Vipul's™ Organizational Behavior (BBI) PDF

# Vipul's™ Organizational Behavior (BBI) ## Introduction to Organizational Behavior * **Top-level executives have a greater need for money than for power.** (T/F) * **History suggests that most famous people are born of poor, hard-working parents.** (T/F) * **One's experience as an infant and chil...

# Vipul's™ Organizational Behavior (BBI) ## Introduction to Organizational Behavior * **Top-level executives have a greater need for money than for power.** (T/F) * **History suggests that most famous people are born of poor, hard-working parents.** (T/F) * **One's experience as an infant and child tends to determine behavior in later life.** (T/F) * **Work stress is undesirable and should be avoided whenever possible.** (T/F) * **Most successful relationships support the notion that opposites attract.** (T/F) **Source:** Organizational Behavior (3rd Edition) by Robert P. Vecchio. ### Goals of Organizational Behavior * **Describe behavior:** Gather information to describe human behavior accurately and completely. * **Understand behavior:** Explain the reasons behind human actions and understand why people behave as they do. * **Predict behavior:** Predict future behavior of employees based on cause and effect. * **Control behavior:** Influence behavior in ways that are beneficial to everyone in the organization. ### Introduction to Organizational Behavior 1. **Understanding the field:** Understanding OB allows managers to understand and explain the behavior of their employees, which can be helpful in dealing with them more effectively. 2. **Importance:** OB's knowledge of human behavior helps managers understand employee motivations and predict potential issues within a team. 3. **Challenges of a Globalized Workforce:** Modern workplaces are becoming increasingly diverse, with global teams and employees from different cultures. Managers need to adapt their leadership styles to meet these challenges. 4. **Challenges of a Diversified Workforce:** Workplace diversity encompasses a wide range of differences, including gender, age, race, ethnicity, sexual orientation, religion, and more. Managers must navigate these differences to foster inclusivity and a positive workplace experience. 5. **Importance of Understanding Human Behavior:** Understanding human behavior provides a foundation for developing effective leadership and management practices. ### India's Best Banks **Source:** Business Today, February 14, 2016. | Category | Large Bank | Mid-Size Bank | Small Bank | Foreign Bank | |-----------------|--------------------|--------------------|-------------|------------------------------------| | **Rank 1** | HDFC Bank | Kotak Mahindra Bank | RBL Bank | Deutsche Bank AG | | **Rank 2** | ICICI Bank | Yes Bank | Federal Bank | JP Morgan Chase Bank | | **Rank 3** | Axis Bank | IndusInd Bank | City Union Bank Development Credit Bank | Citibank NA | | **Rank 4** | State Bank of India | Andhra Bank | Karur Vysya Bank | Barclays Bank PLC | | **Rank 5** | Bank of Baroda | State Bank of Bikaner and Jaipur | Standard Chartered | | ### The Interdisciplinary Nature Of Organizational Behavior * **Definition:** OB is an applied behavioral science built on contributions from various other fields. * **Similarities to Medicine:** OB utilizes knowledge from diverse fields, just as medicine combines fields like physics, biology, and social sciences. * **Contributions from Other Fields:** Major contributors to OB include psychology, sociology, social psychology, and anthropology. ### Major Contributions to OB * **Psychology**: The science of human behavior and cognition. * **Sociology**: The study of human society and its interactions. * **Social Psychology**: The study of social influence and group behavior. * **Anthropology**: The study of human cultures and their impact on behavior. ### Scope Of Organizational Behavior: Challenges and Opportunities * **The Scope of OB:** Knowledge of OB is essential for managers, as it provides insights into solving a wide range of personnel and workplace problems. * **New Challenges and Opportunities:** The dawn of the 21st century has brought forth unprecedented challenges in the workplace. These changes include globalization, workforce diversity, and the prevalence of terrorism. ### The Challenge of Globalization * **Globalized Operations:** Organizations are operating across borders, with increasingly interconnected markets. ### The Challenge of Managing a Diversified Workforce: * **Workforce Modernization:** The modern workforce is incredibly diverse, incorporating a wide range of backgrounds and experiences. ### Importance of Managing Diversity * **Equal Opportunity Practices:** Organizations need to ensure fair hiring and employment practices that uphold equal opportunity for all employees, regardless of race, gender, sexual orientation, or other factors. * **Addressing Workplace Conflict:** Managers need to be equipped to handle potential workplace conflict arising from diversity and ensure a positive and inclusive work environment. ### The Challenge of Managing a Diversified Workforce: * **Race and Ethnicity:** The workforce is becoming increasingly diverse in terms of race and ethnicity. Managing these differences effectively is crucial. * **National Origin:** Many individuals in the workplace may come from diverse national backgrounds, bringing varying cultural experiences with them. This diversity can lead to communication challenges and the potential for misunderstandings. * **Age:** A growing proportion of the workforce consists of individuals from different age groups. Managing age diversity requires strategies for accommodating a wide range of experiences and perspectives. * **Disability:** The workplace needs to be inclusive of individuals with disabilities. Companies should implement strategies to ensure accessibility and create a welcoming environment for everyone. * **Domestic Partners:** The growing acceptance of LGBTQ+ identities and domestic partnerships necessitates workplace policies and practices that are inclusive and equitable for all relationship types. * **Religion:** The workplace increasingly represents a diverse range of religious beliefs. Organizations need to create an environment that respects and accommodates diverse religious practices and perspectives. ### It Must Be Remembered That Workforce Diversity is Not Always a Disadvantage. If Handled Well it Can Lead to Greater Creativity and Innovation in the Organization. However, Poor Handling Can Result in High Employee Turnover as Well as Conflicts. ### Basics of Individual Behavior * **Understanding Individual Differences:** Recognizing that each individual is unique and understanding their individual differences is crucial for effective management. * **Types of Individual Differences:** * **Inter-individual Differences:** These are differences between individuals, arising from characteristics like physical traits, intelligence, abilities, or interests. * **Intra-individual Differences:** These are differences within the same individual, reflecting their strengths and weaknesses across various characteristics. ### Major Areas Of Individual Differences * **Physique:** Physical characteristics, such as height, weight, and body type, can vary significantly between individuals. * **Intelligence:** The capacity for reasoning with symbols. * **Ability:** The skills and knowledge an individual possesses. * **Aptitude:** An individual's potential for learning and growth. * **Interests:** A person's liking for particular activities or subjects. * **Achievement:** The outcome of an individual’s efforts, based on their intelligence, aptitude, and access to opportunities. * **Personality:** An individual's consistent patterns of thinking, feeling, and behaving. ### What We Know About Human Behavior: Some Starting Places 1. **Human Beings are Biological Creatures:** Our physiological systems play a significant role in shaping our behavior. 2. **Every Person is Different Yet Much the Same:** Individuals are unique, but they also share common traits and capabilities. 3. **People Can Be Understood Fully Only in the Context of Their Culture, Ethnic Identity, and Gender Identity:** Understanding an individual’s background and social context is crucial for comprehending them. 4. **Human Lives are in a Continuous Process of Change:** Change is inherent to human life, from developmental growth to personal experiences that shape our behavior. 5. **Behavior is Motivated:** Our actions are generally driven by specific purposes, desires, and needs. 6. **Behavior Has Multiple Causes:** Our behavior is often influenced by multiple factors and can vary across individuals and situations. 7. **Humans Are Social Animals:** Human beings thrive in social settings, and collaboration plays a vital role in shaping society and achievements. 8. **People Play an Active Role in Creating Their Experiences:** We have the power to influence our lives and choose the type of experiences we seek. 9. **Behavior Can Be Adaptive or Maladaptive:** We have the capacity to adapt to challenges and situations but can also engage in behaviors that are detrimental to ourselves or others. ### Spearman's G-Factor Theory * **Introduction:** Spearman proposed the theory of general intelligence, based on the concept of two factors: "g" (general intelligence) and "s" (specific intelligence). * **General Factor (g):** This factor is common to all intelligent activities. * **Specific Factor (s):** This factor is related to specific intellectual abilities. ### Gardner's Theory of Multiple Intelligences: * **Basis:** Gardner's study of brain-damaged individuals revealed that different types of intelligence are distinct and may be impaired or preserved even when others are affected. * **Key Concept:** Gardner proposed that intelligence is a "potential" that allows an individual to use their abilities effectively. ### Gardner's Seven Intelligences: 1. **Linguistic Intelligence:** The ability to use and understand language effectively. 2. **Logical-Mathematical Intelligence:** The capacity for reasoning, problem-solving, and abstract thinking. 3. **Musical Intelligence:** The ability to understand and create music. 4. **Visual/Spatial Intelligence:** The ability to perceive and manipulate visual information. 5. **Interpersonal Intelligence:** The ability to understand and interact with others effectively. 6. **Intrapersonal Intellingence:** The ability to understand oneself, including emotions, motivations, and values. 7. **Kinesthetic Intelligence:** The ability to use one's body effectively. ### Emotional Intelligence * **Definitions:** Emotional intelligence (EQ) refers to the ability to understand and manage emotions effectively. * **Key Research:** Daniel Goleman popularized the concept of emotional intelligence through his books. * **Five Dimensions of Emotional Intelligence:** 1. **Knowing One's Emotions:** The ability to be aware of and understand one's own emotions. 2. **Managing One's Emotions:** The ability to control and regulate one's emotions effectively. 3. **Motivating Oneself:** The ability to channel emotions to achieve goals. 4. **Recognizing Others' Emotions:** The ability to empathize with and understand the emotions of others. 5. **Handling Relationships:** The ability to establish and maintain positive interpersonal relationships. ### Ten Suggestions for Developing Emotional Intelligence 1. **Focus on Feelings, Not Judgments:** Describe your feelings rather than labeling people or situations. 2. **Distinguish Between Thoughts and Feelings:** Recognize the difference between your thoughts and emotions. 3. **Take Responsibility for Your Feelings:** Own your emotions and their impact. 4. **Use Feelings to Guide Decisions:** Consider the potential consequences of your actions before taking them. 5. **Respect Others' Feelings:** Be cognizant about how your actions might impact others. 6. **Channel Energy, Not Anger:** Don't let anger control you; use it to motivate you to take action. 7. **Validate Others' Feelings:** Acknowledge and support the feelings of others. 8. **Practice Positive Self-Talk:** Use positive language to improve mood and well-being. 9. **Listen Empathetically:** Give others the space to share their thoughts and feelings. 10. **Limit Contact with Those Who Invalidate** ### Emotional Intelligence at Work * **Importance for Workplace Success:** High emotional intelligence is essential for success in the workplace because it enables individuals to handle stress, manage relationships, and motivate those around them. ### The Challenge of Managing a Diversified Workforce * **The Growing Importance of Emotional Intelligence:** Emotionally intelligent employees are better equipped to manage diverse demographics in the workplace. * **Key Areas of Focus:** Organizations need to focus on developing their employees' emotional intelligence to create a more effective and inclusive work environment. ### What Is a Group and Why People Join Groups? * **Definition:** A group is two or more individuals who interact and influence each other to achieve a common goal. * **Characteristics of Groups:** 1. Groups consist of two or more people. 2. Group members regularly interact with one another. 3. Members are inter-dependent. 4. Groups have a shared purpose or interest. ### Why Do People Join Groups? * **Motivations for Group Membership:** 1. **Affiliation Motivation:** The need for social connection and a sense of belonging. 2. **Security:** Seeking safety and protection in a group setting. 3. **Satisfaction of Needs:** Meeting personal needs through group participation. 4. **Shared Interests and Goals:** Joining or creating groups based on common interests and objectives. 5. **Self-esteem:** Boosting self-esteem by being a part of a prestigious or valued group. 6. **Status:** Gaining recognition and respect by holding a membership in an esteemed group. 7. **Power:** Achieving goals that are difficult or impossible to accomplish individually. 8. **Goal Achievement:** Working collectively to accomplish shared goals. ### Types of Groups * **Formal Groups:** Groups established by an organization to achieve specific goals. * **Command Group:** A group of individuals who report directly to a manager, as defined by an organizational hierarchy. * **Task Group:** A group formed to complete a specific task or solve a problem. * **Informal Groups:** Groups formed naturally through social interaction. * **Interest Groups:** Groups formed around shared interests. * **Friendship Groups:** Groups formed based on shared interests and social connections. ## Stages of Group Development * **Forming:** The initial stage, where group members become acquainted with each other and establish a group identity. * **Storming:** Characterized by conflict and competition within the group as members grapple with roles, power dynamics, and overall direction. * **Norming:** A stage of developing norms, routines, and working relationships within the group to achieve cohesion and establish a shared understanding of the group's purpose. * **Performing:** The stage where the group becomes highly functional and efficient in achieving its objectives. * **Adjourning:** For temporary groups, the final stage that involves disbanding or transitioning to a new phase. ### Effects of Groups on the Individual * **Definition:** Social facilitation involves a change in an individual's performance when in the presence of others. * **Key Findings:** 1. **Simple Tasks:** The presence of others tends to enhance performance on simple, routine tasks. 2. **Complex Tasks:** For more complex tasks, the presence of others can negatively impact performance, potentially leading to greater distraction or anxiety. ### Explanations for Social Facilitation * **Drive Theory:** The presence of others increases arousal, impacting dominant responses, either positively or negatively depending on task complexity. * **Evaluation Apprehension:** Individuals may be more motivated to perform well when they are being observed, increasing arousal, potentially enhancing or diminishing performance based on the individual’s competence. * **Distraction Conflict:** The presence of others can create a conflict between focusing on the task at hand and paying attention to those around, impacting overall performance. ### Social Loafing * **Definition:** A reduction in individual effort within a group setting, where individuals are less motivated or exert less effort than they would when working alone. * **Reasons for Social Loafing:** 1. **Lack of a Defined Contribution:** Individuals may reduce their effort if they believe their individual contribution is difficult to measure or assess. 2. **Unfair Work Division:** If an individual perceives the workload as being unevenly distributed or unfair, they may reduce their effort. 3. **Lack of Contribution from Others:** Individuals may be less motivated if they believe team members aren't contributing their fair share, resulting in a "sucker effect." 4. **Selfish Motives:** Individuals might prioritize their own interests and effort optimization, potentially resulting in reduced effort. 5. **Diffusion of Responsibility:** Individuals may feel less accountable and responsible for their contribution within larger groups, resulting in reduced effort. 6. **Contributions Feeling Less Needed:** The perceived redundancy of contributions in larger groups can lead to reduced individual effort. ### Reducing Social Loafing * **Strategies for Counteracting Social Loafing:** 1. **Accountability:** Ensure clear expectations and measurable individual contributions. 2. **Commitment:** Encourage individuals to be fully committed to the group’s goals. 3. **Value of the Task:** Emphasize the importance and value of the task to increase motivation. 4. **Unique Contributions:** Highlight the importance of each individual's unique skills and contributions. ### Group Polarization * **Definition:** A phenomenon that occurs when group decisions tend to be more extreme than individual decisions. * **Risky Shift :** Groups often favor riskier decision-making compared to individual preferences. * **Cautious Shfit:** In certain cases, groups may exhibit a shift toward more cautious decisions. ### The Johari Window * **Concept:** A tool for understanding the different aspects of a person's personality and how they are perceived by others. * **Key Components:** 1. **Open Self:** The part of a person's personality that is known to both themselves and others. 2. **Hidden Self:** The part of a person's personality that is known to the individual but not to others. 3. **Blind Self:** The part of a person's personality that is known to others but not to the individual. 4. **Unknown Self:** The part of a person's personality that is unknown to both themselves and others. ### The Johari Window: How To Increase Self-Awareness * **Self-Disclosure:** Sharing information about yourself with others to reduce the size of your hidden self and increase the size of your open self. * **Feedback:** Obtaining information from others about your behavior, both positive and negative, to reduce the size of your blind self and enhance self-awareness. ### The Johari Window: Types of Individuals * **Open-Receptive Person:** High levels of self-disclosure, open to receiving feedback, and willing to establish strong interpersonal relationships. * **The Interviewer:** High levels of hidden self, seeking information from others but reluctant to share their own experiences. * **The Bull-in-a-China Shop:** Large blind self, they tend to dominate the information and interaction, often displaying insensitivity to others. * **The Turtle:** Individuals with a large unknown self, who tend to be guarded and have a lack of self-awareness, likely to be unpredictable and make others feel confused by their behavior. ### Opening the Windows Of The Mind * **Developing Self-Awareness:** The metaphor of "windows of the mind" highlights that our perceptions and understanding are shaped by the ways we choose to see the world. To expand our understanding of ourselves and others, we need to actively seek new knowledge and experiences and look at things from different perspectives. ### Benefits and Risks of Disclosure * **Benefits of Self-Disclosure:** 1. Fostering trust and building stronger relationships. 2. Gaining a deeper understanding of others' perspectives. * **Risks of Self-Disclosure:** 1. Potential for negative reactions or misunderstanding from others. 2. Giving someone an opportunity to gain power in a relationship. 3. Revealing information that could damage a relationship. ### Guidelines For Effective Feedback * **Key Principles:** 1. **Focus on Behavior, Not the Person:** Give feedback on actions, not the individual themselves. 2. **Be Specific and Timely:** Provide concrete evidence and feedback as soon as possible after the event. 3. **Give Feedback at the Request of Receiver:** Only offer feedback when the other person is open to receiving it, showing a willingness to grow and learn. 4. **Focus on One Area at a Time:** Deliver feedback concisely and limit its scope to one specific area or behavior. * **Receiving Feedback:** 1. **Listen Attentively:** Listen carefully to understand the feedback being shared with you and try to avoid distractions. 2. **Don't Get Defensive:** Avoid being defensive, even if you disagree with the feedback, try to stay open-minded and remain calm. 3. **Allow Share to Finish:** Give the person time to share their thoughts completely and refrain from interrupting them. 4. **Express Gratitude:** Demonstrate your appreciation to the person for sharing their honest feedback. ### What We Learn From The Johari Windows * **Key Lessons:** 1. **Importance of Open Communication:** A larger open self fosters better communication and understanding in relationships. 2. **Continuous Learning:** The goal is to expand the open self and reduce any hidden, blind, or unknown areas. 3. **Addressing Unknown Areas:** We should be open to exploring and understanding the unknown aspects of ourselves and others. 4. **Respect and Sensitivity:** Be mindful and sensitive to the hidden, blind, and unknown areas of ourselves and others. 5. **Self-Actualization and Exploration:** The goal of moving from the unknown self to open self involves exploration and continuous personal growth. 6. **Interconnectedness of Windows:** Changes in one area of the Johari Window can impact others areas. 7. **Individuality and Relationships:** Each person has a unique "window" that shapes their interactions and relationships based on the perspectives they bring to the table. ### Additional Exercises and Study Questions * **True or False:** Determine the truth of the statements related to the Johari Window. * **Matching Practice:** Matching terms and descriptions based on the Johari Window. * **Discussion Questions:** Reflect on the concepts related to The Johari Window, self-disclosure, and feedback. * **Individual Study:** Compose notes on The Johari Window, types of individuals. * **Risk Assessment:** Explore the risks of self-disclosure in various contexts.