UNIT I: Introduction to Organizational Behavior
1.1 Nature of OB & Historical Development of OB
What is Organizational Behavior (OB)?
OB is the study of human behavior in organizational settings.
Focuses on how individuals and groups interact, behave, and perform
within organizations.
Nature/Characteristics of OB:
1. Multidisciplinary – draws from psychology, sociology, anthropology,
etc.
2. Human-oriented – focuses on people, not machines.
3. Goal-oriented – aims at improving performance and satisfaction.
4. Organizational-level study – includes individuals, groups, and systems.
5. Scientific approach – uses research and data for decisions.
6. Application-oriented – practical application in managing people.
Historical Development of OB:
1. Classical Era – Focused on efficiency (early 1900s).
2. Human Relations Movement – Importance of people (1930s–1950s).
3. Behavioral Science Approach – Emphasis on motivation and leadership
(1950s–1970s).
4. Contemporary OB – Integrates technology, globalization, and ethics
(1980s–present).
1.2 Scientific Management, Human Relations Approach, and
Contemporary Approaches
Scientific Management – Frederick W. Taylor
Focus on efficiency, standardization, and task optimization.
Principles:
1. Study tasks scientifically.
2. Select and train workers properly.
3. Supervise and motivate effectively.
4. Use division of labor.
Criticism: Ignored human needs and creativity.
Human Relations Approach – Elton Mayo (Hawthorne Studies)
Emphasized social needs, employee satisfaction, and motivation.
Found that productivity increased when employees felt valued and
observed.
Contemporary Approaches:
1. Systems Approach – Organization as a system of interrelated parts.
2. Contingency Approach – “It depends” approach, no one-size-fits-all
solution.
3. Total Quality Management (TQM) – Focus on continuous
improvement.
4. Positive Organizational Behavior – Focus on strengths, well-being, and
resilience.
1.3 Contributing Disciplines to the OB Field
Discipline Contribution to OB
Psychology Individual behavior, motivation, perception, personality
Sociology Group behavior, communication, organizational culture
Anthropology Culture, environment, and social systems
Political Science Power, conflict, organizational politics
Economics Decision-making, cost-benefit analysis
Social Psychology Interpersonal relationships, group dynamics
1.4 Challenges for OB & Developing OB Models
Challenges for OB:
1. Workforce Diversity
2. Globalization
3. Technological Changes
4. Changing Employee Expectations
5. Ethical and Moral Issues
6. Work-life Balance
7. Innovation and Flexibility
8. Managing Remote Work / Virtual Teams
Developing an OB Model – 8 Behaviour Models
Model Focus
1. Autocratic Model Authority, obedience, power (Manager rules)
Economic security and benefits (Passive
2. Custodial Model
cooperation)
3. Supportive Model Leadership, motivation, employee participation
4. Collegial Model Partnership, team spirit, self-discipline
5. System Model Trust, community, shared goals
6. Contingency Model Depends on situation; flexible management
7. OB Modification
Reinforcement and behavioral conditioning
Model
8. Human Resources Employee development, autonomy, and potential
Model realization
Important Terms to Remember:
OB: Study of behavior in workplace settings.
Taylor: Scientific Management.
Mayo: Human Relations.
Disciplines: Psychology, Sociology, etc.
Models: Autocratic to HR model.
