BBA-III

Sub: Organizational Behavior

Paper Code: 201

UNIT-I

Concept of Organizational Behavior (OB)

1.1. The OB: is composed of TWO words ORGANIZATION [Orgn] and BEHAVIOR

1.1.1. An ORGANIZATION is a Consciously Coordinated Social Unit composed of 2 or

More Persons that functions on a Relatively Continuous basis to achieve some Common
Goals.
1.1.2. And, in simple words Behavior is Reaction to a Stimulus

1.2. Organizational Behavior:

i.
ii.
iii.

is concerned with study of behavior of people as individuals and groups within an

organizational setting
is now regarded as a special field of study that covers all aspects of human behavior
in an Orgn.
Includes the EFFECTS of :
Organization [Orgn] on Human Beings as well as
of Human Beings on Orgn

1.2. Therefore, management (mgt) is interested in understanding OB i.e., behavior of

Individuals & Groups primarily because human behavior influences directly the
Organizational Goals Accomplishment

2.0. Definitions of Organizational Behavior

O.B: focuses on humans behavior in an organizational setting
O.B: (specifically) seeks to Comprehend & Predict behavior in Orgn through a Scientific
Study of: *Individual processes; *Group processes; and *Orgn. Structure & Functions
2.1. OB is a Subset of Mgt-Activities concerned with *understanding; *predicting,
*influencing individual behavior in organizational setting - Callahan
2.1. a. OB focuses on the Individual, the Group, and the Organization and also on
there Interactional Relationship.
1

2.1. b. OB attempts to understand Individuals in the Organization as a basis of *meeting

individuals needs and *achieving Organizational Objectives
2.1. b. OB seeks to shed light on the whole complex human factor in the organization
by identifying Causes and Effects of behavior

2.2 According to Robbins & Judge

OB is a field of study that investigates the impacts that individuals, groups, and
structure have on behavior within an organization for the purpose of applying such
knowledge towards improving an organizations effectiveness
Let us explain definition:
i.

It highlights the level of analysis and the purpose of OB

ii.

It applies the knowledge gained about *the Individuals, *the Groups, and *the effect
of Structure on behavior in order to make the organization work more and more
effectively

Effectiveness means: achieving predetermined goals/ ends

Efficiency [ratio of input output] means achieving predetermined goals by using

minimum resources

Efficiency & Efficiency both differ. Efficiency is a precondition for improving

Efficiency

Some Other Definitions:

2.3. OB is concerned with the *understanding, *prediction, and *management of human
behavior in organization Fred Luthans
2.4. OB is concerned with *the study of behavior & attitude of man in an organizational
setting; with *the organizations effect on his perceptions, feelings, and actions; and
particularly on his behavior for achievement of organizations purpose. - Joe Kelly

3.0. As OB focuses on *Individual,*Group, and *Interaction between them, it specifically

attempts (in formal organization) to understand individuals so as to meet their needs and
achieve organizational goals
4.0. OB is the study of: *the human behavior in the organization,*the interface between the
human behavior & the organization, *the organization itself.
The behavior of employees is subject to the influence of environment
2

The figure shows:

Individuals and the Orgn are very sensitive to the environment (internal + external)

Both (+ve) and ( ve) environments affect Human Behavior in Organizational settings

Due to the interface the *Work culture, *Climate, and *the effectiveness of the Orgn are
directly affected

It is a continuous process

NOTE: Positive is (+ve). Negative is (-ve). Organization is Orgn.

Nature Of OB
The essential features of Organizational Behavior are:

A:

Distinct Field of Study:

It contains:
o A Body of Research
o Theory & Application associated with growing concern
(RTA)
for people
in
workplace
3

 Its Study : helps in understanding HUMAN BEHAVIOUR

B:

OB is part of
o GENERAL MANAGEMENT and NOT WHOLE of It.
o Represents BEHAVIOURAL approach to management
Therefore, importance of human behavior in an organization, OB has
assumed the status of DISTINCT FIELD of STUDY.

C:

Practical Orientation:
OB has got a PRACTICAL VALUE, understanding of
o Theories
o Research Experiences
of an organizations behavior PROVIDE
us EDUCATION needed for CREATIVE THINKING to solve human
problems.
OB = Human TOOL for HUMAN BENEFIT.
o Helps in Predicting Behavior of Individuals
o Provides GENERALIZATIONS that managers use to ANTICIPATE
the effects of CERTAIN ACTIONS helping them AVOID COSTLY
MISTAKES of TRIAL & ERROR learning

D:

Levels of Analysis:
OB involves THREE Levels of Analysis
o Individual Behavior
o Group Behavior
o Behavior of Organization ITSELF
OB helps in DEMOLISHING Incorrect Assumptions one holds about
behavior
OB provides a RATIONAL THINKING about people & their behavior

E:

Concern for Effectiveness:

OB is an:
o Action- Oriented
DISCIPLINE
o Goal- Directed
Major Goal is to: Helps in DEMOLISHING Incorrect Assumptions one
holds about behavior.
Provides a RATIONAL THINKING about people & their behavior.

F:

Satisfaction of INDIVIUAL & ORGANISATIONAL Needs

OB: Seeks to fulfill both
o Employee Needs
o Organizational Objectives

Every employee wants to fulfill ones need through ORGANISATIONAL activities.

Therefore, Organizations
o Responsibility is to cater reasonable climate
o Help people get Need-Satisfaction
o Help organization attain its objectives
Both, organization & its people are benefited by each other.
G:

Multi-Disciplinary:
OB discipline is HEAVILY influenced by several Behavioral Sciences & Social
Sciences
Prominent amongst are

Psychology

Sociology

Anthropology

OB draws a RICH ARRAY of Research from these.

What makes OB as field in its OWN RIGHT, is the ATTEMPT to Integrate
o Various Aspects
o Levels of Behavior
H:

Uses of Scientific Methods:

OB, relies on scientific methods to
o Build
o Evaluate
about Behavior in Organization
o Modify Theories [BEM]
Scientific methods attempt to produce INFORMATION in a way it is
*CERTIFIABLE & *INDEPENDENT of a persons OPINIONS &
PREFERENCES.
Therefore, Scientific methods involves:
o Making Predications about the Real World
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o Making Observation in Real World to determine the ACCURACY of our

PREDICTIONS
o Using the RESULTS of our OBSERVATIONS to explain RELATIONSHIPS among

Objects
Persons

Events

[OPE] in the Real World

Disciplines Contributing to OB
OB field is heavily influenced by several other behavioral Sciences and Social Sciences
I.

II.
III.
IV.

Psychology
Sociology
Social Psychology
Anthropology

Disciplines Contributing to OB
OB field is heavily influenced by several other behavioral Sciences and Social Sciences
V.

VI.
VII.
VIII.

Psychology
Sociology
Social Psychology
Anthropology
I.

Psychology
This discipline rarely impacts the field of OB, reason is it focuses
WHAT DITERMINES THE BEHAVIOUR OF AN INDIVIUAL?

o
o
o

To answer this , in different settings MULTITUDE of sub-disciplines emerged

Individual Psychology
Clinical Psychology
Experimental Psychology

Major areas researched to understand the DETERMINANTS of behavior of Individual

include:
Personality
(Traits, Perception,
Attitudes &
Values)

Learning

Motivation

 Types of Personality tests Perception, Attitudes & Values shape the behavior of
Individual.

Motivation refers to Mental and Emotional processes that precede Actual behavior
under consideration.

Learning is concerned with the Changes and Adaptations of behavior that occur
over a time.
Obviously, understanding either MOTIVATION or LEARNING would help clarify the individual
behavior in the organization.
More Areas:
o
o
o
o

II.

Individual decision making

Job satisfaction
Social , Cultural & other factors
Work Stress

Sociology:

Sociology is the basis for trying to understand social behavior OR Dynamics of group
interaction.
Group
It focuses on
Organization
Rather than
Societies
INDIVIUAL
Areas of CONCERN to a SOCIOLOGIST can be:
o
o
o

Actual pattern of Interaction (how talks to whom for how long)

Effects of Different Social Status on interaction
The Effects of Different Rules on Interaction

Specific topics covered under Sociology are (include):

o Group Dynamics (group & teams)
o Communication
o Leadership
o Conflicts
o Organizational Structure
o Formal & Informal organization Status & Roles
III.

Social Psychology

Social Psychology is an important branch of Psychology, which BLENDS concepts from

Psychology &
Sociology both
Area of focus is on influence of group members on one another.
Contribution of Social Psychology to OB = the STUDY OF OVERCOMING
o Resistance to change
o Introduction of change in organization

 Also, it studies:
o Change in ATTITUDE & BEHAVIOUR of groups.
o Patterns of communication
o Group decision making etc.
o Group processes : Norms
[Dynamics: Forces, effect of forces on the nature, Group Dynamics: Effect of forces of group on the nature of group.]

IV.

Anthropology

Studies:
o Origin & Developments of human cultures
o How these cultures functioned in past.
o How they continue to function in the present.
o Information is very useful in understanding the behavior of

Group
in
Individual organization

Culture significantly influence human behavior, it dictates

What people learn

How they behave

Therefore, Anthropology contributes a lot in understanding cultural affect on OB

o Value Systems
o Norms
o Sentiments
o Interactions
o Group Cohesiveness
o Stress Management
o Organizational Culture
o Stress Mgt

V.

Organization change & Organization development

Besides ABOVE disciplines certain OTHER discipline also contributed to the field of OB:
1. Political Science
2. Economics
3. Industrial Engineering.
4. Medical Sciences

1. Political Science Contributions: Themes of Interest to Political Scientist are:

o How and why people acquire power
o Political Behavior
o Group Decision making
o Conflict Behavior of interest groups
o Formation of Coalition

2. Economic Interests:
o Labour Market dynamics
o Human Resource Forecasting
o Cost benefit Analysis
o Rationality in decision making
3. Industrial Engineering
o Work Measurement
o Productivity Improvement
o Work design
o Labour Relations
4. Medical Sciences
o More recent OB Enriched by Knowledge from MEDICINE,YOGA etc, relating to
The study of causes of STRESS & their consequences in organizational setting
o

VI.

STRESS MANAGEMENT is an integral part of the curriculum on OB in modern

institutes

Psychology
This discipline rarely impacts the field of OB, reason is it focuses
WHAT DITERMINES THE BEHAVIOUR OF AN INDIVIUAL?

o
o
o

To answer this , in different settings MULTITUDE of sub-disciplines emerged

Individual Psychology
Clinical Psychology
Experimental Psychology

Major areas researched to understand the DETERMINANTS of behavior of Individual

include:
Personality
(Traits, Perception,
Attitudes &
Values)

Learning

Motivation

Types of Personality tests Perception, Attitudes & Values shape the behavior of
Individual.

Motivation refers to Mental and Emotional processes that precede Actual behavior
under consideration.

Learning is concerned with the Changes and Adaptations of behavior that occur
over a time.
Obviously, understanding either MOTIVATION or LEARNING would help clarify the individual
behavior in the organization.
More Areas:
o

Individual decision making

o
o
o
VII.

Job satisfaction
Social , Cultural & other factors
Work Stress

Sociology:

Sociology is the basis for trying to understand social behavior OR Dynamics of group
interaction.
Group
It focuses on
Organization
Rather than
Societies
INDIVIUAL
Areas of CONCERN to a SOCIOLOGIST can be:
o
o
o

Actual pattern of Interaction (how talks to whom for how long)

Effects of Different Social Status on interaction
The Effects of Different Rules on Interaction

Specific topics covered under Sociology are (include):

o Group Dynamics (group & teams)
o Communication
o Leadership
o Conflicts
o Organizational Structure
o Formal & Informal organization Status & Roles
VIII.

Social Psychology

Social Psychology is an important branch of Psychology, which BLENDS concepts from

Psychology &
Sociology both
Area of focus is on influence of group members on one another.
Contribution of Social Psychology to OB = the STUDY OF OVERCOMING
o Resistance to change
o Introduction of change in organization
Also, it studies:
o Change in ATTITUDE & BEHAVIOUR of groups.
o Patterns of communication
o Group decision making etc.
o Group processes : Norms
[Dynamics: Forces, effect of forces on the nature, Group Dynamics: Effect of forces of group on the nature of group.]

IX.

Anthropology

Studies:
o Origin & Developments of human cultures
o How these cultures functioned in past.
o How they continue to function in the present.
o Information is very useful in understanding the behavior of
Culture significantly influence human behavior, it dictates

10

Group
in
Individual organization

What people learn

How they behave

Therefore, Anthropology contributes a lot in understanding cultural affect on OB

o Value Systems
o Norms
o Sentiments
o Interactions
o Group Cohesiveness
o Stress Management
o Organizational Culture
o Stress Mgt

o
X.

Organization change & Organization development

Besides ABOVE disciplines certain OTHER discipline also contributed to the field of OB:
5. Political Science
6. Economics
7. Industrial Engineering.
8. Medical Sciences

5. Political Science Contributions: Themes of Interest to Political Scientist are:

o How and why people acquire power
o Political Behavior
o Group Decision making
o Conflict Behavior of interest groups
o Formation of Coalition
6. Economic Interests:
o Labour Market dynamics
o Human Resource Forecasting
o Cost benefit Analysis
o Rationality in decision making
7. Industrial Engineering
o Work Measurement
o Productivity Improvement
o Work design
o Labour Relations
8. Medical Sciences
o More recent OB Enriched by Knowledge from MEDICINE,YOGA etc, relating to
The study of causes of STRESS & their consequences in organizational setting
o

STRESS MANAGEMENT is an integral part of the curriculum on OB in modern

institutes

Models of Organizational Behavior

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A. Mc Gregors contribution : An Appraisal

1. Theory X & Theory Y represents two extremes to draw the fencing within which man is seen to
behave.
2. No ONE would belong exclusively either to Theory X or Theory Y.
3. He/ she SHARES TRAITS of both in VARYING Degree under different situations.
4. Therefore, McGregors Theory X & Theory Y are important tools in:
o Understanding the Behavior of Human Beings
o Designing Incentives to motivate employees
5. Neither of the two is fully applicable:
o In all situations
o To all employees of all types
6. However,
o Theory X is applicable to UNSKILLED & UNEDUCATED
Low level ees
o Theory Y is more applicable to SKILLED & EDUCATED ees who are
mature enough to understand their responsibility.

[ ees = employees and ers = employers]

7. Therefore, Management uses an AMALGMATION of both the theories to motivate the
o Different kinds of employees in the organisation
o Different Levels in the organisation

B. MODELS

CUSTOD
IAL

AUTOCRA
TIC

Models
of
Organizatio
nal
Behavior
COLLOG
SUPPOR
IAL
TIVE
Human Behavior in organization is shaped by interactions amongst Individual
& groups.
There are large numbers of FACTORS & CONCEPTS that determine the
types of interaction in the organization.
It is very difficult for a manager to understand these
To overcome this difficulty, numbers of human models have been developed.
Each model usually starts with certain assumptions about people and it
leads to certain interpretation of events.
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 Underlying Theory therefore is an UNCONCIOUS BUT powerful guide to

managerial behavior.
Mangers tend to act as they think
Therefore, for this reasons, models of OB are highly significant

FOUR MODELS:
I.

Autocratic Model:

The model depends on POWER of the BOSS

Those in power, must have POWER TO DEMAND
In autocratic environment, the managerial orientation is official authority.
Management Believes, Management knows the best, ees obligation is to follow orders.
Management assumes here that the employees have to be
o Directed
o Persuaded
o Pushed into performance & that is management task

Management does thinking and the employees obey orders.

This conventional view of management, leads to TIGHT CONTOL of employees at work.
This view (above) of managing organization has been developed by Douglas Mc Gregor
in his Theory X (leads to the TIGHT CONTROL of employees at work).
Under this Model:

o
o

II.

Employee Orientation is =Obedience of the BOSS

Need not be respectful

Boss has absolute power to hire fire & perspire employees.

Employees depend on boss & are paid minimum wages for minimum period.
F.W.Taylors scientific management contributed to conventional view of management.
Employees some times give minimum period as they have to satisfy subsistence needs
of own and family.
Here, Leadership = negative, because of which employees are uniformed, insecure &
afraid.
Autocratic model is successful in situations where workers are lazy and tendency to
shrink work.
Model is required where WORK required is TIME BOUND.
Model, nowadays is not successful as minimum wages laws prevail in most countries.
Managers cannot threaten to cut the wages & rewards.
They cannot dictate workers as they are now EDUCATED & ORGANISED

Custodial Model:

To overcome the problems of autocratic model this model came into existence.
Insecurity & frustration felt by workers can lead to aggression towards boss.
To dispel above feeling & improve employer-employee relations the need to develop
model came to being by providing them economic security.
This model has following features:

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a) Model Emphasizes: The economic rewards & benefits. Since physiological

needs met, employees evolve to Security Needs as a motivating force.
b) Under this model employees depend upon organization rather than Bosses.
c) If organization installed sufficient welfares development programmes
employees cannot afford to QUIT.
d) Employees are Satisfied + Happy & are strongly motivated.
e) Only passive co-operation & do not work more vigorously than autocratic
approach.
f) Employees feel secured under management using this model.
The difficulty with this model:
It relies on material rewards to motivate, whereas workers have Psycho-Needs also.
III.

Supportive Model:
a) It has its origin in the Principle of Supportive Relationship.
Rensis Likert stated, The leadership and other processes of the organization must be such as to
ensure a maximum probability that in all interactions and all relationships with the organization
each member will in light of his *Background, *Values, and *Experience, view the experience as
supportive and one which builds & maintains his sense of personal worth and importance.
b) The main features of Supportive Models are:
i.

It depends on Leadership instead of Power / Money

By providing supportive leadership managers try to Create Org. Climate where eesare
helped to grow. They grow to grater Capacities and Achieve which they are Capable to,
in line with Organizational goals.
ii.
LEADER assumes Workers;
Will take responsibility
Will make their contributions
Will improve themselves, if given chance
Are NOT LAZY & WORK SHIRKERS by nature [if properly motivated, the can
be*Self directed and *Creative]
iii.
It is the orientation of management to:*Support the employees Job-Pf (Job Performance)
rather than simply Paying +Giving benefits as under Custodial Model.
iv.
The Model takes care of their:
*Psychological Needs
*Subsistence + Security Needs
It is similar to McGregors Theory Y.
c) The supportive model is an improvement over the earlier TWO models.
Supportive Behavior helps create friendly Superior- Subordinate Interactions
with High Degree of *Confidence & *Trust.
It is found more effective in affluent countries, where workers are more
concerned about their Needs Self Esteem & Job Satisfactions
But has limited Application in Developing Nations where majority workers are
below poverty line who dwell on Physiological & Security Needs.
They are not much concerned about the Psychological Needs

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IV.

Collogial Model:
It is an extension of supportive model.
Dictionary meaning = A Body of persons having a common purpose.
As it above implies, this model is based on Partnership between employees & Management.
Main Features are:
o This model creates a favorable climate in the organization as workers feel they are
partners in the organization.
o They do not see managers as Bosses, BUT, they contribute.
o Both, management & workers ACCEPT & RESPECT each other.

The model inculcates TEAM SPIRIT in the organization

Workers accept their responsibilities not because they will be punished BUT they find it their
Obligation to do so.
Under this models environment, they have
o Job satisfaction
o Job Involvement
o Job Commitment
o Some degree of fulfillment
This model especially useful in:
o Research Labs
o Similar work situations
Managerial Orientation is TEAM WORK.
Employees uphold (as an obligation) quality standards for better company image.
Employees are Self- Disciplined and normally feel
o
o
o

Some degree of fulfillment

Worth while contribution
Self- actualization

Self- actualization will lead to moderate enthusiasm in performance

S. No
1

Model
Basis of Model

Autocratic
Power

Managerial
Orientation
Employee
Orientation
Employee
Psycho. Result
Employee
Needs
Performance
Results

Authority

3
4
5
6

Obedience
Dependence on
Boss
Subsistence
Minimum

Custodial
Economic
Resources
Money

Supportive
Leadership

Collegial
Partnership

Support

Team Work

Security +
Benefits
Dependence on
Organization
Security

Job Performance

Responsible
Behavior
Self-Discipline

Passive cooperation

Comparing these features makes it obvious:

15

Participation
Status &
Recognition
Awakened drives

Self -actualization
Moderate
Enthusiasm

 There is NO SINGLE model which is BEST SUITED to the requirements of all the organizations.
Managers will have to make use of combination of models depending upon circumstantial case.
But keeping in view emergence of Professional management, we do infer that Supportive &
Custodial Model will be used more as compared to others.
How Relevant are these Models?
Four Models evolved over a time to meet the requirements prevailing during a particular time:
This implies the SEARCH of NEWER models in still on.
Obviously, BEST model is still not there
It is wrong to assume that a SPECIFIC model is the BEST one & that it will be applicable for all
situations & for all time to come.
Mangers using Autocratic & Custodial Models would need to reorient their thinking &
practices.
So, as to meet new conditions where workers are educated & understand the implication of
democracy.
Even, supportive model may not be effective under new conditions.
Manager faces challenges to rediscover in light of current model in practice w.r.t its current &
effectiveness.
Manager has two key tasks:
o To acquire a new set of value, as models evolve.
o Learn & apply the behavioral skills consistent with those values.
The Models of OB are closely LINKED with Human Needs
Autocratic Model:
o Concerned with physiological needs, follows CARROT & STICK principle to
get work done
Custodial Model:
o But when employees are concerned for Job Security & Belongingness, this
model comes forth to satisfy needs.
Supportive Model:
o This was employed by the managers to serve the needs of Affiliation & Esteem
which first two models fail to satisfy.
Note: Each success model is an improvement over the previous models as far as human needs are
concerned.
Therefore, adoption of supportive model does not mean abandoning of custodial model
practices.
This means that security needs having been met their psychological needs, now predominate.
As said NO best model suited to all conditioned
Manager to make contingent use of all models depending upon organizational policies,
culture, climate, worker history, external environment.
In view of emerging need to diverse PASSIVE/ Dependent/ Immature to achieve in PASSIVE/
Independent/ Mature (X to Y) Supportive & collegial models are likely to be used.

Need of understanding OB
We discussed earlier, OB integrates Knowledge drawn from the field of Study of
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Psychology
Sociology
Anthropology

A. Psychology:
Relates to study of individual behavior, with objective of:
Understanding
Prediction
Of Human Behavior
Control
B. Sociology:
Deals with the study of:
Society
Institution
Organization
Groups
Norms & Roles
C. Anthropology
The main focus is on study of:
Organization & History of Mans Culture
Their Evolution
Development
The integration of knowledge of diverse behavioral sciences have the following applications:
I.

Understanding of Self & Others

Helps one to understand him & others.
This shall improve Interpersonal relations
Specific significant topics like:
Attitudes
Perception
Leadership
Communication
TA
Conflict
..creates the understanding of these lead to changing ones style of
Talking & Function

II.

Better Communication
17

 OB helps improving communication in organization, through which People make

contacts.
Effectively achieving organizational objective demands vice communication
The common process & how it works in interpersonal dynamics is evaluated by
BEHAVIOIURAL SCIENCES.
Analysis of factors affecting communication suggests measures to make communication
effective.
III.

Motivation of Subordinates
Manager will be successful in his place, when he knows how to motivate subordinates
for better results.

Therefore, OB helps him learn the BASIS of Motivation and WHAT HE SHOULD DO to
motivate his subordinates
IV.

V.

Attainment of Objectives
OB seeks to SATISFY employees NEEDS & ATTAIN Organizational objectives.
Every employee Wants to FULFIL HIS NEEDS through Organizational Activities
Therefore to provide organizational Responsibility to PROVIDE CONDUCIVE
CLIMATE so that employees satisfy needs and organization attains the objectives.
Controlling & Directing Behavior

We know managers are required to CONTROL & DIRECT the Behavior so as to conform to the
standards for achieving objectives.
OB helps managers as follows:
1. Use of Power & Sanction (P&S)
Humans Behavior can be CONTROLLED & DIRECTED through use of POWER &
SANCTION
OB explains How various means of P&S can be UTILIZED to achieve two pronged
objectives (individual & organization) simultaneously.
2. Leadership
Leadership is another TOOL to TUNE UP Human Behavior to organization requirements.
OB caters New Insights & Understanding to the Practice & Theory of LEADERSHIP
OB identifies Various Leadership Style Available to a manager and ANALYSES which
one is MOST APPROPRIATE in a GIVEN SITUATION.

VI.

Management of Change
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 Change = Any Alteration occurring in OVERALL WORK-ENVIRONMENT of an

organization.
Change results from:
o Internal Pressure
o External Pressure
These affect
o People
o Structure
o Technology
o Other Organizational elements
Resistance to change is a TYPE OF HUMAN Behavior (response).
This arises to protect human beings from PERCIEVED THREAT, because of change.
Also sometime, they do not resist change BUT oppose their agent/ mode of
implementing change.
Introduction of change is a major problem to Manager.
Changes are introduced by proper education of ees through communication.
Benefit of change be also HIGHLIGHTED & SHARED with those affected.
VII.

Creation of Congenial Climate:

OB suggests approaches to CREATE organizational climate in TOTALITY than merely:

Improving working
condition

Satisfying working condition

Adequate Compensation
Better Equipment

OR

Changing ISOLATED Work

Processes

For the Job ARE viewed as ONLY

SMALL PART of the requirements
for sound motivational climate

Following are of great importance:

o Creation of Atmosphere of Mutual Trus
o Opportunity of Realization of Personal Goals
o Congenial work place relations
o A sense of Accomplishme
CRITICISM:
1. Some CRITICS of OB argue, OB is ONLY descriptive & NOT prescriptive
OR
It simply describes Behavior that has taken place BUT cannot prevent its reoccurrence.
19

BUT, with the use of TOOLS & SKILLS of organizational science, a manager can
o
o

Understand the dynamics of human behavior

Mould the behavior of team mates

2. (i) It is sometimes ALLEGED OB is SELFISH EXPLOITATIVE.

(ii) It serves Management interests as it is a Product of Capitalist Societies
(iii) High emphasis on:

Motivation

Efficiency

Productivity

Only breads competitive spirit among ee AND not allowed to function with one another in
harmony
(iv)Dual Personalities of managers are often bewildering,
Outwards managers talk of:
o
o
o

Participative Management
Equality of opportunities
OPEN Door policy

But, behind doors of this PEPTALK is the harsh realty

o Most of Bosses = Act of Feudal Lords
o They expect subordinates to be SLAVE
o Any Deviation for this, makes BOSS feel insecure.
o SMART subordinate is FEARED, HOUNDED & MADE to QUIT

Nevertheless, OB, as a tool, in the hands of a Manager who should use it for BENEFITS of:
o Organization
o Groups
o Individuals
a. Responding to Globalization
Increased Foreign Assignments
Working with People from diff. cultures
Coping with anti capitalism backlash
Overseeing Movements of Jobs to countries of low cost labor
Managing people during war or terror
20

b.
c.
d.
e.
f.
g.
h.
i.
j.
k.

Major Workforce diversity Indian categories

Improving quality & productivity
Responding to outsourcing
Improving People
Empowering People
Stimulating Innovation and change
Coping with temporizes
Working in Networked organization
Helping balance work life
Improving ethical behavior

21