Organizational Behaviour

 Organizational behaviour is defined as the behaviour of human beings in their workplace.

 It studies the impact that an individual has on behaviour within the organization and how groups work together so
that the knowledge can help in explaining and predicting behaviour to improve workplace performances and
effectiveness.

The Elements Of Organisational Behaviour

 People • Technology
 Structure • Environment
The Three Levels Of Organisational Behaviour

 Individual Level: This level of organisational behaviour focuses on studying employees’ values, attitudes, perceptions
and personal traits to determine their behavioural patterns in the workplace. Human psychology forms the basis of
individual-level analysis.
 Group Level: The group-level or team-level analysis studies the behaviour of employees while working in groups.
Factors like communication, leadership, initiative, group dynamics, conflicts, power etc., are studied at this level. It
determines how people individually and collectively interact in a group. Sociology and social psychology form the basis
of team-level analysis.
 Organisation-level: This level deals with analysing the organisational structure, culture and climate within an
organisation. It studies how organisations differ based on their organisational structure, work environment, human
resource policies etc. Sociology and political science form the basis of organisation system-level analysis.

Objectives of organizational behaviour

 To establish a social system in the organization.

 To determine the motivation level of employees.
 To encourage the people, to work enthusiastically in the organization.
 To create an environment for the development of effective leadership.
 To develop effective group behaviour among the employees.
 To identify the reasons for conflict and to resolve the conflict.
 To find out the reasons for frustration and reduce or eliminate the reasons.
 To increase the morale of employees of the organization.
 To maintain the organizational environment favourable for the work.

Importance Of Organisational Behaviour

 Discover and understand human behaviour,

 Properly motivate their employees to perform better,
 Create a conducive work environment to bring about higher employee productivity,
 Ensure effective communication along with its elements,
 Maintain ethical workplace practices, and
 Build positive relationships among employees for cooperation

Challenges of Organizational Behaviour

 Workforce Diversity: Managing a diverse workforce with varying cultural, regional, ethnic, and gender backgrounds
makes it challenging for management to meet all groups' needs and unify them in decision-making.
 Worker Rights: Ensuring a safe and congenial work environment while balancing company interests becomes difficult,
especially with union demands and collective bargaining.
 Innovation and Evolving Technologies: Keeping policies, work environments, and strategies updated with new
business models and technologies is challenging for organizational behaviour experts.
 Globalization Response: Success in the global market requires understanding international business practices,
cultures, and languages to implement necessary organizational changes and improve customer service.
 Government Policies: Frequent changes in government policies and regulations directly affect working conditions and
employee productivity, requiring diligent adaptation by the organization.
 Fundamental Concept of Organizational Behaviour

The nature of people

Individual
difference  Individual Differences: Each person is unique due to distinct DNA and
psychological traits from birth, requiring management to motivate
Perception employees in diverse ways.
 Perception: Employees view their work differently based on
personality, needs, demographics, and past experiences, necessitating
A whole person
management to guide them considering these perceptual differences.
Nature of people  A Whole Person: Organizations employ whole individuals, not just
Motivated
Fundamental Concepts of OB

behaviour skills or brains, recognizing that personal life and emotional conditions
impact work performance.
Desire of  Motivated Behaviour: Motivation is crucial for organizational
Involvement success, requiring management to inspire employees through various
facilities and guidance.
Value of the person
 Desire for Involvement: Employees seek opportunities to contribute
their talents and ideas, necessitating organizations to provide
Social System meaningful involvement in decisions.
 Value of the Person: Employees want to be treated with respect and
Nature of dignity, not as mere economic tools, and seek opportunities for personal
Mutual System
Organization and professional development.

Ethics

The nature of organization

 Social System: Organizations are social systems with formal and informal structures, where behavior is influenced by
both individual drives and group dynamics. This framework helps analyze and manage organizational behavior issues.
 Mutual System: Organizations and employees have mutual interests; managers need employees to achieve goals, and
employees need organizations for purpose and support.
 Ethics: Ethical treatment is essential for attracting and retaining employees, requiring organizations to uphold high
ethical standards and reward ethical behavior.

Personality

 It may be defined as those inner psychological characteristics that both determine and reflect how a person responds
to his environment.
 The word personality is derived from a Greek word “persona” which means “to speak through.”
 Personality is the combination of characteristics or qualities that forms a person’s unique identity.

Determinants of Personality

 Heredity - refers to the influence of genetic factors and biological inheritance on an individual’s personality. It involves
the transmission of traits and characteristics from parents to their offspring.
 Culture - Cultural norms, values, and societal expectations impact how individuals perceive themselves and others.
 Family Background- The family is often the primary socialising agent in a person’s life. The way parents raise their
children, including their parenting style and family dynamics, can profoundly influence personality development.
 Our Experiences through Life- High-stress situations, such as academic exams, job interviews, or personal crises, can
evoke different aspects of an individual’s personality.
 And The People we interact with - The quality and nature of an individual’s social relationships, including friendships
and support networks, have a profound effect on emotional well-being and can influence personality traits like
resilience and self-esteem.

Traits of Personality ( The big 5 personality model )

 Personality traits are the enduring features that define an individual’s behavior.
 Psychologists resolved that there are five major personality traits and every individual can be categorized into at least
one of them. These five personality traits are
  Extrovert: Sociable and outgoing, enjoying interaction and stimulation from others.
 Neurotic: Prone to experiencing negative emotions such as anxiety, sadness, and irritability.
 Open: Imaginative and open to new experiences, with a broad range of interests.
 Agreeable: Compassionate, cooperative, and eager to help others, often putting others' needs before their
own.
 Conscientious: Organized, dependable, and disciplined, with a strong sense of duty and achievement.

Personality Development -
http://eprints.cmfri.org.in/13294/1/Theeranaipunya%204_PERSONALITY%20DEVELOPMENT.pdf

Types of Attitude

 Cognitive Attitude: This involves beliefs, thoughts, and knowledge

about a subject or object. It reflects how an individual thinks about
something.
 Conative Attitude: This relates to the behavioral intentions or actions
toward a subject or object. It indicates how an individual is inclined to act or
behave.
 Affective Attitude: This pertains to the emotional responses or
feelings toward a subject or object. It shows how an individual feels about
something.

Job Satisfaction
 Job satisfaction, is defined as a positive emotional response you experience when doing your job or when you are
present at work.
 Leading organizations are now trying to measure this feeling, with job satisfaction surveys becoming a staple at most
workplaces.
 It’s important to remember that job satisfaction varies from employee to employee.
 In the same workplace under the same conditions, the factors that help one employee feel good about their job may
not apply to another employee.
 For this reason, it is essential to have a multidimensional approach to employee satisfaction

Factors that determine job satisfaction levels

 Company should communicate its care to employees through newsletters, rewards , informal recognition etc.
 A workplace where employees have enough free time to read a book, catch up on the news, have a pleasant meal, for
example – and where such behaviors are not considered slacking off – will better enable job satisfaction.
 A good rule of thumb is to keep the interval between employee promotions below the average employee tenure, if
not , all employees will switch to greener pastures.
 A workplace where employees feel regularly criticized or under some type of scrutiny is ripe for dissatisfaction.
 Employees need regular feedback (both positive and constructive) to know that they are on the right track.
 Companies must try to build a non-toxic culture of high performance, where productivity isn’t prioritized over well-
being. Positive work-life balance is integral to this.

Importance of Job Satisfaction

 Satisfied employees translate into satisfied customers

 Voluntary turnover will come down
 You increase the chances of referrals
 Satisfaction is directly linked to your productivity
 In the long term, you can dramatically reduce HR costs