Organizational behavior is the study of how individuals and groups act within organizations and how organizations manage their environments. It aims to understand and predict employee behavior, improve productivity, and facilitate change. There are several models of organizational behavior, including autocratic, custodial, supportive, and collegial models. The autocratic model relies on power and obedience, while the custodial model focuses on economic resources and security. The supportive model emphasizes leadership and employee motivation. The collegial model is based on teamwork, shared goals, and self-discipline among team members. Organizational behavior provides insights to help organizations and individuals within them be more effective.

1. ORGANIZATIONAL
BEHAVIOUR
BY
ULFAT AMIN
MSC PEADITRICS NURSING

2. Groups of people who work interdependently
towards same purpose/goal.
Organizations are simply groups with two or
more people that share a certain set of
goals and meet at regular times.
ORGANIZATION
INTRODUCTION

3. Organizational behavior (OB) is the study of factors that
affect how individuals and groups act in organizations
and how organizations manage their environments
DEFINITION
OB is a systematic study of the action and attitudes that
people exhibit within an organization.
(Stephen.P.Robins)
OB is the study and application of knowledge about how
people, individuals, groups act in an organization.
. (LM Prasad)
ORGANIZATIONAL BEHAVIOUR

4. To describe how people behave under a variety of
conditions.
To understand why people behave as they do.
To control and develop human activity at work to
improve productivity, skill, improvement, team
effort etc.
To predict future employee behavior.
GOALS OF ORGANIZATIONAL BEHAVIOUR

5.  Happy workers are productive workers.
 Individuals are more productive when the boss is friendly
and reliable.
 Interviews are effective selection devices.
 Everybody likes a challenging job.
 People will have to be strict to make them to do their jobs.
 Money motivates all.
 People are more concerned about their own salaries than
others.
 Members of effective group do not quarrel among
themselves.
GENERALIZATION ABOUT HUMAN
BEHAVIOUR

6. Humanistic value: positive beliefs about the
potential of employees
Systems orientation: all parts of the organization
include structure, technology, and people must work
together.
Experimental learning: the learners experiences in
the training environment should be the kind of
human problems they encounter in work. The
training should not be all theory and lecture.
CHARACTERISTICS OF OB

7. Problem solving: problems are identified, data is
gathered, corrective action is taken, progress is
assessed and adjustments in the problem solving
process are made as needed.
Contingency orientation: actions are selected and
adapted to fit the need.
Change agent: stimulate, facilitate, and coordinate
change.
Levels of interventions: problems can occur at one or
more level in the organisation so the strategy will require
one or more interventions.
CONTINUE…

8. • Helps an individual to understand himself and others
better.
• The manager understands the basis of motivation of
subordinates.
• It will be successful in maintaining coordinal industrial
marketing.
• OB helps in predicting the behaviour of the individual.
• Enables a manager to motivate his subordinates towards
higher productivity and better results.
IMPORTANCE OF OB

9. Given by Keith Davis and Newstorm
are:
•Autocratic.
•Custodial.
•Supportive.
•Collegial.
OB MODELS

10. The basis of this model is power with a managerial
orientation of authority. The employees in term are
oriented towards obedience and dependence on the
boss. The employees need that is met is
subsistence. Person in power can demand work
from workers. e.g, Defence team because here
officer hold power and authority to obey them and
the soldiers are obedient to execute officers.
AUTOCRATIC MODEL

11. The model depends on the economic resources of
the organization and its ability to pay the benefits. The
employees are highly dependent on the organization.
The employees are able to satisfy their security needs.
The performance result is passive. e,g. Garments
factory because here it is based on economical
resource. Here labourers execute their job for security
and benefit, again here if an organization do well then
employee get better benefit.
CUSTODIAL MODEL

12. This mode depends on managerial leadership rather
than the use of power or money. The aim of managers
is to support employees in their achievement of results.
The supportive model is best suited when the
employees are self-motivated. Manager’s role to help
employees achieve their work rather than supervising
them closely. E,g. software firm, because here
leaders support their employee to perform their tasks
or their project.
SUPPORTIVE MODEL

13. • The term collegial refers to a body of people having a
common purpose.
• It is based on the team concept in which employees
develop a high degree of understanding towards
others and share common goals.
• “Responsibility” is expected out of the employees.
Employees need a little direction and control from the
management.
COLLEGIAL MODEL

14. • Control is through self-discipline from the team
members.
• Manager is not addressed as the “boss” but is a
felicitator. E,g. social organisation such as
willingly blood donation organization. Because
here everyone work as a team and each member
takes responsibilities for organizational goal.
CONTINUE…

15. THANK
YOU