Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. That is, 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, and social objectives.
As you can see from the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, change, leadership, teams, etc. Here we have to discuss about behaviour of people in organization and management. how they are helpful to each other and accomplish given task. In order to create effectiveness is the extent to which an organization, given certain resources and means ,achieves its objectives without placing undue strain on its members .
Effectiveness is the ability of an organization to mobilize its centres of power for action-producing and adaptation.Effectiveness of an organization can be seen in terms of survival of the organization.
if organization is having a open environment where people are allowed to meet openly and do work effectively then they can accomplish a task.
ReplyDeleteawesome blog.... liked youtube link "leadership styles" very informative
ReplyDeleteAn organization should make open environment because this is the good way to be aware of daily affairs. Where every employee from bottom to top can suggest that what changes organization have to bring to become more effective ………
ReplyDeletecontext of people behaviour in organization is total sum of an organization's past and current assumptions, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, express or implied contracts, and written and unwritten rules that the organization develops over time and that have worked well enough to be considered valid.
ReplyDeleteWhy isn't there more discussion on 'alignment' of personal values to organizational values?
ReplyDeleteThis is something KNOWLEDGEABLE !
ReplyDeletethanks *~. GuiTa®iXt oZy .~* for liking this blog :)
ReplyDelete@dot.com : here is discussion on alignment of personal values because in organisation you have to understand the value of person and specially values of an organisation.
ReplyDeleteThis one is the best blog.In an organization people must want an open environment so it is an duty of leader ship and a management to provide it through this an employee can work with a efficient way and mobilize their work too.
ReplyDeletepeople should get liberty of expressions in any organization and it makes a will to work in an effective and efficient manner
ReplyDeleteawesome blog.... and very informative..:)
ReplyDeletekashif how that expressions of liberty would be attain?
ReplyDeletethanks dead soul for liking this blog :)
ReplyDeletethis is great blog thanks for recommending me !!!!
ReplyDeletewell i guess expressions of liberty can be gain by providing open environment to employees
ReplyDeleteyeah not only the open environment but also freedom.. they can give idea.. and express it without any fear.
ReplyDeleteand what about the team work? or group work??? is it benefit for them?
ReplyDeletei meant is team work helpfull ? or group work is better then team work?
ReplyDeletei think team work is better then group work..........
ReplyDeletebecause in team work we have to do work only on one thing equally.... and in group work we distribute the task into members in groups.
ReplyDeletei think teamwork is better because in team work every member is responsible for the success and the failure ........
ReplyDeletethis blog is really doing welll.... just loved it.
ReplyDeleteTalha u created awesome blog :)
zubair yes i am saying the same thing that team work is better.....!!! team work is a way to success.
ReplyDeletethanks shabz... join our conversation this may enhance our knowledge about the discussion going on .
ReplyDeleteyes tiqu i am interest in this topic of OB...
ReplyDeletehow can u become a leader? what qualities u should posses?
ReplyDeletehmmm good qualities like he should be bold... risk taker, he can control n plan easily.....
ReplyDeletethe main point that is essential for a leader that he has to be organized ...
ReplyDeleteorganised in what sense zubair??
ReplyDeleteorganized in the sense that he should have clear mission, vision to be succeeded on his goal ….
ReplyDeleteit can be organised by assigning task... and setting goals.. for accomplishing a task.
ReplyDeletezubair thats correct well said bro... they must give a clear and concise mission n vision statement
ReplyDeleteshabz not only setting goals but they also setup vision and mision statement
ReplyDeleteyes you are right thats what i a saying.
ReplyDeletewhat is meant by vision and mission statement?? could you allaborate it please.
ReplyDeleteshabz vision is what you want to be in future and what you are looking yourself in future... example u r expanding ur organisation.
ReplyDeleteand mission is ur goals which u want to achieve in a given time period.
ReplyDeletethanks for telling me.... your blog rocks dude!!
ReplyDeletethanks..
ReplyDeleteThis comment has been removed by the author.
ReplyDeletei'll participate in the discussion tomorrow .
ReplyDeletevery interesting topic... love it!
ReplyDeletecan anyone tell me what is meant by social objectives?
ReplyDeleteis social objectives about ful filling social needs of our surrounding?
ReplyDeletemeant of our organisational surroundings like society welfare?
ReplyDeleteyes its all about societies welfare... organisation should think about societies well-being...
ReplyDeleteprofits comes after society for an organisation!
ReplyDeleteOB is a really interesting subject,this is one of my courses in M.com.In OB we discuss that how people work together in an organization in different ranks having different context, nature,& perceptions.
ReplyDeletehifza malik we also study about nature too... am i right?
ReplyDeletei have also came across biasness of people against women in organisation ........ i dont know when thoughts of people will change.
ReplyDeletethis creates invisible barrier for women.. which is GLASS CEILING :(
@hifza : OB is really an interesting subject.
ReplyDeleteyes Michelle glass ceiling is an invisible barrier in organisations...
ReplyDeletehow can we overcome this glass ceiling?
ReplyDeleteHifza u r right OB teaches us how to work with an organization for the common purpose of an entity .....
ReplyDeleteMichelle yes Glass ceiling is invisible barrier that is being practiced also in foriegn countries. Some organization do discrimination on Race like Black and white they give more preference to white but women are laso affected by this barrier ..........
ReplyDeletehow they do discrimination. suppose an organization has published the job in news paper. After all the process when they come to interview they do discrimination intentionally they dont appoint ladies ......
ReplyDeletehow we overcome . think now a days ladies are playing vital role .. In present ladies are almost in every sector they can perform good. so it is old concept that they cant be hire on top level ......
ReplyDeletei have gotten new question help me to answer it ..
ReplyDeletewhen an employee finds mis conduct in an organization then what he should have to do to show his integrity?
ReplyDeletezubair if employee is doing a misconduct then he should be taken to concern authorities... for having legal action
ReplyDeletezubair well said about glass ceiling...
ReplyDeleteTiqu dont mind plz read again ....
ReplyDeleteYou're right Zubair,this is old concept that women can't be hire on top level cause empowerment of women in Pakistan recently is very encouraging as Both most important post of Foreign Minister and Ambassador to USA are women .FM Hina Rabbani Khar is doing very good job at the moment .She went India and won hearts of millions of Indian.
ReplyDeleteyes Hifza u r right ... not only this lady but there are many women who are doing good job ......
ReplyDeleteWell said Tiqu, but my point of view is in that situation the employee should have try personally to make things right & if he fails in this task then he should have to take legal action against those authorities who are involved in misconduct.
ReplyDeleteWe all know that many ladies are doing good job in many fields but I was talking about the most important posts of our country & in example we quote the particular persons,not all.
ReplyDeleteYeah Hifza that's what I meant..
ReplyDelete4 types of actions are taken
1. written statement.
2. Probation.
3. Suspension.
4. Expel.
I think employee have to make them realize that what were our mission and what we are doing. Mission statement would include such phrase that we are committed to ethical business and to show integrity in all our action within the organization and with external people …..
ReplyDeletetiqu u r right but this take place after this action that I have poted above …….
ReplyDeleteHifza i got it ......
ReplyDeleteawesome and authentic blog !!!
ReplyDeletemay i know what discussion is going on up there?
ReplyDeletecheckout this chart on the link u will come to know about Average earnings of workers by education and sex
ReplyDeletehttp://en.wikipedia.org/wiki/File:Average_earnings_of_workers_by_education_and_sex_-_2006.png
Nyc One :) Gud piece of writing!
ReplyDeletethanks Zainab for that compliment :)
ReplyDeleteThere are five disciplines (as described by Peter Senge) which are essential to a learning organisation and should be encouraged at all times. These are:
ReplyDeleteTeam Learning
Shared Visions
Mental Models
Personal Mastery
Systems Thinking
dominic what u meant by all above?
ReplyDeleteteam learning?
Team Learning
ReplyDeleteVirtually all important decisions occur in groups. Teams, not individuals, are the fundamental learning units. Unless a team can learn, the organisation cannot learn. Team learning focusses on the learning ability of the group. Adults learn best from each other, by reflecting on how they are addressing problems, questioning assumptions, and receiving feedback from their team and from their results. With team learning, the learning ability of the group becomes greater than the learning ability of any individual in the group.
oh yea... correct man team can only learn when it understand to the group.
ReplyDeleteand what is shared vision by the way?
ReplyDeleteShared Visions
ReplyDeleteTo create a shared vision, large numbers of people within the organisation must draft it, empowering them to create a single image of the future. All members of the organisation must understand, share and contribute to the vision for it to become reality. With a shared vision, people will do things because they want to, not because they have to.
yup they imagine the future image of the organisation.
ReplyDeletemental models?
ReplyDeleteMental Models
ReplyDeleteEach individual has an internal image of the world, with deeply ingrained assumptions. Individuals will act according to the true mental model that they subconsciously hold, not according to the theories which they claim to believe. If team members can constructively challenge each others' ideas and assumptions, they can begin to perceive their mental models, and to change these to create a shared mental model for the team. This is important as the individual's mental model will control what they think can or cannot be done.
dont just understand Personal Mastery???
ReplyDeletePersonal mastery is the process of continually clarifying and deepening an individual's personal vision. This is a matter of personal choice for the individual and involves continually assessing the gap between their current and desired proficiencies in an objective manner, and practising and refining skills until they are internalised. This develops self esteem and creates the confidence to tackle new challenges.
ReplyDeleteSystems Thinking the last one?
ReplyDeleteThe cornerstone of any learning organisation is the fifth discipline - systems thinking. This is the ability to see the bigger picture, to look at the interrelationships of a system as opposed to simple cause-effect chains; allowing continuous processes to be studied rather than single snapshots. The fifth discipline shows us that the essential properties of a system are not determined by the sum of its parts but by the process of interactions between those parts.
ReplyDeleteThis is the reason systems thinking is fundamental to any learning organisation; it is the discipline used to implement the disciplines. Without systems thinking each of the disciplines would be isolated and therefore not achieve their objective. The fifth discipline integrates them to form the whole system, a system whose properties exceed the sum of its parts. However, the converse is also true - systems thinking cannot be achieved without the other core disciplines: personal mastery, team learning, mental models and shared vision. All of these disciplines are needed to successfully implement systems thinking, again illustrating the principal of the fifth discipline: systems should be viewed as interrelationships rather than isolated parts.
The Laws of the Fifth Discipline
ReplyDelete:
Today's problems come from yesterday's solutions. Solutions shift problems from one part of a system to another.
The harder you push, the harder the system pushes back. `Compensating feedback': well intentioned interventions which eventually make matters worse.
Behaviour grows better before it grows worse. The short-term benefits of compensating feedback are seen before the long-term disbenefits.
The easy way out usually leads back in. Familiar solutions which are easy to implement usually do not solve the problem.
The cure can be worse than the disease. Familiar solutions can not only be ineffective; sometimes they are addictive and dangerous.
Faster is slower. The optimal rate of growth is much slower than the fastest growth possible.
Cause and effect are not closely related in time and space. The area of a system which is generating the problems is usually distant to the area showing the symptoms.
Small changes can produce big results-but the areas of highest leverage are often the least obvious. Problems can be solved by making small changes to an apparently unrelated part of the system.
You can have your cake and eat it too - but not at once. Problems viewed from a systems point of view, as opposed to a single snapshot, can turn out not to be problems at all.
Dividing an elephant in half does not produce two small elephants. A systems' properties depend on the whole.
There is no blame. The individual and the cause of their problems are part of a single system.
An organisation which is not a learning one also displays behaviours, however these should definitely not be encouraged. Rosabeth Moss Kanter studied a range of large Americam corporations and came up with rules for stifling initiative :
ReplyDeleteRegard any new idea from below with suspicion -- because it is new and because it is from below
Express criticisms freely and withhold praise (that keeps people on their toes). Let them know they can be fired at any time
Treat problems as a sign of failure
Make decisions to reorganise or change policies in secret and spring them on people unexpectedly (that also keeps people on their toes)
Above all, never forget that you, the higher-ups, already know everything important about business.
thanks Dominic Torletto for explaining me a lot :)
ReplyDeletepleasure Shabz !!
ReplyDeleteanother question How does the Hierarchy Work?
ReplyDelete- A person starts at the bottom of the hierarchy (pyramid) and will initially seek to satisfy basic needs (e.g. food, shelter)
ReplyDelete- Once these physiological needs have been satisfied, they are no longer a motivator. the individual moves up to the next level
- Safety needs at work could include physical safety (e.g. protective clothing) as well as protection against unemployment, loss of income through sickness etc)
- Social needs recognise that most people want to belong to a group. These would include the need for love and belonging (e.g. working with colleague who support you at work, teamwork, communication)
- Esteem needs are about being given recognition for a job well done. They reflect the fact that many people seek the esteem and respect of others. A promotion at work might achieve this
- Self-actualisation is about how people think about themselves - this is often measured by the extent of success and/or challenge at work
Maslow's model has great potential appeal in the business world. The message is clear - if management can find out which level each employee has reached, then they can decide on suitable rewards.
and Problems with the Maslow Model??????
ReplyDeleteThere are several problems with the Maslow model when real-life working practice is considered:
ReplyDelete- Individual behaviour seems to respond to several needs - not just one
- The same need (e.g. the need to interact socially at work) may cause quite different behaviour in different individuals
- There is a problem in deciding when a level has actually been "satisfied"
- The model ignores the often-observed behaviour of individuals who tolerate low-pay for the promise of future benefits
- There is little empirical evidence to support the model. Some critics suggest that Maslow's model is only really relevant to understanding the behaviour of middle-class workers in the UK and the USA (where Maslow undertook his research).
alright now i have got the full understanid of maslows hirarchy
ReplyDelete:)
ReplyDeleteis there any other blog releted to this topic?
ReplyDeleteyou may found on google...........
ReplyDeletethanks man!!!
ReplyDeletepleasure............ this is the best place for discussion love the blog u created talha. !!!
ReplyDeletethanks all for liking my blog !!!!! :)
ReplyDeleteknowledgeable !!!!
ReplyDeleteHarwell’s Unfortunate Laws of Human Organizational Behavior:
ReplyDelete1.People always try to use their experience even if it doesn’t apply to the current situation.
2.If someone is brought in as the new manager of an organization, then the new manager will feel obligated to change the organization. Otherwise, what value is the manager contributing?
3.If a manager doesn’t know how to improve an organization, then he/she will change it to look like the last organization that he/she remembers.
4.Either things in an organization will get better or things will get worse. If things get better, then the manager will be rewarded, regardless of whether the manager is responsible for the improvement. If things get worse, then the manager will move on to another organization to try again.
5.Sometimes things in an organization get a little better before they get a lot worse. If the manager is lucky, then he/she will be promoted to a better job before things start to get worse. Of course, then the cycle will start all over again.
6.Rarely, a new manager will actually ask the employees what should be improved. If the employees understand how their organization contributes to the company’s overall performance, then they will undoubtedly provide a better answer than the manager’s experience.
7.Sometimes the manager will hire a consultant. The consultant will then ask the employees what should be improved, and the result will be put into a PowerPoint® presentation, then ignored by the manager.
8.Good organizations will continue to get better until someone in higher management decides they’re not good enough. Then they’ll get worse.
9.Bad organizations will continue to get worse until a new manager tries an idea which should have been obvious from the beginning.
10.If a company contains multiple similar organizations, then they will always be compared, but the true differences will not be discovered. The good organizations will get worse as a result of the comparison, and the bad organizations will get worse as well.
Nice piece of writing I'll share it with Ali Shahbaz
ReplyDeleteMalik Ahtisham....u should be aware of the fact that people use to experience different situations bcz it helps them to learn more & more.
ReplyDeletepeople mostly use their EXPERIENCES from which they get extra knowledge and benefit !
ReplyDeleteTiqu,u r right but other than that i was saying that they learn new things & how to react in different situations.
ReplyDeleteyup its only the experience which empower u. suppose if u are new to an organisation u will start getting new experiences than afterwards u can have benefit.
ReplyDeleteBut if u r as a manager in an organization than u must have to be some much trained bcz at this stage u have to face different situations & u should be ready to face it...
ReplyDeleteyes of course waqas manager is always trained for situations.... he knows how to control, plan, organise n leading .
ReplyDeleteyeah u r right but the process of learning & the process of applications are very different frm each other.
ReplyDeleteIf someone is brought in as the new manager of an organization, then the new manager will feel obligated to change the organization. Otherwise, what value is the manager contributing?
ReplyDeletethe manager will always try to bring a change bcz he will try to perform his best...to minimize the cost & to maximize the profits, so that he can be promoted to C.E.O OR C.F.O & can enjoy different incentives...
ReplyDeleteTiqu, if manager is well trained and knows values then he will bring positive change...
ReplyDeletewaqas yes they will bring changes with new innovative ideas
ReplyDelete@waqas: what incentives?
ReplyDeleteshabz he will obviously bring positive change but for that, he should know well that how to create gud relationships with the employees.
ReplyDeleteincentives could be like the organization might provide him with the medical facilities,car with fuel,bonuses & utilities etc.
ReplyDeleteshabz incentives can be in any form they can also offer company shares to the manager if they are performing well in org.
ReplyDeleteBring change in organization doesn't come only with manger although we need change the behavior and performance of each and every employee
ReplyDeletehow their organization contributes to the company’s overall performance,
ReplyDeleteAs talha said that it all depends on that how much innovative the manager is..
ReplyDelete@agha: yes that change can came by motivating our employees to work.
ReplyDeletewhat consultancy should required by employees? will manager provide?
ReplyDelete@talha: but there r different strategies to motivate employee bcx it depends upon the nature of an employee & the nature of work.
ReplyDelete@talha: many managers do provide it.. because achieving target is main goal of company.
ReplyDelete@wqaqas: what different strategies?
ReplyDeletethere are many strategies !!!! lolz
ReplyDeletebut what strategies ? =/
ReplyDeleteand how the strategies will be formed?
ReplyDeleteshabz =@
ReplyDeletestrategies are formed by upper management of the company.
shabz different employees have different nature...some have conceptual skills,some have managerial skill & some have technical skills..so it depends on the motivator to treat them in different ways.
ReplyDeleteoh yea... cognitive behavior .
ReplyDeleteshabz could u plz define cognitive behavior?
ReplyDelete@waqas: could u briefly explain Laws of Human Organizational Behavior /???
ReplyDelete@wqas: its These processes include attention, remembering, producing and understanding language, solving problems
ReplyDelete@waqas: explain it to shabz
ReplyDeleteahaan well said boy shabz ;)
ReplyDeleteshabz it is already been described above..u can have the time & try to understand it.
ReplyDeleteshabz Did u understand the above theory or should i provide u with more materials??...:)
ReplyDeleteoh yeah thanks i have seen it... but i only asked brief summary thats it
ReplyDeleteok i will try my best to provide u with the brief summary as soon as possible & i will definitely share it.
ReplyDeleteshabz its all about behaviour thats it... sometime related or sometimes inter related.
ReplyDeletevery well organised... awersome blog!
ReplyDeletei told Talha did awesome work on the blog......
ReplyDeletereally nice piece of writing :)
ReplyDeletenow come on Ali ;) tell me what you understand by the blog?
ReplyDeletethe blog is basically based on context beahviour of people in organization,.... that how they behave in a different situations.... am i right malik dear?
ReplyDeleteAli you are always right... 101% correct this blog is based on behaviour about people in org!
ReplyDeleteahtsiahm how would u define OB?
ReplyDeleteOrganizational behavior (OB) is a term
ReplyDeleterelated to the study of individual and
group dynamics in an organizational
setting, as well as the nature of the
organizations themselves.
by the way what is the projective test? =/
ReplyDeleteThis test is conducted to investigate
ReplyDeletemore difficult and sophisticated aspects
o f a n i n d i v i d u a l ’s p e r s o n a l i t y
how personality can be measured?
ReplyDeleteSince personality of an individual plays
ReplyDeletea crucial role in shaping an organization,
several methods have been evolved to
measure personality. By and large three
methods of assessment are being used.
T h e s e a r e Pe r s o n a l i t y I n v e n t o r i e s ,
Projective Tests and Assessment Centre.
Let us now briefly discuss each method.
yes plz discuss each method....
ReplyDeletePersonality Inventories
ReplyDeleteAs a widely used method of measuring
p e r s o n a l i t y, i t c o n s i s t s o f s e v e r a l
s t a t eme n t s r e l a t e d wi t h a s p e c i f i c
dimension of personality and individuals
are asked to indicate their degree of
agreement or di sagreement . Thi s i s
usually done by asking both negatively
and positively worded statements on
selected common themes.
hmmm work motivation?
ReplyDeleteMotivation is a process that starts with
ReplyDeletephysiological or psychological urge or
need. It activates a behavior or a drive
that is aimed at a goal or incentive. All
individuals have a number of basic needs
which can be thought as outlets that
c h a n n e l a n d r e g u l a t e t h e f l o w o f
potential energy from the reservoir.
Most individuals have, within a given
socio-cultural system, a similar set of
motives or energy outlets; but differ
g r e a t l y i n t h e r e l a t i v e s t r e n g t h o r
r e a d i n e s s o f v a r i o u s m o t i v e s a n d
actualization of motives depends on
specific situations in which a person finds
himself or herself.
what are the basic motivation improvement factors?
ReplyDelete1. J o b E n r i c h m e n t
ReplyDelete2.Flexi Tim
3.empowerment.
4.quality circles
5.stock ownership plan