MS Office Application

Report
On
“Organizational Behaviour”
Submitted to

MJPRU, BAREILLY
UP
(SESSION 2023-2024)
For the partial fulfilment of Degree in
Bachelors of Business Administration
Department of Management Studies

RSD ACADEMY (DEPART OF MANAGEMENT & COMMERCE) MORADABAD

AFFILIATED TO MJPRU, BAREILLY
PROJECT GUIDE: PROJECT INCHARGE
MISS: NABILA SANA MR: MUKUL SAXENA

Submitted by:
STUDENT NAME
KRISHNA KUMAR
B.B.A 2 SEM
ROLL NO¦-

1
 INDEX

S.NO. TITLE PAGE NO.

1. ACKNOWLEDGEMENT 3
2. INTRODUCTION 4
3.
4.
5.

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 ACKNOWLEDGEMENT

It is pleasure to acknowledge the assistance of a number of people without whose help this major
project could not be completed.

I wish to acknowledge my indebtedness to DR. VINOD KUMAR AND

DR. (MRS.) G. KUMAR (chair person)

I have been assisted by project in-charge MR. MUKUL SAXENA who deserves special thanks for
his valuable boost and co-operation by which I could see my efforts of making the project.

I express my profound sense of gratitude to my project guide Miss Nabila Sana for giving
encouragement in taking up the project.

I am also thankful to all my facilities for motivating and librarian for making available to me the
important books in the library and the necessary guidance for this project.

At last but not the least, I express thanks to my parents who provide me support throughout this
project. They have been perennial source of inspiration for me.
I am too small so thank god for everything and anything.

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 UNIT – 1
Unit 1: Introduction:
- Organizational Behavior: Concept and significance
- Relationship Organizational Behavior to other fields
- Organizational Behavior Model
- Ethics and ethical behavior in organizations
- Learning: meaning and definition,
- Process of Learning
- Theories of learning,
- OB in learning organization.
Objectives: Aim of this unit is to acquaint students with the:

a. Concept and significance of Organizational behavior and its relationship with other fields
b. Organizational behavior model, Ethics and ethical behavior in organizations
c. Learning: meaning and definition, Process of Learning, Theories of learning, OB in learning
organization.
Organizational BEHAVIOUR: CONCEPT AND SIGNIFICANCE;
“Organizational behavior is directly concerned with the understanding, prediction, and control of
human behavior in organizations.” Fred Luthans.

“Organizational behavior studies the impact that individuals, groups and structure have on behavior
within organization for the purpose applying such knowledge towards improving Organizational
effectiveness.” Stephen P. Robbins.

Keith Davis said that, “Organizational Behavior is the study and application of knowledge about how
people act within organization.”

Raman J. Aldag states, “Organizational Behavior is a branch of the Social Sciences that seeks to build
theories that can be applied to predicting, understanding and controlling behavior in work
organizations.”

“Organizational Behavior is a subset of management activities concerned with understanding,

predicting and influencing individual behavior in Organizational setting.” Callahan, Fleenor and
Kudson.

Organizational behavior is basically a study of human behavior in both, group as well as an

individual in an organization. As we know that certain types of behavior of a person is linked to
certain types of roles and responsibilities. So, generalizations were made based on their behaviors
that help us predict what people do and should do so.

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And the accurateness of these generalizations is depending upon the accurate observations. An
accurate generalization helps in taking strategic decisions in managing and controlling workforce
in an organization. While observing and understanding the behavior, one should follow a
systematic approach because a structured approach to conduct study may boost the explanatory
and predictive capacities of a person.
On the basis of above mentioned definitions and different views, features of Organizational
Behavior can be defined in the following manner:

Significance Organizational Behavior

(OB) is a study involving the analysis of an organization's persons, community and structure or
actions, and this analysis has significant significance in an organization's successful working. It is
a kind of study pertaining to “what people do within an organization” and “how their behavior
affects the performance of an organization”. Organizational conduct relates primarily to job-
related concerns such as jobs, work, leaves, turnover, efficiency, human resources, and
management. Organizational behavior study provides a comprehensive set of concepts and
theories dealing with commonly accepted 'facts' about a person's behavior and organizations
acquired over the years, e.g. "You can teach new tricks to an old dog," "Two heads are better than
one." And such facts are not always true in all cases, at all. Ergo, these popularly held ideas are in
desperate need of replacement. Study of “organization behavior does offer challenges and
opportunities for managers since it focuses on ways and means to improve productivity, minimize
absenteeism, increase employee job satisfaction, etc”. A Study Organization Behavior provides a
basis for managers to develop and create an ethical culture and climate of work. Also, good
prediction of human and Organizational behavior is helpful.
RELATIONSHIP TO OTHER FIELDS
Organizational behavior is a multidisciplinary subject because it has borrowed concepts and
theories from other fields like Psychology, Sociology, Political science, Anthropology,
Economics, Technology, Environmental science, and science. Organizational behavior is basically
an applied behavioral science.

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 Psychology:
The term 'psychology' originates from the Greek
language 'Psyche' meaning 'soul' or 'heart' and
Organizational behavior is a scientific field that
explores human behavior mainly concerned with
the psychology of the individuals. Industrial
psychology can be defined as “Industrial
Psychology is a scientific study of employees,
workplaces, organizations and Organizational
behavior. Industrial psychology is also known as
work psychology, Organizational psychology.
Industrial psychology helps in improving the Source: www.verywellmind.com
workplaces, satisfaction and motivation levels of
the employees, and helping the overall
productivity of the organization.”

Psychology

Economics Sociology

Anthropology Science

Organizational

Behaviour

Political
Medicine
Science

Engineering Technology

Figure 1 Organizational Behaviour and other fields of study

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 Sociology:

According to Dictionary of the social sciences, sociology is “the study of society, patterns of social
relationships, social interaction, and culture that surrounds everyday life.” From the definition it is very
much clear that sociology also has a major impact on the study of Organizational behavior. Max Weber
defines sociology as, “a science which attempts the interpretive understanding of social action in order
thereby to arrive at a causal explanation of its course and effects.”

Anthropology:
According to Britannica, “the science of humanity, which studies human beings in aspects
ranging from the biology and evolutionary history of Homo sapiens to the features of society and
culture that decisively distinguish humans from other animal species.”
Therefore, Anthropology deals with the relationships between people and their environment and
anthropology contributes to understanding the cultural impact on Organizational behavior, the
impact of value structures, expectations, emotions, unity and interaction.
Also, University of Florida defines, “Anthropology is the study of humankind. Of all the
disciplines that examine aspects of human existence and accomplishments, only Anthropology
explores the entire panorama of the human experience from human origins to contemporary forms
of culture and social life.” Eric Wolf said, “’Anthropology’ is less a subject matter than a bond
between subject matters. It is part history, part literature; in part natural science, part social
science; it strives to study men both from within and without; it represents both a manner of
looking at men and vision of men – the most scientific of the humanities, the most humanist of
sciences.”
Political Science
Political science has some fascinating implications in researching Organizational behavior as it
helps in understanding how and why people gain control, political actions, decision-making,
conflict, interest group activity and creation of coalitions. And the same is also true of major areas
of Organizational behavior.
It has been stated many times that political parties and government are actively active in many of
the activities of the ORGANIZATION.
Economics
Lionel Robbins stated the term economics as, “the science which studies human behavior as a
relationship between ends and scares means which have alternative uses.” Economics tackles the
problem of fear resources and limitless uses or restricted resources and infinite desires. In addition
to this, we studied the growth, distribution, and consumption of goods and services in economics.
And studying different economic subfields helps to illustrate the Organizational actions in a very
useful way such as understanding the dynamics of the labor market, efficiency, human resource
planning and forecasting, and cost benefit analysis.

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 Technology:
Technological progress often impacts employee behavior. Because we live in an era of
information technology in which technology plays a very important role. To understand the
Organizational actions, the study of technological development becomes important because
people are affected by technological growth. Technology influences consumer behavior,
manufacturing practices, and storage and distribution activities. To match the pace people need to
be educated and/or technically qualified about technological development.
Engineering:
Engineering too plays significant role in the study of Organizational behavior. Certain topics are
very common in both engineering as well as Organizational behavior.
Medicine:
Medicine has a link to researching human behavior in the workplace, as stress has become a very
common issue in organizations as well as in people employed in organizations. To control the
causes and consequences of stress, since it is important for the well-being of both the individual
and the organizations. Medicine helps with treating emotional disorders as well as emotional
related problems.
Finally, it can be inferred that the Organizational conduct is given a multidisciplinary focus.
Material is taken from many other fields and is aimed at explaining behavior.
OB MODEL

Every organization develops a particular type of culture or value system or a model according to
which people of an organization are supposed to behave. And the system is developed by taking
into account the assumptions of the management regarding people, mission and management
vision. The assumptions on which an organization's culture is based vary greatly from one
organization to another, and so do the ORGANIZATIONAL BEHAVIOUR MODELS.
In the starting of civilized human society, there were two forms of strategies for the people in
action, one says "trust anyone unless there is proof to the contrary" and an additional says "trust
no one unless there is evidence to the contrary." Obviously, in such organizations the
interactions between people take place differently according to these two approaches.
"McGregor" Was specified "theories X and Y and each theory makes assumptions which are
quite contrary to each other"; Argyris WAS specified "the concept of immaturity and maturity
of people which also provides two opposite views about the people". Ergo, Models of
Organizational behavior built on the basis of different decisions or assumptions represent Beat
variations. OB models that are in practice, however, show some sort of continuum between
these two opposite poles, although they tend to lean towards a specific pole. "Davis" has
described four OB models which are as follows:
 Autocratic
 Custodial
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 Custodi
al

Model

Autocrati OB Supportiv
c e
Mode
Model Model
l

Collegia
l
Model

Autocratic Model
In the autocratic model there is managerial orientation toward power. Managers see power as the
only way to get the job done, and employees are forced to obey orders which lead to high boss
dependence. The Organizational mechanism is largely formalized; power is delegated by the right
of command to the individuals to whom it refers. The model is largely based on the “Theory of X
assumptions of McGregor is where the human beings are taken inherently distasteful to work and
try to avoid responsibility”. In this model employees are closely and strictly supervised in order to
attain desired performance. Employees are supposed to obey the order of the managers and there
is no place for employee's suggestion in this model which sometimes result in minimal
performance.
Custodial Model
Under this model, the key goal relating to management is to use money or resources to support
workers. Employee works towards security attainment and in return organization uses the
organization's economic resources to benefit the organization's employees which lead to high
employee dependence on organization.
Employee Organizational reliance reduces personal dependence on boss. Employees in this model
feel satisfied when working and their performance level is a little higher than the autocratic
Organizational model but overall performance is not that good.
This model is similar to the more satisfying and dissatisfying Herzberg theory.
Employees are getting sufficient respect and Organizational protection according to this model,
they feel satisfied but they are not given any kind of authority to determine what benefits or
incentives they will receive. This model is quite common in many Indian business Organizations.

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 Supportive Model
In this supportive model mangers are very supportive towards employees. Here
Managerial leadership is the key criterion of Organizational behavior, rather than
using money or influence or authority. The main goal is to assist employees in
achieving results with the aid of employee involvement and participation in
managerial decision making process.
The model is based on "Liker’s supporting partnership values, which is the
fundamental component of his program 4 (participatory)." "Liker" notes that full
manager-employee interactions will occur. The job of the manager is to support and
inspire the subordinates to carry out their mission, rather than closely supervise them.
In this model, employee output is much higher than the autocratic and custodial
model, because employees have a sense of belonging due to managers' positive
attitude towards them.
Collegial Model

This model is an extension of the positive model. Within this model all actors work
for a common target. Collegial meaning implies a community of shared-intentioned
individuals. Therefore, in collegial model, suggests the concept of a partnership in
which a high degree of understanding is established between the two in order to
accomplish common objectives. This model requires less guidance and control from
the side of management. And the organization's environment is so favorable that
Regulation is essentially carried out by team members by self-discipline. Collegial
model is more useful where there is flexibility in behavior, an intellectual environment
and considerable freedom of employment.
These OB models are based on the individual characteristics and how they could
perform better. One model cannot be adapted in all situations and at all stages and
managers cannot assume that a particular model is best suited for all purposes and all
situations.

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 ETHICS AND ETHICAL BEHAVIOR IN ORGANIZATIONS

The word “ethics” is taken from the Greek word ethics which means “relating to one’s
character” or “moral nature”. In an organization, ethics means various rules,
guidelines and principles which direct the way an employee should behave at
workplace. It also refers to the “code of conduct” which one should follow while
working in an organization. No firm wants to earn profits by compromising with the
ethics and depend upon unfair means to earn profits. An organization should not:
An organization should take initiatives to:
 builds a conducive and cordial Organizational culture,

 increase customer/client confidence by encouraging ethical practices

 Always recruit and hire by following ethics

 Be transparent in Organizational matters pertaining to finances, human resources

LEARNING: MEANING AND DEFINITION
Meaning of Learning in Organizational Behavior
Learning is the process of attaining new or modified knowledge and skills. Change in
existing behavior because of new knowledge, skill or training is known as learning.
The change should be permanent means there should be significant change in
behavior before and after acquiring some knowledge or skill and the change must be
because of certain kind of experience or training.
Definitions:
In the words of Gestalt’s, “the basis of learning is to gain knowledge after observing the
whole structure. Responding towards the entire situation is learning.”
Kurt Lewis said that, “The learning as the direct cognitive organization of a situation.
Motivation has a significant role &place in learning.”
Woodworth said that, “The process of acquiring new knowledge and new responses is
the process of learning.”
According to G.D. Boaz (1984) “Learning is the process by which the individuals
acquires various habits, knowledge, and attitudes that are necessary to meet the demands
of life, in general.”