Models Of Organisational Bahaviour (OB)

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Models Of Organisational Bahaviour

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Models of Organizational Behaviour (OB):

Models of Organizational Behaviour (OB) Dr. G C Mohanta, BE, MSc(Engg), MBA, PhD(Mgt) Professor Al-Qurmoshi Institute of Business Management Hyderabad

What is an Organization?:

What is an Organization? An organization is a collection of people who work together to achieve individual and organizational goals.

Organizational Behaviour:

Organizational Behaviour A field of study that investigates how individuals, groups and structure affect and are affected by behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.

Oganizational Behaviour:

Insert Figure 1.1 here Oganizational Behaviour

Models Of Organisational Bahaviour:

Models Of Organisational Bahaviour The basic purpose of model development is to understand the human bahaviour in an organisation. Prediction and control of human behaviour are also taken into models of organisational behaviour . Model illustrates the goals, parameters and factors of organisational behaviour . Model describes the abstraction of reality, simplifies the representation of real world phenomenon. Model of organisational behaviour explains the behaviour at individual, group and organisational levels.

Models Of Organisational Bahaviour (Contd.):

Models Of Organisational Bahaviour (Contd.) The different models of Organizational Behaviour are as follows: Autocratic Model, Custodial Model, Supportive Model, Collegial Model and System Model.

Autocratic Model:

Autocratic Model Autocratic model depends on power of the boss. Those who are in the command must have power to demand “you do this or else”, meaning those who do not follow order, will be penalized. In an autocratic environment, the managerial orientation is official authority. Under autocratic model, the employee orientation is obedience to the boss, not respect for him. The psychological result for employees is, dependence on their boss whose power to hire, fire and perspire them is almost absolute. The employees needs must satisfy subsistence needs of themselves and their families. Most of the employees give minimum performance.

Custodial Model:

Custodial Model The custodial model depends on economic resources. The resulting managerial orientation is, towards money to pay wages and benefits. Since employees’ physical needs are already reasonably met, the employer looks to security needs as a motivating force. If an organization does not have the wealth to provide pensions and pay other benefits, it cannot follow a custodial approach. The custodial approach leads to employee dependence on the organisation. The employees are satisfied and happy but they are not strongly motivated, so they give only passive cooperation.

Supportive Model:

Supportive Model The supportive model has its origin in the “principles of supportive relationship”. The supportive model depends on leadership instead of authority or economic rewards. The management assumes that workers are not by nature passive and resist to organizational needs, but they are made so by an inadequately supportive climate at work. Through leadership, management provides a climate to help employees to grow and accomplish. Management’s orientation, therefore, is to support the employees job performance. The workers feel a sense of participation and takes involvement in the organisation. The workers are more concerned about higher level needs, like affiliation and esteem. Employee says “we” instead of “they” when referring to their organization.

Collegial Model:

Collegial Model The term “collegial” refers to a body of persons having a common purpose. The collegial model depends on management’s building a feeling of partnership with employees. The result is that employees feel needed and useful. They feel that managers are contributing also, so it is easy to accept and respect their roles in the organization. Managers are seen as joint contributors rather than as bosses. The managerial orientation under collegial model is team work and management is the coach that builds a better team. The employees are self disciplined and concerned with self- actualisation needs which will lead to moderate enthusiasm in performance. The employee response to this situation is responsibility.

System Model:

System Model Under the system model, managers try to convey to each worker, “you are an important part of our whole system. We sincerely care about each of you. We want to join together to achieve a better product or service for local community and society at large. We will make every effort to make products that are environmentally friendly .” This helps self motivation of employees. The role of a manager becomes one of facilitating employee accomplishments through a variety of actions. These actions are: Support employee commitment for short-and long-term goals. Coach individuals & groups in appropriate skills & behaviors. Model and foster self-esteem. Show genuine concern and empathy for people. Offer timely and acceptable feedback. Help individuals to identify and confront issues in ethical ways.

Comparison Amongst Models of OB:

Comparison Amongst Models of OB Model Autocratic Custodial Supportive Collegial System Basis Of Model Power Economic Resources Laedership Partnership Trust Community Understanding Managerial Orientation Authority Money Support Teamwork Caring Compassion Employee Orientation Obedience Security & Benefits Job Performance Responsible Behaviour Psychological Ownership Employee Psychological Result Dependence On Boss Dependence On Organisation Participation Self-discipline Self Motivation Employee Needs Met Subsistence Security Status & Recogniton Self-actualization Wide Range Example Defense Team Garments Factory Software Firm Social Organization Some Corporate Firm Performance Result Minimum Passive Cooperation Awakened Drives Moderate Enthusiasm Passion Commitment Organizational goals

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