Approaches of Organizational Behavior

Presented by : Salim Papuani

Submitted to : Prof. Milap Vaishnav

Approaches of OB

Human resources(supportive) Contingency

Result-Orientedsystems

Human Resources (supportive) approachEmployee growth and development toward

higher levels of competency, creativity and fulfilment are encouraged and supported because people are the central resource in any organization and society.

It helps employees be come better, more responsible people, and then it tries to create a climate in which they may contribute the limits of their improved abilities.

“ Give a person a fish, and you feed that person for a day; Teach a person to fish, and you feed that person for life. ”

Another name for the human resources approach is the supportive approach, because the manager’s primary role changes from control of employees to active support of their growth and performance.

Contingency approachDifferent situations require different behavioral

practices for greatest effectiveness.Managers need to know under what condition

they should choose one behavioral approach over another, and the contingency framework can help them do this.

The contingency approach also is more interdisciplinary, more system-oriented, and more research-oriented than the traditional approach.

Result-oriented approach Outcomes of organizational behaviour programs are

assessed in terms of their efficiency. Productivity, at its simplest, is a ratio that compares

unit of output with unit of input, often against a predetermined standard.

TQM is an integrated attempt to improve the quality of a firm’s products or services through a variety of techniques and training.

Ability can be improved through hiring better workers or providing existing employees with job-related training. Motivation results from a person’s attitudes reacting in a specific situation.

Systems ApproachTreating an organization as a system is critically

important to its success.Holistic Organizational Behavior interprets people-

organization relationships in terms of the whole person, whole group, whole organization, and whole social system. It takes an across the board view of people in organizations in an effort to understand as many of the factors as possible that influence people’s behavior.

Cost-benefit analysis is needed to determine whether potential actions will have a net positive or net negative effect. These costs can include work slowdowns, higher absenteeism rates.