91621927 OB Lectures 6th Sem

7/29/2019 91621927 OB Lectures 6th Sem

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Organizational

Behavior(Class Lectures before Midterm Exams)

Collected and Written By:

Abbas AsadB.Com Hons. ( 6

thSem.)

Hailey College of Commerce

University of the Punjab

Lahore


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Management:To create and maintain an environment where individuals can work together trying to achieve

their objectives.

Approaches of Management:1. Functions Approach.2. Roles Approach.3. Skills Approach.

1. Functions Approach.I. Planning

II. OrganizingIII. LeadingIV. Controlling

2. Roles Approach:Set of Activities performed by individuals.A. Interpersonal: (while dealing humans)

i. Leader: (to guide others)ii. Liaison: (the role of lining b/w org)iii. Figurehead: (for exp. C.R.)

B. Informational:i. Monitor: (collects information)ii. Disseminator: ( Spread information)iii. Spokes person:(to spread information outside the organization)

C. Decisional:i. Entrepreneur: () ii. Negotiator: ( dealing outside the organization)iii. Disturbance Handler: ( conflict resolves)iv. Resource Allocator: (resources from where will be come and

where to be used.

3. Skills Approach:Observable demonstratable and measureable characteristics are called skills.

A. Conceptual Skills (analyzing the situation.)B. Human Skills

Ability to understand and work with individual.

C. Technical SkillsSubject to specific knowledge or area specific knowledge.


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OrganizationA consciously co-ordinate unit with a definable boundary composed of two or more individual

working on relatively continuous bases to achieve a set of objectives.

1. Social Unit2. Definable boundary3. Composed of 2 or more individuals4. Continuous Working5. Purpose

Resources of Organizations:

1. Physical Resources2. Financial Resources3. Human Resources.

(Human capital is called knowledge, skills and ability of people.)

BehaviorActions or reactions of an individual towards an external environment are called behavior.

(There are 3 things in external environment, People, things, events.)

Organizational Behavior:A systematic study or a systematic investigation in to the action or reaction of individualsworking with in a specific organization and to find out the impact of various individual level,

group level, organizational level variable on their action and reaction. OR

Study of behavior of individuals within organization to predict it and to modify it according tothe requirements of organization is called organizational behavior.

Types of Behavior:1. Absenteeism2. Employees Turnover.3. Productivity4. Job Satisfaction5. Organization Citizenship Behavior6. Deviant Workplace1. Absenteeism ()

Failure to report to the work place OR

Inability of individual to report to the job when required is called absenteeism.

Absenteeism should be decreased.

2. Employees Turnover. ()Employees who leave the organization permanently is called employees turnover.

Example, A person enters in an organization and he has no experience. He learns incompany and when he becomes a professional and there comes a time to work for the

benefit of organization he leaves to that organization, which is not right and not good for

the company.)There are two types of Employees Turnover, Violently (employee leaves himself) and

Involuntary (employees leaves because of any problem.).


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3. Productivity. ()The ratio b/w input and output of an individual.

The contributions made by employee towards in its organization.An employee does how much work and how much work is his duty.

4. Job Satisfaction. ()A positive feeling about the job as a result of evaluation of these characteristics,

i. Work itself/Contents of the job. (Which type of work we are doing?)ii.Physical working conditionsiii.Co-Workers.iv.Pay and benefitsv.Promotion opportunity

Job satisfaction is not a behavior but if this characteristic will be fulfilled then 2 and 3

will be more positive.

5. Organization Citizenship Behavior. ()As a Pakistani it is our responsibility that we should do all those works which are for the

benefit of Pakistan and we should avoid from all those works which are cause of loss for

Pakistan, same as it is a responsibility of an employee that he should act or not act which

is better or not better for organization.6. Deviant Workplace. /Work Place Incivility. ()

Voilentry and invoilentry behavior on part of the employee that disturb significant andthat are against the well being of organization and its members

For example, an employee is working much better but with its working he is singing in

low voice or beating its pen on table which is disturbing to others.

Organizational Behavior Model


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Intuition:

Acting or performing any action by saying or thinking this that my heart is saying this or I thinkthis is right.

Systematic Study:

Acting or performing any action on the basis of research and evidences. This is also called EBM

(Evidence Based Management).

Challenges and Opportunities for Managers/O.B./People

1. Globalization2. Workforce diversity3. Improving quality and productivity4. Customer Services5. Improving people skills6. Creativity and Innovation7. Dealing with temporariness8. Working with networked organization9. Positive work environment10.Ethical Environment11.Work-Life balance1. Globalization

(We are performing better from our competitors in any field i.e. cost, advertisement, etc.)

Expansion of business for goods and services across the boundary of nations is

called globalization that may create various challenges like cultural differences,differences among the values and thoughts of individuals and hiring a more appropriate

workforce that may deal with different kind of people.(We are expanding our business across the boundary. When we will expand it

then we will have to manage the differences of culture etc.)

2. Workforce diversityWhen people will work in any organization or office belonging from various

countries,Values and cultures then there will be problems among them. These problems are called

problems of workforce diversity.

The differnative characteristics of labor force in terms of their biographicalcharacteristics may be called as workforce diversity. (For example Age, gender, religion,

social class, etc.)

It may create various challenges because of differences among the needs andexpressions of individuals having different characteristics that may force the manager tointroduce flex policy for the employees.

Where there is workforce diversity there may be these 3 problems. We will have

to be attentive to stop to these problems.

(i)No Discrimination: He is non Muslim so he cannot work here.


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(ii) Fair Treatment: A manager should keep in mind the needs of employees. For

example if a worker performs well and manager gives him a bike in reward while

employee need money for medicines of his children, or he need a home.

(iii) Equal Opportunity: A manager should provide equal chances to everyone so that

they could show and better use their abilities.

Affirmative Action: When these problems will become then a manager should use this

action. All the roles and policies introduced implemented by the organization to ensureequal and fair treatment without discrimination.

3. Improving quality and productivityA manager should focus on increasing the quantity while considering the quality as the

basic concern.

4. Customer ServicesMajority of the business lines with the services section including hospitals, banking etc.

where customers have direct interaction with the service provider so the manager need

the prepare their workforce to fulfill customers needs accordingly.

5. Improving people skillsPreparing the workforce/ labor force by improving their skill regarding understandingwith other human being and working with them in the most appropriate and suitablemanners.

6. Creativity and InnovationPreparing the people/ work force to identify various opportunities and avail that

opportunities for the best interest of business.

7. Dealing with temporariness(When nothing is permanent, it is called temporariness.)

In the todays ever changing environment various procedure or operational changes manyhappen that can create frustration and disturbance for their employees. This problemshould be avoided by implementing rules and to facilitate the employees accordingly.

8. Working with networked organizationWhere there is no direct interaction of people and they are linked through networks andcomputers there this problem will become because then cannot know the feeling and

emotions of one another.

The organizations where people are in directive with each other through computernetwork and various technologies may create various issues as no direct interaction takes

place b/w various employees.

9. Positive work environmentCreating a supportive environment for the employees where they can perform at their

best using the skills.

For example the professor was delivering lecture and the class was feeling bore then

professor said a joke and the whole class become fresh.


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10.Ethical EnvironmentEqual and fair treatment for all the employees by applying the most appropriate

managerial practices.

Ethical Dilemma: The situation where manager can decide that what is right and what is

wrong.

11.Work-Life balanceLife= personal obligations, Work= JobThe appropriate and suitable managing the job timing so that an employee could give

time to job and also to his family.

Levels of Organization(1)Individual Level(2)Group Level(3)Organizational Level

(1)Individual Level Biographical Characteristics

Ability

Learning

Biographical CharacteristicsPermanent characteristics of an individual personality that explains or identifies and

distinguishes it from the other members of that organization.Age, Tenure, Gender, Race, Social Class.

(1)Age:The number of years of individual spent after its birth.

Age = Experience, Judgment, Commitment with job,Work ethics (More rational)

If Age = Flexibility (Adoptability to changes)

Comparison:

(i)

Absenteeism:

(ii) Employee Turnover:Age = Ratio of Employee TurnoverCompany gave me job when I was need for it, now company has need mine so why I leave it.

(iii)

Productivity:Age= Productivity +ve / Un-Related


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(iv) Job Satisfaction:

In the start a person makes struggle with high level of job satisfaction but after some time hecomes to know that company has limited resources and a little platform then his job satisfaction

comes down but with the passage of time when he becomes an expert in his work his job

satisfaction comes again to high level.

(v) Organizational Citizenship Behavior:Age = Organizational Citizenship Behavior ( Un-Related)

Its means that any person cannot tell that this person his this age limit that is why he has

organizational citizenship behavior or not.

(vi) Deviant Workplace Behavior:Age= Deviant Workplace Behavior (-ve)

A person avoids from deviant workplace behavior with an increase of age.

(2)Tenure:The number of years a person have been working and performing obligation.


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(3) Gender:The orientation of an individual in terms of male and female.

(4)Race:The biographical region of an individual that distinguish a specific group of people fromanother individual. For example African, Asian, Spanish, White People, Red Indians.

(5)Social Class:A specific group with in a society from which a person belongs based on various

characteristics including style of living, income etc.


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Reasons for Race and Social Class:(i) To avoid discriminations among various individuals from different race and social

classes

(ii) To avoid favoritism for different individuals from different regions(iii) To avoid negative attitude for different individuals from various regions.

AbilityCapacity of a person to perform work/various tasks.

Types of Ability(i) Intellectual Ability(ii) Physical Ability

(i) Intellectual Ability/Cognitive AbilityCapacity of a person to perform various mental tasks that involves thinking, reasoning and

problem solving. (Ability to use your mind.)

Types of Intellectual Ability(a)Arithmetic Ability(b)Verbal Comprehension(c)Perpetual Speed(d)Reasoning(e)Spatial Visualization(f) Memory

(a)Arithmetic AbilityIndividual ability to perform various mathematical tasks accurately involving +,-, /, and

*.

(b)Verbal ComprehensionAn individual capacity to understand and to effectively explain the words which are

heard and read by the individual.

For example sales man, lawyer, and professor

(c)Perceptual SpeedAbility to analyze the physical dimensions of situations and to identify various similarity

and differences among the situations. For example policeman.


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(To see different things and to analyze those things.)

(d)ReasoningUsing logic to make arguments or to identify similarities or differences among varioussituations.

(e)Spatial VisualizationAbility of an individual to imagine various changes in physical environment to foresee

that how does the environment look after the change.For example event managers, designers.

( if the direction of the class room will be like this and like this then how it will beattractive and beautiful.)

(f) MemoryAbility of an individual to retain and recall information. For example student.

(ii) Physical AbilityAbility of an individual to perform various tasks that involve strength, stemna and

coordination of various parts of body is called physical ability.

Strength: How strong the person is to perform a work.Stamina: For how long a person can perform various tasks.Coordination: Whether various parts of body help each other by performing physical activities.

Ability Job-Fit

To study the ability of someone, analyze it and then assign him a task which is best suitable

according to his abilities.Identifying the specific dimension of ability processed by individual and assigning that person

specific job activities accordingly or

A match b/w ability of individual and its nature of job.(Note: We are studying these abilities so that we could assign reasonable and suitable tasks and

job work to employees and people.)

LearningAcquiring new knowledge, skills and information and abilities is called learning

Systematic definitionA relatively permanent change in behavior as a result of experience

Permanent

Change in behaviorExperience

(Direct experience: When any person will be involved in any task.

(Indirect Experience: When any person will get knowledge from the experience of

someone others.

Theories of Learning:(i) Classical Conditioning theory(ii) Operant conditioning theory(iii) Social learning theory


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(i) Classical Conditioning theory(Early 1900s) Russian psych. Ivan Pavlov.

Every behavior is a result of specific condition.

For example if there is no guard on the gate then no any person will come with card.

The theory of learning that explains that specific behavior can be promoted with in individuals

by applying various conditions or set of conditions that are helpful in creating desired behaviorwith in individuals.

(a)Passive Theory Passive theory is a classical theory. First the conditions will apply thenthe behavior will change.

(b)A General conception. This is a general theory. If we will use conditions then thebehavior will be changed.

(ii) Operant Conditioning(1940s B.F. Skinner)

There are two types of operators which change our behavior.

(a)Punishment: We come with card so that we could be safe from fine.(b)Reward: We come in presentation well dressed so that we could affect toprofessor and then he will give us more marks.

The theory of learning that identifies that behavior is result of its consequences including

rewards and punishments.

(a)Active theory: first the action is performed then we will receive the reward orpunishment.

(b)More logical in defining the relationship b/w behavior and its consequences.(iii) Social Learning Theory:Trainers use this theory more time from any other person.

We learn from around us where we are living.The theory of learning that focuses on other members of society and explains that

individuals acquire various behaviors by observing other individuals.

Process of Social Learning(i) Intentional Process(ii) Retention Process(iii) Motor reproduction process(iv) Re-enforcement Process.

Explanation: (i) We go to a manager with a new client or customer and we see that with howmuch better method he deals to the client.

(ii) We like and remember the dealing method of manager.

(iii)Next time manager assigns same tasks to us and we use the same dealing method of manager

which we remembered.(iv)If we will be successful in deal then manager gives us reward and if we fail he says us bad or

something other.


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(i) Attention: The process of identifying a specific member of society as modelwhose action and reaction/ behavior are considered characteristics to perform various

job activities.(ii) Retention Process: The process of remembering all he slandered characteristic so

they can be duplicated when the model is not readily available.

(iii) Motor Reproduction: The process of performing various work activities as observedwithin the model and retained the individual.

(iv) Re-enforcement: the process of providing the individual with feedback whether ithas performed the activities accordingly or otherwise. ORAll the tools and techniques designed by the managers to shape or modify the

behavior of employees according to the requirements.

Shaping/ Behavior Modeling/ Behavior Modification:

Modifying the behavior of employee according to the requirements of an organization byapplying various reinforcements is called behavior modeling.

Kinds of Reinforcements

(i) Positive reinforcement (behavior )(ii) Negative reinforcement (behavior )(iii) Punishment (behavior)(iv) Extinction (behavior)(i) Positive reinforcement

Offering something worthwhile or positive to the employees in case they perform the

desired activities.For example an employee makes an outstanding effort then the manager gives him

some reward or commission. In the result of such case the employee will make also

best efforts in his duty.

(ii) Negative Reinforcement:Removing something unpleasant from the employee in case they perform work

activities.For example manager assigns a task to an employee and the employee give betterresult before the expected time then the manager gives him relaxation and leave himbefore the leave time.

(iii) Punishment:Imposing an unpleasant condition or a burden on the employee in case they performvarious activities that are not required by the organization.

For example a manager says to an employee that you cannot go to home until you

complete your work.

(iv) Extinction:Removing all kinds of reinforcements to ignore the behavior that are not required so

these behavior can automatically be removed.For example Professor was teaching in class and a boy raises his hand to asksomething but professor does not give attention to him, after some time boys acts

again same but professor does not give attention, boys will do this action may be

three or four time but if professor will not give attention then the boy will be

automatically stopped.


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(Note): when there no will be any kind of first three kinds of reinforcements then the suggested

example will be the 4th

type automatically.)

Schedule of Reinforcement

The specific timings or ratio of output on the basis of which an employee can be reinforced

according to the policy of company.Types according to Schedule:

1. Continuous Reinforcement2. Intermittent Reinforcement1. Continuous Reinforcement:

Reinforcing various behaviors each and every time an employee performs various activities.For example a person sells a marker company gives him commission, he sells another company

gives him commission again, he sell another, company gives him commission again and so on.

OR

A student comes without card and the gatekeeper stops him, student comes again and again

without card and gate keeper stops him each and every time.2. Intermittent:

Reinforcing the behavior on variable intervals rather than (instead of) applying certainreinforcement each time when the behavior is performed.

For example a student comes without card then gate keeper gives him warning and allowed him

to come in, but when student comes next time without card, gate keeper stops him and does notallowed him to come inside the college.

1. Fixed Ratio Reinforcement:The schedule in which a specific quantity of the output is fixed by the managers to reinforce the

employees.

For example Commission on each 100 units of sale.

2. Variable Ratio:The schedule of reinforcement where managers have decided to reinforce the employees on the

basis of variable quantity of output.For example commission on variable quantity sold.


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1. Fixed Interval Reinforcement:The schedule where the specific time period has been fixed by the manager to reinforce various

activities.For example commission on sale at the end of each month.

2. Variable Interval Reinforcement:The schedule where employees are reinforced after variable time intervals based on their

behavior.For example commission after variable time interval.

Attitudes:

Evaluation statements or judgments regarding people, things and eventsComponents of an attitude:

1. Cognitive Component2. Affective Component3. Behavioral Component


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1. Cognitive Component:The thinking or perception part of an attitudeExample: Cigrate is a bad habit.

2. Affective Component:The emotions and feelings parts of an attitude

Example: It is waste of money and health.3. Behavioral Components:

Intention to behave in a specific way regarding people, things and eventsExample: If any person offers me cigrate, I cannot accept it.

Some times

Perception Attitude (Attitude comes from perception)

Attitude Behavior (Behavior comes from attitude)

Behavior Attitude (Attitude comes from behavior)

Attitude Behavior (Both goes to be end.)

Attitude and Behavior:The variables/factors that determine cognitive dissonance.

For example I dont like cigrate but when any friend will offers me I accept it. Here attitude isdifferent from behavior. This is called cognitive Dissonance.

People try to decrease it by matching in attitude and behavior.

The Factors that determine

1. Importance: Our relegious thinking is very important for us. We do not change our behavior about those ourrelegious tasks.Here there is a match between attitude and behavior. The more impottant certain

attitude there are less chances of cognative dissonance.

Expample: value system, relegious believes.

2. Occurance: When any tasks becomes repeated then we match our behavior according to the attitude.

The more something happens again and again, individuals tends to match their attitudes and

behaviors.Example: A friend offers me a cigrate again and again on daily basis, at least one day I will

accept it.

3. Control: Childern were noising in the street then a person goes and ask them to remain silent other wise Iwill slap you. Here his attitude is that there sholud be no noise. In this situation there is a match

between attitude and behavior. But he cant say all this to his wife in his home that is why there

in no match between behavior and attitude because his attitude is no noise but his behavior isbeing silent mean he is accepting the noise. The contro over situations and events there are less

chances of cognative dissonance.


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4. Social Pressure: The social pressur e in terms of various nouns tradaions may help the individual to minimize to

cognative dissonance by providing various limitations.

Job Related Attitudes1. Job Satisfaction2. Job Involvement3. Job Engagement4. Organizational Commitment5. Perceived Organizational Support

1.Job Satisfaction:Positive feeling about the job as a result of evaluation of its characteristics

Some important factors of job satisfaction

1. Job Contents/Nature of jobWhich types of task has been assigned to me.2. Physical working Conditions

What is the physical condition of my office? Attractive or bad3. Co-Workers

Are co-workers are co-operative or not?

4. Pay and benefitsIs there a good salary package? Is he satisfied from his salary package?

5. Opportunity for advancement/GrowthWill he get promotion ever? After how much time he gets promotion

How to measure Job Satisfaction

1.

Single Global Rating2. Summation Score1. Single Global Rating:

The method of measuring job satisfaction where a single question is asked from the employee

regardless of considering various characteristics of that job

In this type we do not ask questions in detail from employees. We ask just generally.

As well as score will is increase the satisfaction also will be increased.


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2. Summation ScoreIn this method we know different characteristics of workers and also we know generally/overall

that is he satisfied or not from his job?

Effects of Job Satisfaction on employees

AbsenteeismTurnover

Productivity

Customer SatisfactionCitizenship Behavior

Workplace Deviance

Effects of Job Dissatisfaction on employees behaviorWhen any employee becomes dissatisfied from job, then he can perform one of these options,

like he can leave the job or continue his working with this feeling that what problem for me I amreceiving my salary whether company earns profits or not.


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I. ExitII. Voice

III. LoyaltyIV. Neglect

I. Exit:The response of job dissatisfaction where employees tend to quit their job with the firm. Thisresponse is considered to be an active response from the employees that is destructive for the

organization or that is not beneficial for organization

II. Voice:The job dissatisfaction response which is active and beneficial for the organization where

employees tend to inform the management about the various aspects of job from which they are

dissatisfied.

III. Loyalty:A passive response from the employees which is constructive for the organization where

employees contribute their efforts for the organization with a positive perception that the

condition may improve

IV. Neglect:A destructive response of job dissatisfaction where employees do not contribute their efforts andlet the conditions be worst.Absenteeism

Turnover

ProductivityCustomer Satisfaction

Citizenship behavior

Workplace Deviance

2. Job Involvement:The degree to which an employee identifies the job intends to perform that job and considers

performance important for self work.*identification

*Intention to perform

*Important

Effects of job involvement on employees behavior:Absenteeism

Turnover

Productivity

Citizenship BehaviorDeviance Workplace behavior

Profits/Returns


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3. Job Engagement:The degree to which an employee is satisfied with the job involved in to that job and

enthusiastic/passionate about performing that job*Positive feelings

*Identification

*Intention to perform*Important

Effects of Job engagement on employee behavior:

Profits

AbsenteeismTurnover

Productivity

Job Satisfaction

Citizenship behaviorDeviance Workplace behavior

Errors/Mistakes

4. Organization Commitment:The degree to an employee identifies with an organization and intends to work for that org for a

longer period of time.

*Identification with the organization

*Intentions to work for the organization*For a longer period of time.

Companies give rewards on the base of seniority and performance. If one person hopes that

company will give him reward on the base of performance but company gives reward on the baseof seniority, then this person becomes unsatisfied from the organization and if organization gives

reward according to his hope on the base of performance its mean that he identifies the

organization and becomes satisfied and works with full satisfaction.

ProfitsAbsenteeism

Turnover

ProductivityJob Satisfaction


Deviance Workplace behavior

Errors/Mistakes


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Types of Organization Commitment:1. Affective Commitment (Feelings/Emotions)2. Normative Commitment3. Continuance Commitment1. Affective Commitment:

The attachment of an individual with a specific task based on its emotions and feelings that arematched with goals and objectives of organization

For examples relative of a person dies with cancer and such person has emotional attachment

with that person. Now he tends to stop the disease of cancer and builds a cancer hospital. Now

this person will never leave this work.

2. Normative Commitment:Attachment of an individual with a specific organization based on ethical values or norms and

traditions exists within that society.

I live in Shorkot (Jhang) now a welfare society builds up there and I join this but my friends donot join this. But after some time because of me they join it.

3. Continuance Commitment:Attachment of individual with an organization based on perceived monitory value or returns

associated with that organizationExample: Not to leave that organization to avail various benefits and monitory returns.

Perceived Organizational Support:

Organizational Support:All the facilities and assistance/help provided to an employee for its personal and professionaldevelopment.For examples a person knows that how to maintain general journal, ledger, trial balance, but he

does not know how to maintain to adjusting entries. Then org asks to a senior to teach and train

him. On this situation employee thinks positive about the organization that organization issupporting me .

Perceived Organizational Support:

A positive perception of employee regarding organization support.Profits

Absenteeism

TurnoverProductivityJob Satisfaction


Deviance Workplace behavior

Errors/Mistakes

91621927 OB Lectures 6th Sem

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