeemay be because of indifferent attitude of the manger

towards the employee.

Study of OB helps in understanding the requiredattitude that a manager must have to maintain cordialindustrial relations.

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Importance of OB Seventhly

OB is also useful in the field of marketing.

Success or failure of an enterprise will depend uponawareness of the nature of individual and social

processes.

This will also allow to meet the challenges ofdynamics of flow of goods and services fromproducer to consumers.

OB helps in research of consumer choice behaviour,consumer influence and channels involved.

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EighthlyImportance of OB

Another important reason is that when one isinterested in pursuing a career in management onewants to learn how to predict behaviour of peopleand group and apply it in some meaningful way to

make organisation more effective.

A successful manager should have good peopleskills which include the ability to understand

employees and thereby applying this knowledgemake the employees more effective and efficient.

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Importance of OB Ninthly

In order to maintain the growth in economy andsustain the trend of this growth, there is need foreffective management in all sector of economy.

Effective management does not mean competentutilisation of technical or financial resources . Ratherit implies efficient people management where OB isof utmost importance.

OB is a discipline which enables a manger tomotivate his subordinate towards higherproductivity and better results

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ORGANISATIONAL BEHAVIOUR

The Emerging Challenges

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OB Challenges

EthicalBehaviour

TechnologyTransformation

ManagingDiversity

ChangingDemographic of

Workforce

ChangedEmployee

expectations

Globalisation

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Individual Behaviour has its base on variousfactors and they are:

Foundations of Individual behaviour

Personal Factors

Environmental factors

Psychological

Organisational Systems and Resources

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IndividualBehaviour

Physical facilities

Organisation structure& design

Leadership

Reward system

Work related

behaviour

Personality

Perception

Attitudes

Values

Learning

Economic

Social norms &

cultural values

Political

Age

SexEducation

Abilities

Marital status

No. of

dependents

Creativity


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Models oforganisational

behaviour

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1. Autocratic Model2. The custodial model3. The supportive model4. The collegial model5. The SOBC (Stimulus, organism,

behaviour, consequences) model

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The model is based on the assumption that authorityis central to results. People must accept the authorityof their superiors and obey their instructions.Obedience is the main employee orientation.Obedience on the part of subordinates can be forrespect for the knowledge and the authority of thesuperiors or fear of punishment. Job security, basicneeds of a person, survival and growth makes the

subordinates to obey.

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This assumes that the organisational behaviordepends upon the economic resources. Employeework for money and desires job security. While moneyis the main managerial orientation, job security is themain employee orientation. For the basic need of jobsecurity employee offer a passive co-operation to thesuperiors. The management knows better welfare of

the people & takes the role of custodian and guardianof the people and their wealth.

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The model assumes that management is leadership.The management plays the role of a supportiveleadership. The employees are performance oriented

& need support for their initiative and drive forperformance. This encourages participation by thesubordinates. The basic need of the employee is theself esteem and recognition. The employees need

support, status and recognition for their performance.

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This model is based on the assumption that generallythe employees are self disciplined and they exhibit aresponsible behaviour. The main need of the employee

is self-actualisaton. If this need is satisfied, they showenthusiastic performance. Therefore they must beencouraged for the participation in decision making.Team building on the part of management is must asthe team work is main managerial orientation.

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This model is based on the assumption that every behaviouris caused. What we see are the consequences of the

behaviour shown by organism due to stimulus. This model

can be diagrammatically shown as follows:

Stimulus > Organism > Behaviour > Consequences(cause) (individual) (Actions) (Results)

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The Stimulus is the cause that may be overt or covert,physical, social, psychological, technological,environmental etc.The Organism can be individual or a group. They have

cognitive mediators with physiological existence.The Consequences are expressed as the results thatmay be overt or covert. Positive or negative and canhave effects on environmental dynamics andapplications.

SOBC model is based on the very practical philosophyof human behaviour that: every behaviour is caused &follows the Cause-Effect relationship.


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PERSONALITY


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Definitions

Personality is the dynamic organisation within anindividual of those psychological systems thatdetermine his unique adjustments to hisenvironment.

- Gordon Allport

Personality is the sum total ways in which anindividual reacts to and interacts with others.

- Stephen Robins


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PERSONALITY DETERMINANTS

Individual Personality is the result of

heredity and environment and the thirdfactor is recognised to be situation.


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HEREDITY

Heredity refers to those factors that were determined atconception. Physical stature, facial attractiveness,temperament, muscle composition and reflexes, energylevel, and biological rhythms are characteristics that are

generally considered to be either completely orsubstantially who the parents are; that is, by their

biological, physiological, and inherent makeup.

The heredity approach argues that the ultimateexplanation of an individuals personality is themolecular structure of the genes.


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ENVIRONMENT

Environment factor like culture in whichone is raised, early conditioning; norms

among family, friends, social group andother influences that one experiences, exertpressure on personality of an individual.


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SITUTATION

Situation influences the effect of heredityand environment on personality. Aindividuals personality, although

generally stable and consistent, doeschange in different situations. Thedifferent demands of different situations

call for different aspects ones personality.


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Locus of control


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LOCUS OF CONTROL

Locus of control is the degree to whichpeople believe they are masters of their

own fateSome people believe that they aremasters of their own fate. Other people

see themselves as pawns of fate, believingthat what happens to them in their lives isdue to luck or chance.


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INTERNALS

Individual who believes that theycontrol what happens to them.

EXTERNALSIndividuals who believe that whathappens to them is controlled by outside

forces such as luck or chance.


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TYPE A AND TYPE B

PERSONALITY


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A person with a Type A personality isaggressively involved in chronic,incessant struggle to achieve more and

more in less and less time, and ifrequired to do so, against the opposingefforts of other things or other persons.

Continous


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Type As

1.Are always moving, walking, and eatingrapidly2.Feels impatient with the rate at which most

event take place3.Strive to think or to do two or more things atonce

4.Cannot cope with leisure time5.Are obsessed with numbers, measuring theirsuccess


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TYPE B PERSONALITY

Type B is exactly opposite to type A arerarely harried by the desire to obtain a

wildly increasing number of things orparticipate in an endless growing seriesof events in an ever decreasing amountof time.


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Type Bs

1.Never suffer from a sense of timeurgency with the accompanying

impatience2.Feel no need to display or discuss theirachievements

3.Play for fun and relaxation and not

exhibit superiority4.Can relax without guilt


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Personality are the enduring characteristicsthat describe an individual behavior.A study identified 17,953 individual traits.Another researcher isolated 172 traits andreduced set of traits that would identifyunderlying patterns and thereby 16 personalityfactors (called the source or primary traits) wereidentifiedThese 16 traits are to be found generally steady

and constant source of behavior.

Personality traits


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y

Sixteen Primary Traits

1 Reserved Vs Outgoing

2 Less intelligent Vs More intelligent3 Affected by feelings Vs Emotionally stable

4 Submissive Vs Dominant

5 Serious Vs Happy-go-lucky

6 Expedient Vs Conscientious

7 Timid Vs Venturesome8 Tough minded Vs Sensitive

9 Trusting Vs Suspicious

10 Practical Vs Imaginative

11 Forthright Vs Shrewd

12 Self-assured Vs Apprehensive13 Conservative Vs Experimenting

14 Group dependent Vs Self-sufficient

15 Uncontrolled Vs Controlled

16 Relaxed Vs Tensed


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BIG Five personality model


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Big Five Personality Dimensions

Extroversion: Outgoing, talkative, sociable,assertiveAgreeableness: Trusting, good natured,

cooperative, softhearted.Conscientiousness: Dependable, responsible,achievement oriented, persistent.Emotional stability: Relaxed, secure, unworried.Openness to experience: Sensitive, intellectual,imaginative, curious, broadminded.


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MBTI


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Its a 100 question personality test that asks

people how they usually feel or act inparticular situations.

Extraverted Vs IntrovertedSensing Vs. IntuitiveThinking Vs. feeling

Judging Vs. Perceiving


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PERCEPTION


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Perception is a process by whichindividuals organise and interpret theirsensory impressions in order to givemeaning to their environment.

- Stephen Robins

Factors in the Perceiver


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Factors in the situation

TimeWork SettingSocial Setting

Factors in the PerceiverAttitudesMotives

InterestsExperienceExpectations

Factors in the targetNoveltyMotionSoundsSizeBackgroundProximitySimilarity

Wh t d ?


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What do you see?

What do you see?

What do you see?


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There's a face... and the word liar


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Is the left center circle bigger?


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No, they're both the same size

It' i l i ht?


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It's a spiral, right?


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No, these are a bunch of

independent circles


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You can see a white vase as figure against a

black background, or two black faces in

profile on a white background

What do you


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What do you

see?

Now what do you

see?


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Count the black dots!


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0 (ZERO)


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The individual registers the stimulus and itsgravity


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The individual tries to understand thereal meaning of the situation.


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The individual evaluates the strengthand weakness and gives a quickfeedback to the sensory motor.


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The individual gives the response interms of reaction that can be positive,negative or neutral, depending uponthe mutual interaction between the

stimulus and the individual.


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APPLICATION OF PERCEPTION


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The theory is proposed to develop explanations ofthe ways in which we judge people differently,depending on what meaning we attribute to agiven behaviour. The theory suggests that when an

individual observes another individualsbehaviour and they observer attempts todetermine whether the behaviour is causedinternally or externally.The determination, however depends upon three

factors1. Distinctiveness2. Consensus3. Consistency


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1.Selective perception

2.Halo/ horns effect3.Contrast effect4.Stereotyping (profiling)


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ATTITUDES


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Attitudes Evaluative statements orjudgments concerning objects, people orevents.

Attitude may be favourable or unfavourable concerning objects or events. Attitudesare not the same as values, but the two areinterrelated.


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Attitude has three components and they are

1.Cognitive Component

2.Affective Component

3.Behavioural Component


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It is the opinion or belief segment of an attitude

It is the emotional or feeling segment of anAttitude.

An intention to behave in a certain way towardsomeone or something.


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There may be thousands of attitudes in aperson, OB focuses attention on a verylimited number of work related attitudes.These work related attitudes are positive or

negative and shows how employee feel abouttheir job. Most of the research in OB has beenconcerned with three attitudes namely:

1. Job Satisfaction

2. Job Involvement3. Organisational Commitment


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The term job satisfaction refers to anindividuals general attitude toward his orher job. An individual with high level of

job satisfaction holds positive attitudes

about the job, while a dissatisfiedindividual may hold negative attitudesabout the job.

Low job satisfaction can result in highattrition rate, absenteeism, and poormental health.


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Job involvement measures the degreeto which a person identifiespsychologically with his or her job andconsiders his or her perceivedperformance level important to selfworth.

High level of job involvement reducesattrition and absenteeism.


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Organisation commitment is defined as

degree to which an employee identifies witha particular organisation and its objectivesand wishes to maintain membership in theorganisation.

An employee may be dissatisfied with his orher present job and consider it a temporary

condition, yet not be dissatisfied with theorganisation as a whole. But whendissatisfaction spreads to the organisationitself, individuals are more likely to resign.


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The job satisfaction has an effect onthe performance of an individualhowever in the organisation it tendsto center on its effect onproductivity, absenteeism and

turnover.


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Happy workers are productive workers is a

myth, the concept productive workers are likelyto be happy workers may hold good.

There is a negative relationship betweensatisfaction and absenteeism. Absenteeismincreases with decrease in job satisfaction

Satisfaction is also negatively related to turnover, factors like alternative job opportunities,length of tenure, labour market condition willalso effect the turnover.


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Employee dissatisfaction can be expressed invarious ways, however the following fourresponses shall indicate different responses toemployee dissatisfaction.

: Dissatisfaction expressed throughbehaviour directed toward leaving theorganisation.

: Dissatisfaction expressed throughactive and constructive attempts to improveconditions, may include union activity.


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: Passively but optimistically waiting forthe condition to improve. It is trustingorganisation and management to do the rightthing.

: Dissatisfaction expressed throughallowing condition to worsen, it includes chronicabsenteeism, reduced effort and increased errorrate.


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Satisfied employees increase customersatisfaction and loyalty. Satisfied employee aremore likely friendly and responsive whichcustomers appreciate. Satisfied employees areless prone to turnover, customers are more likelyto encounter familiar faces and receiveexperienced service.


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Basic convictions that a specific mode ofconduct or end state of existence is personally orsocially preferable to an opposite or conversemode of conduct or end state of existence.

A hierarchy based on ranking ofan individuals values in terms of their intensity.

TYPES OF VALUES


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TYPES OF VALUES

Value typologies can be developed in twoapproaches as per survey conducted byMilton Rokeach, the survey is popularlyknown as Rokeach Value Survey (RVS). RVSconsists of two sets of values

Terminal values and

Instrumental values

TYPES OF VALUES


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Terminal values Desirable end-states of

existence; the goals that a person would liketo achieve during his or her lifetime.

Instrumental values Preferable modes ofbehaviour or means of achieving onesterminal values.

Terminal Values Instrumental Values


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A comfortable life (a prosperous life)

An exciting life ( a stimulating, active

life)A sense of accomplishment ( lastingcontribution)

A world of peace ( free of war andconflict)

A world of beauty (beauty of natureand the arts)

Equality (brotherhood, equalopportunity for all)

Family security (taking care of loved

ones)

Freedom (independence, free choice)

Happiness (contentedness)

Ambitious (hardworking, aspiring)

Broad minded (open minded)

Capable (competent)Cheerful (lighthearted, joyful)

Clean (neat, tidy)

Courageous (standing up for yourbeliefs)

Forgiving (willing to pardon others)

Helpful (working for the welfare ofothers)

Honest (sincere, truthful)

Imaginative (daring, creative)Independent (self-reliant, self-sufficient)


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Inner harmony (freedom frominner conflict)

Mature love (sexual andspiritual intimacy)

National security (protectionfrom attack)

Pleasure (an enjoyable,

leisurely life)Salvation (saved, eternal life)

Self respect (self-esteem)

Social recognition (respect,admiration)

True friendship (closecompanionship)

Wisdom (a matureunderstanding of life)

Intellectual (intelligent,reflective)

Logical (consistent,rational)

Loving (affectionate,tender)

Obedient (dutiful,

respectful)Polite (courteous, well-mannered)

Responsible (dependable,reliable)

Self-controlled (restrained,self-discipline)


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THANK YOU

Documents

OB Lecture 2