OB12_01in

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Chapter ONE What Is Organizational Behavior?

Slide 2: 

After studying this chapter, you should be able to: Describe what managers do Define organizational behavior (OB) Explain the value of the systematic study of OB Identify the contributions made by major behavioral science disciplines to OB List the major challenges and opportunities for managers to use OB concepts L E A R N I N G O B J E C T I V E S

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What Managers Do Managerial Activities Make decisions Allocate resources Direct activities of others to attain goals Managers (or Administrators ) Individuals who achieve goals through other people

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Where Managers Work 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 set of goals

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Management Functions Planning Organizing Leading Controlling Management Functions

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Management Functions (cont’d) Planning A process that includes defining goals, establishing strategy, and developing plans to coordinate activities

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Management Functions (cont’d) 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

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Management Functions (cont’d) Leading A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts

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Management Functions (cont’d) Controlling Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations

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Mintzberg’s Managerial Roles E X H I B I T 1 –1 Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973 by H. Mintzberg. Reprinted by permission of Pearson Education.

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Mintzberg’s Managerial Roles (cont’d) E X H I B I T 1 –1 (cont’d) Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973 by H. Mintzberg. Reprinted by permission of Pearson Education.

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Mintzberg’s Managerial Roles (cont’d) E X H I B I T 1 –1 (cont’d) Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973 by H. Mintzberg. Reprinted by permission of Pearson Education.

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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

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Effective Versus Successful Managerial Activities (Luthans) Traditional Management Decision making, planning, and controlling Communication Exchanging routine information and processing paperwork Human Resource Management Motivating, disciplining, managing conflict, staffing, and training Networking Socializing, politicking, and interacting with others

Slide 15: 

Allocation of Activities by Time

Five Reasons Why Organisations Exist: 

Five Reasons Why Organisations Exist

Definition of Organization Behaviour: 

Definition of Organization Behaviour Is a field of study with a common body of knowledge. It studies three determinants of behaviour in organizations. They are individuals, groups and structures. It applies the knowledge gained about individuals, groups and the effect of structure on behaviour in order to make organizations work more effectively. A Introduction to Organizational Behaviour

The Nature of Organizational Behaviour : 

The Nature of Organizational Behaviour Mastery of basic objective knowledge Development of special skills and abilities Application of knowledge and skills An Introduction to Organizational Behaviour

Goals of Organizational Behaviour : 

Goals of Organizational Behaviour Explain individual and group behaviour. Predict certain behavioural response to change Control behaviour An Introduction to Organizational Behaviour

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Enter Organizational Behavior 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 organization’s effectiveness

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Complementing Intuition with Systematic Study Systematic Study Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence Provides a means to predict behaviors Intuition “Gut” feelings about “why I do what I do” and “what makes others tick”

Nature of Organisational Behaviour: 

Nature of Organisational Behaviour A field of study and not a discipline Interdisciplinary approach An applied science Normative and value centered Humanistic and optimistic Total system approach

Importance of OB: 

Importance of OB Road map to our lives in organisations Helps us understand and predict organisational life Influences events in organisations Helps understand self and others better Helps a manager get things done better Helps maintain cordial relations Highly useful in the field of marketing Helps in career planning and development Helps sustain the temp of economic growth

Contributing Disciplines to the OB Field: 

Contributing Disciplines to the OB Field E X H I B I T 1 –3 (cont’d) Psychology The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals

Contributing Disciplines to the OB Field (cont’d): 

Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1 –3 (cont’d) Sociology The study of people in relation to their fellow human beings

Contributing Disciplines to the OB Field (cont’d): 

Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1 –3 (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

Contributing Disciplines to the OB Field (cont’d): 

Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1 –3 (cont’d) Anthropology The study of societies to learn about human beings and their activities

There Are Few Absolutes in OB: 

There Are Few Absolutes in OB x y Contingency variables: “It Depends!” Situational factors that make the main relationship between two variables change — e.g., the relationship may hold for one condition but not another Country 1 x y Country 2 May be related to May NOT be related to In In

Foundations of OB: 

Foundations of OB

Challenges and Opportunities for OB: 

Challenges and Opportunities for OB Responding to Globalization Increased foreign assignments Working with people from different cultures Coping with anti-capitalism backlash Overseeing movement of jobs to countries with low-cost labor Managing people during the war on terror Managing Workforce Diversity Embracing diversity Changing U.S. demographics Implications for managers Recognizing and responding to differences

Major Workforce Diversity Categories: 

Domestic Partners Major Workforce Diversity Categories Race Non-Christian National Origin Age Disability E X H I B I T 1 –4 Gender

Challenges and Opportunities for OB (cont’d): 

Challenges and Opportunities for OB (cont’d) Improving Quality and Productivity Quality management (QM) Process reengineering Responding to the Labor Shortage Changing work force demographics Fewer skilled laborers Early retirements and older workers Improving Customer Service Increased expectation of service quality Customer-responsive cultures

What Is Quality Management?: 

What Is Quality Management? Intense focus on the customer Concern for continuous improvement Improvement in the quality of everything the organization does Accurate measurement Empowerment of employees E X H I B I T 1 –6

Challenges and Opportunity for OB (cont’d): 

Challenges and Opportunity for OB (cont’d) Improving people skills Empowering people Stimulating innovation and change Coping with “temporariness” Working in networked organizations Helping employees balance work/life conflicts Improving ethical behavior Managing people during the war on terrorism

Slide 36: 

A Downside to Empowerment?

Basic OB Model, Stage I: 

Basic OB Model, Stage I E X H I B I T 1-6 Model An abstraction of reality A simplified representation of some real-world phenomenon

The Independent Variables: 

The Independent Variables Independent Variables Can Be Individual-Level Variables Organization System-Level Variables Group-Level Variables Independent Variable The presumed cause of some change in the dependent variable; major determinants of a dependent variable

The Dependent Variables: 

The Dependent Variables x y Dependent Variable A response that is affected by an independent variable (what organizational behavior researchers try to understand)

The Dependent Variables (cont’d): 

The Dependent Variables (cont’d) Productivity A performance measure that includes effectiveness and efficiency Effectiveness Achievement of goals Efficiency Meeting goals at a low cost

The Dependent Variables (cont’d): 

The Dependent Variables (cont’d) Absenteeism The failure to report to work Turnover The voluntary and involuntary permanent withdrawal from an organization

The Dependent Variables (cont’d): 

The Dependent Variables (cont’d) Deviant Workplace Behavior Voluntary behavior that violates significant organizational norms and thereby threatens the well-being of the organization and/or any of its members

The Dependent Variables (cont’d): 

The Dependent Variables (cont’d) Organizational Citizenship Behavior (OCB) Discretionary behavior that is not part of an employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization

The Dependent Variables (cont’d): 

The Dependent Variables (cont’d) Job Satisfaction A general attitude (not a behavior) toward one’s job; a positive feeling of one's job resulting from an evaluation of its characteristics

Slide 45: 

Basic OB Model, Stage II E X H I B I T 1- 7

Models of OB: 

Models of OB Autocratic Custodial Supportive Collegial Basis of Model Power Economic resources Leadership Partnership Managerial orientation Authority Money Support Teamwork Employee orientation Obedience Security and benefits Job performance Responsible Behaviour Employee psychological results Dependence on boss Dependence on organisation Participation Self discipline Employees need met Subsistence Security Status and recognition Self actualisation Performance result Minimum Passive cooperation Awakened desires Moderate enthusiasm