MODELS OFORGANISATIONALBEHAVIOUR

MODELS OF ORGANISATIONAL BAHAVIOUR

The basic purpose of model development is to understand the human bahaviour in an organisation.Prediction and control of human behaviour are also taken in to models of organisational behaviour.

Model illustrates the goals,parameters and factors of organisational behaviour.Model describes the abstraction of reality,simplifies the representation of real world phenomenon.Model of organisational behaviour explains the behaviour at individual,group and organisational levels.

The models are developed on dependent and independent variables.

DEPENDENT VARIABLES The dependent variables of organisational behaviour are explored to find out the impact of behavioural factors on them.The skills and efficiencies of individuals are developed.Innovation and professionalisation take place.The organisation develop subquently.In brief,the productivity,turnover and job satisfaction are increased as a result of improved organisational behaviour.

INDEPENDENT VARIABLES The independent variables influencing organisational model of behaviour are individual, group and structure of organisation.

TYPES OF MODELS OF ORGANISATIONAL BEHAVIOUR

Organisation differ in the quality of organisational behaviour that they develop.These differences are substantially caused by different models of organisational behaviour being followed by management in each organisation. The different models of organisational behaviour are as follows:

AUTOCRATIC MODEL

AUTOCRATIC MODEL This model depends on power of the boss.Those who are in the command must have the power to demand.In an autocratic environment,the managerial orientation is official authority. Under autocratic model, the employee orientation is obedience to the boss, not respect for him.The psychological result of employees is dependence on their boss whose power to hire,fire and perspire them is almost absolute. The employees needs must satisfy subsistence needs of themselves and their families.And most of the employees give minimum performance.

CUSTODIAL MODEL

CUSTODIAL MODEL

The custodial model depeds on economic resources.If an organisations does not have the wealth to provide pensions and pay other benefits, it cannot follow a custodial approach.The resulting managerial orientation is towards money to pay wages and benefits. Since employees physical needs are already reasonably met, the employer looks to security needs as a motivating force. The custodial approach leads to employee dependence on the organisation.The employees are satisfied and happy but they are not strongly motivated,so they give only passive cooperation.

SUPPORTIVE MODEL

SUPPORTIVE MODEL

The supportive model has its origin in the “principles of supportive relationship”.The supportive model depends on leadership instead of authority or economic rewards.Through leadership,management provides a climate to help employees grow and accomplish.Management’s orientation,therefore,is to support the employees job performance.The workers feel a sense of participation and takes involvement in the organisation.The workers are more concerned about higher level needs affiliating and esteem.

COLLEGIAL MODEL

COLLEGIAL MODEL

The term “collegial” refers to a body of persons having a common purpose.It is a team concept.The collogial model depends on management’s building a feeling of partnership with employees.The managerial orientation under collogial model is team work.The employees are self disciplined.The employees are concerned with seif actualisation needs.The self actualisation will lead to moderate enthusiasm in performance.

MODEL OF ORGANISATIONAL BEHAVIOURMODEL AUTOCRATI

CCUSTODIAL SUPPORTIV

ECOLLEGIAL

BASIS OF MODEL

POWER ECONOMIC RESOURCES

LAEDERSHIP PARTNERSHIP

MANAGERIAL ORIENTATION

AUTHORITY MONEY SUPPORT TEAMWORK

EMPLOYEE ORIENTATION

OBEDIANCE SECURITY AND BENEFITS

JOB PERFORMANCE

RESPONSIBLE BEHAVIOUR

EMPLOYEE PSYCHOLOGICAL RESULT

DEPENDENCE ON BOSS

DEPENDENCEON ORGANISATION

PARTICIPATION SELF-DISCIPLINE

EMPLOYEE NEEDS MET

SUBSISTENCE SECURITY STATUS AND RECOGNITON

SELF-ACTUALIZATION

PERFORMANCE RESULT

MINIMUM PASSIVE COOPERATION

AWAKENED DRIVES

MODERATE ENTHUSIASM

OTHER TYPES OF MODELS

FEUDAL MODEL The feudal model treated employees as inferior elements in an organisation.The employees should be treated sternly.People’s desires and values were not considered for management purposes.It was very well known as Theory X where in actions,policies,procedures were considered superior to human beings.Carrot(money) and stick(threat of retrenchment)approach was used for motivation.It concentrated on formal organisation and ignored social and human values.

HUMAN VALUE MODEL Organisation should appreciate human values of employees rather than economic values.People work in the organisation not only for fulfilling the economic needs but they devote time therefore getting satisfaction and fulfilling their social and psychological needs.They bother for human dignity.It is briefly known as SOBC model.

CONTINGENCY MODEL The contingency model of organisational behaviour assumes complex variables influencing the behaviour of individuals,groups and structure.So contingent solutions are designed to meet the challenges of growth.Theory Z is developed to demonstrate contingent model.It is also known as hybrid model where in long-term employment and promotion are guranteed.

CONCLUSION

The obvious conclusion is that there is no best model.It is wrong to assume that a particular model is the best one and will be applicable all situations and for all times to come.The managers using autocratic and custodial models will have to change their thinking and practices to meet new conditions where workers are educated and understand the implication of democracy.Even the supportive model may not work under the new conditions.That is why, the great challenge before the manager is to identify the model he is actually using and then asses its current effectiveness.

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