Organisational behaviour Flashcards
organisational behaviour
Organizational behavior (OB) is an interdisciplinary field of study that investigates how individuals, groups, and organizational structures influence behavior within an organization. It aims to understand these dynamics and use the knowledge to improve an organization’s effectiveness.
Key characteristics of organisational behaviour
- Interdisciplinary
- Multi-Level Focus
- Humanistic and Optimistic
- Goal-Oriented
- Systems Approach
- Contingency Based
Interdisciplinary nature of OB
OB is not a singular discipline. It draws heavily from fields like:
Psychology: Concepts of personality, motivation, learning, and perception help understand individual behavior in the workplace.
Sociology: Examines group dynamics, power structures, social norms, and organizational culture.
Anthropology: Provides insights into the impact of cultural values and cross-cultural differences within an organization.
Management Science: Focuses on decision-making, leadership, communication, and applying OB concepts for practical outcomes.
Multi-Level Focus nature of OB
OB analyzes behavior within organizations at three primary levels:
Individual Level: Focuses on personality, learning, attitudes, and motivation to understand employee behavior and performance.
Group Level Examines team development, communication patterns, conflict resolution, and leadership within groups.
Organizational Level: Analyzes how organizational structure, culture, change management, and power dynamics influence overall performance and behavior.
Humanistic and Optimistic nature of OB
OB has a core belief in the potential of people within organizations. It highlights:
Individual Worth: Emphasizes the inherent value and unique contributions of each employee.
Potential for Growth: Believes individuals and organizations can develop, learn, and adapt to improve performance and well-being.
Human-Centric Focus: Prioritizes employee needs, job satisfaction, and well-being to foster a positive and productive workplace.
Goal-Oriented nature of OB
OB seeks to apply its knowledge for practical purposes, such as:
Employee Motivation: Tailoring work and reward systems to maximize employee motivation and performance.
Team Effectiveness: Promoting collaboration, clear communication, and effective team dynamics to enhance group outcomes.
Leadership Development: Identifying strategies to develop strong and effective leaders across the organization.
Organizational Change: Guiding organizations through change with minimal resistance and maximum success.
Systems Approach of OB
OB views organizations as complex, interconnected systems.
Interdependence: Changes in one part of the organization can impact other areas, stressing the need for a holistic view.
Internal and External Interaction: Organizations are influenced by and influence the external environment (markets, industry developments, etc.).
Open System: Organizations continuously take in resources (employees, ideas, materials) and transform them (into products or services), emphasizing the dynamic nature of organizations .
Contingency Based nature of OB
OB rejects the idea of universally perfect management styles or organizational structures. Instead, it advocates:
Situational Analysis The optimal approach depends on the specific contingencies faced by the organization (size, technology, market, etc.).
Adaptability: Managers and organizations must be flexible to tailor approaches based on the situation.
Scope of OB -Individual Behavior
Personality: How an individual’s personality traits influence their workplace behavior, decision-making, and interaction with others.
Perception: The processes by which individuals gather, interpret, and make sense of information from their environment, shaping their attitudes toward their work and organization.
Learning: How individuals acquire new knowledge, skills, and behaviors and how organizations can facilitate learning for development.
Motivation: The internal and external factors driving goal-directed behavior in the workplace. Understanding different types of motivation and designing effective reward systems.
Job Satisfaction: Examining factors contributing to positive or negative feelings towards one’s job and its impact on performance and well-being.
Stress Management: Identifying sources of workplace stress and developing coping mechanisms for individuals and organizations.
Scope of OB - Group Behavior
Teams: Analyzing team formation, development, dynamics, roles, and factors influencing team performance.
Leadership: Examining various leadership styles, their impact on followers, and how to develop effective leaders at all levels of an organization.
Communication: Understanding communication patterns, barriers, and strategies for effective communication within teams and across the organization.
Decision-making: Investigating how individuals and groups make decisions, including rational and intuitive processes and potential biases.
Conflict and Negotiation: Studying the sources of workplace conflict, different conflict management styles, and techniques for conflict resolution and negotiation.
Scope of OB - Organizational Behavior
Job Design: Designing work tasks to be motivating, engaging, and efficient. Considering factors like autonomy, task significance, and skill variety.
Organizational Culture: Understanding shared values, norms, and beliefs within an organization and how culture influences behavior and outcomes.
Organizational Structure: Analyzing how jobs are designed, how authority is distributed, and how communication flows, impacting efficiency and decision-making.
Organizational Change: Examining the processes, models, and strategies to manage changes within organizations and understand employee responses to change.
Human Resource Management: Studying HR practices like recruitment, selection, training, appraisal, performance management, and their impact on OB.
Elements of organisational behavior
key elements of organizational behavior (OB) can be understood as the building blocks or fundamental components that interact to influence how people and groups behave within organizations.
1. People
2. Structure
3. Technology
4. Environment
People element of OB
Individuals: Organizations comprise people with unique personalities, values, perceptions, attitudes, and motivations. Understanding individual differences is crucial for effective management, motivation, and team building.
Groups: People work together in both formal and informal groups. Understanding group dynamics, communication, roles, and leadership within teams is vital for fostering collaboration and high performance.
Structure element of OB
Job Design: How work is divided and assigned within an organization impacts efficiency, motivation, and job satisfaction. OB examines factors like task variety, autonomy, and feedback in job design.
Hierarchy and Reporting Lines: The formal structure dictates the flow of authority, communication, and decision-making processes. It shapes employee behavior and interactions.
Rules and Policies: Formal rules, policies, and procedures establish expectations and guidelines, influencing how employees approach their work and interact with others.
Technology element of OB
Tools and Equipment: The type of technology used within an organization impacts the nature of work, how employees communicate, and the skills required for success.
Automation and Work Processes: Technology influences job design, workflows, and decision-making processes, affecting efficiency and potentially causing displacement.
Digital Communication: Technological tools shape how information flows within organizations, influencing coordination, collaboration, and access to knowledge.
