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Intro To Ob

Organizational behavior is the study of what people think, feel, and do in and around organizations. It examines employee behavior, decisions, perceptions, and how individuals and teams relate and interact with their counterparts. Studying OB provides knowledge and tools for working with others which is important for any career. There are multiple perspectives for viewing organizational effectiveness including considering the organization's external environment, internal subsystems, emphasis on learning, and satisfying stakeholder needs. Key aspects of OB include individual behaviors at work, challenges of globalization, increasing diversity, and changing employment relationships.

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Rey Marc Villanueva
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15 views4 pages

Intro To Ob

Organizational behavior is the study of what people think, feel, and do in and around organizations. It examines employee behavior, decisions, perceptions, and how individuals and teams relate and interact with their counterparts. Studying OB provides knowledge and tools for working with others which is important for any career. There are multiple perspectives for viewing organizational effectiveness including considering the organization's external environment, internal subsystems, emphasis on learning, and satisfying stakeholder needs. Key aspects of OB include individual behaviors at work, challenges of globalization, increasing diversity, and changing employment relationships.

Uploaded by

Rey Marc Villanueva
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Introduction to the Field of Organizational Behavior

The Field of Organizational Behavior

Organizational Behavior (OB)


● The study of what people think, feel, and do in and around organizations. Its focus is on
employee behavior, decisions, perceptions, and emotional responses.
● It looks at how individuals and teams in organizationsrelate to each other and to their
counterpartsin other organizations. OB also encompasses the study of how organizations interact
with their external environments, particularly in the context of employee behavior and decisions

Why study organizational behavior?


● The main reason why people with work experience value OB knowledge is that they have
discovered how it helps them to get things done in organizations.
● Everyone in the organization needs to work with other people, and OB provides the knowledge
and tools for working with and through others.
● No matter what career path you choose, you’ll find that OB concepts play an important role in
performing your job and working more effectively within organizations.

Perspectives of Organizational Effectiveness


A broad concept represented by several perspectives, including the organization’s fit with the external
environment, internal-subsystems configuration for high performance, emphasis on organizational
learning, and ability to satisfy the needs of key
stakeholders.

1. Open-systems Perspective
A perspective which holds that organizations depend on
the external environment for resources, affect that
environment through their output, and consist of internal
subsystems that transform inputs to outputs

2. Internal-subsystems Perspective
The open-systems perspective considers more than an
organization’s fit with the external environment. It also
examines how well the organization operates internally, that is, how well it transforms inputs into
outputs.
The most common indicator of this internal transformation process is organizational efficiency.
Organizational Efficiency
The amount of outputs relative to inputs in the organization’s transformation process. A popular
strategy for improving efficiency in the transformation process is lean management.
Lean Management - A cluster of practices to improve organizational efficiency by continuously
reducing waste, unevenness, and overburden in the production process.
3. Organizational LearningPerspective
Organizational Learning -A perspective which holds that organizational effectiveness depends on the
organization’s capacity to acquire, share, use, and store valuable knowledge.

Knowledge Knowledge Knowledge Use Storage


Acquisition Sharing

Occurs when Knowledge sharing Knowledge use is Storage refers to


information is brought refers to the the application of ways that companies
into the organization distribution of knowledge to retain valuable
from the external knowledge throughout organizational knowledge.
environment. the organization. processes in ways that They retain
This can include It also occurs improve the employees, document
hiring people, through electronic organization’s best practices, record
acquiring companies, whiteboards, wikis, effectiveness. experiments (including
and scanning the blogs, and other Essentially, new those that didn’t work
environment for the computer-mediated work activities involve out), and keep samples
latest trends. technology. knowledge use because of past products.
It also includes the they require the
process of creative application of new
insight—experimenting knowledge to break out
and discovering new of past routines and
ideas. practices.

Intellectual Capital:The Stockof Organizational Knowledge


Intellectual Capital
A company’s stock of knowledge, including human capital, structural capital, and relationship
capital.
Human Capital
The stock of knowledge, skills, and abilities among employees that provides economic value to
the organization.
Organizational Memory and Unlearning
Corporate leaders need to recognize that they are the keepers of an organizational memory.
● Organizational memory is the storage and preservation of intellectual capital.
● It includes knowledge that employees possess as well as knowledge embedded in the
organization’s systems and structures.
● It includes documents, objects, and anything else that provides meaningful information about
how the organization should operate.
How do organizations retain intellectual capital?
1. Keeping good employees.
2. Systematically transfer knowledge to other employees.
3. Transfer knowledge into structural capital.
4. High-PerformanceWorkPractices Perspective
● A perspective which holds that effective organizations incorporate several workplace practices
that leverage the potential of human capital.
● The HPWP perspective begins with the idea that human capital—the knowledge, skills, and
abilities that employees possess—is an important source of competitive advantage for
organizations.

5.Stakeholder Perspective
Stakeholders -Individuals, organizations, and other entities that affect, or are
affected by, the organization’s objectives and actions.
The stakeholder perspective personalizes the open-systems perspective; it identifies specific
people and social entities in the external and internal environment. It also recognizes that
stakeholder relations are dynamic; they can be negotiated and managed, not just taken as a fixed
condition.

Values, Ethics, and Corporate Social Responsibility

This brings us to one of the key strengths of the stakeholder perspective, namely, that it incorporates
values, ethics, and corporate social responsibility into the organizational effectiveness equation.

VALUES Relatively stable, evaluative beliefs that guide a person’s preferences for outcomes or
courses of action in a variety of situations

ETHICS The study of moral principles or values that determine whether actions are right or
wrong and outcomes are good or bad

CSR Organizational activities intended to benefit society and the environment beyond the
firm’s immediate financial interests or legal obligations.

Types of Individual Behavior

1. TaskPerformance
● Task performance refers to goal-directed behaviors
under the individual’s control that support
organizational objectives.
● Task performance behaviors transform raw
materials into goods and services or support and
maintain technical activities.
2.Organizational Citizenship
Organizational Citizenship Behaviors (OCBs) - Various
forms of cooperation and helpfulness to others that support
the organization’s social and psychological context.
3.Counterproductive Work Behaviors
● Voluntary behaviors that have the potential to directly or indirectly harm the organization.
4. Joining and Staying with the Organization
Task performance, organizational citizenship, and the lack of counterproductive work behaviors are
obviously important, but if qualified people don’t join and stay with the organization, none of these
performance-related behaviors will occur. Attracting and retaining talented people is particularly
important as worries about skill shortages heat up.
5.Maintaining Work Attendance
Along with attracting and retaining employees, organizations need everyone to show up for work at
scheduled times.
Situational factors—such as severe weather or car breakdown—explain some work absences.

Contemporary Challenges for Organizations

Three Of The Major Challenges Facing Organizations:


Globalization, Increasing Workforce Diversity, And Emerging Employment Relationships.

Globalization Economic, social, and cultural connectivity with people in other parts of the world.

Increasing Surface-level Diversity


Workforce The observable demographic or physiological differences in people, such as their
Diversity race, ethnicity, gender, age, and physical disabilities.
Deep-level Diversity
Differences in the psychological characteristics of employees, including
personalities, beliefs, values, and attitudes.

Emerging Work–life Balance


Employment The degree to which a person minimizes conflict between work and nonwork
Relationships. demands.
Virtual Work
Work performed away from the traditional physical workplace by means of
information technology.

Anchors of Organizational Behavior Knowledge

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