Chapter 1: Introduction into the Field of Organizational Behavior Flashcards
Define organizational behavior.
Organizational behavior studies individual, group, and structure level determinants to understand what people think, feel, and do within the organization with the ultimate goal of applying this knowledge to improve organizational effectiveness.
- Study of what people think, feel, and do in organizations.
- Applies knowledge to improve organizational effectiveness (e.g., innovation vs. efficiency).
- Examines individual, group, and structure level determinants.
- Focuses on employee behaviors, decisions, perceptions, and emotional responses.
- Studies interactions within the organization and with its external environment.
- Analyzed at individual, team, and organizational levels.
How does the term organizational effectiveness relate to OB?
- Effectiveness is the ultimate dependent variable in OB.
- Effective organizations: good fit with external environment, transform inputs to outputs via human capital, and satisfy stakeholder needs.
- Organizations as Open Systems: depend on external environment for resources (materials, job applicants, info, etc.). Fit: align inputs, processes, outputs with external resources.
- Human Capital: skills, knowledge, and creativity of employees as a competitive advantage. Boost effectiveness through development, adaptability, and employee motivation.
- Stakeholder Relations: understand and manage conflicting interests to meet stakeholder expectations. Personal values guide preferences and actions.**
Summarize the organizational opportunities and challenges of globalization, workforce diversity, and emerging employment relationships.
Diversity:
* Opportunity: Inclusive workplaces value diversity, leading to better decisions, employee attitudes, and team performance.
* Challenge: Takes longer to perform effectively and can lead to dysfunctional conflict.
Emerging Employment Relationships:
* Opportunity: Indirect employment and self-employment (e.g., gig economy) are growing, allowing flexibility.
* Challenge: Direct employment produces higher work quality, innovation, and commitment due to lower turnover and organizational investment. Teams with both direct and agency workers have weaker social networks and less information sharing.
Globalization:
* Opportunity: Increased work-life integration, where employees engage in both work and non-work roles across time zones.
* Challenge: 24/7 work schedules due to technology blurring the lines between work and personal life.
OB recognizes three determinants from multiple levels of analysis. Discuss what the previous statement means.
Three Determinants:
* Individuals: Focus on personality, perceptions, motivation, attitudes, emotions, stress, etc.
* Groups: Examines structure, leadership, power struggles, group dynamics, politics, etc.
* Structures: Looks at reward systems, culture, work-life balance, reporting relationships, etc.
OB studies employee behaviors, decisions, perceptions, and emotional responses at the individual, team, and organizational levels.
Researchers analyze how individuals, teams, and organizations interact with each other and their external environments.
