Organizational
Behavior
(MGT-502)
Lecture-2
Summary
of
Lecture-1
The study of individual
behavior and group
dynamics in
organizational settings
Understand
organizational
events
Influence
organizational
events
Organizational
Behavior
Research
Predict
organizational
events
Today’s Topics
Course of OB
 The purpose of the course is to
improve your ability to understand
organizations and to act effectively in
them.
 This course is a study of human and
work behavior in the workplace and
within society
The purpose of OB is to understand
people in organizations, to provide
managers and practitioners with
effective management tools, and
to help organizations achieve their
goals.
Organizational Behavior
 How
 How
people behave in organizations
use human
organizations
resources to
achieve goals
Part-I The Individual
 Ability & Learning
 Values, Attitudes and Job Satisfaction
 Personality & Emotions
 Perception & Individual Decision Making
 Basic Motivation Concepts
 Motivation and its Applications
Part-II The Group
 Foundation of Group Behavior
 Group and Team Work
 Functions of Communication
 Basic Approaches to Leadership
 Contemporary Issues in Leadership
 Power and Politics
 Conflict and Negotiation
Part-III The Organization System
 Organizational Structure
 Work design and Technology
 HR Policies and Practices
 Organizational Culture
 Organizational Change
 Stress Management
Basic OB Model
Organization
systems level
Group
level
Individual
level
Performance Management
Organizational Performance
 Efficiency: A measure of how well
resources are used to achieve a goal.
“Doing Things Right”
 Effectiveness: A measure of the
appropriateness of the goals chosen (are
these the right goals?), and the degree to
which they are achieved.
“Doing the Right Things Right”
TWO PERFORMANCE DIMENSIONS
Efficiency=
making best use of
resources in achieving
goals
Effectiveness=
choosing effective
goals and achieving
them
Machines
Doing things right
Doing the right things
Course Structure

Readings

Lectures

Assignments

Exam
Recommended
Books





Organizational Behavior by Stephen P. Robbins
Behavior in Organizations by J. Greenberg and
R. A. Baron or
Organizational Behavior by Fred Luthans or
Understanding Organizational Behavior, by
Debra L. Nelson and James Campbell Quick. Or
Any other on this subject available in the market.
Coming back to
the subject…..
the OB
What
Managers do?
Managers….Individuals
who achieves goals
through other people.
What Managers Do
 Gets things done through other
people
 Make decisions, allocate
resources, and direct the activities
of others to attain goals
 Do their work in an organization
Four Management Functions
Planning
Leading
Organizing
Controlling
New Managerial Functions
To provide leadership and direction
Total Quality
Continuous
Management
Improvement
 Total Quality Management--a concept
popularized by W. Edwards Deming to promote
customer satisfaction through continuous
improvement of business processes.
 Continuous improvement requires all
employees to improve the quality of products or
services on an on-going basis. Managing
quality becomes everyone’s job.
The 4-P Cycle of Continuous
Improvement
People
(Skilled, motivated
people who can handle
change. Less stress.)
Productivity
Products
(Less wasteful, more
efficient use of all
resources.)
(Satisfied customers
because of better
quality goods/services.)
Processes
(Faster, more flexible,
leaner, and ethical organizational
processes. Organizational learning.)
Management
Roles
Interpersonal
Roles
Figurehead
Leader
Set
of expected
behaviors associated
with a manager
Learned
Vary
and developed
by level in the
organization
Liaison
Informational
Roles
Monitor
Disseminator
Spokesperson
Decisional Roles
Entrepreneur
Disturbance
Handler
Resource Allocator
Negotiator
28
Managerial Skills
Ability
or proficiency
in performing
particular tasks
Learned
and
developed
Vary
by level in the
organization
Technical Skills
Analytical Skills
Decision-making
Skills
Computer Skills
Human Relations
Skills
Communication Skills
Conceptual Skills
30
Skill Type Needed by Manager
Level
Top
Managers
Middle
Managers
Line
Managers
Conceptual
Human
Technical
Skills Exhibited by an
Effective Manager
1. Clarifies goals and objectives for everyone involved
2. Encourages participation, upward communication,
and suggestions
3. Plans and organizes for an orderly work flow
4. Has technical and administrative expertise to
answer organization-related questions
5. Facilitates work through team building, training,
coaching and support
6. Provides feedback honestly and constructively
7. Keeps things moving by relying on schedules,
deadlines, and helpful reminders
8. Controls details without being over-bearing
9. Applies reasonable pressure for goal
accomplishment
10. Empowers and delegates key duties to others
while maintaining goal clarity and commitment
11. Recognizes good performance with rewards and
positive reinforcement
Evolution of the 21stCentury Manager
 Primary Role
Past Managers
Order giver, privileged
elite, manipulator,
controller
Today’s Managers
Facilitator, team
member, teacher,
advocate, sponsor
 Learning &
Knowledge
Periodic learning, narrow
specialist
Continuous life-long
learning, generalist
with multiple
specialties
 Compensation
Criteria
Time, effort, rank
Skills, results
 Cultural Orientation Monocultural,
monolingual
Multicultural,
multilingual
Where do managers work?
in organizations!
Summary
Basic OB Model
Organization
systems level
Group
level
Individual
level
What Managers Do?
 Gets things done through other
people
 Make decisions, allocate
resources, and direct the activities
of others to attain goals
 Do their work in an organization
New Managerial Functions
To provide leadership and direction
Total Quality
Continuous
Management
Improvement
Evolution of the 21stCentury Manager
Next….
Organizations: The
Important Component
Organizational
Behavior
(MGT-502)
Lecture-2
Past Managers
 Primary Source of Formal authority
Influence
Today’s Managers
Knowledge (technical
interpersonal)
 View of People
Potential problem
Primary resource
 Primary
Communications
Pattern
Vertical
Multidirectional
 Decision-Making
Style
Limited input for
individual decisions
Broad-based input for
joint decisions
 Nature of Interpersonal
Relationships
Past Managers
Today’s Managers
Competitive (win-lose)
Cooperative (win-win)
 Handling of Power Hoard
and Key
Information
Share
 Approach to
Change
Facilitate
Resist