Approaches and Models of Organisational Behaviour

Approaches and Models of Organisational Behaviour

Aim

The aim of this chapter is to:

understand various approaches to organizational behavior

describe the models of organizational behavior

state the importance of personal and work life relationship

Objectives

The objectives of this chapter are to:

discuss four approaches to organizational behavior

explain five different models of organizational behavior

study the interdependence of personal-life and work-life

Learning outcome

At the end of this chapter, the students will be able to:

define, identify and enumerate approaches to organizational behavior

define, identify and enumerate five different models of organizational behavior

explain the relationship between personal life and work-life

2.1 Introduction

Organisational behavior of people can be studied from various angels. These angels are called the approaches to organizational behavior.

2.2 Some of the Important Approaches Are:

The Inter-Disciplinary Approach: This approach states that in order to study the organizational behavior, it is necessary to understand the interactions and interdependence between the various aspects of human life.

The Human Resources Approach: This approach states that the management of an organization should support training and development of employees, since it yields better results. This leads to employee and organization growth.

The Systems Approach: This approach looks upon the management as a ‘System’ with various sub-systems. The attention should be given to overall effectiveness of the system rather than effectiveness of any sub-system in isolation.

The Contingency Approach: This approach states that each situation should be dealt uniquely, with special thinking and decision making.

The various approaches to the study of Organisational behavior have given rise to different models.

2.3 Models of Organisational Behaviour:

The Autocratic Model: This model assumes that authority of superiors and obedience is central to results. Obedience of subordinates is due to two reasons: respect for knowledge and fear of punishment in case of disobedience.

The Custodian Model: This model assumes that organizational behavior depends upon economic resources. Employees work for money and job security. The management takes the role of guardian and custodian of their employees and their wealth.

The Supportive Model: This model assumes that management plays role of supportive leadership. Employees show an initiative and drive for performance through their involvement and participation in the organizational activities. Employees need support, status and recognition for their performance.

The Collegial Model: The model is based on the assumption that the main need of employees is self actualization and they exhibit responsible behavior. The management must build teams and encourage participation in decision making.

The SOBC Model: It is based on the philosophy that ‘human behavior is caused and follows the cause-effect relationship’. SOBC stands for Stimulus, Organism, Behaviour, Consequences.

Stimulus:• Is the cause

Organism:• Can be an individual or group.

Behaviour:• Is expressed in terms of action or response.

Consequences:• Are results.

Stimulus>Organism>Behaviour>Consequences

Parameter basis	Autocratic	Custodial	Supportive	Collegial
Managerial orientation	Authority	Money	Support	Teamwork
Employee orientation	Obedience	Job security	Performance	Responsibility
Employee psychology	Dependence on boss	Dependence on organization	Participation	Self discipline
Employee needs	Survival	Maintenance	Self esteem& recognition	Self actualization
Performance results	Minimum	Passive cooperation	Efficient	Effective
Level of morale	Compliance	Satisfaction	Motivation	commitment

2.1 Tabular representation of models

2.4 Inter-Relationship Between Personal Life and Work Life.

Research has revealed that organizational behavior of an employee is a result of a constant interaction between personal life and work life. Employee happy with the work-life tends to be happy with the personal-life. The reverse may not be always true.

Summary:

   This chapter covers various approaches and models in organizational behavior. It also highlights the importance of relationship between personal – life and work-life

    The interrelationship between personal life and work life cannot be overlooked. Hence it is extremely important for mangers to understand various aspects of organizational behavior in the lightof various approaches and models discussed in this chapter

References

    Zachary W.B., Kuzuhara L.W., William B. and Loren W, 2004. Organisational Behaviour: Integrated Models and Applications, 1st ed., South-Western College Pub.

     Ivancevich J., Konopaske R., Matteson M., 2007. • Organisational Behaviour and Management, 8th ed., McGraw-Hill/Irwin.

Recommended Reading

George J., Jones G., 2007. Understanding and Managing Organisational Behaviour, 5th ed., Prentice Hall.•

Slocum J.W. 2010. Organisational Behaviour, 13 th ed., South-Western College Pub

Robbins J., 2009.  Organisational Behaviour, 13th ed., Pearson International