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Mba Mpo Detailed Notes

The document provides detailed notes on Organizational Behavior (OB) covering seven chapters, including definitions, models, and managerial implications. Key topics include diversity, job attitudes, emotions, personality, perception, and motivation concepts, emphasizing the importance of understanding human behavior in organizations. It highlights the need for evidence-based management, emotional intelligence, and effective decision-making strategies to enhance organizational performance.

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2 views3 pages

Mba Mpo Detailed Notes

The document provides detailed notes on Organizational Behavior (OB) covering seven chapters, including definitions, models, and managerial implications. Key topics include diversity, job attitudes, emotions, personality, perception, and motivation concepts, emphasizing the importance of understanding human behavior in organizations. It highlights the need for evidence-based management, emotional intelligence, and effective decision-making strategies to enhance organizational performance.

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2024bc26509
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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BITS Pilani WILP - MBAZG511 (Managing People and Organization) Detailed Notes for 7 Chapters (Mid-

Semester Preparation)

Chapter 1: What is Organizational Behavior?

Definition: - OB is the study of individuals and groups in organizations and how their behavior impacts
organizational performance. - Focuses on predicting, explaining, and controlling human behavior in
organizations.

OB Model: - Inputs: Diversity, personality, culture, structure - Processes: Communication, leadership,


power, politics, decision making - Outcomes: Productivity, absenteeism, turnover, job satisfaction,
organizational citizenship behavior

Disciplines contributing to OB: - Psychology (individual behavior) - Sociology (group behavior) - Social
Psychology (group influences) - Anthropology (cultural behavior)

Challenges in OB: - Workforce Diversity - Globalization - Technological Advancement - Ethical Behavior -


Remote Work & Gig Economy

Managerial Implications: - Use evidence-based management and big data to support decisions. - Develop
emotional intelligence and leadership skills.

Chapter 2: Diversity, Equity, and Inclusion (DEI)

Key Concepts: - Diversity: The variety of personal attributes among people (gender, race, age, etc.) -
Equity: Fair access to opportunities and resources. - Inclusion: Creating a culture where all employees feel
valued and included.

Types of Diversity: - Surface-level: Age, gender, race - Deep-level: Personality, values, beliefs

Prejudice & Discrimination: - Implicit bias: Unconscious stereotypes. - Stereotyping: Oversimplifying


characteristics of a group. - Stigma & Social Categorization: Negative labeling.

Theories: - Hofstede's Cultural Dimensions - GLOBE Framework - Social Categorization Theory

Diversity Management: - Diversity training - Inclusive recruitment - Bias reduction policies

Managerial Implications: - Promote fairness, equity, and cultural sensitivity. - Create safe spaces for
diverse voices.

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Chapter 3: Job Attitudes

Definition: - Evaluative statements (positive or negative) about objects, people, or events at work.

Key Job Attitudes: - Job Satisfaction: Positive feeling about one's job. - Organizational Commitment:
Loyalty towards the organization. - Perceived Organizational Support (POS): Employee belief about how
much organization cares for them. - Employee Engagement: Emotional involvement in work.

Causes of Job Satisfaction: - Work conditions - Pay and benefits - Personality - Leadership and supervision

Outcomes: - Organizational Citizenship Behavior (OCB) - Customer satisfaction - Life satisfaction -


Counterproductive Work Behavior (CWB)

Managerial Implications: - Conduct job satisfaction surveys. - Address dissatisfaction areas. - Design jobs
to increase engagement.

Chapter 4: Emotions and Moods

Definitions: - Emotions: Intense feelings directed at someone/something. - Moods: Less intense, longer-
lasting emotional states.

Types of Emotions: - Positive Affect: Happiness, excitement - Negative Affect: Anger, fear, sadness - Moral
Emotions: Sympathy, guilt, shame

Sources: - Personality - Stress - Sleep - Social interactions - Work environment

Theories: - Affective Events Theory (AET): Daily work events trigger emotional reactions. - Emotional
Intelligence (EI): Ability to perceive, understand, regulate emotions.

Emotional Labor: - Managing emotions to meet organizational expectations.

Applications in OB: - Decision-making - Leadership - Customer service - Conflict resolution

Managerial Implications: - Hire emotionally intelligent employees. - Train teams in emotion regulation
techniques.

Chapter 5: Personality and Individual Differences

Personality Definition: - Stable patterns of behavior and internal states.

Big Five Personality Traits: 1. Openness: Creativity, curiosity 2. Conscientiousness: Discipline,


responsibility 3. Extraversion: Sociability, assertiveness 4. Agreeableness: Cooperation, trust 5.
Neuroticism: Emotional stability vs anxiety

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Other Frameworks: - MBTI (Myers-Briggs Type Indicator) - Dark Triad: Machiavellianism, Narcissism,
Psychopathy

Other Attributes: - Core Self-Evaluations - Self-Monitoring - Proactive Personality

Values: - Terminal (end goals) vs Instrumental (means of achieving goals)

Managerial Implications: - Use personality assessments during hiring. - Match job roles with personality
fit.

Chapter 6: Perception & Individual Decision Making

Perception Definition: - Process of organizing and interpreting sensory impressions.

Factors Influencing Perception: - Perceiver characteristics - Target characteristics - Context

Attribution Theory: - Internal vs External causation - Fundamental attribution error - Self-serving bias

Perceptual Errors: - Halo Effect - Contrast Effect - Stereotyping - Projection

Decision Making Models: - Rational Model - Bounded Rationality - Intuition

Biases in Decision Making: - Overconfidence - Anchoring bias - Escalation of commitment - Hindsight bias

Managerial Implications: - Awareness of biases improves decision-making quality. - Promote data-driven


and systematic decisions.

Chapter 7: Motivation Concepts

Definition: - The process that accounts for an individual’s intensity, direction, and persistence toward
achieving a goal.

Early Theories: - Maslow's Hierarchy: Physiological, safety, social, esteem, self-actualization - Herzberg's
Two-Factor Theory: Hygiene vs Motivators - McClelland's Theory of Needs: Achievement, Power,
Affiliation

Contemporary Theories: - Self-Determination Theory (SDT): Autonomy, competence, relatedness - Goal-


Setting Theory: SMART goals - Expectancy Theory: Effort → Performance → Outcome - Equity Theory:
Input/output comparison - Justice Theories: Distributive, Procedural, Interactional - Reinforcement
Theory & Social Learning Theory: Behavior shaped by rewards/punishment

Managerial Implications: - Set challenging but achievable goals. - Provide fair treatment and rewards. -
Promote employee autonomy and participation.

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