Organizational behavior (OB) is the study of CHARACTERISTI CS OF OB

factors that affect how individuals and groups 1. Humanistic value: positive beliefs about the
act in organizations and how organizations potential of employees
manage their environments 2. Systems orientation: all parts of the
organization include structure, technology, and
OB is a systematic study of the action and people must work together.
attitudes that people exhibit within an 3. Experimental learning: the learners
organization. experiences in the training environment should
(Stephen.P.Robins) be the kind of human problems they encounter
in work.
OB is the study and application of knowledge 4. Problem solving: problems are identified,
about how people, individuals, groups act in an data is gathered, corrective action is taken,
organization. progress is assessed and adjustments in the
(LM Prasad) problem solving process are made as needed.
5. Contingency orientation: actions are
Organizational behavior provides a set of selected and adapted to fit the need.
tools that allow: 6. Change agent: stimulate, facilitate, and
coordinate change.
People to understand, analyze, and describe 7. Levels of interventions: problems can occur
behavior in organizations. at one or more level in the organization so the
strategy will require one or more interventions.
Managers to improve, enhance, or change
work behaviors so that individuals, groups IMPORTANCE OF OB
and the whole organization can achieve their • Helps an individual to understand himself and
goals. others better.
• The manager understands the basis of
GOALS OF ORGANIZATIONAL BEHAVIOUR motivation of subordinates.
* To describe how people behave under a • It will be successful in maintaining coordinal
variety of conditions. industrial marketing.
* To understand why people behave as they do. • OB helps in predicting the behavior of the
* To control and develop human activity at work individual.
to improve productivity, skill, improvement, team • Enables a manager to motivate his
effort etc. subordinates towards higher productivity and
*To predict future employee behavior. better results.

GENERALIZATION ABOUT HUMAN OB MODELS

BEHAVIOR: Given by Keith Davis and New storm are:
* Happy workers are productive workers. 1. Autocratic.
* Individuals are more productive when the boss 2. Custodial.
is friendly and reliable. 3. Supportive.
* Interviews are effective selection devices. 4. Collegial.
* Everybody likes a challenging job.
* People will have to be strict to make them to AUTOCRATIC MODEL
do their jobs. - The basis of this model is power with a
* Money motivates all. managerial orientation of authority. The
*People are more concerned about their own employees in term are oriented towards
salaries than others. obedience and dependence on the
* Members of effective group do not quarrel boss. The employees need that is met is
among themselves. subsistence. Person in power can
 demand work from workers. e.g, donation organization. Because here
Defence team because here officer hold everyone work as a team and each
power and authority to obey them and member takes responsibilities for
the soldiers are obedient to execute organizational goal.
officers.
Major Contributing Disciplines to the field of
CUSTODIAL MODEL organizational Behavior:
- The model depends on the economic 1. Psychology: how individuals behave in
resources of the organization and its response to a stimulus.
ability to pay the benefits. The 2. Sociology: how individuals relate to groups
employees are highly dependent on the and to each other.
organization. The employees are able to 3. Social Psychology: How individuals and
satisfy their security needs. The organizations perceive conflict, threats and
performance result is passive. e,g. undergo stress.
Garments factory because here it is 4. Anthropology: understanding customs
based on economical resource. Here traditions and social mores of people since
laborers execute their job for security organizations a microcosm of the larger society.
and benefit, again here if an 5. Political Science: Understanding Power,
organization do well then employee get Authority and Corporate Politics.
better benefit. 6. Economics: Appreciating monetary (wage
and bonus) and non-monetary incentives
SUPPORTIVE MODEL (housing, schooling and medical care) to
- This mode depends on managerial employees so that they are motivated to
leadership rather than the use of power produce more efficiently and effectively.
or money. The aim of managers is to
support employees in their achievement FUNDAMENTAL CONCEPTS OF
of results. The supportive model is best ORGANIZATIONAL BEHAVIOR
suited when the employees are self- The nature of people:
motivated. Manager's role to help 1. Individual differences
employees achieve their work rather 2. A whole person
than supervising them closely. E,g. 3. Motivated behavior
software firm, because here leaders 4. Value of the person
support their employee to perform their
tasks or their project. FUNDAMENTAL CONCEPTS OF
ORGANIZATIONAL BEHAVIOUR
COLLEGIAL MODEL The Nature of Organization:
- The term collegial refers to a body of 1. Social system
people having a common purpose. It is 2. Mutual Interest
based on the team concept in which
employees develop a high degree of LEARNING
understanding towards others and share -Learning is any permanent change in behavior
common goals. "Responsibility" is of a person that occurs as result of experience.
expected out of the employees. It is accompanied by acquisition of knowledge,
Employees need a little direction and skills & expertise which are relatively permanent.
control from the management. • Control
is through self-discipline from the team
members. Manager is not addressed as
the "boss" but is a felicitator. E.G. social
organization such as willingly blood
FEATURES OF LEARNING training period, positive reinforcement is more
1) Learning involves change in behavior of a effective than negative reinforcement.
person: The change may be good or bad from 4) ORGANIZATION OF MATERIAL: Trainer
organization’s point of view. must remember that well organized material will
For example: bad habits, prejudice, etc may be help the trainees to remember the things taught
learnt by an individual. to him. A complete outline of the whole course
2) Change in behaviour must be relatively should be made with the main topics included
permanent: To constitute learning, change under each heading.
should be relatively permanent. 5) FEEDBACK ON LEARNING: People like to
Temporary changes may be only reflective and know how much they have learnt & how well
fail to represent any learning. This rules out they are doing. The sooner employees know the
behavioural changes caused by fatigue or drugs. results of a quiz test, the sooner they can
3) The change in behavior should occur as a assess their progress. Self-graded tests &
result of experience, practice or training: programmed learning kits provide the necessary
It implies that behavior caused from maturity, feedback to a person on his progress on a
disease, or physical damages does not particular subject.
constitute learning.
4) The practice or experience must be THEORIES OF LEARNING
reinforced in order for learning to occur: There are 4 theories which explain how
If reinforcement does not accompany the individuals learn new patterns of behavior:
practice or experience, the behavior will 1. Classical Conditioning
eventually disappear. 2. Social Learning
5) Learning is reflected in behavior: 3. Operant Conditioning
A change in an individual's thought process or 4. Cognitive Learning
attitudes, not accompanied by behavior, is no
learning. CLASSICAL CONDITIONING
-Classical Conditioning deals with the
PRINCIPLES OF LEARNING association of one event with another desired
1) TRAINEE MUST BE MOTIVATED TO event resulting in a desired behaviour or
LEARN: An employee must see a purpose in learning.
learning the information presented & have a -Classical conditioning was given by Ivan
clear understanding of what is presented. If Pavlov, a famed Nobel Prize winning
these two factors are considered, there will be a physiologist.
greater chance of satisfaction. -Pavlov conducted an experiment on a dog to
2) INFORMATION MUST BE MEANINGFUL: study the relation between the dog's salivation &
The training material must relate to the purpose ringing of a bell. When he presented a piece of
of the training programme or it will stop being a meat to the dog, he noticed a great deal of
motivator. The material should be presented in a salivation. He called the food as unconditioned
sequential manner & should provide variety to response. During the second stage, he merely
prevent boredom & fatigue. Material can be rang the bell, but the dog did not salivate in
presented through case studies, lectures, films response to ringing of the bell. He subsequently
etc. introduced the sound of the bell each time the
3) LEARNING MUST BE REINFORCED: In meat was given to the dog. Thus, eventually the
organisations, both positive & negative dog learnt to salivate in response to the ringing
reinforcements should be used. If behavior is of the bell even when there was no meat. This is
undesirable, the negative reinforcement such as how Pavlov conditioned the dog to respond to a
denial of a pay raise, promotion or transfer can learned stimulus.
be effective. However, during the orientation &
OPERANT CONDITIONING
• Operant conditioning deals with Response - 1. Positive reinforcement is a reward or
Stimulus (R-S) connection. other desirable consequence that
• Concept originated by B.F. Skinner. follows a particular behavior or activity.
• states that "most human behavior operates It’s used to increase the frequency of
based on the environment." action or behavior.
• Learning depends on what happens after the 2. Negative reinforcement takes place
response -THE CONSEQUENCES when individuals learn to escape or
• The learning of voluntary behaviour through avoid unpleasant consequences. For
the effects of pleasant and unpleasant example: people learn to drive carefully
responses. to avoid accidents.

COGNITIVE LEARNING 3. Punishment is a means of reducing a

Cognition refers to an individual's ideas, desired behavior by introducing a
thoughts, knowledge, interpretations, potentially undesirable consequence.
understandings, etc about himself & his For e.g. salary cuts, termination, loss of
environment. privileges and layoffs.
The theory states that when people observe a
model performing a behavior and the
consequences of that behavior, they remember 4. Extinction is an effective method of
the sequence of events and use this information controlling undesirable behavior. It is
to guide subsequent behaviors. based on the principle that if a response
is not reinforced, it will eventually
SOCIAL LEARNING disappear. For example: A disruptive
• Behavioral approach. employee who fights & is punished by
• It deals with learning process based on direct the supervisor for doing so may
observation and the experience. continue the disruptions because of the
Achieved while interacting with individuals. attention they bring. By ignoring the
• People observe, alter and even construct a employee, attention is withheld & also
particular environment to fit in the social the motivation for fighting.
behavioral pattern.

PROCESS IN SOCIAL LEARNING

1. ATTENTION PROCESS
2. RETENTION PROCESS
3. MOTOR REPRODUCTION PROCESS
4. REINFORCEMENT PROCESS

SRATEGIES OF REINFORCEMENT
Reinforcement may be defined as anything that
both increases the strength of response and
tends to induce repetitions of the behaviour that
preceded the reinforcement.

REINFORCEMENT
1. POSITIVE REINFORCEMENT
2. NEGATIVE REINFORCEMENT
3. PUNISHMENT
4. EXTINCTION