26549530 Organizational Behavior PPT
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Transcript of 26549530 Organizational Behavior PPT
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ORGANIZATIONAL BEHAVIOR
Psychology 101, UKZN2008
M.J. Kometsi, M.A. (Clin.Psych.)(UCT)
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Reference: Robbins, S.P. & Judge, T.A. (2007).
Organizational Behavior (12th Ed.). Prentice Hall: New Jersey.Chapter 1
Reserved copies under Psych 304 Notes
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What Managers Do
Make decisions, allocate resources & direct activities of others to attain goals
Work in an organization Consciously coordinated social unit,
composed of 2 or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals
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Management Functions Planning: defining organizational goals
& establishing strategy for achieving them
Organizing: design organization’s structure
Leading: direct and coordinate employees
Controlling: ensure things are going as they should
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Management Roles
Henry Mintzberg’s (1960) study Interpersonal Informational Decisional
Exhibit 1-1 (pp-6)
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Management Skills
Robert Katz- 3 essential management skills Technical Skills: ability to apply
specialized knowledge or expertise Human Skills: work with, understand,
motivate employees Conceptual Skills: mental ability to
analyze & diagnose complex situations
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Organizational Behaviour (OB)
Studies 3 determinants of behaviour in org. (individuals, groups & structure) Apply this knowledge to improve org’s
effectiveness The study of what people do in an
organization & how their behaviour affects the organization’s performance
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Contributing Disciplines to OB field Psychology: seeks to measure,
explain & sometimes change behaviour
Learning & personality theorists, counselling, Ind/Org Psych
Social psychology: people’s influence on one another
Attitudes, communication patterns, group behaviour & conflict
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Contributing Disciplines to OB field (cont…)
Sociology: people in relation to their social environment & culture
Group behaviour in organizations Anthropology: study societies to
learn about human beings & their activities
Differences in values, attitudes & behaviour btwn people in diff. countries & within diff. org.
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Challenges & Opportunities for OB
Responding to Globalization: Org. no longer constrained by
national borders Increased Foreign Assignments
Workforce is likely to be different Overseeing movement of jobs to
countries with low-cost labour Economic values aren’t universally
transferable
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Coping with anticapitalism backlash
Compete against cheap labour Criticism from labour groups, politicians
Managing people during the war on terror business travellers cut on their trips
Managing workforce diversity Heterogeneous mix- gender, age, race,
sexual orientation
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Working with people from different cultures
Embracing diversity Diverse cultural values, lifestyle
preferences Orgs. need to be accommodating
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Implications
Improving quality & productivity Industries suffer from excess supply Translates into increased competition
Responding to labour shortage Decline interest by older workers to
stay in workforce Need for sophisticated recruitment &
retention strategies
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Improving customer service Need for interaction with customers ? Please customers
Improving people skills Empowering people
Decision making Stimulating innovation & change
flexibility
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Coping with ‘temporaries’ Jobs are being subcontracted out Job security?
Working in networked organizations Networked organization
Helping people balance work & life Gone are 8am to 4pm shifts Creates personal conflicts & stress
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Improving ethical behaviour Pressure on productivity & tough
competition Break rules Ethical dilemmas Codes of ethics Workshops/seminars to improve ethical
behaviour
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Coming Attractions: Developing an OB model
A model is an abstraction of reality
A simplified representation of some real world phenomenon
3 levels of analysis in OB Individual Group Organizational system
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The Dependent Variables A dependent variable: key factor to
be explained or predicted & is affected by some other factors Productivity: transferring inputs to
outputs at lowest cost ? Concern re: effectiveness & efficiency
Absenteeism: failure to report to work Cost implications, delays decision Are all absences bad?
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Turnover: voluntary/involuntary withdrawal from an organization
Increased recruiting, selection & training costs
Can be positive Deviant workplace behaviour
Voluntarily violating organizational norms Understand why?
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Organizational citizenship behaviour (OCB)
Behaviour not part of formal job requirement, but promotes effective functioning of the org.
Job satisfaction: positive feeling about one’s job
Affects productivity Jobs must be intrinsically challenging &
rewarding
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The Independent Variables
An independent variable cause some change in/on/to the dependent variable Individual-level variables: individual
characteristics that will influence behaviour at work
Age, gender, marital status, values, attitudes, perception, decision making, learning, motivation
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Group-level variables: more than the sum total of all individuals acting on their own way
People behave differently in groups Understand group influence on
individuals Degree to which group members are
attracted to each other
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Organizational systems level variables:
The design of the formal organization Organization’s internal culture Human resource policies & practices