Organizational Behavior

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Organizational Behavior
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Purpose of Organizational Behavior

• To understand human behaviors within an
  organization
• Identify factors that influence behaviors of
  employs
• Understand group dynamics and behaviors
• Explain how people act and behave and interact in
  org settings.
• Unit of analysis is an individual within an
  organziation

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Evolution of Organizational Behavior

• Traditional Perspective
• Hugo Munsterberg
• Pre WW II approach
• Associated with the mechanistic model
• Create mechanisms to regulate individual
  behaviors
• People should be fitted to the organization
• Papa Know Best Attitude
• Seek to match the ability of new hires with a
  companys work demands

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Contemporary Approach

• employees have needs as well as organizations
• Organizational creativity, flexibility, and
  prosperity would flow naturally from employee
  growth and development
• Relationship between employees and orgs is
  codependence
• Organizations exist to serve human needs.
• Organizations and people need each other
• People and org will grow together under the right
  circumstance.

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Early Theorists

• Mary Parker Follette
• The law of situations
• Power over versus power with
• Participative management
• Chester I. Barnard
• Formal and informal organization
• Formal organizational structure and rules
• Informal cohesiveness, belonging, connectedness
  among employees
• Douglas McGregor
• Human Side of enterprise
• Theory X and Y
• Employee needs

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The Impact of Bureaucratic Structure on
Personality

• Robert Merton
• Trained incapacity
• Dehumanization
• Impersonalization
• Blind conformance
• Overly conformance to rules
• Goal displacement
• Instead of creating optimal behaviors and
  results, bureaucratic structure leads to
  inefficient type of behaviors

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Motivation

• The Hawthorne experiments
• Elton Mayo and his associates
• Tested hypotheses based on scientific management
  thinking
• Discovered the importance of employee needs,
  recognition, attention, and group norms in
  employee work behaviors and productivity level.
• Marked the beginning of the human relations
  school of management

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Hierarchy of NeedsBY Maslow

• Human had five sets of goals or basic needs
  arranged in a hierarchical order
• Psychological needs (food, water, and shelter),
  safety needs, love or affiliation needs, esteem
  needs, self-actualization needs
• Once the lower needs are satisfied, they stop to
  be motivators of behaviors
• Higher needs cannot motivate until lower needs
  are satisfied

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Motivation-Hygiene TheoryBY Herzberg

• Took Maslows theory and developed it into a more
  comprehensive theory of motivation
• 2 factors that affect employees performance
  hygiene and motivators
• A. Hygiene factors
• factors that if not fulfilled will lead to job
  dissatisfaction
• salary, policy and procedures, supervision,
  working conditions, interpersonal relations.
• The dissatisfying factors deal with the
  environmental context of the job.
• B. Motivators
• associated with job satisfactions
• recognition, work itself, responsibility,
  advancement, achievement
• They have to do with the job content

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Theory X and YBy McGregor

• management style is based upon assumptions of
  managers about their employees behaviors
• Theory X
• Most people dislike their work
• be coerced or threatened with punishment to get
  them to put forth adequate effort
• prefer to be directed and to avoid responsibility
• Unmotivated
• Theory Y
• Workers will exercise self-direction and self
  control
• Self-motivated to accomplish objectives to which
  he is committed
• Trustworthy
• Determined, willing to work, creative

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Feminist Perspective

• Modern organizations are not gender neutral
• Organizations are constructed based on male
  characteristics
• Gender divisions produce gender patterning of
  jobs
• Masculine symbols and images
• Continued interactions characterized by dominant