It has become clear that the quality and

quantity of the output of the individual, the

group, or the organization depend heavily on
the actions of the person. It follows that those
who have knowledge of human behavior are
better equipped to interact with individuals,
groups, or organizations.
WHAT IS HUMAN BEHAVIOR refers to the
physical actions of a person that can be seen or
heard such as smiling or whistling. With his
thoughts, feelings, emotions, and sentiments,
the person exhibits behavior similar or different
when he is in or out of organizations.
WHAT IS ORGANIZATIONAL BEHAVIOR or OB
maybe defined as the study of human behavior
in organization. Of the interaction between
individuals and the organization, and of the
organization itself.

THE GOALS OF OB
 To explain behavior
 To predict behavior; and
 To control behavior
 THE PERSON

BEHAVIOR

IN THE
ORGANIZATION
OUT OF THE
ORGANIZATION

The places where the person exhibits his

behavior
 How PEOPLE behave under a variety pf
conditions, and understand why people
behave as they do.

 OB must be used to predict behavior so

support can be provided to productive and
dedicated employees, and measures could
be instituted to control the disruptive and
less productive ones

 OB can offer some means for management

to control the behavior of employees. As
control is an important component of
effective performance, the useless of OB
must not be overlooked.
 The internal social system of the
organization is composed of PEOPLE’
 The STRUCTURE defines the formal
relationship of people in the
organization. It describes how job
tasks are formally divided, grouped
and coordinated.
  TECHNOLOGY refers to the
combination of resources, knowledge
and techniques with which people
work and affect the task that they
perform, It consists of buildings,
machines, work processes, and
assembled resources.
 ENVIRONMENT refers to institutions
or forces outside the organization
that potentially affect the
organizations performance. It
includes suppliers, customers,
competitors, government regulatory
agencies, public pressure groups and
the like.
THE BENEFITS OF STUDYING
ORGANIZATIONAL BEHAVIOR (OB)
 DEVELOPMENT OF PEOPLE SKILLS
There are two types of skills that a person will
need to succeed in his chosen career:
1. The skill in doing his work; and
2. The skill in relating with people

PERSONAL GROWTH
It makes a person highly competitive in
the workplace. The chance to achieve
personal growth is enhanced by knowledge of
OB.
Intrapersonal thinking may be described
briefly as one possessed by a person with
highly accurate understanding of himself or
herself.

ENHANCEMENT OF ORGANIZATIONAL AND

INDIVIDUAL EFFECTIVENESS
 Effectiveness is a major attribute of
successful organizations, as well as individuals.
It follows. In decision making, knowledge of OB
can be very useful.
SHARPENING AND REFINEMENT OF COMMON
SENSE
 People differ in the degree of common
sense they possess. Improvements in this
type of ability, however, can still be made
and great benefits can be derived if this is
done.
A BRIEF HISTORY OF ORGANIZATIONAL
BEHAVIOR (OB)
 History tells us that behind every major
accomplishment of man in some sort of
organization.
 It is modern history, however, that
provide us with records of how concerned
 scientist and experts made studies which
have direct or indirect bearing to OB
 The origins of OB can be traced to the
following:
1. The human relations approach
 The scientific management approach by
Frederick W. Taylor – was the well-known
disciple of the scientific management
movement. The primary purpose was the
application of scientific methods to increase
the individual workers productivity.
 The human relations approach by Elton
Mayo and his research team conducted the
Hawthorne studies in 1920 to determine
what effect hours of work, periods and rest
on worker fatigue and productivity. Mayo
concluded that social interaction is a factor
for increased productivity.
2. The Personality Theories
 Freud’s model – psychologist Sigmund
Freud who brought the idea that people
are motivated by far more than conscious
logical reasoning. Freud believed that
irritational motives make up the hidden
subconscious mind, which determines the
major part of people’s behavior.
 The behaviorist approach by Watson and
Skinner – formulated the theory about
learned behavior. This theory indicates
that a person can be trained to behave
according to the wish of the trainer. B.F.
Skinner extended Watson’s theory with
his own theory of behavior modification.
Skinner concluded that when people
receive a positive stimulus like money or
praise for what they have done, they will
tend to repeat their behavior. When they
 are ignored and receive no response to
the action, they will not be inclined to
repeat it.
 The humanist approach by Carl Rogers,
Frits Perls and Abraham Maslow –
composed of psychologists and prominent
contributors. Rogers focused on the
person as an individual instead of
adhering to a rigid methodology – able to
develop their own individual values and
adapt to a changing environment.
 Fritz Perls’ contribution is Gestalt
psychology wherein the person is seen as
being plagued by numerous split, or
conflicting desires and needs.
 Abraham Maslow forwarded his model
which espouses the idea of developing the
personality toward the ultimate
achievement of human potential. This
process is referred to as self-actualization.
 To achieve this objective, the person must
work his way up the succeeding steps of a
hierarchy of needs.

ETHICS AND ORGANIZATIONAL BEHAVIOR

 May an organization use whatever
means, fair or foul, to achieve its
objectives?
 Is it right for a firm to ask its employee to
obtain confidential information through
espionage regarding the operations of a
competitor?
 Is it right for a business firm to adapt a
policy of hiring only those who are members
of a certain religious sect?
 is it right for organizations to allow
executives to play favorites in the
workplace?
These and similar behaviors in the organization
happen every now and then. Should the
propriety of such behavior be the concern of
organizations?
These concerns bring us to the topic of
organizational ethics.

WHAT IS ETHICS
 ETHICS refers to the set of moral choices
a person makes based on what he or she
ought to do.
 ORGANIZATIONAL ETHICS. These are
moral principles that define right and wrong
behavior in organizations.
 ETHICAL BEHAVIOR. This refers to
behavior that is accepted as morally “good”
and “right” as opposed to “bad”and
“wrong”.
 What constitute right and wrong behavior in
organization is determined by:
 The public
 Interest groups
 Organizations
 The individuals personal morals and
values
ETHICAL ISSUES
 There are important ethical issues that
confront organizations. They consist of the
following:
 Conflict of interest
 Fairness and honesty
 Communication
 Relationships within the organization
INDIVIDUAL DIFFERENCES, MENTAL ABILITY,
AND PERSONALITY

Individual Differences
 Refer to the variation in how people
respond to the same situation based on
personal characteristics.

Consequences of Individual Differences

 become serious concerns when people
are situated in the workplace. Those
concerned with managing people or simply
those that want to relate well with people
must be aware that there are consequences
arising out of differences between people.
These pertain to the following –
 people differ in productivity
 people differ in the quality of their work
  people react differently to
empowerment
 people react differently to any style of
leadership
 people differ in terms of commitment to
the organization; and
 people differ in terms of level of self-
esteem.

What Makes People Different From

Each Other
 people are different from each other
because they are different in terms of the
following –
 demographics
 aptitude and ability; and
 personality

Demographic Diversity – performance in the

workplace and the behavior of workers are
sometimes affected by the differences between
the demographic characteristics of individual
workers.

The sources of demographic diversity include

the following –
 gender;
 generational differences an age; and
 culture

Gender Differences – differences in the

perception of male and female roles are
referred to as gender differences. Specifically,
men and women are not different along the
following concerns:
1. problem solving abilities;
2. analytical skills;
3. competitive drive;
4. motivation
5. learning ability; and
6. sociability
Culture – differences in job performance and
behavior are sometimes caused by differences
in culture.
Culture = refers to the learned and shared
ways of thinking and acting among a group of
people or society. This definition implies that
culture has two dimensions. Specifically, these
are classified as follows –
1. Social culture – refers to social
environment of human-created beliefs,
customs, knowledge, and practices that
define conventional behavior in a society.
2. Organizational culture – is the set of
values, beliefs, and norms that is shared
among members of an organization.

Aptitude and Ability

 People differ in terms of aptitude and
ability and their behavior in the
organization is affected.
Aptitude – may be defined as the capacity of
a person to learn or acquire skills.
Ability – refers to an individual’s capacity to
perform the various tasks in a job.
Physical ability – refers to the capacity of the
individual to do tasks demanding stamina,
strength and similar characteristics.

The intellectual or mental ability of a person

(also referred to as intelligence) is one of the
major sources of individual differences.
Intellectual abilities - refer to the capacity to
do mental activities, such as thinking,
reasoning, and problem solving.

Dimensions of Intellectual Ability.

Intelligence is composed of our subparts
which are follows:
 Cognitive intelligence – refers to the
capacity of a person to acquire and apply
knowledge including solving problems.
 Social intelligence – refers to a person’s
ability to relate effectively with others.
  Emotional intelligence – person’s qualities
such as understanding one’s own feelings,
empathy for others.
 Cultural intelligence – outsider’s ability to
interpret someone’s unfamiliar and
ambiguous behavior.

MULTIPLE INTELLIGENCES
 Another eminent researcher, HOWARD
GARDNER, developed a very useful means
of understanding intelligence. It is referred
to as the Theory of Multiple Intelligences.
He proposes eight different components of
intelligence which the individual possesses
is varying degrees.

A brief description of the components is

provided as follows –
1. Linguistic – people who possess this
component is sensitive to language,
meanings, and the relations among
words.
2. Logical- Mathematical – covers abstract
thought, precision, counting,
organization, enabling the individual to
see relationship between objects and
solve problems.

3. Musical – this intelligence component

gives people the capacity to create and
understand meanings made out of sound
and to enjoy different types of music

4. Spatial – enables people to perceive and

manipulate images in their brain and to
create them from memory, such as
making graphic designs.

5. Bodily-kinesthetic – enables people to use

their body and perceptual and motor
systems in skilled ways.
 6. Intrapersonal – a person with this kind of
intelligence has highly accurate
understanding of himself or herself.

7. Interpersonal – intelligence component

makes it possible for persons to recognize
and make distinctions among the feelings,
motives and intentions of others.

8. Naturalist – a person with this

intelligence possesses the ability to seek
patterns in the external [physical
environment.

PERSONALITY
 One aspect that makes people different
from one another is personality.
Personality – refers to the sum total of ways
in which an individual reacts and interacts
with others.
Determinants of Personality
 The personality of an individual is a
result of both hereditary and environmental
factors. Heredity – defines the limits by
which environment can develop personality
characteristics.
 Hereditary factors are those factors that
are determined at conception. These
includes the following –
 Physical stature
 Facial attractiveness
 Gender
 Temperament
 Muscles composition and reflexes
 Energy level
 Biological rhythms
Environmental factors are those that exert
pressures on the formation of an individuals
personality. It includes the following –
1. Cultural factor – refer to established
norms, attitudes, and values that are
passed along from one generation to the
next an creates consistency over time.
2. Social factor – refer to those that reflect
family life, religion and the many kinds of
formal and informal groups in which the
individual participates through his life.
3. Situational factors – which indicate that
the individual will behave differently in
different situations.
Personality Factors and Traits
 There are certain factors that are
considered in determining human
personality.
 A person’s personality traits could either
be on the positive or negative side of the
factors, and they will be in various degrees
of development.
 There are 8 factors are briefly escribed
below:
1. Emotional stability – characterize one
as calm, self-confident, and secure. Its
opposite is emotional instability
characterized by nervousness, depression
and insecurity.
2. Extraversion – describing someone who
is sociable, gregarious and assertive. The
opposite is introversion – which describes
a person who tends to be reserved, timid,
and quiet.
3. Openness to experience - this
personality factor describing a person
who is imaginative, cultured, curious,
original, broad minded. The opposite is
 the person who is conventional and finds
comfort in the familiar.
4. Agreeableness – this factor refers to the
person’s interpersonal orientation. An
agreeable person is cooperative, warm
and trusting. The person who is not
agreeable is cold, disagreeable, and
antagonistic.
5. Conscientiousness – refers to a person’s
reliability Those with a high degree of
conscientiousness are responsible,
organized, dependable and persistent.
Those with a low degree of
conscientiousness are easily distracted,
disorganized and unreliable.
6. Self-monitoring behavior – ability to
adjust his or her behavior to external,
situational or environmental factors. Low
self-monitors find it hard to act or
behave as the situation requires.
 7. Risk taking and thrill seeking – a
person’s willingness to take risk and
pursue thrills that sometimes are required
in the workplaces.
8. Optimism – refers to the tendency to
experience positive emotional states and
to typically believe that positive outcomes
will be forthcoming from most activities.
This is the opposite of pessimism which is
the tendency to experience negative
emotional states and to typically believe
that negative outcomes will be
forthcoming from most activities.
EMOTIONAL INTELLIGENCE
 The concept of emotional intelligence or
emotional quotient (EQ) was introduced by
Daniel Goleman. EQ – refers to the ability
of the person to accurately perceive,
evaluate, express and regulate emotions
and feelings.
 There are five components of EQ are the
following –
1. Self-regulation – ability to calm down
anxiety, control impulsiveness, and
react appropriately to anger.
2. Motivation - refers to the passion to
work for reasons that go beyond money
follor status.
3. Empathy – ability to respond to the
unspoken feelings of others.
4. Self-awareness – refers to the
awareness of one’s own personality or
individuality.
5. Social skill – refers to the proficiency to
manage relationships and building
networks.
MORE ON PHYSICAL ABILITY
 Following factors are important in
determining the reasons for differences in
individual behavior.
1. Sense of sight
2. Sense of hearing
3. Sense of taste
4. Sense of smell
5. Sense of touch

LEARNING, PERCEPTION, AND ATTRIBUTION

LEARNING a complex set of sophisticated skills
is a result of change that comes from learning.
An understand of how people learn is very
important because it will help people explain
and predict behavior.
What is LEARNING maybe defined as a
relatively permanent change in behavior or
knowledge due to experience. When a person
behaves differently from what he previously
did, it can be sadefined as the process by which
people select, organize, interpret, retrieve, and
respond to informnation from their
environmewntid that there is change in the
person’s behavior. WITH CHANGE THERE IS
LEARNING.
A change in behavior happens due to any or
both of the following:
 Learning; or
 Other causes such as drugs, injury, disease
and maturation.
Behavioral change starts with the mind when it
accepts new knowledge. Sometimes, the mind
order”the body to show some signs of behavior
that is different from the previous one.
PERCEPTION
 Defined as the process by which people
select, organize, interpret, retrieve, and
respond to information from their
environment.
Factors Influencing Perception
1. Perceiver – A PERSON WHO PERCEIVES
THE TARGET IS THE PERCEIVER. His
perception of the target is influenced by
factors that are unique to him, like the
following – his past experiences, his needs
or motives, his personality and his values
and attitudes.
2. Target – person, object, or event that is
perceived by another person is the target.
Perception may be modified by the
following factors which are typical
 characteristics of targets – like intensity,
size or motion.
3. Situation –perception is also affected by
the surrounding environment. Situational
factors that affect perception are time,
work, setting.
ATTRIBUTION
 This theory is the process by which
people ascribe causes to the behavior they
perceive.
Factors that influence attribution
1. Distinctiveness – consideration given to
how consistent a person’s behavior is
across different situations is referred to as
distinctiveness.
2. Consensus - refers to the measure of
whether an individual responds the same
way across time.
3. Consistency – the measure of whether an
individual responds the same way across
time
Shortcuts used in forming impressions of
others. Shortcuts refer to the following –
1. perception – happens when a person
selectively interprets what he sees on the
basis of his interests, background, experience,
and attitudes.
2. Halo Effect - hallo effect occurs when one
attribute of a person or situation is used to
develop an overall impression of the person
or situation. Halo – refers to that ring of light
just above the head of a saint as we see it in
pictures or paintings.
3. Contrasts effects - often times, lead to
inaccurate evaluation of a person’s character
and ability.
4. Projection – is attributing one’s own
thoughts, feelings, or motives to another. It is
likely to occur in the interpretation stage of
perception.
5. Stereotyping – refers to judging someone
on the basis of one’s perception of the group
to which that person belongs.