Ob chapter 1

Subject Name Code : BMNG 377 Credit Hours : 42ORGANIZATIONAL BEHAVIOUR

BMNG 377ORGANIZATIONAL BEHAVIOUR

ByK.Anandan


INTRODUCTION• Organization Behavior is the study of how

individuals and groups behave and interact within the organization.

• It is a field of study that investigates the impact that individuals, groups and structures have on behavior within an organization for the purpose of applying such knowledge towards improving an organization's effectiveness.

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The Field of Organisational Behaviour

• Organisational behaviour (OB) The study of what people think, feel and do in and around organisations.

• Organisations Groups of people who work interdependently toward some purpose.

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Five Anchors of Organizational Behaviour

– The Multidisciplinary Anchor: Organizational behavior is a discipline and within it theories and models of behavior are developed.

– The Systematic Research Anchor: Researchers in the field of organizational behavior rely on scientific method in conducting studies.

– The Contingency Anchor: Different actions and decisions may have different consequences in different settings.

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– The Multiple Levels of Analysis Anchor: This anchor dictates that solutions be evaluated from the perspectives of various organizational levels including that of individuals, of functional teams or departments, of executives and of the company as a whole.

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• The Open System Anchor: The open systems anchor supports a view of the organization that includes its external environment including such factors as the culture, in which it is located, the needs of investors, the state of the economy, the political environment and regulatory requirements.

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Types of individual behavior in organizations

• The four elements of the MARS model—motivation, ability, role perceptions, and situational factors—affect all voluntary workplace behaviors and their performance outcomes.

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• Motivation– Internal forces that affect the direction, intensity,

and persistence of a person’s voluntary choice of behavior

direction -- directed by goals intensity -- amount of effort allocated

persistence -- amount of time that effort is exerted

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• Ability– Natural aptitudes and learned capabilities

required to successfully complete a task

– Aptitudes -- natural talents that help people learn more quickly and perform better

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• Role perceptions– Beliefs about what behavior is required to achieve the desired

results• understanding what tasks to perform• understanding relative importance of tasks• understanding preferred behaviors to accomplish tasks

– Clarifying role perceptions

• - Provide information about tasks and priorities• - Provide frequent and meaningful performance feedback.• - Provide training on preferred work processes

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– Clarifying role perceptions• Provide information about tasks and priorities• Provide frequent and meaningful performance

feedback.• Provide training on preferred work processes

Situational factors– Environmental conditions (e.g. time, people,

budget, and work facilities) that constrain or facilitate behavior• Beyond the individual’s control in the short run

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• Joining and Staying with the Organisation : Task performance, organisational citizenship and the lack of counterproductive work behaviours are obviously important, but if qualified people don't join and stay with the organisation, none of these performance-related behaviours will occur.

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• Maintaining Work Attendance : organisations need everyone to show up for work at scheduled times.

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Values in the workplace

• Value is a judgmental element of what is right, good or desirable.

• workplace values are the guiding principles that are most important to you about the way that you work.

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• examples of workplace values include:– Being accountable.– Making a difference.– Focusing on detail.– Delivering quality.– Being completely honest.

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Values Differ Across Cultures

• Values differ across cultures because their climates and environment, beliefs, manners, histories, etc are different as well.

• Values differ across cultures because of the different regions where we live and the different religions that we have. Our culture is reflected by our religion and by what we are surrounded by.

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Ethical Behavior & Values

• Wisdom and Knowledge: The capacity to take information and convert it to something useful.

• Self Control: The ability to avoid unethical temptation

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• Love and Kindness: In an organizational context, love refers to an intense positive reaction to co-workers, groups and/or situations.

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Personality in Organizations

• Personality plays a key role in organizational behavior because the way that people think, feel, and behave affects many aspects of the workplace.

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Five-Factors in Personality and Organizational Behavior

• Openness to experience– Linked to higher creativity and adaptability to change

• Agreeableness– Effective in jobs requiring cooperation and

helpfulness

• Extroversion– Energy, positive emotions

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• Conscientiousness and emotional stability– A tendency to show self-discipline, act dutifully,

and aim for achievement.– Motivational components of personality– Strongest personality predictors of performance

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Emotions in the workplace

• Emotions are physiological, behavioral and psychological episodes experienced towards an object, person or event that create a state of readiness.

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Common Negative Emotions at Work

• Frustration/Irritation – Frustration usually occurs when you feel stuck or

trapped, or unable to move forward in some way.– some suggestions for dealing with frustration:• Stop and evaluate• Find something positive about the situation

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• Worry/Nervousness – With all the fear and anxiety that comes with

increasing numbers of layoffs, it's no wonder that many people worry about their jobs

– tips to deal with worrying• Don't surround yourself with worry and anxiety• Try deep-breathing exercises

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• Anger/Aggravation– Out-of-control anger is perhaps the most

destructive emotion that people experience in the workplace.

– It's also the emotion that most of us don't handle very well.

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• Dislike– We've probably all had to work with someone we

don't like.– But it's important to be professional, no matter

what.

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• Disappointment/Unhappiness– the emotions you might feel at work, these are

the most likely to impact your productivity.– some proactive steps you can take to cope with

disappointment and unhappiness:• Look at your mindset • Adjust your goal

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Job Satisfication

• Job satisfication which is probabaly the most studied attitude in organization behavior, represents a persons evaluation of his or her job and work context.

• job satisfaction is simply how content an individual is with his or her job

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Factors that influence job satisfaction

• Environmental factors– Communication overload and communication

under load– Superior-subordinate communication

• Individual factors• Emotion-Mood and emotions form the affective element

of job satisfaction.

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• Genetics– It has been well documented that genetics influence a variety of

individual differences

• Personality– research suggests an association between personality and job

satisfaction. – Specifically, this research describes the role of negative affectivity

and positive affectivity.

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• Psychological factors– Psychological well-being (PWB) is defined as “the

overall effectiveness of an individual’s psychological functioning” as related to primary facets of one’s life: work, family, community, etc

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Education

Ob chapter 1