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Semester 3: B.B.A., INTERNATIONAL BUSINESS
Introduction: Concept of Organizational Behavior, Nature, Scope and Role of OB, Disciplines that contribute to OB, Opportunities for OB
Introduction to Organizational Behavior
Concept of Organizational Behavior
Organizational behavior studies how individuals and groups act within organizations. It focuses on understanding human behavior in a work environment, particularly regarding motivation, team dynamics, communication, and decision-making.
Nature of Organizational Behavior
The nature of organizational behavior encompasses its multidisciplinary approach, focusing on both individual and group behavior. It is dynamic, influenced by internal and external factors, and derived from various disciplines such as psychology, sociology, and anthropology.
Scope of Organizational Behavior
The scope of organizational behavior includes various topics such as motivation, leadership, team dynamics, organizational culture, communication, and conflict management. It examines how these elements impact organizational effectiveness.
Role of Organizational Behavior
Organizational behavior plays a crucial role in enhancing productivity, fostering a positive workplace culture, improving employee satisfaction, and facilitating change management. It helps organizations achieve their goals by understanding and managing human behavior.
Disciplines Contributing to Organizational Behavior
Key disciplines contributing to organizational behavior include psychology (understanding individual behavior), sociology (group dynamics), anthropology (cultural influences), and management theory (organizational structures and processes). Each discipline provides insights that enhance the understanding of behavior in organizations.
Opportunities for Organizational Behavior
Opportunities for applying organizational behavior concepts are vast in today's global business environment. Improved employee engagement strategies, diversity initiatives, remote working policies, and leadership development programs are areas where organizational behavior principles can lead to enhanced performance and innovation.
Individual Behaviour: Learning, Attitude and Job satisfaction, Motivation Theories, Personality and Values, Perception and Decision Making
Individual Behaviour: Learning, Attitude and Job Satisfaction, Motivation Theories, Personality and Values, Perception and Decision Making
Learning
Learning is a process through which individuals acquire new knowledge or skills. It can be influenced by various factors including past experiences, reinforcement, and observational learning. Different learning styles, such as visual, auditory, and kinesthetic, affect how individuals process information and adapt behavior.
Attitude and Job Satisfaction
Attitudes are evaluative statements about objects, people, or events. Job satisfaction refers to the feelings individuals have about their work roles. High job satisfaction can lead to improved performance and lower turnover rates. Factors contributing to job satisfaction include working conditions, relationships with colleagues, and aligning personal values with organizational goals.
Motivation Theories
Motivation theories seek to explain what drives individuals to reach their goals. Key theories include Maslow's Hierarchy of Needs, which posits that individuals are motivated by a series of hierarchical needs, and Herzberg's Two-Factor Theory, which distinguishes between hygiene factors and motivators. Understanding motivation can help managers design better work environments.
Personality and Values
Personality refers to the unique set of characteristics that influence how individuals think, feel, and behave. Values are the core beliefs that guide individual behavior. Different personality traits can affect workplace interactions, leadership styles, and overall job performance, making it crucial for organizations to consider personality during hiring processes.
Perception and Decision Making
Perception is how individuals interpret and make sense of their environment, which can significantly influence decision-making processes. Individuals may have biases that affect their perceptions. Effective decision making involves recognizing these biases, weighing options, and considering both rational and emotional factors in reaching conclusions.
Group Behaviour: Groups and Work Teams, Leadership, Behavioral Theories, Contingency theories
Group Behaviour in Organisational Context
Groups and Work Teams
Groups are collections of individuals who interact to achieve shared objectives. They can be formal or informal. Work teams are a specific type of group formed to accomplish tasks and objectives. Effective teams require clear roles, mutual accountability, and strong communication.
Leadership
Leadership plays a crucial role in guiding groups and teams. Effective leaders inspire and motivate, set goals, and facilitate group dynamics. Leadership styles vary and can include autocratic, democratic, and laissez-faire approaches, each impacting group behaviour differently.
Behavioral Theories
Behavioral theories focus on observable behaviours of leaders and team members. They examine how actions influence group dynamics and productivity. Key concepts include reinforcement, motivation, and team dynamics that shape collaboration and performance.
Contingency Theories
Contingency theories propose that the effectiveness of leadership styles and group dynamics depends on contextual factors. Leaders must adapt their approach based on the situation, team composition, and task requirements. This flexibility enhances group performance.
Organisational Culture and Structure: Concept of culture, Impact, Creating and sustaining culture, Concept of structure, Prevalent organizational designs
Organisational Culture and Structure
Concept of Culture
Organisational culture refers to the shared values, beliefs, and practices that shape the behavior of members within an organisation. It encompasses the organisation's mission, vision, and underlying assumptions that guide decision making and interactions among employees.
Impact of Culture
The culture of an organisation significantly impacts employee engagement, job satisfaction, and overall performance. A positive culture can lead to increased productivity, while a toxic culture can result in high turnover rates and decreased morale.
Creating and Sustaining Culture
Creating a strong organisational culture involves clear communication of values, consistent leadership behavior, and employee involvement in decision making. Sustaining culture requires ongoing effort, including training, recognition, and adapting to changes in the external environment.
Concept of Structure
Organisational structure defines how tasks are divided, coordinated, and supervised. It establishes roles and responsibilities within the organisation, influencing how information flows and how decisions are made.
Prevalent Organisational Designs
Common organisational designs include functional, divisional, matrix, and flat structures. Each design has its advantages and disadvantages, depending on factors such as size, goals, and market conditions. The right structure aligns with the organisational culture and enhances overall effectiveness.
Organisational Change, Conflict and Power: Forces of change, Resistance, Conflict process, Conflict types, Introduction to power and politics
Organisational Change, Conflict and Power
Forces of Change
Forces of change within an organization can be external or internal. External forces include market trends, technological advancements, and regulatory changes. Internal forces include changes in management, organizational structure, and employee initiatives. Recognizing these forces is crucial for effective change management.
Resistance to Change
Resistance to change is a natural response from individuals within an organization. It can be due to fear of the unknown, loss of control, or disruption of routines. Understanding the reasons behind resistance can help in developing strategies to address concerns and facilitate smoother transitions.
Conflict Process
The conflict process involves several stages: potential opposition, cognition and personalization, intentions, behavior, and outcomes. Identifying which stage conflict is in can aid in resolving it effectively before it escalates.
Types of Conflict
Conflict in organizations can be categorized into various types: task conflict, relationship conflict, and process conflict. Task conflict relates to disagreements about the content of tasks, relationship conflict stems from interpersonal tensions, and process conflict involves disputes over how tasks should be conducted.
Introduction to Power and Politics
Power within organizations can be defined as the ability to influence others and control resources. Different sources of power include legitimate, expert, referent, coercive, and reward power. Politics refers to the use of power to influence decisions and gain advantages. Understanding power dynamics is essential for navigating organizational behavior.
