2. WHAT IS ORGANIZATION?
A place where managers practice the
art of management.
An Institution or sub-units of an
institution working together for a
common goal.
3. WHAT IS ORGANISATION
BEHAVIOR?
It
is an study of human behavior.
The
study is about the
behavior of people in an
organization.
Knowledge about human behavior
and its usefulness in improving an
organizations effectiveness.
4. "Organizational
behavior is a field of
study that investigates
the impact that
individuals, groups and
structure have on
behavior within
organization for the
purpose
of applying such
knowledge toward
improving an
organization's
effectiveness."
STEPHEN
ROBBINS
5. "Organizational
behavior is the study
and application at
knowledge about the
how people - as
individuals and a
groups - act within
organization. It
strives to identify
ways in which people
can act more
effectively."
KEITH
DAVIS
6. "Organizational
behavior can be
defined as the
understanding, predi
ction and
management of the
human behavior
affect the
performance of the
organizations.
FRED
LUTHANS
7. IN LAYMAN’S TERM……
Organizational behavior is concerned
with the study of what people do in an
organization and how their behavior
affect the performance of the
organizations.
Organizational behavior is a scientific
discipline in which a large number of
research are conducted which improve
its knowledge base.
8. OB IS CONCERNED WITH WHAT PEOPLE DO IN AN ORGANIZATION ANS HOW
THAT BEHAVIOR AFFECTS THE PERFORMANCE OF THAT ORGANIZATION.
MANAGER OF AN ORGANIZATION IS REQUIRED TO HAVE COMPLETE
KNOWLEDGE AND INFORMATION ABOUT THE FOLLOWING FACTS :
1. When do two people (co-workers, or a superior subordinate) interact ?
2. When do two or more groups need to coordinate their efforts ?
3. What complexities are involved in interpersonal relations ?
4. Why some employees are more successful than
others ?
5. How can we act as a team ?
6. How to handle the stress of workers - superiors
and sub ordinates ?
7. How to obtain suggestions from employees ?
8. Why the culture of one organization differs
from other and why it is changing constantly ?
9. O.B.
Organizational behavior is a field of study that investigates
the impact that individual groups and structure have on
behavior within organizations for the purpose of applying such
knowledge toward improving an organizational effectiveness.
Actions and attitudes of individuals and groups toward one
another and towards the organization as a whole, and its
effect on the organization's functioning and performance
Organizational behavior is a science that not only trains
employees in organizational behavior for particular situation
rather it educates them in organizational behavior. This means
that it is an academic study of organization
Organizational Behavior (OB) is the study and application of
knowledge about how people, individuals, and groups act in
organizations.
Organizational Behavior studies encompasses the study
of organizations from multiple viewpoints, methods, and levels
of analysis.
12. ROLE OF OB IN TEXTILE INDUSTRY
The role of OB in organization is at counter stage.
Managers are aware that employees must play a vital role in
the success of organization.
It is an active participant in charting the strategic course an
organization must take place to remain
competitive, productive and efficient.
Its focal point is people, people are the life blood of the
organization.
The uniqueness of OB lies in its emphases on the people in
work setting and its concerns for the well living and comfort
of the human resources in an organization.
The function is much more integrated and strategically
involved.
Organisation and every other employee must work together to
achieve the level of organization. Effectiveness required
competing locally and internationally.
13. ROLE OF OB IN
MANUFACTURING INDUSTRY
For a company which believes in innovation and bringing new inventions in the
marketplace, undertaking appropriate measures to foster creativity and innovation is the major HR
challenge. Thus it is the mission, vision and the objective of the company which shall eventually
determine the appropriate strategies that need to be adopted.
Some of the possible strategies that can be adopted by an HR Manager to resolve the commonly
observed conflicts and avoid a diversity-consensus dilemma are
Mediation & compromise
Collaboration & Negotiation
Structured interaction
These strategies can be effectively used to increase the group cohesiveness and dilute the impact
of conflicts that may arise in employee-employee relation or employee-employer relation or in the
work involved.
Further Competency based HR system which uses the concept of
STAR-
Situation, Task, Action, Results can also be implemented. All these factors shall
play an important role in assessing employee capability and performance and ensuring harmony
among them while driving the productivity of the employees.
Balanced scorecard is yet another strategy possible to avoid cultural conflicts and drive
corporate performance by balancing short term and long term measures, financial and non-financial
measures, performance drivers with outcome measures.
CRM
would help bring a lot of information about sales, customers, marketing
effectiveness, marketing trends and effectiveness.
14. EDUCATIONAL
INSTITUTION
Educational Institution’s Chief administrator is required meet the
following objectives:1. Recruitment and selection, developing the work place required by the
organization.
2. Helping in creating a working environment that is conducive for his
members of staff so as to promote maximum contentment thereby
motivating them.
3. Ensuring that the abilities and skills of the workforce are used to the
optimum in pursuance of the institution’s mission and mandate.
4. Ensuring a fair balance between the personal needs of staff and the
needs of the institution in general.
5.Personal utilization to meet organizational needs
6. Motivation of employees to meet their needs and
organizational needs in unison.
7. Maintenance of human relationships.
15. ROLE OF OB IN INSURANCE
COMPANIES
Human relations approach improves employee morale
and job satisfaction. It increases employee efficiency
and reduces employee unrest.
An understanding of the human relations approach
assists the managers to develop a better realization of
how his own attitudes and behavior play a part in
everyday affairs.
It facilitates organizational communication and solidari
ty within the organization.
It enables the manager it anticipates, resolve / prevent
problems in the organization which assist organizationa
l growth.
Sound human relations improve relations between
management and between employers and employees.
16. CONCLUSION:
Helps to understand self and others better.
Effective management of people.
Tackle human problems humanly.
Predict the human behavior.
Predict the human behavior.
Effective utilization of human resources.
Effective utilization of human resources.
