OB

Organizational Behavior
Chapter 1
Introduction to Organizational Behavior
1.Define organizational behavior(OB)
2.Identify the primary behavioral disciplines
contributing to OB
3.Describe the three goals of OB
4.List the major challenges and opportunities for
managers to use OB concepts
5.Discuss why workforce diversity has become
an important issue in management
6.Discuss how a knowledge of OB can help
managers stimulate organizational innovation
and change
What Managers Do?

A.Management Function:
Henri Fayol----Planning
Organizing
Commanding
Coordinating
Controlling
Today----planning, organizing, Staffing
leading, controlling
B.Management Roles: (Henry Mintzberg)

Interpersonal Roles
Figurehead,Leader,Liaison
Informational Roles
Monitor,Disseminator,Spokesperson
Decisional Roles
Entrepreneur,Disturbance handler,
Resource allocator,Negotiator
Management Skills:
Technical Skills
Human Skills
Conceptual Skills
Effective Versus Successful Managerial

Activities
Fred Luthans
A
1.Traditional management
32%
2.Communication
29%
3.Human resource management 20%
4.Networking
19%
S
E
13% 19%
28% 44%
11% 26%
48% 11%
This finding challenges the historical assumption that

promotions are based on performance, and it illustrates
the importance of networking and political skills in
getting ahead in organizations.
Enter Organizational Behavior

Organizational Behavior (OB) is a field of
study that investigates the impact that
individuals, groups, and structure have
on behavior within organizations, for the
purpose of applying such knowledge
toward improving an organizations
effectiveness.
It studies three determinants of behavior
in organizations: individuals, groups, and
structure.
In addition, OB applies the knowledge
gained about individuals, groups, and the
effect of structure on behavior in order to
make organizations work more effectively.
OB is concerned with the study of what
people do in an organization and how their
behavior affects the organizations
performance.
Specifically with employment-related
situations
Jobs,work, absenteeism, employment
turnover , productivity, human
performance, and management
The core topics:
Motivation,
Leader behavior and power,
Interpersonal communication,
Group structure and processes,
Learning,
Attiude development and perception,
Change processes,
Conflict,
Work design,
Work stress.
Contributing Disciplines
Organizational behavior is an applied behavior science
that is built on contributions from a number of
behavior disciplines.
the predominant areas :
psychology,
social psychology,
sociology,
anthropology,
political science
Psychology----individual
learning, motivation, personality, emotions,
perception, training, job satisfaction, leadership
effectiveness,
individual decision making, performance appraisal,
attitude measurement, employee selection,
work design, work stress
Social psychology----group
Behavioral change, attitude change,
communicate,
group processes,
group decision making
Sociology
Communication, power, conflict, intergroup
behavior,
----group
formal organization theory,
organizational technology,
organizational change,
organizational culture ----organization
system
Anthropology
Comparative values,
comparative attitudes,
cross-culture analysis, ----group
organizational culture,
Organizational enviroment,
Power
----organization system
Political science
Conflict,
Intraorganizational politics, ----group
Power
----organization system
Goals of OB
Explanation
If we are to understand a phenomenon,we must
begin by trying to explain it. We can then use
this understanding to determine a cause.
Prediction
It seeks to determine what outcomes will result
from a given action.
Control
The control objective is frequently seen by manager as
the most valuable contribution the OB makes toward
their effectiveness on the job.
Challenges and Opportunities for OB

1.Responding to Globalization
Increased foreign assignments

Working with people from different cultures
Coping with anticapitalism backlash
Overseeing movement of jobs to countries with
low-cost labor
Managing people during the war on terror
Challenges and Opportunities for

OB
2.Managing workforce diversity
Workforce diversity:
Gender, race, national origin, age, disability,
Embracing diversity
Changing demographics
Workforce diversity can increase creativity and

innovation in organizations as well as improve
decision making by providing different
perspective on problem.

OB
3.Improving quality and productivity
Almost all quality improvement comes via

simplification of design, manufacturing, layout,
processes, and procedures.----Tom Peters
Todays managers understand that success of
any effort at improving quality and productivity
must include their employees.

OB
4.Improving people skills
Well present relevant concepts and theories
that can help you explain and predict the
behavior of people at work.
Learn a ways to motivate people
How to be a better communicator
How to create more effective teams

OB
5.Empowering people
Decision making is being pushed down to the operating level,
where workers are being given the freedom to make choices
about schedules and procedures and to solve work-related
problems.
Self-management team
Managers are empowering emplyees.
Managers-how to give up control
Emplyees-how to take responsibility for their work and make
appropriate decisions
Leading style, power relationships, the way work is designed,
the way organizations are structured

OB
6.Stimulating innovation and change
Todays successful organizations must foster
innovation and master the art of change or
theyll become candidate for extinction.
An organizations employees can be the impetus
for innovation and change or they can be a
majors stumbling block.
The challenge for managers is to stimulate their
employees creativity and tolerance for change.

OB
7.Coping with temporariness
Managing today would be more accurately
described as long periods of ongoing change,
interrupted occasionally by short periods of stability!
The actual jobs that workers perform are in a
permanent state of flux.
So workers need to continually update their
knowledge and skills to perform new job
requirements.

OB
8.Helping employees balance work/life conflicts
A number of forces have contributed to blurring the lines
between employee work and personal lives.
First, the creation of global organizations means their world
never sleeps.
Second, communication technology allows employee to do
their work at home, in their car, or on the beach in Tahiti.
Third, organizations are asking employees to put in longer
hours.
Finally, fewer families have only a single breadwinner.

OB
9.Declining employee loyalty
Beginning in the mid-1980s, in response to
global competition, unfriendly takeovers,
leveraged buyouts, and the like, corporations
began to discard traditional policies on job
security, seniority and compensation.
An important OB challenge will be for managers
to devise ways to motivate workers who feel less
committed to their employers, while maintaining
their organizations global competitiveness.

OB
10.Improving ethical behavior
Members of organizations are increasingly finding
themselves facing ethical dilemmas, situations in
which they are required to define right and wrong
conduct.
In recent years, the line differentiating right from
wrong has become even more blurred.
Managers and their organizations are writing and
distributing codes of ethics to guide employees
through ethical dilemmas.
The plan of this book

Organization system
level
Group
level
Individual
level
Individual behavior
values, attitudes, perception, and learning
the role of personality and emotions
motivation issues
Group behavior
Group behavior model

Ways to make teams more effective
Communication issues and group decision making
Leadership, trust, power, politics, conflict and
negotiation
Organizational behaviors
Culture, structure, .

OB

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Organizational Behavior

What Managers Do?

B.Management Roles: (Henry Mintzberg)

Effective Versus Successful Managerial

This finding challenges the historical assumption that

Enter Organizational Behavior

Challenges and Opportunities for OB

Increased foreign assignments

Challenges and Opportunities for

Workforce diversity can increase creativity and

Challenges and Opportunities for

3.Improving quality and productivity

Almost all quality improvement comes via

Challenges and Opportunities for

Challenges and Opportunities for

Challenges and Opportunities for

Challenges and Opportunities for

Challenges and Opportunities for

Challenges and Opportunities for

Challenges and Opportunities for

The plan of this book

Group behavior model

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