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Leadership and ORGANIZATIONAL BEHAVIOUR - Class

The document outlines key concepts in leadership and organizational behavior, highlighting the roles and functions of management, as well as the importance of understanding organizational behavior (OB) for improving effectiveness. It discusses various models of organizational behavior, including autocratic, custodial, supportive, collegial, and contingency models, each with distinct approaches to management and employee relations. Additionally, it addresses the challenges and opportunities in OB, such as managing workforce diversity and improving ethical behavior.

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21 views12 pages

Leadership and ORGANIZATIONAL BEHAVIOUR - Class

The document outlines key concepts in leadership and organizational behavior, highlighting the roles and functions of management, as well as the importance of understanding organizational behavior (OB) for improving effectiveness. It discusses various models of organizational behavior, including autocratic, custodial, supportive, collegial, and contingency models, each with distinct approaches to management and employee relations. Additionally, it addresses the challenges and opportunities in OB, such as managing workforce diversity and improving ethical behavior.

Uploaded by

innocent angel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Leadership &

ORGANIZATIONAL
BEHAVIOUR
Instructor: Dr. Shahid
Mehmood
Managers

Key Management
Concepts Functions of Management
of
Levels of Management
Manageme
nt Skills of Management

Roles of Managers
Effective
versus
Successf TRADITIONAL MANAGEMENT: DECISION
MAKING, PLANNING, AND CONTROLLING.
COMMUNICATION: EXCHANGING
ROUTINE INFORMATION AND
PROCESSING PAPERWORK.

ul
Manageri
al
Activities HUMAN RESOURCE MANAGEMENT:
MOTIVATING, DISCIPLINING, MANAGING
CONFLICT, STAFFING, AND TRAINING.
NETWORKING: SOCIALIZING,
POLITICKING, AND INTERACTING WITH
OUTSIDERS.
• What is OB?
Organizational behavior (often abbreviated
Enter in OB) is a field of study that investigates the
impact that individuals, groups, and structure
Organizatio have on behavior within organizations, for the
nal purpose of applying such knowledge toward
Behaviour improving an organization’s effectiveness
• Intuition VS Systematic Study
(OB)
• Evidence based Management
NEED AND IMPORTANCE OF OB

•Understanding People At Work


•Helping People Work Better
•Teamwork and Working Together
•Adapting to Changes
•Creating a Happy Workplace
•Making Smart Decisions
Discipline
s that
Contribute
to the OB
• Psychology : Psychology seeks to measure, explain, and sometimes
change the behavior of humans and other animals. Those who have
contributed and continue to add to the knowledge of OB are learning
theorists, personality theorists, counseling psychologists, and, most
important, industrial and organizational psychologists.
• Social Psychology: Social psychology, generally considered a branch of
psychology, blends concepts from both psychology and sociology to
focus on peoples’ influence on one another. One major study area is
change—how to implement it and how to reduce barriers to its
acceptance. Social psychologists also contribute to measuring,
understanding, and changing attitudes; identifying communication
patterns; and building trust. Finally, they have made important
contributions to our study of group behavior, power, and conflict
• Sociology: While psychology focuses on the individual, sociology
studies people in relation to their social environment or culture.
Sociologists have contributed to OB through their study of group
behavior in organizations, particularly formal and complex
organizations. Perhaps most important, sociologists have studied
organizational culture, formal organization theory and structure,
organizational technology, communications, power, and conflict.
• Anthropology: Anthropology is the study of societies to learn about
human beings and their activities. Anthropologists’ work on cultures
and environments has helped us understand differences in
fundamental values, attitudes, and behavior between people in
different countries and within different organizations
• Responding to Economic Pressures
• Responding to Globalization
• Managing Workforce Diversity
Challenges
• Improving People Skills
and
• Stimulating Innovation and Change
Opportuniti • Working in Networked Organizations
es for OB • Helping Employees Balance Work–Life
Conflicts
• Improving Ethical Behavior
MODEL OF ORGANIZATION BEHAVIOR
(continued)

• Autocratic Model
• The autocratic model is predicated on the exercise of power, with management
possessing formal authority over employees. In this framework, managerial
orientation is command-driven, and employees are expected to obey directives.
This model often leads to minimal employee commitment and is typically
associated with high turnover rates.
• Custodial Model
• Emerging as a response to the limitations of the autocratic approach, the
custodial model focuses on providing economic security to employees through
benefits and incentives. This model seeks to foster employee loyalty and passive
cooperation by addressing their economic needs. However, it may not necessarily
lead to increased motivation or job satisfaction.​
MODEL OF ORGANIZATION
BEHAVIOR(
• Supportive Model
• The supportive model emphasizes leadership and the provision of support to
employees. Management's role is to encourage and facilitate employee
performance, leading to job satisfaction and motivation. This approach fosters a
more dynamic and engaged workforce, as employees feel valued and
supported..
• Collegial Model
• The collegial model is characterized by a partnership between management and
employees, fostering a team-oriented environment. This approach emphasizes
mutual respect and collaboration, leading to self-discipline and responsible
behavior among employees. Such an environment can enhance job satisfaction
and organizational commitment.
MODEL OF ORGANIZATION
BEHAVIOR
• The Contingency Model
• The contingency model posits that there is no one-size-fits-all
approach to organizational behavior. Instead, the effectiveness of a
particular management style or organizational structure depends on
various situational factors, such as the external environment,
technology, and the characteristics of the workforce. This model
advocates for adaptive strategies tailored to specific contexts.

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