Organizational Behaviour

“Organisation Behaviour is concerned with the study of what people do in an organisation and how that behaviour affects the performance of the organisation.”

Organisational behaviour offers several ideas to management as to how human factor should be properly emphasised to achieve organisational objectives. Understanding Human Behaviour Organisational behaviour provides under¬standing the human behaviour in all directions in which the human beings interact. Thus, organisational behaviour can be understood at the individual level, interpersonal level, group level and inter-group level.Organisational behaviour helps to analyse ‘why’ and ‘how’ an individual behaves in a particular way. Human behaviour is a complex phenomenon and is affected by a large number of factors including the psychological, social and cultural implications.

The co-operative relationships help the organisation in achieving its objectives. Organisational behaviour provides means to understand and achieve co-operative group relationships through interaction, rotation of members among groups, avoidance of win-lose situation and focussing on total group objectives , Controlling and Directing Behaviour , Use of Power and Sanction, Leadership, Communication, Organisational Climate, Organisational Adaptation.

Individual Behaviour

Behaviour is the pattern of how a person responds to a stimulus. Responses can be influenced by Culture, Attitude, Values, Authority, Genetics.

Personality represents the "whole person" concept. It includes perception, learning, motivation, and more. According to this definition, people's external appearance and traits, their inner awareness of self, and their person-situation interaction make up their personalities. The Big Five Personality Traits are Conscientiousness, Emotional stability, Agreeableness, Extraversion, Openness to experience.ORGANISATIONAL misbehaviour is defined as ‘anything you do at work that you are not supposed to do’.

It is also often identified as behaviour that is unacceptable to management and may significantly disrupt its functioning. Value is a judgemental element of what is right, good or desirable. Attitude is defined as a learned predisposition to respond in a consistently favorable or unfavorable manner with respect to the objective.Perception is the organization, identification and interpretation of sensory information to represent and understand the environment. Perceptual selection is the process by which people filter out irrelevant or less significant information so that they can deal with the most important matters. Motivation is a process of arousing and sustaining goal-directed behavior induced by the expectation of satisfying individual needs. Changing Perceptions to Improves Motivation.

Group Behaviour

The thought process of selecting a logical choice from the available options. Group decision making techniques involves Identifying Problems, Multiple Perspective Analysis, Short-Term Decisions, Following Up and Feedback.

Team building is a philosophy of job design in which employees are viewed as members of interdependent teams instead of as individual workers. Communication is one of the important component in an organization , communication promotes motivation , it is a source of information, it helps in altering individual’s attitudes, helps in socializing, helps in controlling process.

Dynamics of Organizational Behaviour

Organizational climate (sometimes known as Corporate Climate) is the process of quantifying the “culture” of an organization, it precedes the notion of organizational culture. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior.

Job satisfaction is how content an individual is with his or her job. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs.

Stability the key to change "Change and stability are key dimensions in organisational culture. They complement each other and you should treat them as interdependent. Individual Approaches for Stress Prevention and Management are Manage workload & Set priority levels for tasks with a realistic work plan, Balance lifestyle by Get physical exercise and stretch muscles when possible, Practice self-awareness - Learn to recognize and heed early warning signs for stress reactions.

Organizational development deals with improving a company’s performance and individual development of its employees. Each organization should be viewed as a coherent system composed of separate parts. Organizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life. The term organizational development identifies the stages through which organizations go in the process of their development. You could say that organizational development is the way organizations change, evolve. This understanding is based on the assumption that organizations, just like human beings, have cycles of development, each characterized by its specific problems, crises and ways to overcome them.