defining organizational behavior the field of organizational behavior traces its roots back to the...

Defining Organizational Defining Organizational BehaviorBehavior The field of organizational The field of organizational

behavior traces its roots behavior traces its roots back to the late 1940s back to the late 1940s when researchers in when researchers in psychology, sociology, psychology, sociology, political science, political science, economics, and other economics, and other social sciences joined social sciences joined together in an effort to together in an effort to develop a comprehensive develop a comprehensive body of organizational body of organizational researchresearch

It is now divided into three It is now divided into three distinct subfieldsdistinct subfields

What is Organizational Behavior?What is Organizational Behavior?

Organizational Behavior is the Organizational Behavior is the study of human behavior in the study of human behavior in the workplace, the interaction workplace, the interaction (cooperate ,work together ) (cooperate ,work together ) between people and the between people and the organization organization with the intent with the intent (aim,goal,target) to understand (aim,goal,target) to understand and predict (expect)and predict (expect) human human behaviorbehavior..

Organizational Behavior andOrganizational Behavior andOrganizational TheoryOrganizational Theory

Organizational behavior and Organizational behavior and organizational theory specialize in organizational theory specialize in studying organizationsstudying organizations

Organizational behaviorOrganizational behavior: : understanding behavior, attitudes, understanding behavior, attitudes, and performanceand performance

Organizational theoryOrganizational theory: design and : design and structure of organizationsstructure of organizations

Organizational BehaviorOrganizational Behavior

Definition: Definition: The study of human behavior, The study of human behavior, attitudes, and performance in organizations.attitudes, and performance in organizations.

Value of OB: Value of OB: Helps people attain the Helps people attain the competencies needed to become competencies needed to become effectiveeffective employees, team leaders/members, or employees, team leaders/members, or managersmanagers

CompetencyCompetency = an interrelated set of = an interrelated set of abilities, behaviors, attitudes, and knowledge abilities, behaviors, attitudes, and knowledge needed by an individual to be effective in needed by an individual to be effective in most professional and managerial positionsmost professional and managerial positions


The field that seeks increased The field that seeks increased knowledge of all aspects of behavior in knowledge of all aspects of behavior in organizational settings through the use organizational settings through the use of the scientific method.of the scientific method.

Characteristics of the field:Characteristics of the field: OB applies the scientific method to practical OB applies the scientific method to practical

managerial problems.managerial problems. OB focuses on three levels of analysis.OB focuses on three levels of analysis. OB is multidisciplinary in nature.OB is multidisciplinary in nature. OB seeks to improve organizational effectiveness OB seeks to improve organizational effectiveness

and the quality of life at work.and the quality of life at work.

OB is not Human Resources OB is not Human Resources Management (HRM)Management (HRM)

HRM is an organizational function responsible for staffing

issues

OB is not a function, it is a set of organization-wide processes

Micro level & Macro level OBMicro level & Macro level OB

Micro Level OB

Individual,Interpersonal andGroup Behaviors

Macro Level OB

How human systems and organized, structured and controlled

Also called organizational theory

Micro Organizational BehaviorMicro Organizational Behavior

Micro organizational behaviorMicro organizational behavior is is concerned mainly with the concerned mainly with the behaviors of individuals working behaviors of individuals working alonealone

Three subfields of psychology were Three subfields of psychology were the principal contributors to the the principal contributors to the beginnings of micro organizational beginnings of micro organizational behavior:behavior: Experimental psychology: provided Experimental psychology: provided

theories of learning, motivation, theories of learning, motivation, perception, and stressperception, and stress

Clinical psychology: furnished models of Clinical psychology: furnished models of personality and human developmentpersonality and human development

Industrial psychology: offered theories of Industrial psychology: offered theories of employee selection, workplace attitudes, employee selection, workplace attitudes, and performance assessmentand performance assessment

Meso Organizational BehaviorMeso Organizational Behavior

Meso organizational behaviorMeso organizational behavior is a is a middle ground, bridging the other middle ground, bridging the other two subfields of organizational two subfields of organizational behaviorbehavior

It focuses primarily on understanding It focuses primarily on understanding the behaviors of people working the behaviors of people working together in teams or groupstogether in teams or groups

In addition to sharing the origins of In addition to sharing the origins of the other two subfields, meso the other two subfields, meso organizational behavior grew out of organizational behavior grew out of research in the fields of research in the fields of communication, social psychology, communication, social psychology, and interactionist sociologyand interactionist sociology

Macro Organizational Macro Organizational BehaviorBehavior

Macro organizational behaviorMacro organizational behavior focuses focuses on understanding the behaviors of on understanding the behaviors of entire organizations entire organizations

The origins of macro organizational The origins of macro organizational behavior can be traced to four behavior can be traced to four disciplines:disciplines: Sociology: provided theories of structure, Sociology: provided theories of structure,

social status, and institutional relationssocial status, and institutional relations Political science: offered theories of Political science: offered theories of

power, conflict, bargaining, and controlpower, conflict, bargaining, and control Anthropology: contributed theories of Anthropology: contributed theories of

symbolism, cultural influence, and symbolism, cultural influence, and comparative analysiscomparative analysis

Economics: furnished theories of Economics: furnished theories of competition and efficiencycompetition and efficiency

Why Study Why Study Organizational Behavior?Organizational Behavior?

Success isn’t a destination – it’s a process. And Success isn’t a destination – it’s a process. And the margin between successes is often small. the margin between successes is often small. Learn the principles of defining and achieving Learn the principles of defining and achieving success in your own life and success in your own life and begin the journey begin the journey todaytoday..

This journey begins with understanding the This journey begins with understanding the behaviors between the leader, the followers, and behaviors between the leader, the followers, and the organization.the organization.

This is also a leadership course of study. To be This is also a leadership course of study. To be successful leader, one needs to understand the successful leader, one needs to understand the behaviors of people, organizations, and the behaviors of people, organizations, and the situation.situation.

Copyright (c) Allyn & Bacon 2007 12

Why Study Organizational Why Study Organizational Behavior and its History?Behavior and its History?

Leadership and administration means Leadership and administration means working with and through other people working with and through other people to achieve organizational goals. to achieve organizational goals.

A major cause of failure by principals A major cause of failure by principals is not having a is not having a theory of practicetheory of practice..

Only by knowing the contributions of Only by knowing the contributions of those who came before us, can we those who came before us, can we prepare ourselves for making strategic prepare ourselves for making strategic and tactical decisions to undergrid our and tactical decisions to undergrid our leadership.leadership. Copyright © Allyn & Bacon 2007


Does organizational behavior (OB) Does organizational behavior (OB) require a require a systematic study systematic study ?? Many people think OB is just common Many people think OB is just common

sense.sense. Some would add OB is just intuition.Some would add OB is just intuition.

Intuition versus Common SenseIntuition versus Common Sense

Common Sense DefinedCommon Sense Defined

The unreflective opinion of ordinary The unreflective opinion of ordinary men and women, unsophisticated men and women, unsophisticated judgment.judgment.

Intuition DefinedIntuition DefinedA feeling not necessarily supported by A feeling not necessarily supported by

research.research.

Contributing Disciplines to the Contributing Disciplines to the OB FieldOB Field

PsychologyPsychology SociologySociology Social PsychologySocial Psychology AnthropologyAnthropology Political SciencePolitical Science

Key concept of OBKey concept of OB

Organizational BehaviorOrganizational BehaviorKey conceptsKey concepts

promotes employee effectiveness through understanding promotes employee effectiveness through understanding of individual, group, and organizational processesof individual, group, and organizational processes

stresses relationships among employees/managersstresses relationships among employees/managersassumes employees want to work and can control assumes employees want to work and can control themselvesthemselves

ContributionsContributionsincreased participation, greater autonomy, individual increased participation, greater autonomy, individual challenge and initiative, and enriched jobs may increase challenge and initiative, and enriched jobs may increase participationparticipation

recognized the importance of developing human resourcesrecognized the importance of developing human resources

LimitationsLimitationssome approaches ignored situational factors, such as the some approaches ignored situational factors, such as the environment and technologyenvironment and technology

KEY ELEMENTS IN ORGANIZATION BEHAVIORKEY ELEMENTS IN ORGANIZATION BEHAVIOR

* People join together in an organization to * People join together in an organization to accomplish an accomplish an

objective, some kind of structure is required. objective, some kind of structure is required.

* People use technology to help get the job done, so * People use technology to help get the job done, so therethere

is an interaction. is an interaction.

* These elements are influenced by external * These elements are influenced by external environmentenvironment

and they influenced it. and they influenced it.

Organizations and OBOrganizations and OB

What is changing that requires a What is changing that requires a more systematic study?more systematic study?

OrganizationsOrganizations DiversityDiversity Global competitionGlobal competition Technology’s influence on behaviorTechnology’s influence on behavior Society – social changesSociety – social changes


Human behavior depends on Human behavior depends on contingencies.contingencies.

Behavior can be predicted, but you Behavior can be predicted, but you have to understand the have to understand the circumstances.circumstances.

Understanding circumstances and Understanding circumstances and predicting behavior require a predicting behavior require a systematic study.systematic study.

Basic OB ModelBasic OB Model

Independent Independent VariablesVariables

Dependent Dependent VariablesVariables

PRODUCTIVITY

ABSENTEESIM

TURNOVER

JOB SATISFACTION

Organizational Level

Group Level

Individual Level

Basic OB ModelBasic OB Model

The Dependent VariablesThe Dependent Variables

x

y

The Dependent Variables The Dependent Variables (cont’d)(cont’d)

Contemporary IssuesContemporary Issues

The three subfields of The three subfields of organizational behavior organizational behavior offers valuable offers valuable information, insight, and information, insight, and advice to managers facing advice to managers facing the challenge of the challenge of understanding and understanding and reacting to a broad range reacting to a broad range of contemporary of contemporary management issuesmanagement issues

Today’s managers find four Today’s managers find four of these issues especially of these issues especially importantimportant

Contemporary IssuesContemporary Issues

Workforce DiversityWorkforce Diversity Team ProductivityTeam Productivity Organizational AdaptabilityOrganizational Adaptability International Growth and DevelopmentInternational Growth and Development

Contemporary Issues: Contemporary Issues: Workforce DiversityWorkforce Diversity

Within the societal cultures of the United States Within the societal cultures of the United States and Canada, subcultural differences once ignored and Canada, subcultural differences once ignored by many managers now command significant by many managers now command significant attention and sensitivityattention and sensitivity

Historically, the North American workforce has Historically, the North American workforce has consisted primarily of white males; however today consisted primarily of white males; however today white males make up only about 15% of business white males make up only about 15% of business new hires in the U.S., whereas women, African new hires in the U.S., whereas women, African American, Hispanic, and Asian men account for American, Hispanic, and Asian men account for increasingly large segments of the U.S. workforceincreasingly large segments of the U.S. workforce

Knowledge about the workplace consequences of Knowledge about the workplace consequences of these differences, drawn from the subfield of these differences, drawn from the subfield of micro organizational behavior, can provide micro organizational behavior, can provide managers with help in this regardmanagers with help in this regard

Contemporary Issues: Contemporary Issues: Team ProductivityTeam Productivity

Management is becoming less of a process Management is becoming less of a process relying on top-down command and controlrelying on top-down command and control

For various reasons organizations now use For various reasons organizations now use greater amounts of empowermentgreater amounts of empowerment

Often empowerment is accomplished by grouping Often empowerment is accomplished by grouping employees into teams, then giving those teams employees into teams, then giving those teams responsibility for self-management activitiesresponsibility for self-management activities

Guidance from the meso organizational behavior Guidance from the meso organizational behavior precepts can help managers establish realistic precepts can help managers establish realistic expectations about the implementation expectations about the implementation difficulties and probable effects of team-based difficulties and probable effects of team-based empowermentempowerment

Contemporary Issues: Contemporary Issues: Organizational AdaptabilityOrganizational Adaptability

In today’s business world, emphasis is shifting In today’s business world, emphasis is shifting from mass production of low-cost, from mass production of low-cost, interchangeable commodities to the production interchangeable commodities to the production of high-quality goods and services, made of high-quality goods and services, made individually or in small batches and geared to individually or in small batches and geared to meet the specific demands of small groups of meet the specific demands of small groups of consumersconsumers

Companies are reacting by implementing Companies are reacting by implementing programs that require new ways of dividing an programs that require new ways of dividing an organization’s work into jobs and coordinating organization’s work into jobs and coordinating the efforts of many employeesthe efforts of many employees

Implementations of this sort benefit from Implementations of this sort benefit from insights derived from macro organizational insights derived from macro organizational behavior6behavior6

Contemporary Issues: International Contemporary Issues: International Growth and DevelopmentGrowth and Development

Fewer firms today limit their operations Fewer firms today limit their operations to a single national or cultural region to a single national or cultural region than was once the casethan was once the case

Multinationalism or even statelessness Multinationalism or even statelessness has become the normhas become the norm

The resulting globalization is changing The resulting globalization is changing the way business is conducted and it the way business is conducted and it promises to continue to do so at an promises to continue to do so at an increasing paceincreasing pace

All three subfields of organizational All three subfields of organizational behavior have valuable advice to offer behavior have valuable advice to offer managers confronted with this challengemanagers confronted with this challenge