FOUNDATION OF OB

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• ORGANIZATIONS ARE COMPLEX SYSTEMS

• HUMAN BEHAVIOR IS UNPREDICTABLE

• IT CAN BE PARTIALLY UNDERSTOOD

• THERE ARE NO PERFECT SOLUTIONS TO

ORGANIZATIONAL PROBLEMS
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 WHAT IS OB?

• OB IS THE STUDY AND APPLICATION OF

KNOWLEDGE ABOUT HOW PEOPLE – AS

INDIVIDUALS AND AS GROUPS– ACT

WITHIN ORGANIZATION

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 GOALS OF OB

• DESCRIBE

• UNDERSTAND

• PREDICT

• CONTROL

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 FORCES ACTING ON OB

TECHNOLOGY

ENVIRONMENT ENVIRONMENT

PEOPLE STRUCTURE

ENVIRONMENT
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 FUNDAMENTAL CONCEPTS

NATURE OF NATURE OF
PEOPLE ORGANIZATION

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 NATURE OF PEOPLE

• INDIVIDUAL DIFFERENCE

• PERCEPTION

• A WHOLE PERSON

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 NATURE OF PEOPLE

• MOTIVATED BEHAVIOR

• DESIRE FOR INVOLVEMENT

• VALUE OF THE PERSON

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 NATURE OF ORGANIZATION

• SOCIAL SYSTEM

• MUTUAL INTEREST

• ETHICS

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 AN ORGANIZATIONAL BEHAVIOR SYSTEM

Management’s
Philosophy, Values, Vision, Mission, Goals

Formal Org. Organizational

Social Environment
Culture
Informal
Org.
Leadership, Communication, Group Dynamics

Quality of Work Life

Motivation

OUTCOMES
Performance, Satisfaction
Personal growth/ Development 10
 APPROACHES TO OB

• HUMAN RESOURCES APPROACH

• CONTINGENCY APPROACH

• RESULT-ORIENTED APPROACH

• SYSTEMS APPROACH

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HUMAN RESOURCES APPROACH

“GIVE A MAN A FISH,

YOU FEED HIM FOR A DAY

TEACH HIM HOW TO FISH,

YOU FEED HIM FOR LIFE”

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 CONTINGENCY APPROACH

• SITUATIONAL

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 RESULT-ORIENTED APPROACH

• KNOWLEDGE x SKLL= ABILITY

• ATTITUDE x SITUATION = MOTIVATION

• ABILITY x MOTIVATION= POTENTIAL HUMAN PERFORMANCE

• POTENTIAL PERF x RESOURCE x OPPORTUNITY= RESULTS

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 SYSTEMS APPROACH

• COST-BENEFIT ANALYSIS

Potential
Costs
Proposed OB
Compare Decide
Actions
Potential
Benefits

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 MODELS OF ORGANIZATIONAL
BEHAVIOR
• THEORY “X” AND “Y”

• THE AUTOCRATIC MODEL

• THE CUSTODIAL MODEL

• THE SUPPORTIVE MODEL

• THE COLLEGIAL MODEL

• THE SYSTEMS MODEL 16