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Organizational Behavior: Elements and Challenges, Lecture notes of Organization Behaviour

University of MoratuwaOrganization Behaviour

Organization Behaviour notes in here.

Typology: Lecture notes

2019/2020

Uploaded on 10/10/2021

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ITE 3562 BIT – UoM 1
ITE 3652 Organizational Behavior
Lesson 2 - Elements of Organizational Behavior
1.0 Definition of Organizational Behavior
Organizational behavior studies the impact individuals, groups, and structures have on human
behavior within organizations. It is an interdisciplinary field that includes sociology,
psychology, communication, and management. Organizational behavior complements
organizational theory, which focuses on organizational and intra-organizational topics, and
complements human-resource studies, which is more focused on everyday business practices.
2.0 Why Organizational Behavior?
The reason Organizational Behavior studies are uniquely useful for succeeding as a leader of
a large business (or other organization). OB examines attitudes, social climate, and
performance within an organization by examining both individual and group behavior on a
regional, national, or global level. Researchers in organizational behavior study age-old
questions such as: What are the characteristics of a good leader? , how can a manager
motivate workers? Increasingly, questions that have social and moral relevance, such as what
makes an organization "ethical" in both action and reputation, are also being addressed.
The organization's base rests on management's philosophy, values, vision and goals. These
visions and missions moderates based on the real industry and social requirements.
Orgnisaional behavior is an important study since it turn drives the organizational culture
which is composed of the formal organization, informal organization, and the social
environment. The culture determines the type of leadership, communication, and group
dynamics within the organization. The workers perceive this as the quality of work life which
directs their degree of motivation. The final outcome are performance, individual satisfaction,
and personal growth and development. All these elements combine to build the model or
framework that the organization operates from.
OB applies the knowledge gained from individuals, groups, and the effect of structure on
behavior in order to make organizations work more effectively. It is concerned with the study
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ITE 3652 Organizational Behavior

Lesson 2 - Elements of Organizational Behavior

1.0 Definition of Organizational Behavior Organizational behavior studies the impact individuals, groups, and structures have on human behavior within organizations. It is an interdisciplinary field that includes sociology, psychology, communication, and management. Organizational behavior complements organizational theory, which focuses on organizational and intra-organizational topics, and complements human-resource studies, which is more focused on everyday business practices. 2.0 Why Organizational Behavior? The reason Organizational Behavior studies are uniquely useful for succeeding as a leader of a large business (or other organization). OB examines attitudes, social climate, and performance within an organization by examining both individual and group behavior on a regional, national, or global level. Researchers in organizational behavior study age-old questions such as: What are the characteristics of a good leader? , how can a manager motivate workers? Increasingly, questions that have social and moral relevance, such as what makes an organization "ethical" in both action and reputation, are also being addressed. The organization's base rests on management's philosophy, values, vision and goals. These visions and missions moderates based on the real industry and social requirements. Orgnisaional behavior is an important study since it turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers perceive this as the quality of work life which directs their degree of motivation. The final outcome are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. OB applies the knowledge gained from individuals, groups, and the effect of structure on behavior in order to make organizations work more effectively. It is concerned with the study

of what people do in an organization and how that behavior affects the performance of the organization. There are multiple layers that OB study consists of and the figure 2.1 give the different layers of OB. Figure 2.1 Different Levels of Organizational Behavior There are many advantages that we get by learning about OB.  To learn about yourself and how to deal with others  You are part of an organization now, and will continue to be a part of various organizations  Organizations are increasingly expecting individuals to be able to work in teams, at least some of the time  Future managers or entrepreneurs need OB since they need to manage all the elements of organization effectively and efficiently  OB helps to maintain cordial industrial relations which help to increase the overall productivity of the industry.  The subject of organizational behavior is useful in the field of marketing. The connection between OB and Management gives in the following figure 2.

4.0 Dependent Variables of Organisational Behaviour There are quite a few dependent variables exists in organizational behavior. These variables make a direct impact on the performance of the organization and its growth. This means that organizations can grow to the extent that people who work in such organization are supported to grow. Business researchers have long asserted that the way in which an organization manages people and appraise their contribution to total production in a work environment can influence current and feature growth of the organization. Following are some of the key dependent variables of OB 4.1 Absenteeism Employee Absenteeism is the absence of an employee from work. Its a major problem faced by almost all employers of today. Absenteeism happens due to various reasons. These reasons are as family emergencies, a sick child, or jury duty, may necessitate a day off from work. Most organizations allow for such absences. However, when employees abuse these rights, absenteeism can turn into a real problem for employers. There can be reasons from the side of the organizations as well. Those reasons are lack of satisfaction from present work, Poor working conditions, longer working hours, Non Cooperating peers, higher expectation, No growth prospects in present Company, Excess Work Stress 4.2 Turnover Employee turnover refers to the number or percentage of workers who leave an organization and are replaced by new employees. There are two types of employee turnover namely voluntary and involuntary. Voluntary turnover occurs when an employee chooses to leave (i.e. quits or resigns), and involuntary turnover occurs when the employer makes the decision for the employee to leave (i.e. fired).  Rude behavior. - Rudeness, assigning blame, back-biting, playing favorites and retaliations are among reasons that aggravate employee turnover  Work-life imbalance. Employees are forced to choose between a personal life and a work life.  The job did not meet expectations.  Employee misalignment. Organizations should never hire employees (internal or external) unless they are qualified for the job and in sync with the culture and goals of

the organization. Feeling undervalued. Everyone wants to be recognized and rewarded for a job well done.  Coaching and feedback are lacking- Effective managers know how to help employees improve their performance and consistently give coaching and feedback to all employees.  Decision-making ability is lacking. - People skills are inadequate People skills can be learned and developed, but it really helps if a manager has a natural ability to get along with people and motivate them.  Organizational instability. - Management’s constant reorganization, changing direction and shuffling people around disconnects employees from the organization’s purpose. This causes frustration leading to confusion and inefficiencies. 4.3 Organizational citizenship behavior (OCB) Organizational citizenship behavior (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. Most employees understand that their primary duty is to do the work that is assigned to them, stay away from behaviors that could be deemed troublesome, and deliver work that is acceptable and beneficial to the organization. Organizational citizenship behavior is an evolving concept concerning how and why people contribute positively to their organizations beyond defined work roles; a concept that has rapidly expanded in recent years. Following are some examples of OCB.  Helping others on one's work team  Volunteering for extra job activities  Avoiding unnecessary conflicts  Making constructive statements about one's work group and the overall organization 4.4 Job satisfaction Job satisfaction is defined as the extent to which an employee feels self-motivated, content & satisfied with his/her job. A satisfied employee is always important for an organization as he/she aims to deliver the best of their capability. Job satisfaction from an employee