Models of Organizational Behavior For

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Models of Organizational Behavior

The five models of organizational behavior are

1. Autocratic
2. Custodial model
3. Supportive Model
4. Collegial model
5. System model

Autocratic Model

This model relies on POWER.

For example, Managers have the ability, authority to control their employees and the employee’s
performance in this stage will be much lower than expected.

Autocratic Model

1. Depends on power
2. Managerial orientation is authority
3. Employee orientation is obedience
4. Employee psychological result depends on boss
5. Employee need met is subsistence
6. Performance result is minimum

Custodial Model

This model usually depends on economic resources

For managers can simulate their employees by offering them facilities, and benefits, but in this model
the employee’s wont work as a team (less sharing with others) because everyone will depend on his self
to get more benefits than the others.

1. Depends on economical resource


2. Managerial orientation is money
3. Employee orientation is security and benefit
4. Employee psychological result depends on organization
5. Employee needs met is security
6. Performance result is passive cooperation

Supportive Model

This model relies on leadership


For example, managers support their employees by encouraging, and supporting them to perform a
better job, get along with each other and as well as developing their skills. The performance results will
be awakened drives.

1. Depends on leadership
2. Managerial orientation is support
3. Employee orientation is job and performance
4. Employee psychological result is participation
5. Employee needs met is status and recognition
6. Performance result is awakened drives

Collegial Model

Employees depend on each other cooperatively and work as a team to do the task.

Everyone will be having a normal enthusiasm self-discipline, and responsible behavior towards their
tasks.

1. Depends on partnership
2. Managerial orientation is teamwork
3. Employee orientation is responsible behavior
4. Employee psychological result is self-discipline
5. Employee need met is self-actualization
6. Performance result is moderate enthusiasm

System Model

This model is based on trust, self-motivation and the performance results will be more than expected,
because employees will be committed to do their tasks as expected, and as well as organizational goals

1. Depends on trust, community, understanding


2. Managerial orientation is caring, compassion
3. Employee orientation is psychological ownership
4. Employee psychological result is self-motivation
5. Employee needs met is wide range
6. Performance result is passion, commitment and organizational goal.

Organizational behavior models are theoretical frameworks for understanding, predicting, and
managing employee behavior within organizations. Each model represents a different approach
to management, employee motivation, and organizational effectiveness. The five primary models
of organizational behavior are:

1. Autocratic Model
2. Custodial Model
3. Supportive Model
4. Collegial Model
5. System Model

1. Autocratic Model

The autocratic model is based on power and authority. It is the oldest and most traditional model
of organizational behavior.

 Depends on power: The model relies on the power of the manager or leader to control
employees.
 Managerial orientation is authority: Managers make decisions unilaterally and expect
employees to follow orders without question.
 Employee orientation is obedience: Employees are expected to obey and comply with
managerial directives.
 Employee psychological result depends on boss: Employee behavior and satisfaction
are highly dependent on the boss's actions and decisions.
 Employee need met is subsistence: Employees work primarily to meet their basic needs
for survival.
 Performance result is minimum: Since employees are not motivated beyond the
minimum requirements, overall performance tends to be low.

2. Custodial Model

The custodial model focuses on providing economic security and benefits to employees.

 Depends on economic resources: The organization provides economic incentives and


benefits to employees.
 Managerial orientation is money: Managers use financial rewards to motivate
employees.
 Employee orientation is security and benefit: Employees look to the organization for
job security and benefits.
 Employee psychological result depends on organization: Employees' sense of security
and motivation comes from the organization's ability to provide economic resources.
 Employee needs met is security: The primary need met is job security and financial
benefits.
 Performance result is passive cooperation: Employees passively cooperate and
perform their duties but lack intrinsic motivation and enthusiasm.

3. Supportive Model

The supportive model emphasizes leadership and support to encourage employee performance
and development.
 Depends on leadership: The model relies on the leadership qualities of managers to
support and motivate employees.
 Managerial orientation is support: Managers focus on supporting employees in their
tasks and personal development.
 Employee orientation is job and performance: Employees are oriented towards their
job roles and performing well.
 Employee psychological result is participation: Employees feel a sense of participation
and involvement in their work.
 Employee needs met are status and recognition: Employees' needs for status and
recognition are addressed.
 Performance result is awakened drives: Employees are motivated and show increased
initiative and performance.

4. Collegial Model

The collegial model fosters a sense of partnership and teamwork among employees.

 Depends on partnership: The model is based on a partnership between managers and


employees.
 Managerial orientation is teamwork: Managers promote teamwork and cooperative
behavior.
 Employee orientation is responsible behavior: Employees are responsible and
accountable for their actions.
 Employee psychological result is self-discipline: Employees develop self-discipline and
mutual respect.
 Employee need met is self-actualization: The need for self-actualization and personal
growth is addressed.
 Performance result is moderate enthusiasm: Employees work with moderate
enthusiasm and commitment towards organizational goals.

5. System Model

The system model is based on trust, community, and understanding within the organization.

 Depends on trust, community, understanding: The model relies on building trust, a


sense of community, and mutual understanding.
 Managerial orientation is caring, compassion: Managers demonstrate care and
compassion for employees.
 Employee orientation is psychological ownership: Employees feel a sense of
ownership and responsibility for their work and the organization.
 Employee psychological result is self-motivation: Employees are self-motivated and
driven.
 Employee needs met is wide range: A broad range of employee needs, including
psychological and self-fulfillment needs, are met.
 Performance result is passion, commitment, and organizational goals: Employees are
passionate, committed, and align their efforts with organizational goals, leading to high
performance.

Conclusion

Each model of organizational behavior offers a different approach to managing and motivating
employees. The autocratic model relies on authority and power, leading to minimal performance.
The custodial model focuses on economic security but results in passive cooperation. The
supportive model emphasizes leadership and support, awakening employee drives and increasing
performance. The collegial model fosters teamwork and responsible behavior, resulting in
moderate enthusiasm. The system model builds on trust and community, leading to passionate
commitment and alignment with organizational goals. Understanding these models helps
managers choose the most appropriate approach for their organization's culture and objectives.

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