CHAPTER -1

5. Explain the major behavioral science disciplines that contribute to OB.

Answer:-
Psychology
Psychology is the science that seeks to measure, explain, and sometimes change the behavior
of humans and other animals.
Psychologists concern themselves with studying and attempting to understand individual
behavior. Those who have contributed and continue to add to the knowledge of OB are
learning theorists, personality theorists, counseling psychologists, and, most important,
industrial and organizational psychologists.
Early, industrial/organizational psychologists concerned themselves with the problems of
fatigue, boredom, and other factors relevant to working conditions that could impede efficient
work performance.
More recently, their contributions have been expanded to include learning, perception,
personality, emotions, training, leadership effectiveness, needs and motivational forces, job
satisfaction, decision-making processes, performance appraisals, attitude measurement,
employee selection techniques, work design, and job stress.
Sociology
While psychology focuses on the individual, sociology studies people in relation to their fellow
human beings.
Specifically, sociologists have made their greatest contribution to OB through their study of
group behavior in organizations, particularly formal and complex organizations. Some of the
areas within OB that have received valuable input from sociologists are group dynamics, design
of work teams, organizational culture, formal organization theory and structure, organizational
technology, communications, power, and conflict.
Social Psychology
Social psychology blends concepts from both psychology and sociology. It focuses on the
influence of the people on one another. One of the major areas under considerable
investigation by social psychologists has been change-- how to implement it and how to reduce
barriers to its acceptance. In addition, we find social psychologists making significant
contributions in the areas of measuring , understanding, and changing attitudes;
communication patterns; building trust; the way in which group activities can satisfy individual
needs; and group decision-making process.
Anthropology
Anthropology is the study of societies to learn about human beings and their activities. For
instance, anthropologists' work on cultures and environments has helped us understand
differences in fundamental values, attitudes, and behavior between people in different
countries and within different organizations. Much of our current understanding of
organizational culture, organizational environments, and differences between national cultures
is the result of the work of anthropologists or those using their methods.
Political Science
Although frequently overlooked, the contributions of political scientists are significantly to the
understanding of behavior in organizations. Political science studies the behavior of individuals
and groups within a political environment. Specific topics of concern here include the
structuring of conflict, allocation of power, and how people manipulate power for individual self-
interest.

6. Why the study of Organizational Behavior is essential for all managers? Explain with its
managerial implications.
Answer:-
Understanding why people behave the way they do and studying the complex nature of human
being in an organization is important to better manage and increase the value of the human
capital in an organization. Organizational Behavior helps us understand this by studying the
cause and effect of human behavior within an organization.
The reasons why Study of Organizational Behavior is essential for all managers are as follows:
Understanding the relationship between an organization and its employees:
The study of Organizational Behavior helps in the better understanding of the relationship
between an organization and its employees thereby helping in the development of better
Human Resource strategies in creating a better work environment, employee loyalty and
increasing the overall value of the human capital for the organization.
Motivating employees:
Studying Organizational Behavior help managers to better understand their employees and
motivate them, applying different motivational tools as per individual requirements resulting in
the better performance of the organization as a whole.
Improving industrial/ labor relations:
Organizational Behavior help in understanding the cause of a problem, predict its future course
and control its consequences. As a result, managers are able to maintain better relations with
their employees by nipping any problem in the bud.
Effective utilization of Human Resource:
Knowledge of Organizational Behavior help managers to effectively and efficiently manage their
employees, inspiring and motivating them to higher efficiency and productivity through a better
understanding and analysis of human behavior.
Predicting human behavior: This is probably the most important reason for studying
Organizational Behavior in management. Knowledge of Organizational Behavior prepares
students to become better managers by becoming a student of human behavior from a
management perspective and thereby contributing to organizational effectiveness and
profitability.

7. What are the emerging trends in OB and how these trends offer opportunities or pose
threats to the managers in Nepal?
Answer:-
The emerging trends in Organizational Behavior mostly focusses on aspects to make human
resource a strategic partner. Present context calls for understanding how human capital
management impacts business results.
Shift from Performance Reviews to Performance Management:
Finally organizations are sensing that they have wasted an enormous amount of time, money
and effort on a process that will never work properly. In most cases negotiations with the
workers council, gives rise to a practice where most of the people were rated at least ‘good’.
Performance management is a comprehensive, continuous and flexible approach to the
management of organizations, teams and individuals which involves the maximum amount of
dialogue between those concerned. Organizations are resorting more towards Performance
management.
Fostering transparent internal communication in Organizations:
Other than team meetings and monthly company meetings, most of the departments have
their own weekly time for team educations which they use to share information. Employees
every Friday meet up in many organizations to discuss anything they want to talk about: an idea
about a project, a problem they’re facing, their own career development and so on.
The org chart is fading away:
More and more graduates are recruited mainly looking at the fit between the values of the
graduate and the company, and less if the graduate fits in a specific starting position. As the
flexible workforce is growing, less and less people can be captured in the traditional org chart.
Employees are now like customers; companies have to consider them volunteers, not just
workers:
As the job market has heated up and new technologies have exploded, power has shifted from
the employer to the employee. Websites like Glassdoor, LinkedIn, Facebook, and others not
only increase transparency about a company’s workplace; they make it far easier for employees
to learn about new job opportunities and gain intelligence about company cultures.
The sharing economy is also entering organizational life –
The possibilities for organizations for cost optimization through sharing is huge. 100% of the
office space is not needed 24/7. Trucks and other logistics might be idle in the weekend.
Sharing mechanisms can be worked upon. What percentage of their time are super technical
specialists really working at full capability can be calculated and they can be allocated multiple
verticals.
Employees’ motivations have changed:
Today’s workers have a new focus on purpose, mission, and work-life integration. Research
shows that a variety of complex factors contribute to strong employee engagement, including
job design, management, work environment, development, and leadership. Today, more than
twice as many employees are motivated by work passion than career ambition (12 percent vs. 5
percent), indicating a need for leadership to focus on making the work environment compelling
and enjoyable for everyone.
Pervasive mobile technologies and Continuous Connectivity: In the Organizational Behavior
domain mobile solutions will become more and more the standard. The smartphone is essential
equipment for almost all employees. Today it is all about apps, the future will probably offer a
more integrated user experience. It is not only smartphones, but also virtual reality tools (as
Oculus Rift) will enter the workplace.
Real time succession management: Technology and the smart use of analytics enable a far
more effective succession management. In the past the succession management process was
too slow, too late and too limited. If you need good connectors to implement the strategy of
your organizations, it is not very helpful to ask senior management: “Who are the good
connectors in your business unit?” The line of sight of senior management is too limited, and it
takes too much time to gather the information anyway. You better analyses the data you have,
and look for certain patterns to detect possible good connectors.
Community management as a recruitment tool:
Recruitment has to make the shift from reactive to proactive. The practice to create
communities around your organization, a kind of “fan clubs”, is growing. The communities are
connected to your organizations and through the community people get a real experience of
what it means to be part of an organization. When opportunities occur, candidates from the
communities can very organically become part of a particular organization.
Privacy seems to be less of an issue:
New generations of ‘people trackers’, far beyond time tracking, are emerging. An experiment
was conducted by a company where they were trying to detect the emotions of people who call
a call center by analyzing the tone of their voice. In this way you can detect people who are
really angry or disappointed, and switch these callers to your most capable call center staff.

Main challenges and opportunities of organizational behavior to the managers in Nepal are:-

 Improving Peoples’ Skills.

 Improving Quality and Productivity.
 Total Quality Management (TQM).
 Managing Workforce Diversity.
 Responding to Globalization.
 Empowering People.
 Coping with Temporariness.
 Stimulating Innovation and Change.
 Emergence of E-Organization & E-Commerce.
 Improving Ethical Behavior.
 Improving Customer Service.
 Helping Employees Balance Work-Life Conflicts.
 Flattening World