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Ob7e Ge Ipptchap001
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Transcript of Ob7e Ge Ipptchap001
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1Introduction
tothe Field of
Organizational Behavior
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
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Quicken Loans
Quicken Loans has become one of America’s most successful companies through high involvement, a focus on creativity, a strong culture, and other effective organizational behavior practices.
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Organizational Behavior and OrganizationsOrganizational behavior
The study of what people think, feel, and do in and around organizations
OrganizationsGroups of people who work interdependently
toward some purposeCollective entitiesCollective sense of purpose
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Why Study OB?Satisfy the need to understand and predict
Helps us to test/improve personal theories
Influence behavior – get things done
OB improves an organization’s financial health
OB is for everyone
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Organizational EffectivenessThe ultimate dependent
variable in OB
Old approach – achieving stated goals
Problem with goal attainmentCould set easy goalsCompany might achieve
wrong goals
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Four Perspectives of Organizational Effectiveness
Stakeholder Perspective
High-Performance WP Perspective
Organizational Learning Perspective
Open Systems Perspective
NOTE: Need to consider all four perspectives when assessing a company’s effectiveness
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Open Systems PerspectiveOrganizations are complex systems that
“live” within, and depend on, the external environment
Effective organizationsMaintain a close “fit” with changing conditionsTransform inputs to outputs efficiently and
flexibly
Foundation for the other three organizational effectiveness perspectives
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•Products/services
•Shareholder dividends
•Community support
•Waste/pollution
Technological subsystem
Marketing /Sales
subsystem
Production
subsystem
Cultural
subsystem
subsystem
subsyste
m
Purchasing
subsystem
Engineering
subsystem
Accounting
subsystem
subsyst
em
Socialization subsystem
subs
yste
m
•Raw materials
•Human resources
•Information
•Finances
•Equipment
FeedbackFeedback
subsyste
m
subsystem
subsy
ste
m
Managerial
subsystem
Transforming inputs to outputs
Open Systems Perspective
External Environment
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Organizational Learning Perspective
An organization’s capacity to acquire, share, use, and store valuable knowledge
Need to consider both stock and flow of knowledgeStock: intellectual capitalFlow: org learning processes
of acquisition, sharing, use, and storage
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Intellectual Capital
Relationship Capital
Value derived from satisfied customers, reliable suppliers, etc.
StructuralCapital
Knowledge captured in systems and structures
HumanCapital
Knowledge that people possess and generate
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Organizational Learning Processes
Knowledge Acquisition
Knowledge Sharing
KnowledgeUse
Knowledge Storage
• Learning
• Scanning
• Grafting
• Experimenting
• Communicating
• Info systems
• Internal learning
• Training
• Observing
• Awareness of knowledge
• Sense making (locating knowledge)
• Autonomy to apply knowledge
• Human memory
• Documentation
• Practices/habits
• Databases
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Organizational MemoryThe storage and preservation of
intellectual capital
Retain intellectual capital by:Keeping knowledgeable employeesTransferring knowledge to othersTransferring human capital to
structural capital
Successful companies also unlearn
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High-Performance Work Practices
Workplace practices that leverage the potential of human capital
Four HPWPs (likely others)1. Employee involvement2. Job autonomy 3. Develop competencies (training, selection)4. Performance-based rewards
Need to “bundle” them – work best together
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Corporate Social Responsibility at MTN
At MTN Group, Africa’s largest mobile (cell) phone company, employees help the community and environment through the company’s award-winning “21 Days of Y’ello Care” program. This photo shows MTN employees painting schools during a recent Y’ello Care event.
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Stakeholder PerspectiveStakeholders: entities who affect
or are affected by the firm’s objectives and actions
Personalizes the open systems perspective
Challenges with stakeholder perspective:Stakeholders have conflicting
interestsFirms have limited resources to
satisfy all stakeholder needs
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Stakeholders: Values and Ethics
Values and ethics prioritize stakeholder interests
ValuesStable, evaluative beliefs, guide
preferences for outcomes or courses of action in various situations
EthicsMoral principles/values,
determine whether actions are right/wrong and outcomes are good or bad
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Stakeholders and CSRStakeholder perspective
includes corporate social responsibility (CSR)Benefit society and
environment beyond the firm’s immediate financial interests or legal obligations
Organization’s contract with society
Triple bottom lineEconomy, society,
environment
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GlobalizationEconomic, social, and cultural connectivity
with people in other parts of the world
Due to better communication and transportation systems
Effects of globalization on organizationsLarger markets, lower costs, more innovationIncreasing diversityIncreasing work intensification, less work-life
balance (24/7 schedule)
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Increasing Workforce Diversity
Surface-level vs deep-level diversity
ImplicationsBetter knowledge,
decisions, representation, financial returns
Manage challenges of diversity (e.g. teams, conflict)
Ethical imperative of diversity
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Emerging Employment Relationships
Work/life balance Minimizing conflict between work and nonwork
demands
Virtual workUsing information technology to perform one’s
job away from the traditional physical workplaceTelecommuting – issues of social isolation,
emphasis on face time, employee self-motivated
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Organizational Behavior Anchors
Systematic research anchorOB knowledge is built on systematic
researchEvidence-based management – rely on
research evidence, not fads, untested assumptions
Multidisciplinary anchorMany OB concepts adopted from other
disciplinesOB develops its own theories, but scans
other fields
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Organizational Behavior Anchors (con’t)
Contingency anchorA particular action may have different
consequences in different situationsNeed to diagnose the situation and select
best strategy under those conditions
Multiple levels of analysis anchorIndividual, team, organizational level of
analysisOB topics usually relevant at all three
levels of analysis