Organization behavior

Research Project
Study and Analysis
1) Introduction:
There are various levels of study and analysis about organization behavior, However in this research it is mainly
concentrated in the introduction and its various analysis.
2) Objectives:
The main purpose of this research is to understand the importance of individuals in an organization and their
behavior in response to various means and improving or developing such skills.
3) Outline:
3.1.1. Organizational ehavior
3.1.!. The "tudy of Organizational ehavior
3.1.3. #oals of Organizational ehavior
3.1.$. %mproving &uality and 'roductivity
3.1.(. %mproving 'eople "kills
3.1.). *orkforce +iversity
3.1.,. The -hallenge of #lobalization
3.1... /mpowering the *orkforce
3.1.0. -oping with 1Temporariness2
3.1.13. +eclining /mployee 4oyalty
3.1.11. %mproving /thical ehavior
3.1.1!. 4evels of O 5nalysis
3.1.13. 6nderstanding Organizational ehavior
3.1.1$. 7esponding to #lobalization
3.1.1(. "timulating %nnovation and -hange
3.1.1). 8odel Overview in O
3.1.1,. The +ependent 9ariables
4) Study and Analysis
Organizational behavior is the systematic study of the actions and attitudes that people e:hibit in
organizations.
Three behavioral determinants of the performance of employees are productivity, absenteeism, and
turnover.
5ll managers are concerned with the ;uantity and ;uality of output that each employee generates.
ut absence and turnover can adversely affect this output.
Job satisfaction <an attitude= is important for three reasons>
Zubaidah Abdul Rehman, 20042080, BIS Page 1 of 8
Organization behavior
Research Project
Study and Analysis
?irst, there may be a link between satisfaction and productivity.
"econd, satisfaction appears to be negatively related to absenteeism and turnover.
Third, it can be argued that managers have a humanistic responsibility to provide employees
with @obs that are challenging, intrinsically rewarding, and satisfying.
O is specifically concerned with workArelated behavior which takes place in organizations. 5n
organization is a formal structure of planned coordination involving two or more people who share a
common purpose.
%t is characterized by formal roles that define and shape the behavior of its members.
$.1. 8odules in O
Organizational behavior is the systematic study of the actions
and attitudes that people e:hibit in organizations.
Three behavioral determinants of the performance of employees
are productivity, absenteeism, and turnover. 5ll managers are
concerned with the ;uantity and ;uality of output that each
employee generates. ut absence and turnover can adversely affect
this output.
Job satisfaction <an attitude= is important for three reasons. ?irst,
there may be a link between satisfaction and productivity. "econd,
satisfaction appears to be negatively related to absenteeism and turnover. Third, it can be argued that managers have a
humanistic responsibility to provide employees with @obs that are challenging, intrinsically rewarding, and satisfying.
O is specifically concerned with workArelated behavior which takes place in organizations. 5n organization is a formal
structure of planned coordination involving two or more people who share a common purpose. %t is characterized by
formal roles that define and shape the behavior of its members.
$.!. "tudy O includes
Organizational behavior <O= is applied behavioral science and, as a
result, is built upon contributions from several behavioral disciplines.
Psychology is the science that seeks to measure, e:plain, and modify
human and animal behavior. 'sychologists study individual behavior.
Those who have contributed to O are learning theorists, counseling psychologists, and industrial and organizational
psychologists.
Sociology studies people in relation to their fellow human beings. "ociologyBs greatest contribution to O has been in the
areas of group behavior, work teams, organizational culture, communication, power, status, and conflict.
Zubaidah Abdul Rehman, 20042080, BIS Page 2 of 8
Organization behavior
Research Project
Study and Analysis
Social psychology blends the disciplines of sociology and psychology. This discipline has contributed to O in several
ways> measuring, understanding, and changing attitudes, communication patterns, and decisionAmaking processes.
Anthropology is the study of societies to learn about human behavior. 8uch of our current understanding of
organizational culture and differences between national cultures is the result of the work of anthropologists.
Political science is the study of behavior of groups and individuals within a political environment. This discipline has
contributed to the understanding of how conflict is structured, power is allocated, and how selfAinterest is promoted.
$.3. #oals
The goals of O are to e:plain, predict, and control human
behavior.
*hen we seek answers to why an individual or group did
something, we are pursing the explanation ob@ective. %t is probably
the least important of the three goals because it occurs after the fact.
%f we are to understand something, however, we must begin by
trying to e:plain it.
The goal of prediction focuses on future events to determine what outcomes will follow from a given action. 5 manager
can use this information when making decisions.
The most controversial goal is using O knowledge to control behavior. The idea that one person should attempt to get
others to behave in a certain way, while the sub@ects may not know that their behavior is being manipulated, has been
viewed in some circles as unethical and repugnant. *hile O offers ways to control the behavior of people, whether
those methods should be used is a ;uestion of ethics.
$.$. %mproving &uality and 'roductivity
To improve ;uality and productivity, many companies are implementing Total
uality !anage"entAAa philosophy of management driven by the constant
attainment of customer satisfaction through the continuous improvement of all
organizational processes. Total ;uality management has implications for O
since it re;uires employees to rethink what they do and become involved in workplace decision making. The following
are the main elements of T&8.
Intense focus on the customer includes not only outsiders who buy the services or products of the organization but also
internal customers <such as shipping or accounts receivable= who interact with and serve the organization.
Concern for continual improvement means 1very good is not good enough2 and ;uality can always be improved.
Improvement in the quality of everything the organization does applies not only to the final product but also to how the
organization handles deliveries, complaints, and public contact, for e:ample.
T&8 re;uires accurate measurement of every critical performance variable in the organizationBs operation. These
variables are compared against standards to identify problems, trace them to their roots, and eradicate them.
Zubaidah Abdul Rehman, 20042080, BIS Page 3 of 8
Organization behavior
Research Project
Study and Analysis
T&8 involves the empoerment of employees and teams as a means of finding and solving problems in the workplace.
$.(. %mproving 'eople "kills
%n improving or developing their skills the three important areas are
motivation, communication and teamwork.
!otivation +evelopment C %s it important to ma:imize the opportunities for
subordinate development. 8otivation, satisfaction <workD@obDorganizational
attitudes=, performanceE leadership F group processes
<communicationDpowerDconflict=E organizational design F development.
?rom our research, we know that motivation and satisfaction are related to
commitment, absenteeism, and turnAover. One of the ma@or factors affecting productivity is human factorAemployee
ability and employee motivation.
-lear communication is necessary. /ffective communication in brief is always recommended. Two individuals can
communicate through various means. 5n employee must not be hold on for any feedback for a long time. The continued
emphasis on good communication C instrumental in creating eAmail accounts for all service partners, and also creating
the parameters to make sure that they are being appropriately utilized.
The #le$ible and dynamic is by allowing more teamor" and participationE seeking new opportunities for products and
services.
$.). *orkforce +iversity
*orkforce diversity means that organizations are more heterogeneous in terms
of race, gender, and ethnicity. ut the term encompasses everyone who varies
form the 1norm.2 %n addition to women, 5frican 5mericans, 5sian 5mericans,
and Hispanic 5mericans, it also includes the disabled, gays and lesbians, and the
elderly.
*e used to take a 1melting pot2 approach to differences in organizations and assumed that those who were different
would want to be assimilated. ut we now recognize that employees do not want to set aside their cultural values and
lifestyle preferences when they come to work. The challenge for organizations is to be more accommodating to the
lifestyles, family needs, and work styles of diverse groups of people.
*orkforce diversity has important implications for management practice. 8anagers will need to shift their philosophy
from treating everyone alike to recognizing and responding to individual differences in ways that will ensure employee
retention and productivity. 5t the same time, they must guard against discrimination. *hen managed well, diversity can
increase creativity and improve decision making. *hen managed poorly, diversity can lead to higher turnover,
communication problems, and interpersonal conflicts.
$.,. The -hallenge of #lobalization
Zubaidah Abdul Rehman, 20042080, BIS Page 4 of 8
Organization behavior
Research Project
Study and Analysis
8anagement is no longer constrained by national borders. The world has
become a global village. Therefore, managers must be able to work with
people from different cultures.
#lobalization affects a managerBs peopleAhandling skills in at least two
ways.
?irst, managers are more likely to find themselves in foreign assignments.
"o they will be managing workers who will probably be very different in
needs, aspirations, and attitudes from the workers they managed in the
6nited "tates.
"econd, even if managers stay at home, they will be working with bosses, peers, and subordinates who were raised in
different cultures.
To work effectively in such situations, managers will need to understand the cultures with which they must interact and
adapt their management styles as needed.
$... /mpowering the *orkforce
y empowering the workforce, management is putting employees in charge of what
they do. To do so, managers have to learn how to give up control, and employees
have to learn how to take responsibility for their work and make appropriate
decisions.
$.0. -oping with 1Temporariness2
8anagers have always been concerned with change. %n the past, managers
could introduce ma@or change programs once or twice a decade. Today,
change is an ongoing management activity. The concept of continuous
improvement, for instance, implies constant change.
8anagement used to be characterized by long periods of stability, interrupted
occasionally by short periods of change. 8anagement today would be more
accurately described as long periods of ongoing change, interrupted from time
to time by short periods of stability. The world that managers and employees face, therefore, is one of permanent
1temporariness.2
The @obs that workers perform are changing constantly. "o, workers need to continually update their knowledge and
skills. Organizations are also in a state of flu:AAconstantly reorganizing divisions, selling off businesses that are poor
performers, downsizing operations, and replacing permanent workers with temporaries.
8anagers and employees must learn to live with fle:ibility, spontaneity, and unpredictability. The study of O can
provide important insights into a world of work which is constantly changing. 8oreover, O can offer guidelines for
overcoming resistance to change and creating an organizational culture that thrives on change.
Zubaidah Abdul Rehman, 20042080, BIS Page 5 of 8
Organization behavior
Research Project
Study and Analysis
$.13. +eclining /mployee 4oyalty
-orporate employees used to believe that their employers would reward good
work and loyalty with @ob security, generous benefits, and steady pay raises. %n the
10.3s, companies began to discard traditional policies on @ob security, pay, and
benefits because of increasing global competition, leveraged buyouts, and hostile
takeovers.
-ompanies needed to become 1lean and mean2 and closed factories, moved operations overseas, eliminated entire levels
of management, sold off lessAprofitable businesses, replaced permanent workers with temps, and substituted payAforA
performance plans for seniorityAbased programs.
These changes have resulted in a sharp decline in worker loyalty. ecause employees perceive that their employers are
less committed to them, they have responded by being less committed to their companies. 5n important challenge for
managers, therefore, will be motivating workers who are less committed to their employers while maintaining their
organizationBs global competitiveness.
$.11. %mproving /thical ehavior
%n a workplace characterized by cutbacks, intense global competition, and e:pectations
of higher worker productivity, it is not surprising that many employees feel pressured
to cut corners, break rules, and engage in other ;uestionable activities.
"o members of organizations are often faced with ethical dile""as, in which they
must define right and wrong conduct.
ut ethical behavior is tough to define, especially when employees can find evidence
of unethical behavior at all social and organizational levels.
Organizations are responding to this problem in a number of ways.
1. *riting and distributing codes of ethics to guide employees through ethical dilemmas.
!. Offering seminars, workshops, and training to improve ethical behaviors.
3. 'roviding inAhouse advisers who can provide assistance with ethical issues.
$. -reating protection mechanisms for employees who reveal internal practices that are unethical.
$.1!. 4evels of 5nalysis
The three levels of analysis are individual, group, and organization system level.
%n individual level employees are analyzed one by one in its behavior.
%n group level either a group of individuals with same behavior are analyzed or
group in a functioning department with various levels.
%n organization system level the whole system is analyzed from lower to upper levels.
Zubaidah Abdul Rehman, 20042080, BIS Page 6 of 8
Organization behavior
Research Project
Study and Analysis
$.13. 6nderstanding
%n understanding the behavior>
%ndividual differences versus ?undamental consistencies
%ntuition versus systematic study
$.1$. 7esponding to #lobalization
*hile working in international countries there it is varying from one culture
to another different culture.
*hen adapting to such culture and also working by adapting to their
environment itBs an organization responding to its globalization of the
business.
$.1(. "timulating %nnovation and -hange
/:ternal ?orces of -hange
8arketplace
#overnment laws and regulations
Technology
/conomic
%nternal ?orces of -hange
-orporate strategy
The workforce
Technology and e;uipment
/mployee attitudes
7educing 7esistance to -hange
/ducation and communication
'articipation
?acilitation and support
Gegotiation
8anipulation and coAoptation
-oercion
-ategories of -hange
"tructure <teams=
Technology <continuous improvement=
'eople <training=
Zubaidah Abdul Rehman, 20042080, BIS Page 7 of 8
Organization behavior
Research Project
Study and Analysis
$.1). 8odel Overview in O
Organization "ystems
'roductivity
+eveloping effective employee
#lobal competition
8anaging in the global village
#roup 4evel
*orkforce diversity
*orking with others
%ndividual 4evel
Hob satisfaction
/mpowerment
ehaving ethically
%) &resentation:
5 small presentation for this report is attached to this research.
') (onclusions:
y differentiating each levels, skills, groups, and various trends of improving or developing after identifying ones
goals, globalizing trends, or others. These attitudes and response for such areas can overcome.
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