Professional Documents
Culture Documents
Behaviour
Characteristics of OB:
Essential elements of OB
People-individual &
group
Organisations
Structure
Ext Environment
Technology
Scope of OB:
It includes the effects of organization on human being and of human beings on
organizations. It includes three levels these are-Individual, Group and
Organisation.
Individual process Learning
Perception
Motivation
Personality
Group process Leadership
Communication
Attitude
Group Behaviour
Organisational Process Organizational structure
OD
Organisational theories
Rewards
IMPORTANCE OF OB:
Concepts of OB:
Motivation:
It is an inner striving condition which activate or moves individual into
action and continues him in the course of action enthusiastically.
Each person is uniquely different and complex entity. What motivates
one person may not motivate the other.
Rensis Likert has defined motivation as the core of management.
Motivation is an important function performed by manager for
actuating the people to work for the accomplishment of organizational
objectives.
Work motivation is a set of energetic forces that originate both within as
well as beyond an individuals being to initiate work-related behaviour,
and to determine its form, direction, intensity, and duration.
Motivation is something that moves the person to action, and continues
him in the course of action already initiated.
Dubin
Motivation is the process of attempting to influence other to do your will
through the possibility of gain or rewards.
Fllippo
Functions of motivation:
Proper utilization of HR
Willingness to work leading to greater job satisfaction.
An effective instrument.
Good human relations.
Lower turnover and absenteeism.
Better public image.
Lesser grievances
The incentives activate the motives. Incentive is the mean to motivation.
Need is the starting point of motivation. An unsatisfied need creates tension that stimulate
drive within the individual.
Need------- Tension------Search-----Performance------Reward
Need Satisfaction
These motives or needs can be Primary and SecondaryPrimary-These are basic need as food, water, sleep, clothing etc.
Secondary- These are related to mind and spirit, rather than physiological these are
psychological needs as self-esteem, recognition, belongingness etc.
McGregors Participation ModelDouglas Macgregor put forward 2 sets of assumptions about human being
which he thought were implied by the actions of autocratic and permissive
managers. The first set of assumptions is contained in Theory X and
second set of assumptions in Theory Y. These sets were not based on any
research.
Theory X- It believes that autocratic managers often make the following
assumption about their subordinates. According to this theory managers
think that their subordinates generally have these characteristics People have an inherent dislike for work and generally avoid it.
They are lazy by nature and avoid responsibility.
They prefer to be directed, have relatively little ambition and wants security
above all.
These average human being indifferent to organizational goals.
According to this theory management has to offer reward and punishment to
the workers to make the productive and motivate them to do their job. This
is called carrot and stick approach to motivation. It suggests the autocratic
style for leadership. People who come under this theory, their physiological
and security needs satisfaction are the ways to motivate them.
Basic physiological needs- these are related with the survival and
maintenance of human life. These needs includes such things as
food, clothing, air, water and other necessaries of life which are
biological in nature. These are primary needs.
Safety and Security needs- After satisfying the physiological
needs, people want the assurance of maintaining a given
economics level. They want job security, personal bodily security,
security of source of income, provision for old age, insurance
against risks etc.
Social needs- man is a social animal. He is therefore, interested
in conversation, sociability, exchange of feelings and grievances,
companionship, recognition, belongingness etc.
Esteem and status needs- These needs include self-confidence,
independence, achievements, competence, knowledge and
success. These needs boost the ego of individual. They are also
known as egoistic needs. They are concerned with prestige and
status of the individual.
Self-Actualization or Self- Fulfillment- The final step in this
hierarchy of needs model is self- fulfillment need or the need to
fulfill what a person consider to be his mission in life.
Herzbergs Motivation-Hygiene
ModelA significant development in motivation was distinction between
motivational and maintenance factors in job situation.
A research was conducted by Herzberg based on interview of 200
engineers and accountants who worked for eleven different
companies in Pittsburgh. That helped to conclude to draw a
distinction between what are called as motivators and
Hygiene Factors.
Thus Hygiene factors provide no motivation to the employees, but
the absence of these serves as dissatisfier.
Hygiene factors can be called maintenance factors in job because
these are necessary to maintain a reasonable level of
satisfaction among the employees.
Another set of conditions helps to build strong motivation and
high job satisfaction. These conditions are motivational
factors.
Herzberg has given 6 Motivational Factors and 10 Hygiene Factors
Hygiene Factors
Motivational Factors
Achievement
Recognition
Advancement
Work itself
Possibility of Growth
Responsibility
Hygiene factors include such things as wages, fringe
benefits, physical conditions of work etc. On the other
hand Motivational Factors are essential for increasing
the productivity.
Herzberg also said that to-days motivational factors can be
tomorrows Hygiene factors. It should also be noted
that ones hygiene may be motivators for others.
LOW PRODUCTIVITY
HIGH PRODUCTIVITY
LOW MORALE LOW MORALE
GROUP DYNAMICS
Group process
Given by Tuckman in 1960 Forming ---Storming---Norming-Performing--Adjourning
Characteristics of Groups
Leadership- in a group there will be a leader
formally selected or informally emergent.
Activities- they perform certain activities. Eg.
Watching a movie together. Group must be
active but not necessarily all members will be
active.
Norms- Norms are accepted standards of
behaviour within a group shared by all members.
there are certain norms in every group that
present its culture or ethics. By these norms it
has the recognition in society. These are fixed by
group members
THEORIES OF GROUP
FORMATION
Propinquity theory
Homans theory
Balance theory
Exchange theory
Propinquity Theory
Homans Theory
Activities
Interactions
Sentiments
Balance Theory
Mr. A
Mr. B
C
Common attitudes
{Authority, work, lifestyle, religion, politics etc.}
Types of Groups
Formal groups
Informal groups
Command and task groups(committees)
To remove this
Teams:
Team and team work have emerged popular terms in management circles these
days. The team approach to managing organizations is having a diverse and
substantial impact on organisations and individuals. In IT companies teams are client
or project based.
Teams are small number of people with complementary skills who are committed to a
common purpose, common performance goals, and an approach for which they hold
themselves mutually accountable.
Number should be small, if more people will be involved, there will be difficulty in
interaction and influencing each other.
A team comes together to pursue a goal, unlike groups, in which members report to
the same supervisor or work in the same department.
The team hold themselves mutually accountable for results, rather than merely
meeting a managers demand for results.
Features
Types of teams
Work teams
Problem solving teams
Management teams
Virtual teams
CONFLICTS
Conflicts occur at different levels within the
individuals, between the individuals, in a group
and between groups. A manager has to
experience the most uncomfortable moments
when he has to deal with conflicts or differences
among people or groups of people at work.
The term conflict is used by different people to
convey different meanings.
Conflict in mind conveys that the individual is in
a state of dilemma over a certain issue and is not
able to arrive at any decision.
Nature of conflicts
Conflict between two individuals implies
that they have conflicting perceptions,
values and goals.
Conflict arises when individuals are not
able to choose among the alternative
course of actions.
Conflict is dynamic process and episodic
in nature.
Awareness of conflicts is there in parties
Types of Conflicts
Role conflict- arises due to so many roles (role overload) one has to
play at a time. Or when a person is not able to satisfy others by his
performance in a particular role. Or he is not aware about his duties in
a particular role.
Goal conflict- can be of 3 types-
Positive aspects of
conflict( constructive conflicts)
The conflicting parties should think conflict as a problem
solving term rather than a win- lose term.
Modern writers feel that minimum level of conflict is
necessary for keeping members alert and creative.
Conflicts are supposed to serve the following functions Release of tension
Creativity
Stimulation of change
Identification of weaknesses
Group cohesiveness
Challenges
PERSONALITY
It is derived from Latin word persona which means to
speak through. Persona denotes to the masks worn by
actors in ancient Greece.
Personality of an individual is unique, personal and
major determinants of his behaviour.
Personality defines as what an individual really is, as an
internal something that guides and direct all human
activities.
Personality means how a person affects other and how
he understands and views himself as well as the pattern
of inner and outer measurable traits, and the person
situation interaction.
Fred Luthans
Determinants of Personality
Biological Factors
Heredity
Brain
Physical features
Personality theories
The Id- this is the source of psychic energy and seeks the
immediate gratification for biological needs. As the person
matures, he learns to control the Id. But even then its a driving
force throughout life and important source of thinking and
behaving.
The Ego- the ego is a conscious or logical part of human
personality and associated with reality principle. Ego is aware
about the real world and external environment. The ego keeps
the id in control through reasons.
The Super- Ego- The super-ego represents the social and
personal norms and serves as ethical constraints on
behaviour. Super ego provides norms to ego to determine
what is wrong or right.
Chris Argyriss Immaturity and maturity theoryhe has given the seven characteristics to
define the immaturity and maturity in
personalities. These areImmaturity Characteristics Passivity
Dependence
Few ways of behaviour
Shallow interests
Short time perspective
Subordinate position
Lack of self awareness
Maturity CharacteristicsActivity
Independence
Diverse behaviour
Deep interests
Long time perspective
Super ordinate position
Self awareness and control
He explained that these seven dimensions
represent only one aspect of the total
personality. Mush also depends on individual
perception, self concepts and adaptation etc.
TRANSACTIONAL ANALYSIS
TA is a technique used to help people
better understand their own and others
behaviour, especially in interpersonal
relationship.
TA is given as training to managers to help
them to develop their interpersonal
relation and effectiveness.
Dr. Eric Berne is credited to develop this
TA technique.
Ego States
TA believes that personality of everyone is
made up of three ego states. An ego state
is a pattern of behaviour that a person
develops as he or she grows up, based on
his accumulated network of feelings and
experience.
There are three ego states-
Transactions
Transaction is the basic unit of social
interaction. It consists of an exchange of
words and behaviour between two
persons.
There can be of two types of transactions-
LIFE POSITIONS
Four life positions are thereI am OK- You are OK- when people tend to feel positive about
themself and about others also. This is the best position of life. We
can say this is the ideal life position.
I am OK- You are not OK- people tend to watch other closely as
they think that no is trust worthy as they are.
I am not OK- you are OK- they feel that others are more competent
than they are.
I am not OK- you are not OK- people tend to feel bad about
themselves and feel the whole world miserable. They dont trust
others and have no confidence on themselves.