Organizational Behaviour (OB) is the study of how individuals, groups, and structures affect and are affected by behavior within organizations. Its aim is to improve organizational effectiveness.
Example:
A company may use OB principles to improve teamwork or address employee grievances.
The key concepts underlying OB are:
OB models provide frameworks to understand and manage behaviors in organizations. Key models include:
Example:
A company adopting the supportive model might focus on mentorship programs and employee recognition.
Cultural Diversity refers to the presence of employees from varied cultural backgrounds, which can enhance creativity but also pose challenges in communication and integration.
Example:
A multicultural team in a global organization might bring innovative ideas but require cultural sensitivity training.
Perception is the process by which individuals interpret sensory information. Effective perception management can reduce misunderstandings and biases.
Example:
Managers can use clear communication and feedback to manage perceptions and align team objectives.
Perception is the process through which individuals interpret and make sense of sensory information to understand their environment.
Example:
A manager perceives an employee's tardiness differently based on their personal biases or past experiences.
Managers must understand and manage perceptual biases, such as stereotypes, halo effects, and selective perception, to improve decision-making and employee relations.
Example:
Avoiding stereotypes helps managers assess employees' skills and performance objectively.
Attitudes are learned predispositions to respond in a consistently favorable or unfavorable manner. They affect job performance, organizational commitment, and morale.
Example:
An employee with a positive attitude toward teamwork contributes more effectively to group projects.
Values are principles that guide behavior. Personal values influence individual actions, while organizational values shape the work culture.
Example:
Personal value: Integrity
Organizational value: Transparency
Alignment between these values promotes trust and ethical behavior.
Job satisfaction is the positive feeling an employee has about their job. It depends on factors like work conditions, salary, relationships, and opportunities for growth.
Example:
Providing employees with recognition and development opportunities increases their job satisfaction.
Motivation drives individuals to achieve goals. It can be intrinsic (self-driven) or extrinsic (externally driven).
Example:
A motivated sales team achieves higher targets and better customer satisfaction.
The achievement motive refers to the desire to excel, achieve standards, and strive for success. High achievers prefer challenging tasks and responsibility.
Example:
An employee with high achievement motivation might take the lead on a critical project to demonstrate competence.
Maslow proposed a five-level hierarchy of needs: physiological, safety, social, esteem, and self-actualization. Fulfillment of lower-level needs motivates individuals to pursue higher-level needs.
Example:
A company providing competitive salaries fulfills employees' physiological needs, encouraging them to seek esteem and self-actualization.
McGregor categorized management assumptions about employees into two models: Theory X: Assumes employees are lazy and require strict supervision. Theory Y: Assumes employees are self-motivated and seek responsibility.
Example:
A Theory X manager might micromanage tasks, while a Theory Y manager encourages autonomy and creativity.
Personality refers to the unique and stable patterns of thoughts, feelings, and behaviors that characterize an individual. It influences how people interact with their environment and others.
Example:
A confident and extroverted individual may excel in roles requiring public speaking and networking.
Personality is shaped by various factors:
Example:
While heredity might determine a tendency towards introversion, a supportive environment can encourage social engagement.
Trait theories focus on identifying and measuring individual traits, while type theories categorize personalities into fixed types.
Example:
Trait: High agreeableness suggests cooperative behavior.
Type: Carl Jung's theory classifies individuals as introverts or extroverts.
The Big Five model identifies five broad dimensions of personality:
Example:
An individual high in conscientiousness is likely to meet deadlines consistently.
The MBTI classifies personalities into 16 types based on preferences in four dimensions:
Example:
A person with an INTJ type is introspective, strategic, and decisive.
Locus of Control refers to the extent to which individuals believe they have control over events in their lives:
Example:
An employee with an internal locus of control takes responsibility for their performance and seeks self-improvement.
Personality types categorized by behavior patterns:
Example:
Type A individuals may excel in high-pressure jobs, while Type B individuals thrive in collaborative environments.
Personality assessment methods include:
Example:
A company might use MBTI to assign employees to roles that align with their personality strengths.
Stress is a psychological and physical response to external or internal demands that exceed an individual's coping capacity. It can be positive (eustress) or negative (distress).
Example:
A tight project deadline may cause stress, motivating some employees (eustress) but overwhelming others (distress).
Stress manifests through various symptoms:
Example:
An employee experiencing chronic stress may show signs of fatigue and reduced productivity.
Stressors arising from personal attributes or circumstances:
Stress caused by interactions within a team:
Stress due to organizational factors:
Stressors external to the workplace:
Example:
Balancing work and family demands often leads to extra-organizational stress.
Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged stress. It leads to reduced performance and detachment from work.
Example:
A healthcare worker facing excessive demands and lack of rest may experience burnout.
Personal approaches to manage stress:
Example:
Practicing yoga regularly helps reduce physical and emotional stress.
Employer-driven methods to reduce workplace stress:
Example:
Flexible work schedules allow employees to manage personal and professional responsibilities effectively.
Employee counseling involves professional guidance to help employees deal with stress and improve well-being. It can be provided by in-house counselors or external professionals.
Example:
An employee struggling with workplace pressure may benefit from one-on-one sessions with a counselor.
A group is a collection of individuals who interact with each other to achieve a common goal. Groups are essential in organizations to perform tasks effectively and enhance social interaction.
Example:
A project team is a formal group, while a lunch group is an informal group.
Groups can be classified based on their purpose and structure:
Teams are a type of group where members work collaboratively towards shared objectives. Teams are often cross-functional, leveraging diverse skills and expertise.
Example:
A software development team works collectively to deliver a product, with each member contributing specific skills.
Team Building: Activities designed to enhance team cohesion and performance.
Effective Teamwork: Achieved when team members collaborate harmoniously and focus on shared goals.
Example:
Team-building exercises like problem-solving activities improve communication and collaboration.
Leadership is the ability to influence and guide individuals or groups toward achieving goals. Leadership plays a vital role in motivation, decision-making, and conflict resolution.
Example:
A leader inspires a team to overcome challenges and achieve organizational success.
Different leadership styles suit varying situations and organizational needs:
Example:
A transformational leader might encourage a team to adopt new technologies for improved efficiency.
Effective leaders possess certain traits that enable them to guide and influence their teams:
Example:
A leader with emotional intelligence can manage conflicts effectively and foster a positive work environment.
Conflict is a disagreement or clash between individuals or groups due to differing opinions, values, or interests. While conflict is often seen as negative, it can also lead to growth and innovation if managed effectively.
Example:
Disagreements over resource allocation within a team can lead to conflict but also promote creative solutions.
The conflict process includes the following stages:
Example:
A team member’s dissatisfaction with workload distribution progresses through these stages, eventually leading to resolution.
Conflict occurring within an individual due to internal struggles or competing priorities.
Example:
An employee struggling to balance work responsibilities and personal commitments faces intrapersonal conflict.
Conflict between two or more individuals due to differences in personality, values, or interests.
Example:
Two employees competing for a promotion may experience interpersonal conflict.
Common sources of conflict in organizations include:
Conflict can have both positive and negative effects:
Example:
A constructive conflict about a project’s direction might lead to improved strategies, while a destructive conflict could delay completion.
Strategies for resolving conflict include:
Example:
Collaborating with a colleague to divide responsibilities equally resolves a conflict over workload distribution.
Grievances refer to formal complaints by employees about unfair treatment or workplace issues.
Steps to address grievances effectively:
Example:
An employee raising concerns about inadequate resources can have their grievance resolved through open communication and prompt action.