Organizational Behaviour - Unit 1 - PDF

DR. Abhilasha Ruperee  What is Organizational Behaviour Organization : Organization is a collection of people who work together and coordinate their actions to achieve individual and Organizational goals. Behaviour : Defined as how people act as individuals and as groups. “Organisational...

DR. Abhilasha Ruperee  What is Organizational Behaviour Organization : Organization is a collection of people who work together and coordinate their actions to achieve individual and Organizational goals. Behaviour : Defined as how people act as individuals and as groups. “Organisational behaviour is a field of study that investigates the impact that individuals, groups and structure have on behaviour within the organisation.”—Stephens P. Robbins.  FEATURES (Characterstics) OF OB OB is a part of general management and not the whole of management. It represents behavioural approach to management. It helps in understanding human behaviour in work organizations at individual and group level. OB is a human tool for human benefit. It helps in predicting the behaviour of individuals. OB is inter-disciplinary field of study. It tries to synthesize knowledge drawn from various behavioural and social sciences such as Psychology, Sociology, Anthropology, Political-science, Economics, etc. In fact, OB is an applied behavioural sciences. OB is an action-oriented and goal-directed discipline. It provides a rational thinking about people and their behaviour. OB is both a science and an art. The systematic knowledge about human behaviour is a science. The application of behvioural knowledge and skills clearly leans towards being an art. OB seeks to fulfill both employees’ needs and organizational objectives.  OB Development over a period of time Objective of OB is – UNDERSTAND----PREDICT----CONTROL – Human behaviour OB study is less than 100 yrs old 4 Phases of OB I. Early Formative years (1776 with Adam smith to Max weber) II. Precursor Phase (Hawthorne Experiment 1920- Elton Mayo+whitehead and William Dikson) III. Maturity Phase ( from 1950s onwards – Scientific Mgmt.---Human relation Mov ---behavioural Mov) IV. Current Phase ( Cross cultural factors , Inclusion , International Org and research, EI & EQ, social Justice , Rduce stress, Affect of AI )  Main conclusions drawn by Prof.Mayo on the basis of Hawthorne studies: 1. Social Unit: A factory is not only a techno-economic unit, but also a social unit. Men are social beings. This social characteristic at work plays an important role in motivating people. The output increased in Relay Room due to effectively functioning of a social group with a warm relationship with its supervisors. 2. Group Influence: The workers in a group develop a common psychological bond uniting them as a group in the form of informal organisation. Their behaviour is influenced by these groups. Pressure of a group, rather than management demands, frequently has the strongest influence on how productive workers would be. 3. Group Behaviour: Management must understand that a typical group behaviour can dominate or even supersede individual behaviour. 4. Motivation: Human and social motivation can play even a greater role than mere monitory incentives in moving or motivating and managing employee group. 5. Supervision:The style of supervision affects worker’s attitude to work and his productivity. A supervisor who is friendly with his workers and takes interest in their social problems can get co-operation and better results from the subordinates. 7. Employee Morale: Mayo pointed out that workers were not simply cogs, in the machinery, instead the employee morale (both individual and ingroups) can have profound effects on productivity. 8. Communication: Experiments have shown that the output increases when workers are explained the logic behind various decisions and their participation in decision making brings better results 9. Balanced Approach: The problems of workers could not be solved by taking one factor i.e. management could not achieve the results by emphasizing one aspect. All the things should be discussed and decision be taken for improving the whole situation. A balanced approach to the whole situation can show better results Contributing Disciplines to the OB Field Psychology The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals E X H I B I T 1–3 (cont’d) Contributing Disciplines to the OB Field (cont’d) Sociology The study of people in relation to their fellow human beings E X H I B I T 1–3 (cont’d) Contributing Disciplines to the OB Field (cont’d) Social Psychology An area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another E X H I B I T 1–3 (cont’d) Contributing Disciplines to the OB Field (cont’d) Anthropology The study of societies to learn about human beings and their activities. Anthropology contributes to the understanding of comparative values, comparative attitudes, and cross-cultural analysis in organizations Practical application There are important practical benefits to understanding the principles of organizational behaviour: Development of personal styles of leadership can be guided by knowledge of the results of studies of OB that have attempted to relate leadership styles to situational requirements  In the area of performance enhancement, benefits can be gained by applying knowledge gathered in the field of OB  Being able to deal effectively with others in organizational settings requires understanding of OB  Emphasis of human element instead of on technical financial and other tangible resources often separate competing organisations when it comes to organizational performance. This occurs because all serious competitors in a given industry are likely to have attained nearly the same level of technical sophistication  SCOPE OF OB OB deals with the human behaviour at three levels, individual, group and organisational levels. It also deals with the infulence of each level of behaviour on other levels Individual Behaviour Personality: Sum total of interaction and reaction with others and world around. Depends on hereditary, environmental and situational factors Perception: Interpretation of world around us Values and Attitudes: Basic convictions of good and bad; evaluative favourable or unfavourable statements Learning : Experience based change in behaviour Motivation: Persistence of effort towards a goal Job Satisfaction: Favourable or unfavourable feeling towards job Group Behaviour Work groups and group dynamics: Formal and informal groups and group norms Power and Politics: Ability to give or withdraw the resources. Alignments based on common agenda Communication: Formal and informal communication, downward, upward, one way , two way Leadership: , Styles: autocratic, democratic, benevolent etc. Decision Making: Developing alternative solutions Organization: Structure, Process and Application Organizational Theory: Models of structuring work- relationships among job and people Organizational Design: Narrow or wide bandwidth – span of control Organizational Culture: Pattern of basic assumptions, passed on to new entrants, top management philosophy Organizational Effectiveness : Having the right goals and objectives in relation to the environment BBA 1 A- Organizational Behaviour  LIFE - STYLE QUESTIONNAIRE Robert Driscoll and Daniel G. Eckstein  Three Components of Attitude- ABC model The predispositions to get on a favorable or Behaviour unfavorable evaluation of something Attitude Feelings , sentiments , The Belief, opinion , moods and emotions bout an idea , person Affective Cognitive knowledge or info. Held by an individual or event ✓ THINK (Cognitive ) -----→ FEEL (Affective ) -----→ BEHAVE (Behaviour )- ✓ The above sequence best describes the components if Attitude. ✓ The attitude represents the interplay of persons Affective , Cognitive and behavioural tendencies with regards to Group , people or event or issue. CONCEPT OF SELF  Understanding Self – Self esteem , Self efficacy and Locus of control SELF ESTEEM SELF Efficacy LOCUS OF CONTROL by Bandura Respect of regard Belief’s in ones capability to Extent to which people feel succeed in a certain situation they have control over one has for himself their lives. R recover F fail I Interest A avoid S strong L lose INTERNAL EXTERNAL E enjoy L lack 1. Experience 2. Vicarious Experience 3. Social Persuasion 4. Physiological Feedback  CONCEPT OF SELF : How concept of SELF is developed Psychologist William James think of the self as having two sides: the “me” that is the object of our thoughts about ourselves and the “I” that does the thinking. (I am going to learn dancing. I will do the dance myself ) Carl Rogers --→ HUMANISTIC Psychologist 1). Self Image 2). Self Esteem 3). Ideal self Self-Recognition and Self-Definition ▪ Age 18 months -Sense of self – 18 months of age ( toddlers ) …we are different from people and things ▪ Age 3 -Self-definition- Identifying how we look in the mirror, where we live , what they do …Physical self …identify as US ▪ Age 6-7 – Self definition in Psychological terms – REAL SELF. “who they are” & IDEAL SELF “who they want to be”.”From Parental Control to Self Regulation ▪ Age 7+ to 12 - Self regulation and blending in with the society. Concept of self – individual self blends with society. The person identifies more with the peer group and society around. As they become functional members of society they comple following imp tasks Expand their self understanding Learn amore about how society works Develop Behavioural standards Manage their own behaviour ▪ Adolescence (age 12 to 18)- Play with sense of self , Experiment with their identity,compare themselves with others , develop basis of self concept for life. Self Esteem Age 7+ to 12 ( middle child ) – Development of Self esteem. Children compare their real selves and their ideal selves, and judge themselves by how well; they measure up to the social standards and expectation they have taken into their self-concept and by how well they perform. Children’s opinions of themselves have tremendous impact on their personality development. Adolescence (age 12 to 18)- Greater self Consciousness and influence of peers ( chemical changes in brain ) (( Two major changes 1. Success in area where adolescence desires success 2. approval from significant people in ado. Life )) COPPERSMITH administered a questionnaire to hundreds of fifth and sixth graders, both male and female. The boys and girls in this initial sample did not differ, on the average, but for intensive interviewing and observation, Coppersmith chose 85 boys and no girls to eliminate gender as a possible factor. Coppersmith concluded that people base their self-image on four criteria:- ❑(a) Significance (the extent to which they feel loved and approved of by people important to them). ❑(b) Competence (in performing tasks they consider important). ❑(c)Virtue (attainment of moral and ethical standards). ❑(d)Power (the extent to which they influence their own lives and the lives of others).  Self Efficacy Self-efficacy is a person’s belief in their ability to succeed in a particular situation. (Albert Bandura (1977), a Canadian-American psychologist and a professor at Stanford University.) Link to Read : Self-Efficacy: Bandura's Theory Of Motivation In Psychology  CONCEPT AND COMPONENTS OF ATTITUDE Attitude are BELIEFS , FEELINGS and ACTION tendencies towards OBJECTS , IDEAS and PEOPLE. Attitudes are learned Feelings and beliefs that define ones predisposition towards given aspect of the world Attitude are core to an individual All people irrespective of their status hold attitudes Attitude can fall anywhere along a continuum Attitude changes with change  PERCEPTION Selecting Organising Interpreting Selecting the stimuli relevant at a given time Organising the selected stimuli, converting them into meaning Interpreting to draw out inference from perceived events or objects  FACTORS INFLUENCING SELECTION Selecting Organizing Interpreting Internal factors External factors 1. GROUPING Interpretation ( similarity , Proximity or of perceived Intensity Need / motive Closure ) events / objects Size Background Contrast 2. FIGURE Experience Repetition GROUND Personality Movement Self-acceptance Novelty Familiarity  Three Components of Attitude STIMULI Management Style , peers, org. culture, rewars system Work etc. Behaviour related factors Attitude BELIEFs & VALUES- my supervisor is not fair. Having a Affective Cognitive COGNITION fair super visor is important to me FEELINGS & EMOTIONS- I don’t like my supervisor Affect INTENDED BEHAVIOUR – I am going to request a transfer. BEHAVIOUR FORMATION OF ATTITUDE  Experience with the object Mass Communication : all varieties of : attitudes develop with Classical Conditioning & attitude like mass communication plays a major role rewarding or punishing the Pavlov’s dog which is example of in attitude. The audience selects the experience with the object. classic conditioning process and how specific form of mass communication Employee form attitudes attitude is formed. Advertisers use this that best reflects their own attitude. depending on their to reinforce beliefs and sell products to previous job experience consumers. Economic Status & Occupation affects Operant Conditioning is when we our attitude about certain laws , acquire attitude that is accepted and management policies and belief as leave attitude that is ridiculed by good or bad. Socio economic others.Attitudes that are reinforced background influence our past , present verbally or Non-verbally tend to be and future attitudes. maintained. Neighborhood we live in have certain Family & Peer Group: Vicarious learning :Observing behaviour structure in terms of having cultural Imitation of parents of others and consequences of that facilities, religious groupings and ethnic about attitudes and Behaviour. Through Vicarious behaviour differences. Neighbors / society encourage thoughts about people children pickup behaviour of Parents. or condone certain behaviors. Conformity is , situation , Also this behaviour is learned by TV, ads the norm in neighborhood and attitudes are environment etc. Alos other media. affected by the same. from peers and friends. FUNCTIONS OF ATTITUDE Adjustment ATTITUDE Ego Knowledge Defensive Value Expression  FUNCTIONS OF ATTITUDE Why do people hold attitude ? Because attitude important functions like : 1. Adjustment : attitude help employees adjust to their environment and this forms the basis of their future behaviour. Eg: if employees are well treated in an organization they will speak good about the same. Inductions planned in organization help in adjustment and formation of posirive attitude among employees. 2. Ego defense : People often form and maintain certain attitudes to protect their own self images. Ego defense attitudes may be aroused due to external threats. They are difficult to change due to misdirected nature of impulses associated with them. Example : New comers may be threatened by new comers and may develop prejudice for new joiners. 3. Value Expression : 3 main aspects : 1. expression of seif- identity and central values. Eg: customers express their values in products they buy. 2. define etheir self concept and adopt self cultural values. Eg : teenagers may dress or behave in certain way to foster status in group. 3. Internalize and adopt the values of the group. Eg: a person who has joined eco club will be interested in conservation. 4. Knowledge Function :people need to maintain a stable , organized and meaning ful structure of the world around them to re examine their values , habits and life choices. Eg : Knowledge function is especially important in Consumer behaviour  Behaviour Behaviour is how someone acts. It is what a person does to make something happen, to make something change or to keep things the same. Behaviour is a response to things that are happening: Internally - thoughts and feelings Externally - the environment, including other people. Observing behaviour is the easy part. It is understanding why someone does what they do that is much more complicated. Types of behaviour : 1. Covert Behaviour 2. Overt Behaviour  JOB ATTITUDES MAJOR JOB ATTITUDES are : ❑ Job satisfaction ( TURNOVER & WORKPLACE DEVIANCE) ❑ Job Involvement ❑ Job Performance ❑ Customer satisfaction ❑ Organizational Commitment ❑ Organizational Citizenship Behaviour ❑ Absenteeism ❑ Psychological Empowerment  PERSONALITY Personality refers to the set of TRAITS and BEHAVIOURS that characterize an individual. Personality refers to the relatively stable pattern of behaviour and consistent internal state and explain persons Behavioural tendencies. Personality is both INTERNAL (thoughts, values )& EXTERNAL ( Sociability) Individual personality is relatively stable. If it changes its after a long time and after a traumatic event. Personality is both inherited as well as shaped by the the environment. Partly inherited genetically from our parents.  Theories Of Personality The theories of personalities are : Type 1) Type 2) Trait Humanistic Trait 3) Psychoanalytic 4) Social learning Personality Theories 5) Humanistic Social learning Psychoanalytic Personality Theories: 6 Models That Aim to Explain Human Behavior Big Five Model https://www.verywellmind.com/the-big-five-personality-dimensions-2795422 BIG 5 Openness Conscientiousness Extraversion Agreeableness (Extroversion) Neuroticism OCEAN/ CANOE Victory Through Excellence 64 BIG 5 Insight into your own personality, without taking test Openness Describe the broad traits that serve as building blocks of personality Conscientious Represents a range between two extremes ness Influenced by both nature & nurture Extraversion (Extroversion) Agreeableness Neuroticism Victory Through Excellence 65 BIG 5 Neuroticism Victory Through Excellence 66  BIG 5 & WORK Conscientiousness = strongest predictor for job performance High conscientiousness = high work performance John & Srivastava, 1999 Other traits have shown to predict more specific aspects of job performance Agreeableness & neuroticism ~ better performance in jobs where teamwork is involved Agreeableness is negatively related to individual proactivity Openness to experience is positively related to individual proactivity but negatively related to team efficiency Extraversion is a predictor of leadership, & success in higher echelons Victory Through Excellence 67 BIG 5: INSTRUMENT 36 0 to 40 Victory Through Excellence 68