Is the study of human behavior in organization of the interaction between individual and organization and of the organization itself?

Organizational behavior refers to the way that people, either as individuals or in groups, behave within the context of an organization. Psychological theories, meanwhile, seek to explain the reasons people behave as they do. The intersection of organizational behavior and psychological theory provides insight into why people act as they do in the context of work. Such insight can help leaders create environments conducive to better performance. Specific psychological theories have different relationships with organizational behaviors.

Motivation

1. Motivation in employees allows them to sustain effort in a particular direction for some period of time. Naturally, management wants motivated employees. But, motivated by what and to what end? Psychological theory often attempts to explain motivation through evaluating people's needs. In Maslows' theory, for instance, needs are ordered from those of basic survival to metaphysical fulfillment. The lowest unmet need, according to theory, is the one driving an individual's behavior. Meshing the motivations of employees with a company's needs can help leaders achieve goals.

Reciprocity

1. Social exchange theory refers to cooperative, reciprocal behavior that emerges when a person is the recipient of some benefit. A relationship begins when a benefactor bestows something upon another and the recipient, in turn, returns the favor by becoming the benefactor. As the exchange of benefits continues, the relationship grows, built on a sense of mutual obligation and an implied contract. In terms of organizational behavior, social exchange theories predict that those in leadership roles can garner employee backing for company agendas if those employees are treated favorably. If an organization breaks its contract by not keeping benefits up, employees may feel released from their contract with the employer at the cost of loyalty and effort on the company's behalf.

Positivity

1. The advent of the 21st century saw the development of a new way of approaching organizational behavior. Instead of trying to eliminate the negative, current psychological theory looks at accentuating the positive. This new study falls under the positive psychology movement. Phrases such as "positive organizational behavior" or "positive organizational psychology" are used when positive psychology is applied to organizational behavior. Applied that way, it looks at the positive psychological capital of an organization -- in other words, this new theoretical approach emphasizes what's right and figures out where it comes from so an organization can propagate more of the same. Confidence, hope, resiliency and optimism -- these are the important positive psychological traits that lay behind constructive activity and organizational behavior. This capital can belong to individuals, groups, leaders and to the organization itself.

Group Belonging

1. Social identity theory refers to the identity a person feels as a member of a group. A sense of group belonging can be a powerful force in an organization because people tend to favor others who are of their group as an extension of self. This can be damaging if the social identity is, for instance, based on race or gender. On the other hand, social identity can create a sense of camaraderie among members of a work team and give it a competitive edge.

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1. 1. BC 7
2. 2. CHAPTER I
3. 3. Human behavior refers to the physical actions of a person that can be seen or heard such as smiling or whistling. With his thoughts, feelings, emotions, and sentiments, the person exhibits behaviors similar or different when he is in or out of organizations. Organizational behavior or OB may be defined as “the study of human behavior in organization, of the interaction between individuals and the organization, and of the organization itself.”
4. 4. The three goals of OB are as follows: 1. To explain behavior; 2. To predict behavior; and 3. To control behavior. OUT OF THE ORGANIZ ATION IN THE ORGANIZATION THE PERSO N BEHAVIOR With his thoughts, feelings, emotions, sentiments THE PLACES WHERE THE PERSON EXHIBITS HIS BEHAVIOR
5. 5. The study of OB offers certain benefits. They are as follows: 1. Development of people skills; 2. Personal growth; 3. Enhancement of organizational and individual effectiveness; and 4. Sharpening and refinement of common sense.
6. 6. 1. Development of People Skill Two types of skills that a person will need to succeed in his chosen career: 1. The skill in doing his work; and 2. The skill in relating with people. 2. Personal Growth Personal growth makes a person highly competitive in the workplace. The chance to achieve personal growth is enhanced by knowledge of OB. Intrapersonal thinking may be described briefly as one possessed by a person with highly accurate understanding of himself or herself.
7. 7. 3. Enhancement of Organizational and Individual Effectiveness Effectiveness is a major attribute of successful organizations, as well as individuals. When the right decisions are made, effectiveness follows. 4. Sharpening and Refinement of Common Sense People differ in the degree of common sense they possess. Improvements in this type of ability however, can still be made and great benefits can be derived if this is done.
8. 8. The origins of OB can be traced to the ff: 1. The human relations approach a. The scientific management approach by Frederick W. Taylor b. The human relations approach by Elton Mayo and others 2. The personality theories a. Freud’s model b. The behaviorist approach by Watson and Skinner c. The Humanist approach by Carl Rogers, Fritz Perls and Abraham Maslow
9. 9.  FREDERICK W. TAYLOR was the well-known disciple of the scientific management movement.  The primary purpose of scientific management was the application of scientific methods to increase the individual worker’s productivity.  Taylor used scientific analysis and experiment to increase worker output. He did it by regarding individuals as equivalents of machine parts and assessed them specific repetitive tasks.  ELTON MAYO and his research team conducted the Hawthorne studies in 1920 to determine what effect hours of work, periods of rests and lighting might have on worker fatigue and productivity.  It was discovered that the social environment have an equivalent if not greater effect on productivity than the physical environment.  Mayo concluded that social interaction is a factor for increased productivity.
10. 10.  SIGMUND FREUD brought the idea that people are motivated by far more than conscious logical reasoning.  Freud believed that irrational motives make up the hidden subconscious mind, which determines the major part of people’s behavior.  J.B. WATSON an eminent psychologist, formulated the theory about learned behavior or behaviorism. This theory indicated that a person can be trained to behave according to the wish of the trainer.  B.F. SKINNER extended Watson’s theory with his own theory of behavior modification. Skinner concluded that when people receive a positive stimulus like money or praise for what they have done, they will tend to repeat their behavior.  When they are ignored and receive no response to the action, they will not be inclined to repeat it.
11. 11.  The humanist movement is another important aspect in the development of OB.  It is composed of a group of psychologists and three prominent contributors – Carl Rogers, Fritz Perls, and Abraham Maslow.  ROGERS focused on the person as an individual instead of adhering to a rigid methodology.  PERLS’ contribution is the Gestalt psychology wherein the person is seen as being plagued by numerous split, or conflicting desires and needs, which dissipate energy and interfere with that person’s ability to achieve his potential.  The object of Gestalt psychology is to integrate conflicting needs into an organized whole, in which all parts of a person work together towards growth and development.
12. 12.  ABRAHAM MASLOW forwarded his model which espouses the idea of developing the personality toward the ultimate achievement of human potential.  This process is referred to as self-actualization. To achieve this objective, the person must work his way up the succeeding steps of a hierarchy of needs.  May an organization use whatever means, fair or foul, to achieve its objectives?  Is it right for a business firm to adapt a policy of hiring only those who are members of a certain religious sect?  Is it right for organizations to allow executives to play favorites in the workplace?  Should the propriety of such behaviors be the concern of organizations?
13. 13.  Philosophers maintain the view that a society that has low regard for morals will disintegrate after a period of time. To avoid chaos and destruction, and to make life in society possible, adherence to the practice of moral principles regulating human relations become necessary.  The above concerns bring us to the topic of organizational ethics.  WHAT IS ETHICS? Ethics refers to the set of moral choices a person makes based on what he or she ought to do. Organization Ethics. These are moral principles that define right or wrong behavior in organizations. Ethical Behavior. This refers to behavior that is accepted as morally “good” and “right” as opposed to “bad” and “wrong”.
14. 14.  What constitutes right and wrong behavior in organization is determined by: 1. The public 2. Interest groups 3. Organizations 4. The individual’s personal morals and values ETHICAL ISSUES There are important ethical issues that confront organizations. They consist of the following: 1. Conflict of interest 2. Fairness and honesty 3. Communication 4. Relationships within the organization
15. 15.  A conflict of interest exists when a person is in the position of having to decide whether to advance the interests of the organization or to operate in his or her own personal interests.  In organizations which practices ethical behavior, people do not accept bribes to influence the outcome of a decision.  People in organizations are expected to be fair and honest. Ethical behavior demands that, beyond obeying the law, they should not knowingly harm customers, clients, and competitors through deception, coercion or misrepresentation.  People can become victims of organizations that provide false and misleading information about their products and services.  Within the organization, people may still be performing unethical acts.

• For so long, man made serious attempts to be productive, economic or otherwise. He did it either individually or in a group. In his quest for fulfilling his dreams, he is always confronted with the risk of failure, and the risk is most3 often associated with the human factor, i.e., him and the others. Even if it was a machine that disrupted the production process, the person who decided to buy or use the machine faces the risk of placing his character under suspicion.

  It has become clear that the quality and quantity of the output of the individual, the group, or the organization depend heavily on the actions of the person. It follows that those who have knowledge of human behavior are better equipped to interact with individuals, groups or organizations.

• Human behavior in organizations is more appropriately referred to as organizational behavior (OB).
• In explaining behavior as a goal, OB needs to systematically describe how people behave under a variety of conditions, and understand why people behave as they do.

  OB must be used to predict behavior so support can be provided to productive and dedicated employees, and measures could be instituted to control the disruptive and less productive ones.

  OB can offer some means for managements to control the behavior of employees. As control is an important component of effective performance, the usefulness of OB must not be overlooked.

• People…
  A person who is much adept in the performance of his work may be successful up to a certain extent, but he will require another skill to make other people believe that he should be more successful than his current achievement.

  For example, the dentist who is well-trained in his discipline but is avoided by many would-be patients. It is not surprising to see these dentists would benefit from acquiring people skills through the study of OB.

  Another example, is the group of highly productive employees who complain that they are always bypassed in promotions. Studying OB may help them find answers to their queries.

  OB….
  For instance, knowledge of the behavior of others through the study of OB will help the person understand his own behavior.

• Follows..

  In decision making, knowledge of OB can be very useful. For instance, there are persons who perform better when they work in the afternoons. It would be a mistake to make them work in the morning and expect that they will perform better. Such errors could be avoided if the one authorized to decide on work assignments have knowledge of OB.

  Done…
  For instance common sense dictates that persons working in hot and humid places cannot perform well. Common sense, however, cannot easily provide information on the exact temperature that will make them work at optimum levels. In those types of concerns, knowledge of OB may be very useful.

• Productivity…

  Another group of researchers espoused the personality theories and made significant contributions to the development of OB.

• Methodology…
  He believes that people should acquire their own values and attitudes rather than be committed to a fixed set of prescribed goals. The more self-directed and aware people are, the better they are able to develop their own individual values and adapt to a changing environment.
• Organizations..
  These and similar behaviors in the organization happen every now and then. If allowing such actions become the norm rather than the exception, would it be to the best interest of everyone especially employers and employees?
• Interests…
  For instance, the purchasing officer of a university is in a situation where there is conflict of interest when he owns the shop that sells office supplies to the university.

  Deception – the act of making someone believe something that is not true
  Coercion – to make someone do something by using force or threats
  Misrepresentation – to describe someone or something in a false way especially in order to deceive someone

  For instance, a certain agency of the government would not normally release documents unless a certain amount of money is handed down to the releasing clerk.

  And services..
  For instance, a recruitment firm makes it appear that the employment conditions they describe to the job applications would be identical to what the foreign employer would offer. This practice is highly unethical.

  Unethical acts….
  For instance, employee A developed an idea that will be very useful to the organization. Employee B steals the idea and presents it to the top executive before employee A could present it himself. This action is highly unethical and it is to the detriment of the organization if such actions are allowed to flourish.

What is the study of organizational behavior?

What is human behavior in organizational behavior?

How human behavior interacts with the organization and the organization?

What is the relationship between organizational behaviour and individual?