what is ob 2

o r g a n i z a t i o n a l b e h a v i o r

stephen p. robbins

e l e v e n t h e d i t i o n

ORGANIZATIONAL BEHAVIORORGANIZATIONAL BEHAVIORS T E P H E N P. R O B B I N SS T E P H E N P. R O B B I N S

E L E V E N T H E D I T I O NE L E V E N T H E D I T I O N

W W W . P R E N H A L L . C O M / R O B B I N SW W W . P R E N H A L L . C O M / R O B B I N S© 2005 Prentice Hall Inc. All rights reserved.

PowerPoint Presentation by Charlie Cook

What Is Organizational Behavior

Chapter One

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After studying this chapter,you should be able to:

1. Define organizational behavior (OB).

2. Describe what managers do.

3. Explain the value of the systematic study of OB.

4. List the major challenges and opportunities for managers to use OB concepts.

5. Identify the contributions made by major behavioral science disciplines to OB.L

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After studying this chapter,you should be able to:

1. Describe why managers require a knowledge of OB.

2. Explain the need for a contingency approach to the study of OB.

3. Identify the three levels of analysis in this book’s OB model.

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What Managers DoWhat Managers Do

Managerial Activities

• Make decisions

• Allocate resources

• Direct activities of others to attain goals

Managerial Activities

• Make decisions

• Allocate resources

• Direct activities of others to attain goals

Managers (or administrators)

Individuals who achieve goals through other people.

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Where Managers WorkWhere Managers Work

Organization

A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals.

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Management FunctionsManagement Functions

ManagementManagementFunctionsFunctions

ManagementManagementFunctionsFunctions

PlanningPlanningPlanningPlanning OrganizingOrganizingOrganizingOrganizing

LeadingLeadingLeadingLeadingControllingControllingControllingControlling

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Management Functions (cont’d)Management Functions (cont’d)

Planning

A process that includes defining goals, establishing strategy, and developing plans to coordinate activities.

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Management Functions (cont’d)Management Functions (cont’d)

Organizing

Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made.

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Management Functions (cont’d)Management Functions (cont’d)

Leading

A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts.

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Management Functions (cont’d)Management Functions (cont’d)

Controlling

Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations.

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Mintzberg’s Managerial RolesMintzberg’s Managerial Roles

E X H I B I T 1–1E X H I B I T 1–1Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973

by H. Mintzberg. Reprinted by permission of Pearson Education.

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1–13

Mintzberg’s Managerial Roles (cont’d)Mintzberg’s Managerial Roles (cont’d)

E X H I B I T 1–1 (cont’d)E X H I B I T 1–1 (cont’d)Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973

by H. Mintzberg. Reprinted by permission of Pearson Education.

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1–14

Mintzberg’s Managerial Roles (cont’d)Mintzberg’s Managerial Roles (cont’d)

E X H I B I T 1–1 (cont’d)E X H I B I T 1–1 (cont’d)Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973

by H. Mintzberg. Reprinted by permission of Pearson Education.

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1–15

Management SkillsManagement Skills

Technical skillsThe ability to apply specialized knowledge or expertise.

Human skillsThe ability to work with, understand, and motivate other people, both individually and in groups.

Conceptual SkillsThe mental ability to analyze and diagnose complex situations.

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1–16

Effective Versus Successful Managerial Activities (Luthans)

Effective Versus Successful Managerial Activities (Luthans)

1. Traditional management• Decision making, planning, and controlling

2. Communication• Exchanging routine information and processing

paperwork

3. Human resource management• Motivating, disciplining, managing conflict, staffing,

and training

4. Networking• Socializing, politicking, and interacting with others

1. Traditional management• Decision making, planning, and controlling

2. Communication• Exchanging routine information and processing

paperwork

3. Human resource management• Motivating, disciplining, managing conflict, staffing,

and training

4. Networking• Socializing, politicking, and interacting with others

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1–17

E X H I B I T 1–2E X H I B I T 1–2

Allocation of Activities by TimeAllocation of Activities by Time

Source: Based on F. Luthans, R.M. Hodgetts, and S.A. Rosenkrantz, Real Managers (Cambridge, MA: Ballinger, 1988).

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Enter Organizational BehaviorEnter Organizational Behavior

Organizational behavior (OB)

A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.

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Replacing Intuition with Systematic StudyReplacing Intuition with Systematic Study

Systematic study

Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence.

Provides a means to predict behaviors.

Intuition

A feeling not necessarily supported by research.

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Replacing Intuition with Systematic StudyReplacing Intuition with Systematic Study

TheFacts

PreconceivedNotions ≠

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Toward an OB DisciplineToward an OB DisciplineToward an OB DisciplineToward an OB Discipline

E X H I B I T 1–3E X H I B I T 1–3

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1–22

Contributing Disciplines to the OB FieldContributing Disciplines to the OB Field

E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)

PsychologyThe science that seeks to measure, explain, and sometimes change the behavior of humans and other animals.

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1–23

Contributing Disciplines to the OB Field (cont’d)Contributing Disciplines to the OB Field (cont’d)

E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)

SociologyThe study of people in relation to their fellow human beings.

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1–24

Contributing Disciplines to the OB Field (cont’d)Contributing Disciplines to the OB Field (cont’d)

E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)

Social PsychologyAn area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another.

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1–25

Contributing Disciplines to the OB Field (cont’d)Contributing Disciplines to the OB Field (cont’d)

E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)

AnthropologyThe study of societies to learn about human beings and their activities.

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1–26

Contributing Disciplines to the OB Field (cont’d)Contributing Disciplines to the OB Field (cont’d)

E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)

Political ScienceThe study of the behavior of individuals and groups within a political environment.

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1–27

E X H I B I T 1–4E X H I B I T 1–4

Source: Drawing by Handelsman in The New Yorker, Copyright © 1986 by the New Yorker Magazine. Reprinted by permission.

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1–28

There Are Few Absolutes in OBThere Are Few Absolutes in OB

ContingencyContingencyVariablesVariablesx y

Contingency variables

Situational factors: variables that moderate the relationship between two or more other variables and improve the correlation.

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1–29

Challenges and Opportunities for OBChallenges and Opportunities for OB

Responding to Globalization– Increased foreign assignments– Working with people from different cultures– Coping with anti-capitalism backlash– Overseeing movement of jobs to countries with

low-cost labor Managing Workforce Diversity

– Embracing diversity– Changing U.S. demographics– Implications for managers

• Recognizing and responding to differences

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1–30

DomesticDomesticPartnersPartners

DomesticDomesticPartnersPartners

Major Workforce Diversity CategoriesMajor Workforce Diversity Categories

RaceRaceRaceRaceNon-ChristianNon-ChristianNon-ChristianNon-Christian

NationalNationalOriginOrigin

NationalNationalOriginOrigin

AgeAgeAgeAge

DisabilityDisabilityDisabilityDisability

E X H I B I T 1–5E X H I B I T 1–5

GenderGenderGenderGender

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Challenges and Opportunities for OB (cont’d)Challenges and Opportunities for OB (cont’d)

Improving Quality and Productivity– Quality management (QM)– Process reengineering

Responding to the Labor Shortage– Changing work force demographics– Fewer skilled laborers– Early retirements and older workers

Improving Customer Service– Increased expectation of service quality– Customer-responsive cultures

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1–32

What Is Quality Management?What Is Quality Management?

1. Intense focus on the customer.

2. Concern for continuous improvement.

3. Improvement in the quality of everything the organization does.

4. Accurate measurement.

5. Empowerment of employees.

E X H I B I T 1–6E X H I B I T 1–6

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1–33

Improving Quality and ProductivityImproving Quality and Productivity

Quality management (QM)– The constant attainment of customer

satisfaction through the continuous improvement of all organizational processes.

– Requires employees to rethink what they do and become more involved in workplace decisions.

Process reengineering– Asks managers to reconsider how work would be

done and their organization structured if they were starting over.

– Instead of making incremental changes in processes, reengineering involves evaluating every process in terms of its contribution.

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1–34

Challenges and Opportunity for OB (cont’d)Challenges and Opportunity for OB (cont’d)

Improving People Skills Empowering People Stimulating Innovation and Change Coping with “Temporariness” Working in Networked Organizations Helping Employees Balance Work/Life Conflicts Improving Ethical Behavior

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Basic OB Model, Stage IBasic OB Model, Stage I

E X H I B I T 1–7E X H I B I T 1–7

Model

An abstraction of reality.A simplified representation of some real-world phenomenon.

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The Dependent VariablesThe Dependent Variables

x

y

Dependent variable

A response that is affected by an independent variable.

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The Dependent Variables (cont’d)The Dependent Variables (cont’d)

ProductivityA performance measure that includes effectiveness and efficiency.

EffectivenessAchievement of goals.EfficiencyThe ratio of effective output to the input required to achieve it.

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The Dependent Variables (cont’d)The Dependent Variables (cont’d)

Absenteeism

The failure to report to work.

Turnover

The voluntary and involuntary permanent withdrawal from an organization.

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The Dependent Variables (cont’d)The Dependent Variables (cont’d)

Organizational citizenship behavior (OCB)

Discretionary behavior that is not part of an employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization.

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The Dependent Variables (cont’d)The Dependent Variables (cont’d)

Job satisfaction

A general attitude toward one’s job, the difference between the amount of reward workers receive and the amount they believe they should receive.

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1–41

The Independent VariablesThe Independent Variables

IndependentIndependentVariablesVariables

IndependentIndependentVariablesVariables

Individual-Level Individual-Level VariablesVariables

Individual-Level Individual-Level VariablesVariables

OrganizationOrganizationSystem-LevelSystem-Level

VariablesVariables

OrganizationOrganizationSystem-LevelSystem-Level

VariablesVariables

Group-LevelGroup-LevelVariablesVariables

Group-LevelGroup-LevelVariablesVariables

Independent variable

The presumed cause of some change in the dependent variable.

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1–42

Basic OB Model, Stage II

Basic OB Model, Stage II

E X H I B I T 1–8E X H I B I T 1–8