Introduction to

Organizational Behaviour

By – Lt Cdr M Sarwar Iqbal

Course Instructor
17th SSAC

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What is an 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.

⚫ All social species, such as bees, ants and

apes, organize, and humans have done so
since prehistoric times. Organization allowed
individuals to specialize and increase
efficiency.
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What is Behaviour ?
✓ In scientific research, Human Behaviour
is a complex interplay of three
components:
✓ Actions,
✓ Cognitions and
✓ Emotions.

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Sounds complicated? Let’s
address them one by one.

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Actions are Behaviour

⚫ An action denotes everything that can be

observed, either with bare eyes or measured
by physiological sensors.

⚫ Think of an action as an initiation or transition

from one state to another Behavioral actions
can take place on various time scales,
ranging from muscular activation to sweat
gland activity, food consumption, or sleep.

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⚫ Even subtle bodily changes on a sub-second
scale that aren‘t conscious to us can be
considered behaviour.

⚫ They just happen to take place on different

levels of granularity and with different time
resolution. All of these processes in
conjunction allow us to respond appropriately
to our surroundings and follow our desires.

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Cognitions are Behaviour

⚫ Cognitions describe thoughts and mental

images you carry with you, and they can be
both verbal and nonverbal.

⚫ Plans, desires, ideas, and interpretations are

results of our cognitive skill set. Cognitions
comprise problem-solving strategies,
intelligence, and our personality – everything
that makes U.

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Emotions are Behaviour

⚫ An emotion is any relatively brief conscious

experience characterized by intense mental
activity, and a feeling that is not
characterized as resulting from either
reasoning or knowledge.

⚫ This usually exists on a scale, from positive

(pleasurable) to negative (unpleasant).

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 Goals of Organizational
Behaviour

⚫ Explain, predict, and control Human

Behaviour

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Origin of O/B
⚫ May be traced back thousands of years,
as noted in Sterba's analysis of the ancient
Mesopotamian temple corporations.

⚫ However, we will focus on the modern

history of organizational behavior, which
dates to the late 1800s.

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Table 1 : ONE HUNDRED YEARS OF PROGRESS IN
ORGANIZATIONAL BEHAVIOUR

1890s • Frederick Taylor's development of scientific

management
1900s • Max Weber's concept of bureaucracy and the
Protestant ethic
191Os • Walter Cannon's discovery of the "emergency
(stress) response"
1920s • Elton Mayo's illumination studies in the textile
industry
• The Hawthorne studies at Western Electric Company
1930s • Kurt Lewin's, Ronald Lippitt's, and Ralph White's
early leadership studies
1940s • Abraham Maslow's need hierarchy motivation theory
• B. F. Skinner's formulation of the behavioral approach
• Charles Walker's and Robert Guest's studies of routine work

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1950s • Ralph Stogdill's Ohio State leadership studies
• Douglas McGregor's examination of the human side of
enterprise
• Frederick Herzberg's two-factor theory of motivation and job
enrichment
1960s • Arthur Turner's and Paul Lawrence's studies of
diverse industrial jobs
• Robert Blake's and Jane Mouton's managerial grid
• Patricia Cain Smith's studies of satisfaction in work and
retirement
• Fred Fiedler's contingency theory of leadership
1970s • J. Richard Hackman's and Greg Oldham's job
characteristics theory
• Edward Lawler's approach to pay and organizational
effectiveness
• Robert House's path-goal and charismatic theories of
leadership
1980s • Peter Block's political skills for empowered managers
• Charles Manz's approach to self-managed work teams
• Edgar Schein's approach to leadership and organizational
culture
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Hawthorne Studies
⚫ In 1925 with a grant from Western Electric,
the Hawthorne studies were among the most
significant advances in the understanding of
O/B during the past century.

⚫ They were preceded by a series of studies

of illumination conducted by Elton Mayo in
the textile industry of Philadelphia.

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⚫ The research at the Hawthorne Works
(an industrial manufacturing facility in
Cicero, Illinois) was directed by Fritz
Roethlisberger and consisted of 4
separate studies throughout a seven-
year period.

⚫ These studies included (1) experiments

in illumination, (2) the relay assembly
test room study, (3) experiments in
interviewing workers, and (4) the bank
wiring room study.
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Why study OB?

⚫ OB studies what people do in an

organization and how that behavior
affects the performance of the
organization.

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Determinants of OB
⚫ There are 3 major factors that affect OB. The
working environment being the base for all
three factors, they are also known as the
determinants of OB. The 3 determinants are:

⚫ People
⚫ Structure
⚫ Technology

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People
⚫ An organization consists of people with
different traits, personality, skills, qualities,
interests, background, beliefs, values and
intelligence. In order to maintain a healthy
environment, all the employees should be
treated equally and be judged according to
their work and other aspects that affects the
organization.

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Organizational Structure
⚫ Structure is the layout design of an
organization. It is the construction and
arrangement of relationships, strategies
according to the organizational goals.
Technology
⚫ It is the implementation of scientific
knowledge for practical usage. It also
provides the resources required by the
people that affect their work and task
performance in the right direction.
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Environment
All organisations function within an :
⚫ Internal Environment can be defined as the
conditions, factors, and elements within an
enterprise that influences the activities, choices
made by the firm, and especially the behavior of the
employees and

⚫ External Environment can be defined as outside

factors that affect the company's ability to operate.
Some of them can be manipulated by the company’s
marketing, while others require the company to
make adjustments.

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⚫ Whatother knowledge helps us
understand OB?

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 Psychology seeks to Sociology studies
measure,explain, people in relation to their
and change fellow human beings
behaviour

Social Psychology
focuses on the
influence of people
on one another

Political Science is the

Anthropology is the
study of the
study of societies
behaviour of individuals
to learn about human
and groups within
beings and their activities
a political environment
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Concept of O/B
⚫ Interdisciplinary Approach
⚫ An Applied Science
⚫ Behavioural Approach to Management
⚫ Concern with Environment
⚫ Scientific Method
⚫ Contingency Approach
⚫ Systems Approach
⚫ Value Centred
⚫ Utilizes two Kinds of Logic

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Concept of O/B Demystified
Two Key Elements :

Nature of People Nature of

Organization
⚫ Individual Differences ⚫ Social –
⚫ Perception Formal/Informal
⚫ Whole Person
⚫ Mutual Interest
⚫ Motivated Behaviour
⚫ Valuing The Employee ⚫ Ethical

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Simple OB Model

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O/B Models
⚫ OB reflects the behaviour of the people and
management all together, it is considered as field
study not just a discipline.

⚫ A discipline is an accepted science that is based

upon theoretical foundation, whereas OB is an inter-
disciplinary approach where knowledge from
different disciplines like psychology, sociology,
anthropology, etc. are included.

⚫ It is used to solve organizational problems,

especially those related to human beings.

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Autocratic Model
⚫ The root level of this model is power with a
managerial orientation of authority. The employees in
this model are oriented towards obedience and
discipline. They are dependent on their boss. The
employee requirement that is met is subsistence.
The performance result is less. The major drawbacks
of this model are people are easily frustrated,
insecurity, dependency on the superiors, minimum
performance because of minimum wage.

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 Custodial Model
⚫ The root level of this model is economic resources
with a managerial orientation of money. The
employees in this model are oriented towards
security and benefits provided to them. They are
dependent on the organization. The employee
requirement that is met is security.

⚫ This model is adapted by firms having high

resources as the name suggest. It is dependent on
economic resources. This approach directs to
depend on firm rather than on manager or boss.
They give passive cooperation as they are satisfied
but not strongly encouraged
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Supportive Model
⚫ The root level of this model is leadership with a
managerial orientation of support. The employees in
this model are oriented towards their job
performance and participation. The employee
requirement that is met is status and recognition.

⚫ The performance result is awakened drives. This

model is dependent on leadership strive. It gives a
climate to help employees grow and accomplish the
job in the interest of the organization. Management
job is to assist the employee’s job performance.
Employees feel a sense of participation.
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Collegial Model
⚫ The root level of this model is partnership with a
managerial orientation of teamwork. The employees
in this model are oriented towards responsible
behaviour and self-discipline. The employee
requirement that is met is self-actualization. The
performance result is moderate zeal.
⚫ This is an extension of supportive model. The team
work approach is adapted for this model. Self-
discipline is maintained. Workers feel an obligation to
uphold quality standard for the better image of the
company. A sense of “accept” and “respect” is seen.

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Elements of O/B

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Scope of O/B [Main Concepts]
Broadly, scope of OB is the extent to which it can
governs or influences the operations of an organization.
OB integrates 3 concepts respectively:
Individual Behaviour-
⚫ It is the study of individual’s personality, learning,
attitudes, motivation, and job satisfaction. In this
study, we interact with others in order to study about
them and make our perception about them.

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Inter-individual Behaviour-
⚫ It is the study conducted through communication
between the employees among themselves as well
as their subordinates, understanding people’s
leadership qualities, group dynamics, group conflicts,
power and politics.
Group Behaviour -
⚫ It studies the formation of organization, structure of
organization and effectiveness of organization. The
group efforts made towards the achievement of
organization’s goal is group behavior. In short, it is
the way how a group behaves.

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Scope of O/B
⚫ Self Development ⚫ Effective Communication
⚫ Personality Development ⚫ Interpersonal Effectiveness :
⚫ Development Of Human Values Including Persuasion, Coaching,
And Ethical Perspective Counselling, Mentoring, Goal
⚫ Managing Stress And Achieving Setting, Decision Making,
Mental Hygiene Politicking, Negotiation, Conflict
Handling
⚫ Creative Use Of Emotions
⚫ Team Building
⚫ Creating Learning Individual And
Learning Organisation ⚫ Leadership
⚫ Managing Creativity And Innovation ⚫ Creating Effective Organisational
Culture
⚫ Motivation And Morale
⚫ Managing Change
⚫ Job Satisfaction
⚫ Continuous Development Through
⚫ Job Design Behavioural Interventions.
⚫ Organisational Design ⚫ Stress & Conflict Mgmt.

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Manager’s 7 Roles/Functions
⚫ The seven major roles played by the
manager are:
⚫ Planning
⚫ Organizing
⚫ Staffing
⚫ Directing/Leading
⚫ Coordinating
⚫ Reporting
⚫ Budgeting
⚫ Controlling

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O/B as a Discipline

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O/B and Organizational
Effectiveness
⚫ Every organization, seeks to be more effective and
achieve superior results. Business strategy is
developed to achieve this. It amounts to nothing,
though, if it remains on the drawing board and is
never executed. Execution occurs when structure,
roles,capability, leadership, systems, and culture are
all pulling together and aligned with the strategy. One
without the other will create misalignment
⚫ and success will not be realized.

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Organizational Effectiveness
Framework

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Fundamental Relationships between
Organizational Elements that work
together
⚫ Well-executed Strategy through an engaged
Workforce, resulting in a great Customer Experience,
High Performance, and Profitability.
⚫ A “Fit For Purpose” structure where people
understand expectations and accountabilities
⚫ People Systems and processes that drive the right
behaviours
⚫ Capable and Credible Leadership
⚫ A Positive Work Environment

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Contemporary Issues of O/B
⚫ Improving Peoples’ Skills. ⚫ Emergence of E-
⚫ Improving Quality and Organisation & E-
Productivity. Commerce.
⚫ Total Quality Management ⚫ Improving Ethical Behavior.
(TQM). ⚫ Improving Customer
⚫ Managing Workforce Service.
Diversity. ⚫ Helping Employees Balance
⚫ Responding to Work-Life Conflicts.
Globalization. ⚫ Flattening World.
⚫ Empowering People. ⚫ Environmental Challenges
⚫ Coping with Temporariness. ⚫ International Policies
⚫ Stimulating Innovation and ⚫ Ethical Concerns
Change.

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Workable Solution to
Contemporary Challenges of
O/B
⚫ There is no perfect solution to organisational
problems, but if handled with care and
diligence, these challenges can be covered
into profitable opportunities.

⚫ TQM, Re-engineering, Leadership,

Organisational Culture, Group Norms etc. are
some of the OB concepts which can help in
facing various challenges.

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The Rigour of OB
⚫ OB looks at consistencies
⚫ OB is more than common sense
⚫ OB has few absolutes
⚫ OB takes a contingency approach

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 Bottom Line:
OB Is For Everyone
⚫ Organizational Behaviour is not just for
managers.

⚫ OB applies equally well to all situations in

which you interact with others: on the
basketball court, at the grocery store, in
school, or in church just as at the workplace.

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 Summary and Implications
⚫ OB is a field of study that investigates the impact
that individuals, groups, and structure have on
behaviour within an organization.

⚫ OB focuses on improving productivity, reducing

absenteeism and turnover, and increasing
employee job satisfaction and organizational
commitment.

⚫ OB uses systematic study to improve predictions

of behaviour.
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