ORGANIZATION

BEHAVIOR

Defination

Organizational behavior (OB) is a field of study devoted to

understanding, explaining, and ultimately improving the

attitudes and behaviors of individuals and groups in

organizations.

It is the study and application of knowledge about how

people act within organizations.

It is a human tool for human benefit.

OB covers the core topics of motivation, leadership

behavior and power, interpersonal communication, group

structure and process, learning, attitude development and

perception, change process, conflict, job design and work

stress.

Organizational behavior is the field of study which

investigates the impact that individuals, groups and

structures have on behavior within the organization.

Importance of Organizational Behavior

To map out the organizational event.

To understand organizational life.

To know yourself.

To understand others.

Marinating cordial industrial relations.

Important for motivation.

Important for marketing.

Optimum utilization of employee skills.

Fundamental concept of organizational behavior

Individual Behavior :

In spite of all the human being similar every one is different.

Every one has a different gift of the nature; different quality of

intelligence, different perception and the different ways of

behavior. The concept tells that every person is an entity in

him. Every individual is to be treated differently even though

two persons may have the same behavioral problems. The

concept also tells the manager that he had better be aware of

his own stereotypes. A stereotype is a tendency to attribute

the traits of a group to an individual because he belongs to the

said group.

Personality :

Personality psychology is a branch of psychology that

studies personality and its individual differences.

"Personality" is a dynamic and organized set of characteristics

possessed by a person that uniquely influences his or

her cognitions, emotions, motivations, and behaviors in various

situations.

the study of personality is based on the essential insight that all

people are similar in some ways, yet different in others.

Perception :

People’s perceptions also differ when they see an object. Two

people can differently present the same object. And this is

occurring for their experiences. A person always organizes and

interprets what he sees according to his lifetime of experience and

accumulated value. Employees also see work differently for they

differ in their personalities, needs, demographics factors, past

experiences and social surrounding.

Attitude :

An attitude is an expression of favor or disfavor toward a person,

place, thing, or event. Psychologists define attitudes as a learned

tendency to evaluate things in a certain way. Attitudes are

complex. There are many subtle variations and apparent

contradictions. There is so much variation that no two people are

alike.  In fact, as circumstances change, no one person remains the

same. So people with different attitudes should be treated

differently.

Values :

An employee wants to be treated separately from other factor of

production (land, capital, labor). They refuse to accept the old idea

that they are simply treated as economic tools because they are best

creation of almighty Allah. For this reason, they want to be treated

with carrying respect, dignity and other things from their employers

and society.

Transactional AnalysisTransactional analysis (TA to its adherents), is an

integrative approach to the theory

of psychology and psychotherapy.

TA was first developed by Canadian-born

US psychiatrist Eric Berne, starting in the late 1950s.

It is described as integrative because it has elements of

psychoanalytic, humanistic and cognitive approaches.

As a theory of personality, TA describes how people are

structured psychologically. It uses what is perhaps its best

known model, the ego-state (Parent-Adult-Child) model, to do

this. The same model helps explain how people function and

express their personality in their behavior.As Berne set his Psychology up, there are four life positions that a person can hold and holding a particular psychological position has profound implications for how an individual operationalizes his or her life.

The positions are stated as:

I'm OK and you are OK:- This is the healthiest position about

life and it means that I feel good about myself and that I feel

good about others and their competence.

I'm OK and you are not OK:- In this position I feel good about

myself but I see others as damaged or less than and it is

usually not healthy,

I'm not OK and you are OK:- In this position the person sees

him/herself as the weak partner in relationships as the others

in life are definitely better than the self. The person who holds

this position will unconsciously accept abuse as OK.

I'm not OK and you are not OK:- This is the worst position to be

in as it means the I believe that I am in a terrible state and the

rest of the world is as bad. Consequently there is no hope for

any ultimate supports.

The Ego-State (or Parent-Adult-Child, PAC)

modelAt any given time, a person experiences and manifests their

personality through a mixture of behaviors, thoughts and

feelings.

Typically, according to TA, there are three ego-states that

people consistently use:

Parent ("exteropsyche"): a state in which

people behave, feel, and think in response to an

unconscious mimicking of how their parents (or other

parental figures) acted, or how they interpreted their

parent's actions. For example, a person may shout at

someone out of frustration because they learned from an

influential figure in childhood the lesson that this seemed

to be a way of relating that worked.

Adult ("neopsyche"): a state of the ego which is

most like a computer processing information and making

predictions absent of major emotions that could affect its

operation. Learning to strengthen the Adult is a goal of

TA. While a person is in the Adult ego state, he/she is

directed towards an objective appraisal of reality.

Child ("archaeopsyche"): a state in which people behave,

feel and think similarly to how they did in childhood. For

example, a person who receives a poor evaluation at work may

respond by looking at the floor, and crying or pouting, as they

used to when scolded as a child. Conversely, a person who

receives a good evaluation may respond with a broad smile and

a joyful gesture of thanks. The Child is the source of emotions,

creation, recreation, spontaneity and intimacy.

JOHARI Window

The Johari window is a technique created by Joseph Luft

and Harrington Ingham in 1955 , in the United States, used

to help people better understand their relationship with self

and others. It is used primarily in self-help groups and

corporate settings as a heuristic exercise.

Charles Handy calls this concept the Johari House with four

rooms. Room 1 is the part of ourselves that we see and others

see. Room 2 is the aspects that others see but we are not

aware of. Room 3 is the most mysterious room in that the

unconscious or subconscious part of us is seen by neither

ourselves nor others. Room 4 is our private space, which we

know but keep from others.