Course Content
Unit 1: Introduction
Concept of organizational behavior Foundations of OB Contextual perspective of OB - HR Approach, Productivity Approach, Interactionalism Approach, Contingency Approach, System Approach Environmental context of OB - Globalization, diversity and ethics Theoretical Frameworks - Cognitive Framework, Behavioristic Framework, Social cognitive framework.
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CONCEPT OF ORGANIZATIONAL BEHAVIOR
CHARACTERISTICS OF ORGANIZATIONAL BEHAVIOR
FACTORS AFFECTING ORGANIZATIONAL BEHAVIOR
FOUNDATIONS OF OB
CONTEXTUAL PERSPECTIVE OF OB
ENVIRONMENTAL CONTEXT OF ORGANIZATIONAL BEHAVIOR
THEORETICAL FRAMEWORKS OF OB
REVIEW QUESTIONS
MCQ
PowerPoint Slide
Unit 2: Foundations of Individual Behavior
Personal Factors Environmental Factors Organizational Systems and Resources Models of Individual Behavior
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PowerPoint Slide
Unit 3: Perception and Attribution
Meaning and definition of perception Nature and importance of perception Sensation verses Perception Subprocesses of Perception Perceptual Selectivity and Organization - Attention Factors in Selectivity, Perceptual Organization Social perception - Characteristics of Perceiver and Perceived, stereotyping, Halo Effect; Attribution - Attribution Theory, Locus of Control Attributions, Other Attributions, Attribution Errors Impression Management -Concept Process of Impression Management Employee Impression Management Strategies Link between perception and decision making in organizations Individual differences and organizational constraints
Unit 4: Personality and Attitudes
Concept of Personality Hofstede’s Framework of Personality Approaches to Understaning Personality Traits and Dimensions Cattel’s 16 Personality Factors (16PF) The “Big Five” Personality Theory Personality Profiling Using DISC (Dominance, Influence, Steadiness, compliance) methodology Fundamental Interpersonal Relations Orientation Behavior Personality Traits - Locus of Control, Authoritarianism, Dogmatism, Machiavellianism, Risk Propensity, Self-esteem, Self-monitoring Concept of Attitudes Components of Attitudes Functions of Attitudes Changing Attitudes - Barriers to changing attitudes Providing New Information, Use of Fear, Resolving Discrepancies, Influence of Friends or Peers, The Coopting Approach Organizational commitment - Meaning and dimensions (Affective, Continuance, and normative) Guidelines to Enhance Organizational Commitment; Organizational Citizenship behaviors (OCBs): Concept.
Unit 5: Positive Organizational Behavior
Concept of Positive Organizationl Behaviour Optimism – Dimensions of Optimism,Optimism in the workplace, Hope, Subjective Well-Being (SWB), Resiliency Emotional Intelligence – Role of Emotion, Role of Intelligence, Meaning of Intelligence, Emotional Intelligence in the Workplace; Self-Efficacy – Meaning, Process and Impact of Self-Efficacy, Sources of Self-Efficacy, Implications for Self efficacy in the work place.
Unit 6: Motivation and Stress Management
Work motivation theories Motivational application through job design Motivational application through goal setting. Meaning and definition of stress Work Stress Model –Individual Level Stressors, Group Level Stressors, Organizational level Stressors, Extra-Organizational Stressors Stress Management – Individual Strategies, Organizational Strategies, Employee Assistance Programs (EAPs) Stress and Performance
Unit 7: Groups and Teams in Organizations
Concept of Groups and Group Dynamics Stages of Group Development Group Structure – Roles, Norms, Status , Size, cohesiveness Group Decision making Concept and nature of Teams Types of Teams Creating Effective Teams
Unit 8: Leadership
Concept of Leadership Traditional theories of Leadership – Trait Theories From Traits to States and Skills Development Group and Exchange Theories of Leadership Contingency Theory of Leadership Path-Goal Leadership theory Modern Theoretical Processes of Leadership – Charismatic Leadership Transformational Leadership Social Cognitive Approach Substitutes for Leadership Authentic Leadership Contemporary issues in leadership
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PowerPoint Slide
Unit 9: Communication and Conflict
Interactive communication in organizations Interpersonal communication – Oral Communication, Written communication, Nonverbal communication Organizational communication – Concept, Factors influencing organizational communication Communication Roles Communication Policies and Communication Audit Current issues in communication Concept and nature of conflict Changing views of conflict Functional and Dysfunctional conflict Process of conflict Levels of conflict Conflict resolution strategies
Unit 10: Organizational Change and Development
Concept Forces of change Resistance to change Approaches to managing organizational change Concept and characteristics of Organization Development (OD) OD values OD interventions at individual, group and organizational level
Organisational Behaviour

Concept of Organizational Behavior

Competition and collaboration are inevitablefor business organizations, requiring strategic differentiation. One key resource in achieving success is human capital, as people play a vital role in managerial and organizational effectiveness. However, managing human resources is complex due to the unpredictable nature of human behavior, necessitating diverse management approaches.

 

Organizational behavior (OB) focuses on understanding human behavior at individual, group, and organizational levels. It examines how people interact within an organization, the structure they operate in, and their expected behaviors.

  • Organization: A structured system where individuals collaborate to achieve common objectives. Organizations coordinate resources, roles, and communication to maximize efficiency and achieve goals.Examples include businesses, schools, hospitals, and government agencies.
  • Behavior: The way individuals act and respond to internal and external stimuli. Behavior varies across cultures and is influenced by habits, emotions, thoughts, and interactions.
  • Organizational Behavior (OB): A systematic study of how individuals and groups behave in organizational settings. It explores the impact of people, structures, and systems on workplace behavior, aiming to improve organizational effectiveness.

 

Why Organizational Behavior Matters

Understanding OB helps organizations predict, influence,and manage human behavior to foster growth. It enhances workplace dynamics, reduces negative outcomes, and aids managers in effectively handling human elements. OB principles apply to all types of organizations, making it a valuable tool for optimizing human potential and organizational success.

Therefore, organizational behavior is an applied behavioral science that is built on contributions from a number of other behavioral disciplines. It introduces a comprehensive set of concepts and theories that deal with a lot of commonly accepted ‘facts’ about human behavior in organizations that are acquired over the years.

 

Definitions

Organization is a consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common good or set of goals.                                     – Stephen P. Robbins 

OB is directly concerned with the understanding, predicting & controlling of human behavior in organizations.       -Fred Luthans

Organizational behavior is the study of human Behavior in organizational settings, the interface between human Behavior and the organization and the organization itself.                                            – Griffin & Moorhead

Organizational behavior is the systematic study of the nature of organizations; how they begin, grow and develop and their effect on individual members. Constituent groups, other organizations and larger institutions.      – Joe Killy

OB is the study & applications of knowledge about how people act within an organization. It is a human tool for human benefit. It applies broadly to the behavior of people in all types of organizations such as Business, Government, Schools & Service organizations”. – Keith Davis & JW Newstrom

 

With the above definitions of organizational behavior (OB), it can be understood through several key dimensions:

 

  • Mode of Thinking: OB involves analyzing human behavior at individual, group, and organizational levels to enhance decision-making.
  • Human Feeling Orientation: Understanding employees’ feelings, attitudes, and perceptions is essential for effective management.
  • Performance-Oriented: OB focuses on evaluating human performance at different levels—individual, group, and organization—by assessing productivity and effectiveness.
  • External Environment Influence: Organizational behavior is significantly shaped by external factors such as market conditions, cultural influences, and industry trends.
  • Scientific Approach: A systematic, research-based approach is necessary for understanding and improving workplace behavior.
  • Application-Focused: OB aims to provide practical solutions to management challenges, improving organizational efficiency.
  • Interdisciplinary Nature: Drawing from psychology, sociology, anthropology, and political science, OB integrates diverse perspectives to understand workplace behavior.

 

In essence, organizational behavior applies knowledge about human interactions and structures to optimize workplace effectiveness. Its goals include analyzing behavior under different conditions, understanding its causes, predicting future actions, and developing strategies to enhance organizational performance. As an interdisciplinary field, OB is fundamental to understanding employee attitudes, workplace dynamics, and effective management practices.

 

The framework of understanding organizational behavior

Sources: Griffin and Moorhead (2014, p-16)
 
 
 
 
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