Organizational Behavior (Class Work)

CHAPTER 1
Organizational Behavior:

A field of study that investigates the impart that individual, groups, and
structure have on behavior within an organizational.

Contributing fields
1-Pyschology: The science that seeks to measure, explain and
sometimes change the behavior of human and other animal.
2-Sociology: The study of people in relation to their fellow human beings.
3-Social Psychology: is the scientific study of how people's thoughts,
feelings, and behaviors are influenced by the actual, imagined, or implied
presence of others.
4-Anthropology: The study of societies to learn about human beings and
their activities.
LEARNING

A relatively permanent change in behavior that occurs as result of

persons interaction with environment.

Learning through
1-Learning through Re-inforcement:
Antecedents Behavior Consequences is used.

in

this

the

technique

For example: For improving the educational system of Pakistan;

Government introduces its new policy on the 90% percent attendance in
college and university. For this purpose, government announces the laptop
scheme for the most regular students; when the announcement of laptop
for the most regular students hear by each and every student; they
become regular for attending the class, consequently, all the students
become regular, eventually, gets the laptops from governments scheme,
the aim of improving regularity in colleges and universities achieved.
2-Learning through Feedback: in this learning 360-degree theory is
used; asking from upper, middle and lower employees; thereafter, the
performance is evaluated.
3-Learning through Observing: states that much learning occurs by
observing others, and then modeling (imitating someones personality)
the behavior that leads to favorable outcomes, and avoiding behavior that
leads to punishing consequences. Means you see someone behaves so
good you try to behave like him.
For example: Mr. Michael who is teacher in a school; he possesses a
better personality in the school as well as in society, everyone like him
and respect him; because he talks gently, he teaches his students lovely,
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he cares his students, and does not punish his students; so all students
like him and never afraid of him. As a result, by seeing his personality
other teacher try to copy him because by this way more students will like
them; will come more for counselling and their respect will increase in
school and society as well.
4-Learning through Experience:The theory was proposed by
psychologist David Kolb who was influenced by the work of other theorists
including John Dewey,Kurt Lewin, and Jean Piaget. According to Kolb, this
type of learning can be defined as "the process whereby knowledge is
created through the transformation of experience. Knowledge results from
the combinations of grasping and transforming experience."
it is a variety of experiential learning activities in which employees usually
in a team are involved in a real, complex, and stressful problem with
immediate relevance to the company.
Some examples of experience-based projects include role playing, service
learning, internships, studying abroad, open-ended projects (guided
discovery), group projects and field study. The more open-ended and nonformulaic an assignment is, the more likely students will rely on their own
experience and reflection and immerse themselves in the topic.
Environmental subjects are especially suited to experience-based learning
because humans play a role in just about every environmental issue. Thus
using an experience-based approach to an environmental topic invites
students to examine their own effects on the environment, whether
positive or negative. Once students have become concretely aware of the
ways in which they impact their environment, they can reflect on that and
experiment with different environmentally-conscientious behaviors.
STEREOTYPING

The process of assigning traits to people based on their membership in

social category.
Any time you grouping races or individuals together and make a
judgment about them without knowing them.
A fixed, over generalized belief about a particular group or class of
people.(Cardwell, 1996)

Examples:Nation remarks, Racial remarks, sexual remarks, and gender

remarks etc.
Advantages and Disadvantages

One advantage of a stereotype is that it enables us to respond rapidly

to situations because we may have had a similar experience before.
One disadvantage is that it makes us ignore differences between
individuals; therefore, we think things about people that might not be
true (i.e. make generalizations).

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PROJECTION

A perceptional error in which we believe that other people have the

same belief and behavior that we do.

BIG FIVE PERSONALITY DIMENSIONS

Conscientiousness
Emotional stability
Openness to experience
Agreeableness
Extroversion

Self-efficacy, dutifulness,
orderliness, confident, careful
Anxiety, anger, depression,
vulnerability
Imagination, emotionality,
liberalism
Trust, Modesty,
Warmth, Assertiveness, Activity

LOCUS OF CONTROL
Locus of control refers to the extent to which individuals believe they can
control events affecting them. Understanding of the concept was
developed by Julian B. Rotter in 1954, and has since become an aspect of
personality studies.
Internal:People with a high internal locus of control believe in their own
ability to control themselves and influence the world around them. They
see their future as being in their own hands and that their own choices
lead to success or failure.
External: People with a high external locus of control believe that control
over events and what other people do is outside them, and that they
personally have little or no control over such things. They may even
believe that others have control over them and that they can do nothing
but obey. You believe everything is destined so it is going on.
SELF-MONITORING
Referring to an individual level of sensitively and ability to adopt to
situational cues.
As a personality trait that refers to an ability to regulate behavior to
accommodate social situations. People who closely monitor themselves
are categorized as high self-monitors and often behave in a manner that is
highly responsive to social cues and their situational context.
JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT
1-Organizational Practices
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2-Employee Satisfaction with job and Company

Organizational Behavior (Class Work)

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3---Less Turnover
--Consistent services
--Motivational Staff

4-Customer Perception of value

5Satisfied Customer
--Less Customer Turnover
--Customer Referral

Organizational Commitment:
The employees
emotional
6-Higher Revenue
growth and
profit attachment to
identification with and involvement in a particular organization.
Building Organizational Commitment
1. Fairness and satisfaction: commitment is happened when employee
will satisfy with their job and having a fair environment for work.
2. Job security: employee will happy when he/she secure his/her job on
permanent basis.
3. Organizational Comprehension: when employee will understand the
environment of job they will contribute accordingly.
4. Employee Involvement: organizational commitment will also be
strong when employee will involve in decision making and will also
focus on productivity and reputation of company.
5. Trusting Employee: organizational commitment will also will be
strong when employee will trust each other and on management, to
employees trust become strong that will contribute to company
(organization).
EMOTION IN WORKPLACE

The feeling experienced towards an object person or event that create

a state of readiness.
Model of Emotions, Attitude and Behavior

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1

Attitude: the cluster of belief assessed feelings and behavioral intentions

towards an object.
Example: Anger, Fear, Joy, Love, Sadness, Surprise etc.
MACHIAVELLIANISM

Machiavellianism is a personality character indicating ones willingness

to do whatever it takes to get ones way. (The word comes from the
Italian Renaissance diplomat and writer Niccol Machiavelli)

Self-Efficacy: people believe that they can do whatever they want to do

and achieve. They believe in their tendencies, such as confident, talent,
skills and experience etc.
Perception: your thinking by observing something.
Types of Error
1-Hallo Effect:this
characteristics.

type

of

error

is

happened

through

positive

2-Horn Effect:this kind of error is happened through negative traits.

3-Leniency Error:you give the group/team/people leniency in their
works.
4-Strictness Error:you remain strict in the work, not lenient in
organization.
5-Central Tendency: somehow lenient and somehow strict youmanage
the group.
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SOCIAL LOAFING

One person in the team/group does not perform; his all effect on the
performance outcomes do not come positive.

ATTRIBUTION THEORY

A theory which supposes that people attempt to understand the

behavior of others by attributing feelings, beliefs, and intentions to
them.Heider (1958) was the first to propose a psychological theory of
attribution.

PERSONALITY

The relatively stable pattern of behavior and consistent internal state

that explain a persons behavioral tendencies.

Types of Personality
Personality A: This type of personality persons is serious, they make
their goal in life, do their work on time and fast, often remain unrelaxed.
Personality B: This type of personality persons is not serious, they are
not motivated, and do not do their work in time and not set any goal in
life, often remain relaxed.

DECISION MAKING BIAS OR ERROR

1-Overconfidence Bias:This happens when you place too much faith in
your own knowledge and opinions. You may also believe that your
contribution to a decision is more valuable than it actually is.
2-Immediate Gratification: near to win you lose something, such as
games viz. cricket, football etc. In this what happen that people need
some score for winning they imagine that they will definitely win that
match but they could not get score and fails.
3-Selective Perception: the tendency for expectations to affect
perception, this bias express that people do not think more than his/her
area or field in which he/she is working or learning.
4-Confirmation: in this what happen that you make decision according to
see the past record or event.
5-Framing:drawing different conclusions from the same information,
depending on how that information is presented. Means in this people
make a frame of information they work accordingly.
6-Availability Bias: in this what happens that people come in main
event to show their availability, that they are presented since the event
started or they are part of this event. For example: a student does not
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attend the classes throughout the semester, when the exam is near
he/she shows his presence by delivering presentation well and remaining
assignments to hand over the teacher, so teacher thinks that he/she is
intelligent student, therefore teacher gives him/her maximum marks in
examination as compare to regular students.
7-Representation: this bias express that people make same mistake
which he/she made in past, again they commit it in their behavior with
other people. For example: a student committed mistake in his past
delivering presentation, even though he repeats his mistake in future
presentation.
8-Sunk Cost Bias: this bias asserts that people only waste their time
thinking about the events which happened few years ago, or in past. They
ought to accept the fact which is present, because past will never come.
9-Self-serving Bias: this bias focus on win and lose. Successs credit
people take their selves, but giving-up results push on others profile. For
example: in the class when a student gets highest marks in examination
he says I worked hard so I took these marks, despite he failed he blamed
that teacher did not teach us.
10-Hindsight Bias:Known more commonly under hindsight is 20/20
this bias causes people to see past results as appearing more probable
than they did initially. This was demonstrated in a study by Paul Lazarsfeld
in which he gave participants statements that seemed like common
sense. In reality, the opposite of the statements was true.

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