EXE- M.B.A

HUMAN BEHAVIOUR IN ORGANISATION.

SYLLABUS DETAILS :

1. INTRODUCTION TO ORGANISATIONAL BEHAVIOUR,

2. PERCEPTION AND ATTRIBUTION,3. PERSONALITY,

4. GROUP AND GROUP DYNAMICS,5.TEAM,

Syllabus details Contd...

6. LEADERSHIP AND INFLUENCE,7. POWER AND POLITICS

8. CONFLICT AND NEGOTIATIONS,9. CHANGE & STRESS MGMT. AND

10. DELEGATIONS.

NATURE OF ORGANISATION:

WE DEPEND ON ORGANISATIONS FROM EDUCATION, EMPLOYMENT, FOOD

CLOTHING, SHELTER, WEALTH, RECREATION AND MUCH MORE .

IN FACT, LIFE BECOMES UNLIVABLE SANS (WITHOUT) ORGANISATIONS.

WHAT ARE ORGANISATIONS?

ORGANISATIONS ARE AS OLD AS THE HUMAN RACE ITSELF. ORGANISATIONS

ARE NOT PHYSICAL STRUCTURES; RATHER; THEY ARE PEOPLE WHO WORK

TOGETHER TO ACHIEVE A SET OF GOALS.

WHO CREATES THESE ORGANISATIONS?

OFTEN AN INDIVIDUAL , OR A GROUP OF PEOPLE, WHO BELIEVE THAT THEY

POSSESS THE NECESSARY SKILLS AND KNOWLEDGE, FORM AN ORGANISATION TO PRODUCE GOODS AND SERVICES.

WHY DO ORGANISATIONS EXIST?

ORGANISATIONS ALLOWS PEOPLE JOINTLY TO:

1. INCREASED SPECIALIZATION AND DIVISION OF LABOUR.

2. USE LARGE-SCALE TECHNOLOGY, 3. MANAGE THE EXTERNAL

ENVIRONMENT, 4. ECONOMIZE ON TRANSACTION COSTS, 5. EXERT POWER AND CONTROL.

ORGANISATIONAL EFFECTIVENESS ?

IT IS ESSENTIAL THAT ORGANISATIONS SHOULD FUNCTION EFFECTIVELY IF THEY ARE TO BE USEFUL.

THEY ARE SAID TO BE EFFECTIVE WHEN THEY PRODUCE QUALITY GOODS AND SERVICES AT REASONABLE COST WITHOUT COMPROMISING ON PROFIT-MAKING.

THEY SHOULD SEEK TO SATISFY THEIR DIVERSE STAKEHOLDERS.

THE ROLE OF ORGANISATIONAL BEHAVIOUR:

ORGANISATIONAL BEHAVIOUR (OB) HELPS FIRMS ACHIEVE EFFECTIVENESS IN THEIR ACTIVITIES.

PEOPLE GENERALLY POSSESS PHYSICAL STRENGTH, SKILLS OF SOME KIND, EXECUTIVE SKILLS, AND ORGANISING ABILITIES.

O.B HELPS HARNESS THESE QUALITIES AND USE THEM FOR ACHIEVING ORGANISATIONAL GOALS.

DEFINITION AND MEANING OF O.B:

IT IS THE STUDY OF HUMAN BEHAVIOUR. THE STUDY IS ABOUT BEHAVIOUR IN

ORGANISATIONS, KNOWLEDGE ABOUT HUMAN BEHAVIOUR

WOULD BE USEFUL IN IMPROVING AN ORGANISATION'S EFFECTIVENESS.

O.B REFERS TO THE BEHAVIOUR OF THE INDIVIDUALS AND GROUPS WITHIN ORGANISATIONS AND THE INTERACTION BETWEEN ORGANISATIONAL MEMBERS AND THE EXTERNAL ENVIRONMENTS.

IT IS A FIELD OF STUDY THAT INVESTIGATES THE IMPACT THAT INDIVIDUALS, GROUPS AND STRUCTURE HAVE ON BEHAVIOUR WITHIN ORGANISATIONS FOR THE PURPOSE OF APPLYING SUCH KNOWLEDGE TOWARDS IMPROVING AN ORGANISATION'S EFFECTIVENESS.

FOUNDATIONS OF O.B :

BASED ON THE FOLLOWING ASSUMPTIONS DISTINCT TO THE DISCIPLINE :

1) AS INDIVIDUALS ARE DIFFERENT – AS A WHOLE PERSON AND BEHAVIOURAL.

2) DIGNITY AND IMAGE OF THE ORGANISATION ,3) MUTUALITY OF INTEREST AMONG

ORGANISATIONAL MEMBERS,4) HOLISTIC CONCEPT.

5) NEED FOR MANAGEMENT : MANAGEMENT IS THE ATTAINMENT OF ORGANISATIONAL GOALS IN AN EFFECTIVE AND EFFICIENT MANNER THROUGH PLANNING, ORGANISING, LEADING AND CONTROLLING.

IMPORTANCE OF O.B:

1) IT PROVIDES A ROAD MAP TO OUR LIVES IN ORGANISATIONS.

2) PEOPLE BRING THEIR ASPIRATIONS AND DREAMS TO THE WORK PLACE.

3) THE FIELD OF O.B USES SCIENTIFIC RESEARCH TO HELP US UNDERSTAND AND PREDICT ORGANISATIONAL LIFE.

4) IT HELPS US INFLUENCE ORGANISATIONAL EVENTS.

5) IT HELPS AN INDIVIDUAL TO UNDERSTAND HIMSELF/HERSELF AND OTHERS BETTER.

6) HELPS IN DELEGATIONS,7) IT BUILDS UP CORDIAL INDUSTRIAL

RELATIONS.

WHY ARE ORGANISATIONS POLITICAL SYSTEMS?

IS IT ALLWAYS RELATED WITH POWER?

IS IT BECAUSE OF COMPLEXITY IN THE JOB?

APPROACHES TO THE STUDY OF O.B:

1) PRODUCTIVITY APPROACH.

2)INTERACTIONALISM APPROACH

3) CONTINGENCY APPROACH

4) SYSTEMS APPROACH AND

5) H.R APPROACH.

1. PRODUCTIVITY APPROACH :

IT IS THE RATIO OF OUTPUT TO INPUT, AND IS THE MEASURE OF AN ORGANISATIONS

EFFECTIVENESS. IT ALSO REVEALS THE MANAGERS

EFFICIENCY IN OPTIMISING RESOURCE UTILISATION.

2. INTERACTIONALISM APPROACH:

THIS METHOD ATTEMPTS TO EXPLAIN HOW PEOPLE SELECT, INTERPRET, AND

CHANGE VARIOUS SITUATIONS.

3. CONTINGENCY APPROACH:

THIS APPROACH PICKS UP THE ONE BEST WAY OUT OF THE DESIRABLE VARIABLES.

4. SYSTEMS APPROACH:

THIS HELPS THE MANAGERS TO CONCEPTUALISE THE FLOW AND

INTERACTION OF VARIOUS ELEMENTS OF THE ORGANISATION.

5. H.R APPROACH:

THIS APPROACH IS ALSO CALLED THE SUPPORTIVE APPROACH. IT

RECOGNISES THE FACT THAT PEOPLE ARE THE CENTRAL RESOURCE IN ANY

ORGANISATION AND THAT THEY SHOULD BE DEVELOPED TOWARDS HIGHER

LEVELS OF COMPETENCY.

THE O.B MODEL:

1. INDIVIDUAL BEHAVIOUR: PERSONALITY,INTELLIGENCE, PERCEPTION, LEARNING,

ATTITUDES AND MOTIVATION.2. GROUP BEHAVIOUR : MGMNT. AND MANAGERS, GROUP DYNAMICS, TEAM DYNAMICS, LEADERSHIP, POWER AND POLITICS, COMMUNICATION, CONFLICT

AND DECISION MAKING.

THE O.B MODEL contd....

3.ORGANISATION: ORGANISATIONAL CULTURE, H.R POLICIES & PRACTICES,

WORK STRESS, ORGANISATIONAL CHANGE MGMT. AND DEVELOPMENT.