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Semester 3: Organizational Behaviour
Introduction: Concept of Organizational Behavior (OB), Nature, Scope and Role of OB, Disciplines that contribute to OB, Opportunities for OB (Globalization, Indian workforce diversity, customer service, innovation and change, networked organizations, work-life balance, people skills, positive work environment, ethics)
Introduction: Concept of Organizational Behavior
Definition of Organizational Behavior
Organizational Behavior (OB) refers to the study of how individuals and groups interact within an organization. It encompasses understanding the behavior of employees, the impact of organizational structures, and the influence of culture on workplace dynamics.
Nature of Organizational Behavior
The nature of OB is interdisciplinary, combining insights from psychology, sociology, anthropology, and management. It focuses on understanding behaviors at individual, group, and organizational levels.
Scope of Organizational Behavior
The scope of OB includes various aspects such as employee motivation, team dynamics, leadership styles, communication patterns, decision-making processes, and organizational culture.
Role of Organizational Behavior
The role of OB is crucial for enhancing productivity, improving employee satisfaction, fostering innovation, and facilitating change within organizations.
Disciplines Contributing to Organizational Behavior
Several disciplines contribute to OB, including psychology, which provides insights into individual behavior; sociology, which studies group behavior; anthropology, which examines cultural impacts; and management studies, which apply these insights to improve organizational effectiveness.
Opportunities for Organizational Behavior
OB offers opportunities to address various emerging trends such as globalization, workforce diversity, customer service improvements, fostering innovation, managing change effectively, developing networked organizations, ensuring work-life balance, enhancing people skills, creating a positive work environment, and adhering to ethical standards.
Globalization and Organizational Behavior
Globalization impacts OB by increasing diversity in the workforce and requiring organizations to adopt more inclusive practices.
Indian Workforce Diversity
The Indian workforce is characterized by diversity in culture, language, and social structure, presenting both challenges and opportunities for effective organizational behavior.
Customer Service and Organizational Behavior
Emphasizing customer service through OB practices leads to better customer satisfaction and retention.
Innovation and Change in Organizations
Organizational Behavior plays a pivotal role in fostering a culture of innovation and effectively managing change.
Networked Organizations
The rise of technology has led to networked organizations where OB focuses on virtual collaboration and remote teamwork.
Work-life Balance
Promoting work-life balance is essential for enhancing employee well-being and productivity, highlighting the significance of OB.
People Skills and Organizational Behavior
Strong people skills are vital in managing interpersonal relationships and improving teamwork in organizations.
Creating a Positive Work Environment
A positive work environment promotes employee engagement and satisfaction, crucial components studied in OB.
Ethical Considerations in Organizational Behavior
Ethics in OB involves creating a culture of integrity and transparency within organizations, impacting overall effectiveness.
Individual Behaviour: Learning, attitude and Job satisfaction, Motivation Concept and Theories (Hierarchy of needs, X and Y, Two factor, McClelland, Goal setting, Self-efficacy, Equity theory), Personality and Values, Perception, Decision Making
Individual Behaviour
Learning
Learning is the process of acquiring knowledge or skills through experience, education, or training. It impacts individual behaviour by influencing how people respond to various stimuli and challenges in the workplace.
Attitude
Attitude refers to a person's evaluation of a situation or a person, which can be positive or negative. Attitudes can significantly affect job satisfaction and workplace performance.
Job Satisfaction
Job satisfaction is the level of contentment an individual feels about their job. It affects motivation and performance. High job satisfaction usually leads to better morale and productivity.
Motivation Concept
Motivation is the internal drive that pushes individuals to take action towards their goals. It is essential for effective performance in the workplace.
Motivation Theories
Personality and Values
Personality influences how individuals behave in various situations, while values underpin individuals' actions and decisions, impacting organizational culture.
Perception
Perception is the process by which individuals interpret their sensory impressions. It shapes how employees view their work environment and influences their behaviour.
Decision Making
Decision making is the process of selecting the best course of action from alternatives. It is crucial for leaders and employees to effectively navigate workplace challenges.
Group Behaviour: Groups and Work Teams, Five Stage model of group development, Group norms, cohesiveness, Group think and shift, Teams - types and creating team players, Leadership - Trait theories, Behavioral theories, Contingency theories
Organizational Behaviour
Group Behaviour: Groups and Work Teams
Groups are collections of individuals who interact with one another. They can be formal or informal. Work teams are a type of group that is specifically formed to work toward a common goal. Effective teams rely on collaboration, trust, and clear communication.
Five Stage Model of Group Development
Proposed by Tuckman, the five stages are: 1. Forming - group members meet and establish ground rules. 2. Storming - conflicts arise as group members assert themselves. 3. Norming - members reconcile and create norms. 4. Performing - the group works efficiently towards goals. 5. Adjourning - the group disbands after achieving its objectives.
Group Norms
Norms are the accepted standards of behavior within a group. They influence how members behave, communicate, and interact. Norms can be explicit, like rules, or implicit, like unspoken expectations.
Cohesiveness
Cohesiveness refers to the degree of attraction that group members feel towards one another. High cohesiveness can lead to increased satisfaction and productivity, while low cohesiveness can result in conflicts or disengagement.
Groupthink and Shift
Groupthink occurs when the desire for harmony in a group leads to irrational decision-making. Members prioritize consensus over critical analysis. Group shift is the tendency for group discussions to lead to more extreme viewpoints compared to individual decisions.
Teams - Types and Creating Team Players
There are various types of teams, including functional, cross-functional, and self-managed teams. Creating effective team players involves fostering collaboration, communication skills, and shared responsibilities.
Leadership - Trait Theories
Trait theories suggest that specific personality traits differentiate leaders from non-leaders. Common traits include intelligence, confidence, and sociability.
Leadership - Behavioral Theories
Behavioral theories focus on the actions of leaders rather than their traits. Key leadership styles include autocratic, democratic, and laissez-faire, each with different implications for group dynamics.
Leadership - Contingency Theories
Contingency theories propose that the effectiveness of a leadership style depends on the context and situational variables. Leaders must adapt their approach based on the needs of the group and the challenges faced.
Organizational Culture and Structure: Concept of culture, Impact, Creating and sustaining culture, Concept of structure, Prevalent organizational designs, New design options
Organizational Culture and Structure
Concept of Culture
Organizational culture refers to the shared values, beliefs, and practices that shape how an organization operates. It includes the organization's mission, vision, values, norms, and behaviors. Culture influences how employees interact, make decisions, and approach their work. A strong culture aligns employees to the organization's goals and fosters a sense of belonging.
Impact of Culture
Culture significantly impacts employee motivation, engagement, and satisfaction. A positive culture can lead to increased productivity, lower turnover rates, and enhanced performance. Conversely, a toxic culture can result in poor morale, high absenteeism, and decreased output. Organizations with a strong culture are often better at attracting and retaining top talent.
Creating and Sustaining Culture
To create a positive organizational culture, leaders must clearly define and communicate the desired culture, model the behaviors expected, and establish practices that reinforce these behaviors. Sustaining culture requires ongoing assessment, employee feedback, recognition of cultural champions, and adaptation to changing circumstances.
Concept of Structure
Organizational structure defines how tasks are assigned, responsibilities are distributed, and coordination is managed within an organization. It determines the flow of information and the decision-making process. Effective structure aligns with the organization's strategy and facilitates efficient operations.
Prevalent Organizational Designs
Common organizational structures include functional, divisional, matrix, and flat designs. Functional structures group employees by specialty, while divisional structures organize teams based on product lines or markets. Matrix structures combine functional and divisional approaches to improve flexibility, while flat structures aim to reduce layers of management for faster decision-making.
New Design Options
Emerging organizational designs consider factors like technology, globalization, and agility. Examples include team-based structures, networked organizations, and holacratic models. These designs emphasize collaboration, adaptability, and employee empowerment, allowing organizations to respond quickly to market changes and enhance innovation.
Organizational Change, Conflict and Power: Forces of change, Planned change, Resistance, Approaches (Lewin's model, Organizational development), Concept of conflict, Conflict process, Types (Functional/Dysfunctional), Introduction to power and politics
Organizational Change, Conflict and Power
Forces of Change
Organizational change is driven by various external and internal forces such as technological advancements, market competition, regulatory changes, and changes in consumer preferences. These forces create a need for adaptation and evolution within organizations.
Planned Change
Planned change refers to the deliberate and systematic approach to implementing changes within an organization. This process often involves identifying areas for improvement, crafting strategies for change, and facilitating the transition while minimizing disruption.
Resistance to Change
Resistance to change is a natural reaction by individuals or groups when faced with significant organizational shifts. Factors contributing to resistance include fear of the unknown, perceived threats to job security, and a lack of trust in leadership. Addressing concerns and effective communication are essential in overcoming resistance.
Lewin's Change Model
Lewin's model consists of three phases: unfreezing, change, and refreezing. Unfreezing involves preparing the organization for change by addressing existing norms and behaviors. The change phase requires implementation of new strategies, while refreezing involves solidifying these changes into the organizational culture.
Organizational Development
Organizational development (OD) focuses on improving organizational effectiveness through planned change strategies. It emphasizes participative management, employee involvement, and continuous learning to foster a healthy working environment and achieve long-term goals.
Concept of Conflict
Conflict in organizations arises when individuals or groups have incompatible goals or interests. It can stem from differences in values, experiences, or competition for resources. Understanding conflict is crucial for effective management.
Conflict Process
The conflict process typically consists of five stages: potential opposition, cognition and personalization, intentions, behavior, and outcomes. Recognizing this process helps in identifying and resolving conflicts effectively before they escalate.
Types of Conflict
Conflicts can be categorized as functional or dysfunctional. Functional conflict can lead to positive outcomes such as improved decision-making and innovation. Dysfunctional conflict, on the other hand, can cause harm, including decreased productivity and morale.
Introduction to Power
Power within organizations refers to the capacity to influence others. It can stem from various sources, including authority, expertise, or resources. Understanding the dynamics of power is essential for effective leadership and organizational success.
Politics in Organizations
Organizational politics involves the use of power and influence to achieve personal or organizational goals. While often viewed negatively, politics can also be a necessary aspect of organizational life that helps in navigating challenges and aligning interests.
