Gp Dynamics,Ipr,Org Beh

7/30/2019 Gp Dynamics,Ipr,Org Beh

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GROUP :It refers to 2 or more people who identify and interact with one another .The members

of group think of themselves as belonging together and they interact with one another.

AGGREGATE: It consist of individual who temporarily share the same physical space or

physical but who donot see themselves as belonging together.eg:people waiting in checkout line

or drivers who parked at same red light are aggregate.

CATEGORY: It consist of people who share similar characteristics ,such as college women who

wear glasses or all men over 6 feet tall.

CROWD: A Crowd refers to a temporary cluster if individuals who may or may not interact at

all. eg:college classmates

CLASSIFICATION OF GROUP :-

Its classified as either primary or secondary ,according to their structure and type of interaction.

PRIMARY GROUP:Its a small ,intimate group in which relationship among members are

personal,spontaneous,sentimental,cooperative and inclusive.eg: family , play group of

children.

SECONDARY GROUP: Its generally larger, more impersonal and less sentiments than a

primary group .its social group whose members pursue specific interests or

activities.eg:professional associations,task groups,adhoc committee , business groups.

GROUP IS ALSO CLASSIFIED AS:-

Formal group: People become familiar with many different work groups during their facilitiesand spend a major part of working hours in such group.formal groups usually exist to

carry out task goal rather than to meet the needs of group members.some examples of

semiformal groups are churches , lodges ,social clubs.

Informal groups: These are groups which provide persons education and develop most

cultural values.5 types of groups are representative of numerous informal groups in

existence.

Friendship groups

Hobby groups

Convenience group- car pool ,child care center

Work group

Self protective group: labours union

GROUP DYNAMICS:-


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The word dynamics means force. The word group dynamics refers to the forces, operating in

groups.

GROUP DYNAMICS: It may be defined as the social process by which people interact face to

face in the small groups. Thus,it is concerned with a dynamic interaction of individual in face to

face relationships. Group dynamics focuses a team work,where in a small members groups are

constantly in touch with each other affectively contribute their ideas to accomplish tasks.

GROUP-A MEANS OF NEED FULFILLMENT:-

Group can provide with or without the conscious knowledge of its members a means of fulfilling

many of needs of the individuals.the more significsnt needs met by the group can be categorized

in the following manner:-

Affiliative needs

Egoistic needs

Instrument needs Cognitive needs

AFFILIATIVE NEEDS:

These needs are fulfilled by the group through friendship between individuals within the group

and by providing a sense of belonging to the group or identification with the group.

EGOISTIC NEEDS:

These may be fulfilled through the self esteem as a result of membership in the group.Other

egoistic needs such as security or power may be met by the group .

INSTRUMENTAL NEEDS:-

Instrumental needs or simple functional needs such as help in daily activities,work ,routine or

even the avoidance of the boredom can be met by the group.the needs are instrumental in the

sense that they provide a means of reaching either the task or personal goals.

COGNITIVE NEEDS:-

These are the needs which provide the meaning for an individual in his own personal or task

situation.

ELEMENTS OF GROUP BEHAVIOUR:-

When people work together, they develop ways of thinking and behaving that are different from

the behavior which is required perform the job. They may do more or less work than they are

supposed to do and in different way than is prescribed. In order to achieve the understanding of

group behavior it is necessary to look at its different elements. The major elements of the

workgroup behavior are:


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Activities, interaction, beliefs, norms, sentiments, background

ACTIVITY: When a person do something, talks, runs, manipulates machinery and so forth ,he

is said to perform some activity.

INTERACTION: By interaction we mean a communication or contact between two or more

persons so that the activity of one responds to the activity of the other.

BELIEFS: A belief of feeling which an employee must have in order to perform the assigned

task is called required sentiments.The belief or feeling which an employee brings with him

into the group because of his life outside it and his personal background is known as given

sentiments.when given sentiments pertains to ideals and aspirations which are desirable,they

are called values.Thus a value is an ultimate idea of what is desirable such as belief in fair

treatment,good pay or freedom from being pushed around.

NORMS: In contrast to value,a norm is limited idea of what is desirable,it can be fully

realized.norm is a particular kind of emergent,namely,and idea or belief about what the

activities,sentiments or interactions in a particular group should be.

SENTIMENTS: These are ideas ,beliefs, feeling about the work and others involved in it.

CONSEQUENCES OF WORK GROUP BEHAVIOUR:-

The interrelated elements of behavior have the charcterisitics of reinforcing

behavior,resulting influence on the group productivity ,which is likely to be strong and

persistent only if norms specify precisely the quantity and quality of the work expected of

a member in good standing.

The relationships and non work activities which emerge in a group ,also strongly

influence the satisfaction which group members derive from their work experience.in

such a group where the people frequently interact with each other and like one

another,the social structure is stable and it brings great satisfaction in an individual.

This satisfaction helps in individual development ,unless and until the person gets

adequate opportunities at the same time for the personal growth.

The very fact that we are different from each other frequently leads to misunderstandings

and disruptions of social relations.

The person has to work in some restrictions ,which may effect the cohesiveness of the

group.

It is much easier to supervise a closely knitted group or there will be better cooperation

and coordination within the group.

TYPES OF HEALTH CARE GROUPS:-

Common types of health care groups includes tasks groups ,teaching groups ,self help

groups,growth groups,therapy groupsand work related social support groups.

TEACHING GROUPS:The major purpose of teaching groups is to impart information to the

participants.eg: continuing education and client health care groups.


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SELF HELF GROUPS: it is a small ,voluntary organization composed of the individuals who

share a similar health,social or daily living problem.these groups are based on the helper therapy

principle- those who help are helped most.

The self help group process can be classified as either behaviourally or cognitively oriented.

Behaviorally oriented processes include social reinforcement,self control

behaviors,modeling and promoting change.

Cognitively oriented process include the provision of information and advice,

demystification of troubling experience, and discovering alternative perceptions of

problems and methods of solutions.

There are many self help groups available for the range of problems:-stillbirth,parenting,pregnant

adolescents ,drug abuse ,alcoholics,aids ,diabetes,etc.

There are 3 reasons why people join self help groups:-

Individuals want to be self reliant and as independent as possible from health and social

services. People like to give help as well as self as receive it a value is placed an idea of mutual

aid.

Members feel that they have power through collective action.

Characteristics of self help groups:-

They are similar to small autonomous groups and form along the lines of friendship

networks.

They are problem centered and organized with reference to a specific problem.

Members of the group tend to be peers.

The members of the group have common goals.and groups common goals are farmed by

the group.

The action of the group is group action.

Power and leadership are on a peer basis.

A norm of group is helping others.

SELF AWARENESS /GROWTH GROUPS:-

The purpose is to develop or use interpersonal strengths.

The overall aim is to improve the perception of members or to improve the functioning of

the group to which they return , whether job, family or community. Members are responsible for correcting ineffiecient patterns of relating and

communicating with each other.They learn group process through participation and

involvement.

The leader of the self help groups is usually reffered as the trainer and the members as

traineers.


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To maintain effective control of interpersonal tensions,the trainer must have sufficient

skill and preparation to understand and facilitate group processes and experience.

Members may merely express a desire to become more self aware and to address specific

personality characteristics.

Members may or maynot be interviewed to complete a questionnaire regarding personal

data and personality characteristics before entry.

THERAPY GROUPS:-

They are clearly defined to do the work of therapy. members work toward self understanding,

satisfactory ways of relating or handling stress and changing patterns of behavior towards health.

The focus of the group is member centered .the leader of the group referred to as therapist

,differs from the members in having superiors skills in a specialized area such as group

psychotherapy. Members are reffered as the patients or clients in some settings. They are

selected by the health professionals after extensive interviews that consider the patterns of

personalities , behavior ,needs , and identification of group therapy is not usually set.

Characteristics of effective groups:-

A group must meet 3 main criteria:-

Accomplish its goals

Maintain its cohesion

Develop and modify its structure to improve its effectiveness.

ASSESSING GROUP DYNAMICS:-

Group dynamics are forces in the group situation that determine the behavior of the group and its

members.To study the dynamics of the group structure and organization may be analyzed

Commitment ,leadership style,decision making methods ,member behavior ,interaction

patterns,cohesiveness,power.

1. COMMITMENT:the members of effective groups have a commitment

(agreement,pledge,or obligation to do something) to the goals and output of the group.

There are some indications of group commitment:-

Members feel a strong sense of belonging.

Members enjoy each other.

Members seek each other for counsel and support Members support each other in times of difficulty.

Members value the contributions of other members

Members are motivated by working in the group and want to do their task well

2. LEADERSHIP STYLE:To determine which group members carry out leadership

functions,the following questions may be asked:


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Who starts the meeting or the work ?

Who contributes additional information to help the group carry out its function?

Who represents the group with other groups?

Who keeps the discussions relevant?

3. DECISIONS MAKING METHODS:-

Five methods have been identified

Individual or authority rule decisions:the designated leader makes the decision and the

group members abide by the it.Authority rule decisions may be made without discussion

or consultation with the group or may be after discussing the issue and eliciting the group

ideas and views.

Minority decision: a few group members meet to discuss an issue and make the decision

that is binding for all.

Majority decisions: more than half of those involved make the decisions.

Consensus decisions: each group member expresses an opinion , and the decision ismade by which members can abide,if not in all,at least in part.

Unanimous decisions: every group member agrees on the decision and can support the

action to be taken.

4. GROUP TASK ROLES:

The degree of input by members into goal setting,decision making ,problem solving and

group setting, and group evaluation is due in part to the group structure and leadership style,

but members have responsibilities for group behavior and participation .effective member

task roles include the following:

Initiator / contributor-offers facts ,opinions and ideas to facilitate the group

Information giver-offers relevant information based on personal knowledge or

experience.

Information receiver-asks for facts ,information,opinions,ideas, and feeling from other

members to facilitate group members.

Opinion giver:offers opinions ,judgement,or feelings about suggestions.

Opinion receivers:asks for opinions,judgement

Summarizers-restates and summarizes the major points discussed

Energizer:stimulates a higher quality work from the group

Elaborator/evaluator:examines the practibility and workability of ideas,evaluates

alternative solutions and applies them to real situations to see how they will they work

Gatekeeper:encourages everyone to participate ,gives recognition for

contributors,demonstrates acceptance and openness to the ideas.

Linker:searches for common elements in conflicts and tries to reconcile disagreements.


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Diagnoser:identifies sources of difficulties the group has been working effectively and

identifies blocks to goal accomplishments progress.

Active listener

Clarifier

Tension reliever Recorder

5. INTERACTION PATTERNS:-

It can be observed and ascertained by a sociogram , a diagram of the flow of verbal

communication within a group during a specified period eg 5 or 15 min.this diagram

indicates who speaks to whom and who initiate the remarks.ideally ,the interaction patterns

of small group would indicate verbal interaction from all members of the group to all

members of the group.

A sociogram indicating the flow of verbal communication within the group during a

specific group.

6. COHESIVENESS: cohesive groups possess certain group spirit ,a sense of beingwe

and a common purpose.the characteristics a cohesive group should have are as follows:-

Members like one another,are friendly and enjoy interacting with one another.

Members receive support on issues from one another. Members praise one another.

They share similar opinions

They influence one another and are willing to influence one another.

They accept assigned tasks and roles readily.

Members trust one another.

They are loyal to one another.

Source/

receiver Source/

receiver

Source/

receiver

Source/

receiver

Source/

receiver

Source/

receiver


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They defend each other against external criticism and attack.

Attendance, risk taking,participation , and communication are high.

we is frequently heard in discussions,and group output is high.

7. POWER:it is viewed as positive force that moves people toward attainment of individual

or group goals.it is impossible to interact with others without influencingand being

influenced by them,hence,group members are constantly adjusting to one another and

modifying their behavior.members who believe they have little influence in the group are

less likely to feel committed to group goals and to participate in decision

making.dissatisfaction with group decreases its attractiveness and reduces its cohesion .

GROUP SELF EVALUATION:-

Group need to set up mechanisms for feedback of information to the members about theirmethod of operation. Only when a group acquires information about itself ,can it make

adjustments to improve its efficiency. Several mechanisms can set up fro group feedback and

self evaluation,use of group self evaluation guide ,general open discussions initiated by group

leader prior to the end of the meeting, or combinations of these.

The provisions of feedback requires skill by the observer in presenting comments.it is helpful to

present objective data first and then phrase comments in the form of tentative

hypothesis,alternative solutions ,or expressions of the observers feelings.this allows group

members the chance to reject comment if they are not ready to handle it.

INTERPERSONAL RELATIONS:-

According to Imogene king the interpersonal relationship is the process of interactions

between two or more individuals represents a sequence of verbal and non verbal behaviors that

are goal directed.

INTRODUCTION TO INTERPERSONAL SKILLS:-

The persons action is the process of doing something to achieve the aim.In the field of education

the action is the beginning of everything. To understand the concept of interpersonal skills it is

important to understand the problem.eg the teacher in an organization is able to resolve various

problems of the organization which may relate to either technical skills,human relation skills orconceptual skills.Thus the performance of the individual depends upon not only to the sum total

of the ability and motivation but to the product of ability and motivation.

IMPORTANCE OF INTERPERSONAL SKILLS:

Interpersonal skills are vital part of everything an executive does.Executive is primarily

concerned with the working with people and therefore required to possess high degree of

interpersonal skills.


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It is required to obtain the effectiveness. It refers to attainment of an optimum performance or

result with the minimum use of resources at minimum cost.Effective utilization of all other

factors of production depends upon human factors.effectiveness means getting best out of people

by winning and maintaining their whole hearted collaboration.

It brings out the varying differences in the abilities of the individual.people differ in their

experiences and also vary in degree to which they possess the necessary intelligence and ability

to learn from the experience.in other words the performance of the person on the job is

considered as a function of two different types of variables i.e. ability or skill and motivation.

It maintains the relation with other people.the main object is to increase the interaction by

exposing oneself and getting the feedback.

PROBLEMS OF INTERPERSONAL RELATIONS:-

Generally interpersonal problems lead individuals to resist each other and each other s influence

in various overt but more often in covert ways.communication difficulties are primarily the result

of interpersonal difficulties.

In short ,interpersonal problems frequently find expressions through the obstruction of validcommunication.other problems may be as follows:

1. Loss of motivation

2. Indiscriminate opposition

3. Operational problems

4. Task distortions

5. Authority problem

Loss of motivation:

another expression of interpersonal problem is the loss of motivation to work on task.in

innumerable ways the individuals work becomes ineffective because he lacks the desire toproduce.Chronic absenteeism or lateness is still another manifestation of interpersonal

relationships.

Indiscriminate opposition:

A symptom of bad relationship is resistant to suggestions.it may happen that an individual in

the group makes suggestions that are opposed by other members regardless of the merit.this

is of course not beneficial from the standpoint of the group ,because a very good suggestions

may be rejected for irrelevant personal problems.

Operational problems:

There are several ailments of total group functioning that are symptomatic of interpersonal

difficulties.

In most cases the difficulty in reaching decisions is a sure indication of interpersonal

strife.this arises because of inefficient division of labour.


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Task distortions:

Interpersonal problems are often worked out on some aspect of the task that closely

approximates the relationship that is of concern to the group.sometimes it may appear that

the group is very task oriented ,its work may be fact be quite inappropriate and ineffiecient at

many points.a group need to work in consensus i.e everyone in group feels that the group

understands a particular action should be taken by them,eventhough they donot agree with it

personally.

Authority problem:

Another group phenomenon that leads to reduced effectiveness concerns the relationship of

the group members to the leader of the group.

INTERPERSONAL NEEDS:

The basis for evolving this theory of interpersonal behavior is the individuals fundamentalrelations orientation(FIRO).the basic assumption of this approach is that people needs

people.although each individual has different intensities of need and different mechanisms

for handling them,people have three basic interpersonal in common.

1. The need for inclusion

2. The need for control

3. The need for affection

The need for inclusion:It is tomaintain a satisfactory relation between the self and

other people with the respect to interaction or belongingness.Some people like to be

in groups ,to interact and to mingle.Other people seek much less contact ,they prefer

to be alone,to interact minimally.

The need to control:This is the need to maintain a satisfactory relation between

oneself and other people with regard to power and influence.in other words every

individual has a need to control his situation to some degree ,so that his environment

can be predictable for him.It means that from whom who want to be completely

controlled and is dependant on others for making decisions for them.

The need for affections:This is the need to maintain a satisfactory relation between

the self and other people with regard to love and affection.

DYNAMICS OF INTERPERSONAL RELATIONSHIP:-The nurse client relationship is a helpful ,purposeful interaction between an authority in

healthcare ,the nurse , and a person or group with health care needs.the nurse as an authority in

health care recognizes her expertise in health promotion ,maintenance and restoration and in

illness prevention.the nurse also accepts her societal obligations to share her abilities with clients

in need of nursing services.


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ROGERS set the following essential condition of a helping relationship ,which are applicable to

the nursing process:

The individual is able and expected to be responsible for themselves.

Each individual (nurse and client) has a strong drive to become mature and to be socially

responsible.

The climate of the helping relationship is warm and permits the expression of both

positive and negative feelings.

Limits,mutually agreed upon, are set on the behavior only,not on the attitudes

The helper communicates understanding and acceptance

CHARATERISTICS OF ENHANCING THERAPEUTIC RELATIONSHIP:

Many characteristics that enhance the achievement of the therapeutic relationship have been

identified as follows:-

Rapport

Trust

Respect

Genuineness

Empathy

STAGES OF THE NURSE CLIENT RELATIONSHIP:-

Four sequential phases in the interpersonal relationship:

Orientation

Identification

Exploitation

Resolution

Orientation phase

Problem defining phase

Starts when client meets nurse as stranger Defining problem and deciding type of service needed Client seeks assistance ,conveys needs ,asks questions, shares

preconceptions and expectations of past experiences

Nurse responds, explains roles to client, helps to identify problems and touse available resources and services

Factors influencing orientation phase


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Identification phase

Selection of appropriate professional assistance

Patient begins to have a feeling of belonging and a capability of dealing

with the problem which decreases the feeling of helplessness and hopelessness

Exploitation phase

Use of professional assistance for problem solving alternatives Advantages of services are used is based on the needs and interests of the

patients Individual feels as an integral part of the helping environment

They may make minor requests or attention getting techniques

The principles of interview techniques must be used in order to explore,understand and adequately deal with the underlying problem

Patient may fluctuates on independence

Nurse must be aware about the various phases of communication Nurse aids the patient in exploiting all avenues of help and progress ismade towards the final step

Resolution phase

Termination of professional relationship

The patients needs have already been met by the collaborative effect of

patient and nurse Now they need to terminate their therapeutic relationship and dissolve the

links between them.

Sometimes may be difficult for both as psychological dependence persists Patient drifts away and breaks bond with nurse and healthier emotional

balance is demonstrated and both becomes mature individuals

Interpersonal theory and nursing process Both are sequential and focus on therapeutic relationship

Both use problem solving techniques for the nurse and patient to

collaborate on, with the end purpose of meeting the patients needs Both use observation communication and recording as basic tools utilized

by nursing


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Assessment

Data collection and analysis[continuous]

May not be a felt need

Orientation

Non continuous data collectionFelt need

Define needs

Nursing diagnosis

Planning

Mutually set goals

Identification

Interdependent goal setting

ImplementationPlans initiated towards

achievement of mutually set

goalsMay be accomplished by

patient , nurse or family

ExploitationPatient actively seeking and

drawing help

Patient initiated

Evaluation

Based on mutually expected

behaviorsMay led to termination and

initiation of new plans

Resolution

Occurs after other phases are

completed successfullyLeads to termination

HELPING RELATIONSHIP:-

Helping is a growth facilitating process in which one person assist others to solve problems and

face crisis in the direction the assisted person chooses.Nurse client relationship are referred to by

some as interpersonal relationship ,by others as therapeutic relationship and by still by others as

helping relationships.

Phases of helping relationship:-

This relationship process can be described in terms of four sequential phases,each of which is

characterized by identifiable tasks and skills.progression through the stages must occur in

succession,an each builds on the one before.

The phases are as follows


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1. Pre interaction phase

2. Introductory phase

3. Working phase

4. Termination phase

Preinteraction phase: It is similar to the planning stage before the interview.in most situations

,the nurse has the information about the client before the first face to face meeting.it may include

the clients name,address,age,medical history,and social history.

Introductory phase: It is also refered as the orientation phase or the prehelping phase.

Three stages of introductory phases are-

Opening the relationship

Clarifying the problem

Structuring and formulating the contract

Other important tasks of the introductory phase include getting to know each other and

developing a degree of trust.In initial stage the client may display some resistance behavioursand testing behaviours.

Resistant behavior are those that inhibit inbolvement ,cooperation , or change .testing behavior

are those that examine the nurses interest and sincerity.both the participants also begin to view

each other as unique individuals.

Working phase: In this the nurse and patient begin to appreciate this uniqueness and care about

each other.Caring is sharing deep and genuine concern about the welfare of another person.it has

three successive stages:-

Responding and exploring

Integrative understanding and dynamic self understanding

Facilitating and taking action

Termination phase: this phase of the relationship is often expected to be difficult and filled with

ambivalence.many methods can be used to terminate relationship.summarizing or reviewing the

process can produce a sense of accomplishment.it may include how things were at the beginning

of relationship ,compared to now.it is also helpful for both the nurse and the patient or client to

express their feelings about termination openly and honestly.thus,termination discussions need

to start in advance of the termination interview.

DEVELOPING HELPING RELATIONSHIP:Whatever the practice settings ,the nurse establishes some sort of helping relationships in which

mutual goals are set with the client , or with the support persons if the client is unable to

participate.it includes the following ways:-

Listen actively

Help to identify what the person is feeling

Put yourself in the others persons shoes


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Be honest

Donot tell the person not to feel like if the client is crying.dont say dont worry about

it,everything will be fine.This will inhibi the person to ventilate the feelings.

Donot tell a person what to feel

Donot make excuses for the other person

Be genuine

Use your ingenuinty-there are many courses of action of action to consider in handling

problems.

Whatever the course is chosen needs to further achievement of the clients goals ,be

compatible with the clients value system ,and offer the probability of success.the client

needs to choose the ways to achieve the goals ,however the nurse can assist in identifying

the options.

Know your role and limitations

RESULTS OF HELPING RELATIONSHIP

Two major client outcomes are desirable goals for the nurse and client relationship

Increased client understanding of how better personal responsibility and accountability

for health can be achieved.

Perceived satisfaction in the relationaship

In the nurse patient relationship ,change occurs in two ways:-

As an outcome of learning in terms of and the information gained and understood

As an outcome of learning in terms of interpersonal experiences in the nursing process.

Change means moving from old ways that has been tested and have become comfortable to newways that are unknown and somewhat threatening.

ORGANISATIONAL BEHAVIOUR:-INTRODUCTION

Management is a creative problem solving process. It involves four kinds of managerial features

planning,organinzing,staffing,leading and controlling manager and certain skills to perform the

basic and accomplished of its objectives.organisational behavior is an applied behavior skills that

are built on contributions from a number of behavior disciplines.

DEFINITION OF ORGANISATIONAL BEHAVIOUR

It is the sysytematic study of the actions and attitudes that people exhibit within organistions.it is

individual behavior and group dynamics in organizations.The study of organisatinal behavior is

primarily concerned with the psychosocial,interpersonal and behaviuoral dynamics in

organizations.there are some organizational variables which also effect behavior namely job

content ,job design and organizational structure.


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STEPHEN R ROBBINS defined organizational behavior as a field of study that investigates the

impact of individuals ,groups , and structures on behavior within the organization for purpose of

applying such knowledge towards improving an organizations effectiveness.

NATURE AND FEATURE OF ORGANIZATIONAL BEHAVIOUR-

It describes the relationship among human behavior in our organizational settings ,the individual

organiztaional interface ,the organizations and the environment surrounding the organization.it

should emphasise behavior as related to jobs,work,absenteeism,employement

turnover,productivity ,human performance and management.

Environment

Environment

ORGANIZATIONAL BEHAVIOUR AS A DISCIPLINE

Organizational behavior is not a discipline in usual sense of the term but rather an eclectic field

of study that intergrates the behavior sciences into the study of human behavior within

organization.Organizational behavior is a multidimensional activity as shown in the figure below

1. MASTERY OF KNOWLEDGE:

Objective knowledge in any field of study,is developed through basic and applied

research.acquiring basic knowledge requires the cognitive mastery of theories ,conceptual

models, and research findings.

2. SKILL DEVELOPMENT:

The essential skills identified are:

Resourse management skills such as time management

Information management skills suach as data interpretation

Human behavior in

The individual organizational

The organization

Mastery of

basic objective

knowledge

Development of

special skills

and abilities

Application of

knowledge and

skills


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Personal interaction skills suach as team work

Systems behavior and performance skills ,such as cause effect relations.

Technology utilization skills ,such as trouble shooting

3. APPLICATION OF KNOWLEDGE AND SKILLS:

It requires the integration of objective knowledge and skill development in order to apply both

appropriately in specific organizational settings.

CHALLENGES OF ORGANIZATIONAL BEHAVIOUR:

In todays demanding and dynamic workplace ,employees who are invaluable to an organization

must be willing to constantly upgrade their skills and take on extra work outside their own

specific job area.

Challenges for management in a global environment

Increasing number of global organizations :Globalistion of an organization means rethinking the most effiecient ways to use resources

,disseminate and gather information and develop people.It requires not only structural changes

but also changes in the minds of employees. Successful organizations are the ones that can

change in response to the compition .They will be fast on their feet, capable of developing new

products rapidly and getting them to market quickly.

Utilizing information technology and e-commerce and building a competitive advantage

In order to keep pace with the increased speed and complexity, new means of calculating,

sorting and processing information are being invented .The rate of technology changes is

greater today than any time in the past and technology changes are responsible for changingthe nature of jobs performed at all levels of organization.

Maintain a diverse workforce

Workforce diversity is the powerful force for change in organization. Successful companies are

recruiting professional with different backgrounds ,cultures , styles , and

motivations.So,leaders must understand the differences inworldviews ,communication

styles,ethics and etiquette of the people they deal with both internally and externally.

ORGANISATIONAL BEHAVIOR AND NURSING:-

It is an emerging field of knowledge which helps in pracising nurse mangers to understand the

dynamics of individual,groups and nursing organization in order to realize the nursing goals

,suggest certain prescription for improving organizational effevtiveness.the effect of any

organization depends upon effiecient use of human resourses in persuit of organizational

goals .However,use of these resources is not at easy task as individual behavior is complex and


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less amenable for predicting and control.hence,understanding of individual behavior is

important for nurse manager to design strategies for driving nurses to work.

Basically human beahaviour is a function of individual and environment.Individual s personal

factors and environmental factors both at macro and micro levels influence the behavior.at

micro level working condition,reward system,organizational policies,communication ,control

system,leadership and motivation and interaction with peer ,superiors,subordinates and group

influence behavior,similarly at macro level oraganizational environment effects behavior of

individual and society.since every individual is different in the abilities , motivation, apart from

behavior,so,knowledge of similarities and dissimilarities can enable nurse manager to

understand the organizational interaction process among nurses.

VARIOUS MODELS ELABORATING ORGANIZATIONAL BEHAVIOR:-

1.S-O-B-C Model

Stimulus organism-behavior-consequences

It is very simple and useful model.it identifies the important variables ,depicts the inter

relationship for directing human behavior in the accomplishment of goals.It also helps to

understand ,predict and control behavior of individual.above stated figure depicts that the

structural and environmental stimuli leads to behavior ,which determines the consequences of

patterns of behavior.while positive consequences is associated with re-inforcement and

negative consequences force to change the behavior .

2.COGNITIVE BEHAVIOR

According to thus model,covert cognitive like thinking ,knowing,understanding

,attitudes,beliefs and expectations determine the behavior.since these are not directly

measured ,the nurse managers can use observation and survey techniques for understanding

behavior of nurses.it can also help the nurse managers to take the good decisions based on ones

cognitive structure to useappropriate motivating factors to motivate the subordinates to work.

(S)STRUCTUR

AL STIMULI

OVERTCOVERT

ENVIRONMENTAL

STIMULIPhysical,

SocialCultural

(O)COGNITIV

E

MEDIATORS

PSYCHOLOGIC

(B)RESPONSE

S

OVERT

COVERT

AND

PATTERN OF

(C) +VE

RE

INFORCEMENT

-VE

FORCE

TO CHANGE

THE BEHAVIOR


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3.RE-INFORCEMENT MODEL

This model is based on classical conditional theory of IVAN REVLON and law of effect of

Edward thorndike.it emphasizes environment of individual that determine the behavior.an

environment is the initial stimuli.both positive and negative reinforcers,after producing a

response by stimulus,producing certain outcomes.By applying this model ,the nurse manager

can shape motivation policies by organizing the reward system to produce desired

outcome.Also training and development programmers can be designed for the nurses to

provide an opportunity to learn clinical and managerial skills that can produce rewards.

4.PSYCHOANALYTICAL MODEL

This model developed by SIGMUND FREUD ,also called theory of tension .according to this

theory,personality is the basic determinant of behavior,which can form a basis for

understanding the energy and dynamics of the individual interaction and thus can help thenurse managers to inculcate the creativity ,job satisfaction among then nurses and to develop

the groups to form certain values .this model can also be used to analyze the nurse leader

behavior.

5.CUSTODIAL MODEL

According to this behavior,organization s greater interest is the welfare of the employees

results in the weel maintained,contended and happy employers who depend on

organization.this produces committement.Thus,the model can pave way to bring security and

satisfaction to nurse but can fail to motivate them.

6.SUPPORTIVE MODEL

This model is developed on the basis of R.LIKERTs principle of supportive relationship and

ELTON MAYOs human relation approach .according to this model,leadership style of

manager is responsible for provision of climate of support to ensure job performance.it

assumes that employees are willing to take responsibility ,have derive to contribute and have

capacity to develop themselves.They are strongly motivated due to recognition of social and

esteem needs.

7.COLLEGIAL MODEL

This model emphasise team concept .it believes in provision of un programmed

work,intellectual environment and job freedom.Employees take greater responsibility ,develop

self discipline and engaged in moderate enthusiastic behavior.it is more useful in non

production organization.

PERSONALITY is another vital aspect of organizational behavior .It deals with understanding

of behavior .it helps to know how people in organization acts ,reacts to certain stimuli.extrovert


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and introvert theory of personality is very useful in management of organizational behavior

,used in developing organizational strategies to deal with individual employees for increasing

organizational effectiveness.

Job design,motivation ,leadership style ,career development ,training ,organizational

change,organization development and organizational effectiveness are based on personality

characteristics .for eg,introvert is more likely to perform better in dynamic and environmental

centered jobs.similarly,extrovert needs ,democratic style of leadership and introvert needs more

directive oriented leadership.these concepts can be used by the nurse managers while dealing

with the nurses of different levels at different set ups.

ORGANIZATION DEVELOPMENT

Organization Development (OD) is the systematic application of behavioral science knowledge

at various levels, such as group, inter-group, organization, etc., to bring about planned change.

Its objectives is a higher quality of work-life, productivity, adaptability, and effectiveness. It

accomplishes this by changing attitudes, behaviors, values, strategies, procedures, and structures

so that the organization can adapt to competitive actions, technological advances, and the fast

pace of change within the environment.

There are seven characteristics of OD:

1. Humanistic Values: Positive beliefs about the potential of employees (McGregor's

Theory Y).

2. Systems Orientation: All parts of the organization, to include structure, technology, and

people, must work together.

BEHAVIO

R

ENVIRONM

ENT

PERSON

MODELIN

G &

OBSERVA

TION

SELF

CONTRO

L


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3. Experiential Learning: The learners' experiences in the training environment should be

the kind of human problems they encounter at work. The training should NOT be all theory and

lecture.

4. Problem Solving: Problems are identified, data is gathered, corrective action is taken,

progress is assessed, and adjustments in the problem solving process are made as needed. This

process is known as Action Research.

5. Contingency Orientation: Actions are selected and adapted to fit the need.

6. Change Agent: Stimulate, facilitate, and coordinate change.

7. Levels of Interventions: Problems can occur at one or more level in the organization so

the strategy will require one or more interventions.

BIBLIOGRAPHY

Singh RP.Organizational Behaviour.1st

ed.New Delhi:2006;p.2-10 Nighingale nursing times.feb 2006.vol I.issue II.p.24-28

Basavanthapa BT.Nursing Education .2nd edition.Mumbai:jaypee brothers medical

publishers ;2009.p.59-81

Basavanthapa BT.Nursing Education .2nd edition.Mumbai:jaypee brothers medical

publishers ;2009.p.100-110

www. http://ebook30.com/science/psychology-behavior/103096/interpersonal-relations-

in-nursing-a-conceptual-frame-of-reference-for-psychodynamic-nursing.html

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