1. INTRODUCTION TO
ORGANISATION BEHAVIOUR
(Module – 1)

2. ORGANISATION BEHAVIOUR - MEANING
• OB is the study and application of
knowledge about how people,
individuals, and groups act in
organizations.
• It interprets people-organization
relationships in terms of the whole
person, whole group, whole
organization, and whole social system.
• Its purpose is to build better
relationships by achieving human
objectives, organizational objectives,

3. ORGANISATION BEHAVIOUR -
DEFINITION
“Organisation Behaviour is concerned with
the study of what people do in an
organisation and how that behaviour
affects the performance of the
organisation.”
(Robbins: 1998,9)

5. Elements of Organizational Behavior
• The organization's base rests on
management's philosophy, values,
vision and goals. This in turn drives
the organizational culture which is
composed of the formal organization,
informal organization, and the social
environment.

6. Elements of Organizational Behavior
• The culture determines the type of
leadership, communication, and group
dynamics within the organization.
• The workers perceive this as the
quality of work life which directs their
degree of motivation. The final
outcome are performance, individual
satisfaction, and personal growth and
development. All these elements
combine to build the model or
framework that the organization

7. ELEMENTS OF ORGANISATION
BEHAVIOUR
• People: People make up the internal
social system of the organization.
They consist of individuals and
groups who perform various activities
in the organizations.
• Structure: Structure defines the
official relationships of people in the
organization.
• Jobs and Tasks: Job refers to the
sum total of an individual’s
assignment at the workplace. Tasks
refer to the various activities that

8. • Technology: Organizations have
technologies for transforming inputs
into outputs.
• Environment: All organizations
operate within an external
environment. A single organization
does not exist alone. It is affected by
political, economic , social, political
environment.

9. FIELDS CONTRIBUTING TO OB

10. PSYCHOLOGY
• Psychology deals with studying
the human behavior that seeks
to measure, explain and
sometimes change the behavior
of humans.
• Learning
• Personality
• Perception
• Motivation

11. SOCIOLOGY
• Sociology is the study of social
systems in which the individuals
fill their roles.
• Group behavior
• Group dynamics
• Organizational culture
• Organizational theory and
structure
• Power
• Conflict

12. SOCIAL PSYCHOLOGY
• It has been defined as the
scientific investigation of how
the thoughts, feelings and
behavior of individuals are
influenced by the actual,
imagined or implied presence of
others,
• Persuasion
• Influence
• Stereotype

13. ANTHROPOLOGY
• The main aim of anthropology is
to acquire a better
understanding of the
relationship between the human
being and the environment.
• Culture
• Values
• Attitudes

14. POLITICAL SCIENCE
• Political scientist study the
behavior of individuals and
groups within a political
environment.
• Conflict and conflict resolution
tactics
• Allocation of power

15. ECONOMICS
• Market conditions
• Transaction costs
• Uncertainity
• Opportunity etc

16. Importance of OB
• It helps an individual
understand oneself. It is a
systematic study of the actions
and attitudes that people exhibit
within organisation.
• It helps managers in getting the
work done through effective
ways.
• It helps to develop work-related
behaviour and job satisfaction.
• It helps in building motivating

17. Importance of OB
• It helps in predicting behaviour
and applying it in some
meaningful way to make
organisations more effective.
• It implies effective management
of human resources.

18. IMPORTANCE OF OB
• Self development
• Personality development
• Development of human values
and ethical perspective
• Managing stress and achieving
mental hygiene
• Creative use of emotions
• Creating learning individual and
learning organisation
•

19. IMPORTANCE OF OB
• Leadership
• Motivation and morale
• Job satisfaction
• Effective communication
• Interpersonal effectiveness
including persuasion, coaching,
counselling, mentoring, goal
setting, decision making,
politicking, negotiation, conflict
handling.

20. Emerging Challenges in
OB
• Improving people skills:
Technological changes,
structural changes,
environmental changes are
accelerated at a faster rate in
business field.
• Unless employees and
executives are equipped to
possess the required skills to
adapt those changes, the
achievement of the targeted

21. Emerging Challenges in
OB
• There two different categories of
skills – managerial skills and
technical skills.
• These skills can be enhanced by
organizing a series of training
and development programmes,
career development
programmes, induction and
socialization etc.

22. Emerging Challenges in
OB
• Improving Quality and Productivity:
Quality is the extent to which the
customers or users believe the
product or service surpasses their
needs and expectations.
• More and more managers are
confronting to meet the challenges to
fulfill the specific requirements of
customers. In order to improve
quality and productivity, they are
implementing programs like total
quality management and
reengineering programs that require

23. Emerging Challenges in
OB
• Improving quality and
productivity: Toward Improving
quality and productivity,
managers are implementing
programs such as TQM (Total
Quality Management) and
Reengineering programs that
require extensive employee
involvement. The Organizational
behavior offers important
insights into helping managers

24. Emerging Challenges in
OB
• Managing Workforce Diversity:
This refers to employing
different categories of
employees who are
heterogeneous in terms of
gender, race, ethnicity, relation,
community, physically
disadvantaged, homosexuals,
elderly people etc.
• To tap the talents and
potentialities, harnessing the

25. Emerging Challenges in
OB
• Responding to Globalization:
Today’s business is mostly
market driven; wherever the
demands exist irrespective of
distance, locations, climatic
conditions, the business
operations are expanded to gain
their market share and to
remain in the top rank etc.
• Company’s products or services
are spreading across the nations

26. Emerging Challenges in
OB
• Empowering People:
Empowerment is defined as
putting employees in charge of
what they do by eliciting some
sort of ownership in them.
• Encouraging the employees to
participate in work related
decision will sizably enhance
their commitment at work.
• Managers will act as coaches,
advisors, sponsors, facilitators

27. Emerging Challenges in
OB
• Stability and flexibility: Now
days, change is an ongoing
activity for most managers. The
study of Organizational behavior
can provide important insights
into helping a manager better
understand a work world of
continual change and how to
overcome resistance to change .

28. Emerging Challenges in
OB
• Improving ethical behavior:
Today's manager needs to
create an ethically healthy
climate for his or her employees
where they can do their work
productively and confront a
minimal degree of ambiguity
regarding what constitutes right
and wrong behavior.

29. FOUNDATIONS OF OB

30. FOUNDATIONS OF OB

31. FOUNDATIONS OF OB

32. FOUNDATIONS OF OB

33. FOUNDATIONS OF OB

34. FOUNDATIONS OF OB

35. FOUNDATIONS OF OB

36. FOUNDATIONS OF OB

37. Shortcomings of OB
• Organizational behaviour cannot
abolish conflict and frustration
but can only reduce them. It is
a way to improve but not an
absolute answer to problems.
• OB helps an individual to
understand human behaviour
only at workplace or he she may
be a failure at domestic front.

38. Shortcomings of OB
• OB has not contributed to
improved interpersonal relations
in an organisation. Jealousies,
back stabbing, harassements go
side by side with rewards,
lectures, discussions, smiles etc
• OB is selfish and exploitive.
With emphasis on motivation
,efficiency, productivity there
exists a kind of competition
among workers and they are

39. Shortcomings of OB
• A significant concern about
organizational behavior is that
its knowledge and techniques
can be used to manipulate
people unethically as well as to
help them develop their
potential.
• They could use what they know
about motivation and
communication in manipulation
of people without regard for

40. Shortcomings of OB
• The Law of Diminishing Returns
• Overemphasis on a valid
organizational behavior practice
may produce negative results,
as indicated by the law of
diminishing returns.
• It states that at somepoint,
increases of a desirable practice
produce declining returns,
eventually zero returns, and
then negative returns as more

41. Shortcomings of OB
• The concept implies that for any
situation there is an optimum
amount of a desirable practice
such as recognition or
participation.

42. THANK YOU