Organizational Behavior Explained: Definition, Importance, Nature, Model
“Organizational behavior is directly concerned with the understanding, prediction, and
Organizational Behavior (OB) is the study of human behavior in organizational settings,
the interface between human behavior and the organization, and the organization itself.
Organizational Behavior researchers study the behavior of individuals primarily in their
organizational roles. One of the main goals of organizational behavior is to revitalize
organizational theory and develop a better conceptualization of organizational life. As a
multidisciplinary field, organizational behavior has been influenced by developments in a
number of allied disciplines including sociology, psychology, economics, and engineering
as well as by the experience of practitioners.
History and Evolution of Organisational Behavior Studies
Origin of Organisational Behaviour can trace its roots back to Max Weber and earlier
organizational studies.
The Industrial Revolution is the period from approximately 1760 when new technologies
resulted in the adoption of new manufacturing techniques, including increased
mechanization.
The industrial revolution led to significant social and cultural change, including new forms
of organization.
Analyzing these new organizational forms, sociologist Max Weber described bureaucracy
as an ideal type of organization that rested on rational-legal principles and maximized
technical efficiency.
In the 1890’s; with the arrival of scientific management and Taylorism, Organizational
Behavior Studies was forming it as an academic discipline.
Failure of scientific management gave birth to the human relations movement which is
characterized by a heavy emphasis on employee cooperation and morale.
Human Relations Movement from the 1930’s to 1950’s contributed to shaping the
Organizational Behavior studies.
Works of scholars like Elton Mayo, Chester Barnard, Henri Fayol, Mary Parker Follett,
Frederick Herzberg, Abraham Mas low, David Mc Cellan and Victor Vroom contributed to
the growth of Organisational Behaviour as a discipline.
Works of scholars like Elton Mayo, Chester Barnard, Henri Fayol, Mary Parker Follett,
Frederick Herzberg, Abraham Maslow, David Mc Cellan and Victor Vroom contributed to
the growth of Organisational Behaviour as a discipline.
Herbert Simon’s Administrative Behavior introduced a number of important concepts to the
study of organizational behavior, most notably decision making.
Simon along with Chester Barnard; argued that people make decisions differently in
organizations than outside of them. Simon was awarded the Nobel Prize in Economics for
his work on organizational decision making.
In the 1960s and 1970s, the field became more quantitative and produced such ideas as the
informal organization, and resource dependence. Contingency theory, institutional theory,
and organizational ecology also enraged.
Starting in the 1980s, cultural explanations of organizations and organizational change
became areas of study.
Informed by anthropology, psychology, and sociology, qualitative research became more
acceptable in OB.
Organizational Behavior Definition
control of human behavior in organizations.” — Fred Luthans.
Organizational behavior is the study of both group and individual performance and activity
within an organization.
This area of study examines human behavior in a work environment and determines its
impact on job structure, performance, communication, motivation, leadership, etc.
It is the systematic study and application of knowledge about how individuals and groups
act within the organizations where they work. OB draws from other disciplines to create a
unique field.
For example, when we review topics such as personality and motivation, we will again
review studies from the field of psychology. The topic of team processes relies heavily on
the field of sociology.
When we study power and influence in organizations, we borrow heavily from political
sciences.
Even medical science contributes to the field of Organizational Behavior, particularly in the
study of stress and its effects on individuals.
There is increasing agreement as to the components or topics that constitute the subject
area of OB.
Although there is still considerable debate as to the relative importance of change, there
appears to be general agreement that OB includes the core topics of motivation, leader
behavior, and power, interpersonal communication, group structure and processes, learning,
attitude development and perception, change processes, conflict, work design, and work
stress.
Features of Organizational Behavior
Organizational Behavior is the study and application of knowledge about how people,
individuals, and groups act in organizations. It does this by taking a system approach.
That is, it interprets people-organization relationships in terms of the whole person, the
whole group, the whole organization, and the whole social system.
Its purpose is to build better relationships by achieving human objectives, organizational
objectives, and social objectives.
6 features or characteristics shows the nature of Organizational Behavior
 A Separate Field of Study and not a Discipline Only.
 An Interdisciplinary Approach.
 Applied Science.
 A Normative Science.
 A Humanistic and Optimistic Approach.
 A Total System Approach.
Objectives of Organizational Behavior
The organizations in which people work have an effect on their thoughts, feelings, and
actions. These thoughts, feelings, and actions, in turn, affect the organization itself.
 Organizational behavior studies the mechanisms governing these interactions, seeking to Furthermore, it is but part of the whole cloth of an organization.
identify and foster behaviors conducive to the survival and effectiveness of the We can discuss organizational behavior as a separate subject, but to apply it, we must tie it
organization. to the whole reality. Improved organizational behavior will not solve unemployment.
1. Job Satisfaction. Organizational Behavior will not make up for our deficiencies, cannot substitute for poor
2. Finding the Right People. planning, inept organizing, or inadequate controls. It is only one of the many systems
3. Organizational Culture. operating within a larger social system.
4. Leadership and Conflict Resolution. 3 major limitations of OB are;
5. Understanding the Employees Better.  Behavioral Bias.
6. Understand how to Develop Good Leaders.  The Law of Diminishing Returns.
7. Develop a Good Team.  Unethical Manipulation of People.
8. Higher Productivity. Organizational Behavior Model
Fundamental Concepts of Organizational Behavior The OB model Shows the 3 levels, Individual level, Group level, and Organization System
Fundamental Concepts of Organizational Behavior. level and how they impact the elements of human output.
Organization Behavior is based on a few fundamental concepts which revolve around the The above figure presents the skeleton on which constructed OB model.
nature of people and organizations. It proposes that there are three levels of analysis in OB and that, as we move from the
 Individual Differences. individual level to the organization systems level, we add systematically to our
 Perception. understanding of behavior in organizations.
 A whole Person. The three basic levels are analogous to building blocks; each level is constructed on the
 Motivated Behavior. previous level.
 The desire for Involvement. Group concepts grow out of the foundation laid in the individual section; we overlay
 The value of the Person. constraints on the individual and group in order to arrive at organizational behavior.
 Human Dignity. Contributing Disciplines to the Organizational Behavior field
 Organizations are Social System. There are some important disciplines in the organizational behavior field which developed
 Mutuality of Interest. it extensively.
 Holistic Concept. Due to the increase of organizational complexity, various types of knowledge are required
Main Challenges and Opportunities of Organizational Behavior and help in many ways.
Challenges and opportunities of organizational behavior are massive and rapidly changing The major disciplines are;
for improving productivity and meeting business goals.  Psychology.
1. Improving Peoples’ Skills.  Sociology.
2. Improving Quality and Productivity.  Social Psychology.
3. Total Quality Management (TQM).  Anthropology.
4. Managing Workforce Diversity.  Political Sciences.
5. Responding to Globalization.  Economics.
6. Empowering People. 4 Approaches to Organizational Behavior studies
7. Coping with Temporariness. Organizational behavior approaches are a result of the research done by experts in this
8. Stimulating Innovation and Change. field.
9. Emergence of E-Organisation & E-Commerce. These experts studied and attempted to quantify research done about the actions and
10. Improving Ethical Behavior. reactions of employees, with regard to their work environments.
11. Improving Customer Service. 1. Human resources approach.
12. Helping Employees Balance Work-Life Conflicts. 2. Contingency approach.
13. Flattening World. 3. Productivity approach.
Limitations of Organizational Behavior 4. Systems approach.
Recognize the limitations of organizational behavior. Organizational Behavior will not Why Study Organizational Behavior?
abolish conflict and frustration; it can only reduce them. It is a way to improve, not an 1. OB is the study of learning how to predict human behavior and, then, apply it in
absolute answer to problems. some useful way to make the organization more effective. It helps in the effective
 utilization of people working in the organization guarantees the success of the acquires by observing, practicing, and learning from others and the surroundings is known
organization. as learned characteristics. Learned characteristics includes the following features −
2. OB helps the managers to understand the basis of motivation and what he should Perception − Result of different senses like feeling, hearing etc.
do to motivate his subordinates. Values − Influences perception of a situation, decision making process.
3. OB helps to maintain cordial industrial relations which help to increase the overall Personality − Patterns of thinking, feeling, understanding and behaving.
productivity of the industry. Attitude − Positive or negative attitude like expressing one’s thought.
4. Helps greatly in improving bur inter-personal relations in the organizations. Traits of Personality
5. Helps managers apply appropriate motivational techniques in accordance with the Personality traits are the enduring features that define an individual’s behavior. A
nature of individual employees who exhibit a learning difference in many respects. personality trait is a unique feature in an individual. Psychologists resolved that there are
Conclusion five major personality traits and every individual can be categorized into at least one of
Organizational Behavior is the study and application of knowledge about how people, them. These five personality traits are −
individuals, and groups act in organizations. It does this by taking a system approach. Extrovert Neurotic Open
That is, it interprets people-organization relationships in terms of the whole person, the Agreeable
whole group, the whole organization, and the whole social system. Conscientious
Its purpose is to build better relationships by achieving human objectives, organizational
objectives, and social objectives. OB encompasses a wide range of topics, such as human Openness to experience: (inventive/curious vs. consistent/cautious). Appreciation for art,
behavior, change, leadership, teams, etc. emotion, adventure, unusual ideas, curiosity, and variety of experience. Openness reflects
Organizational behavior has a great impact on individuals and also in organizations which the degree of intellectual curiosity, creativity and a preference for novelty and variety a
cannot be ignored. In order to run the businesses effectively and efficiently, the study of person has. It is also described as the extent to which a person is imaginative or
organizational behavior is very essential. independent and depicts a personal preference for a variety of activities over a strict
Personality routine. High openness can be perceived as unpredictability or lack of focus. Moreover,
The word personality is derived from a Greek word “persona” which means “to speak individuals with high openness are said to pursue self-actualization specifically by seeking
through.” Personality is the combination of characteristics or qualities that forms a person’s out intense, euphoric experiences. Conversely, those with low openness seek to gain
unique identity. It signifies the role which a person plays in public. Every individual has a fulfillment through perseverance and are characterized as pragmatic and data-driven—
unique, personal and major determinant of his behavior that defines his/her personality. sometimes even perceived to be dogmatic and closed-minded. Some disagreement remains
Characteristics of Personality: about how to interpret and contextualize the openness factor.
i) Personality is not related to bodily structure alone. It includes both structure and Conscientiousness: (efficient/organized vs. easy-going/careless). A tendency to be
dynamics organized and dependable, show self-discipline, act dutifully, aim for achievement, and
(ii) Personality is an indivisible unit. prefer planned rather than spontaneous behavior. High conscientiousness is often perceived
(iii) Personality is neither good nor bad. as stubbornness and obsession. Low conscientiousness is associated with flexibility and
(iv) Personality is not a mysterious phenomenon. spontaneity, but can also appear as sloppiness and lack of reliability.[4]
(v) Every personality is unique. Extraversion: (outgoing/energetic vs. solitary/reserved). Energy, positive emotions,
(vi) Personality refers to persistent qualities of the individual. It expresses consistency surgency, assertiveness, sociability and the tendency to seek stimulation in the company of
and regularly. others, and talkativeness. High extraversion is often perceived as attention-seeking, and
(vii) Personality is acquired. domineering. Low extraversion causes a reserved, reflective personality,which can be
(viii) Personality is influenced by social interaction. It is defined in terms of behaviour. perceived as aloof or self-absorbed.[4]
Inherited Characteristics: The features an individual acquires from their parents or Agreeableness: (friendly/compassionate vs. challenging/detached). A tendency to be
forefathers, in other words the gifted features an individual possesses by birth is considered compassionate and cooperative rather than suspicious and antagonistic towards others. It is
as inherited characteristics. It consists of the following features − also a measure of one's trusting and helpful nature, and whether a person is generally well-
Color of a person’s eye tempered or not. High agreeableness is often seen as naive or submissive. Low
Religion/Race of a person Shape of the nose agreeableness personalities are often competitive or challenging people, which can be seen
Shape of earlobes as argumentativeness or untrustworthiness.[4]
Learned Characteristics: Nobody learns everything by birth. First, our school is our home, Neuroticism: (sensitive/nervous vs. secure/confident). The tendency to experience
then our society, followed by educational institutes. The characteristics an individual unpleasant emotions easily, such as anger, anxiety, depression, and vulnerability.
Neuroticism also refers to the degree of emotional stability and impulse control and is
sometimes referred to by its low pole, "emotional stability". A high need for stability
manifests itself as a stable and calm personality, but can be seen as uninspiring and
unconcerned. A low need for stability causes a reactive
Major Personality Attributes
Following are the five major personality attributes that influence OB −
Locus of Control
Locus of control is the center of control of an individual’s code of conduct. People can be
grouped into two categories i.e., internals and externals respectively.
People who consider themselves as the masters of their own fates are known as internals,
while, those who affirm that their lives are controlled by outside forces known as externals.
Before making any decision, internals actively search for information, they are
achievement driven, and want to command their environment. Thus, internals do well on
jobs that crave complex information processing, taking initiative and independent action.
Externals, on the other hand, are more compliant, more willing to follow instructions, so,
they do well in structured, routine jobs.
Machiavellianism
Machiavellianism is being practical, emotionally distant, and believing that ends justify
means.
Machiavellians always want to win and are great persuaders. Here are the significant
features of high-mach individuals
High-Machs prefer precise interactions rather than beating about the bush.
High-Machs tend to improvise; they do not necessarily abide by rules and regulations all
the time.
High-Machs get distracted by emotional details that are irrelevant to the outcome of a
project.
Self-esteem
It is the extent up to which people either like or dislikes them. Self-Esteem is directly
related to the expectations of success and on-the-job satisfaction.
Individuals with high self-esteem think that they have what it takes to succeed. So, they
take more challenges while selecting a job.
On the other hand, individuals with low self-esteem are more susceptible to external
distractions. So, they are more likely to seek the approval of others and to adapt the beliefs
and behaviors of those they respect.
Self-monitoring
Self-monitoring is the capability of regulating one’s behavior according to social situations.
Individuals with high self-monitoring skill easily adjust their behavior according to
external, situational factors. Their impulsive talents allow them to present public personae
which are completely different from their private personalities.
However, people with low self-monitoring skills cannot cover themselves. Regardless of
any situation, they are always themselves. They have an attitude of, “what you see is what
you get.”
Risk taking
Generally, managers are reluctant on taking risks. However, individual risk-taking
inclination affects the bulk of information required by the managers and how long it takes
them to make decisions.
Thus, it is very important to recognize these differences and align risk-taking propensity
with precise job demands that can make sense.
Theories of Personality
I. Sigmund Freud’s Psychoanalytic Theory
This theory is based on the belief that man is encouraged more by unforeseen forces than
the conscious and logical thought. Freud believed that most of the things in life are not
present at the conscious level but they are present at an unconscious level.
The features of Freud’s theory include three attributes − Id, Ego, and Superego.
Id − It defines the innate component of personality. It
is the impulsive and unconscious part of mind that seeks immediate satisfaction.
Example − A hungry baby cries till he/she is fed.
Ego − It is derived from Id and assists in dealing with the external world. It also helps in
translating the inner needs into expressions. It deals with practical and rational thinking
process.
Example − we have a fight with our friend and expect the friend to talk first, even though
both of us want to talk.
Superego − It is different from ego and is partially
unconscious. It includes the traditional values of society as interpreted by our parents. It
also helps in the integral vision of punishment.
Example − Ram came late today so he is grounded for a week.
II. Erikson’s Theory
This theory states that personality is groomed throughout lifetime. He presents eight
distinct stages each with two possible outcomes. Successful completion of each stage leads
to a healthy personality. These stages are −
Infancy − It is the period between 0-1 years of age. In this stage, children learn the ability
to trust others depending on their caregivers. Unsuccessful completion in this stage results
in anxiety and insecurity.
Example− Children of this age are more comfortable with those faces they see more often
and not with strangers.
Early Childhood − It is the period between 1-3 years of age. In this stage, children learn to
be independent. If given support, they become more confident else they become dependent
over others.
Example − Children in this age are taught how to walk, how to talk etc.
Play Age − It is the period between 3-6 years of age.
In this stage, children assert themselves frequently. The failure leads to development of a
sense of guilt among them.
Example − Children in this age group, need to be taught how to behave and should be
taught to be focused.
School Age − It is the period between 6 years of age till puberty. In this stage, children
become more innovative. They feel confident and want to achieve their goals. If not
encouraged they may feel inferior.
Example − Teenagers should be protected and parents need to understand them and should
handle them patiently.
Adolescence − this stage is a transformation from childhood to adulthood. Here children
find their own identity and should be guided and supported in order to help them choose
the right direction.
Example − Decision such as which stream to choose science or commerce etc. happens
during this stage.
Young Childhood − this stage is also known as young
adulthood. Here, they begin to open up and become more intimate with others.
Example − Making close friends.
Adulthood − in this stage, they focus on establishing career and settling down with
relationships that are important.
Example − Applying for jobs.
Mature Adulthood − in this stage, a person is old and thus in this stage the productivity
slows down.
Example− Taking care of the family.
III. Sheldon’s Physiognomy Theory
This theory was proposed by William Sheldon. He presents personalities by classifying
individuals into convenient categories based on their body shapes. They are −
Endomorphs Mesomorphs Ectomorphs
Endomorphs
In this category, the body is soft and spherical. People with this kind of personality love
comfort; eat a lot, like to be around people and desire affection. Some commonendomorph
features are large amount of fat accumulation, insatiable appetite, larger frame etc. Some
endomorph personalities are John Goodman, Jack Black etc.
Mesomorphs
In this category, the body is hard and rectangular physique. People with this kind of
personality like to take risk, are courageous and have power. Some common mesomorph
features are wide shoulders, small waist, low body fat. Some mesomorph personalities are
Jennifer Garner, Tina Turner etc.
Ectomorphs
In this category, the body is fragile, flat chest and delicate body. People with this kind of
personality are anxious, ambitious and dedicated. Some common ectomorph features are
narrow frame, low body fat, etc. Some notable ectomorph personalities are Brad Pitt, Bruce
Lee etc.
Types of personality
1. The Duty Fulfiller - Such individuals take their roles and responsibilities seriously
and perform whatever tasks are assigned to them. Duty fulfillers are serious individuals and
believe in honesty and a peaceful living. They never do anything which is not good for
themselves, their job, families or for the society. Such individuals are actually good and
responsible citizens who abide by the legal system and can’t even dream of breaking the
law. People with such a personality type are extremely hard working and often find it
difficult to say NO to others, eventually becoming overburdened at the end of the day. Such
individuals adopt an organized approach towards work and are extremely loyal and
faithful. They also show a strong inclination towards creativity and aesthetics.
2. The Mechanic - As the name suggests such individuals are inclined towards
machinery like aeroplane, motorcycling, cars, races and so on. They are interested to know
why and how certain things function. Theories do not interest them. You would not be able
to convince them unless and until they see the practical application themselves. Such
individuals are extremely adventurous and have a strong power of logical reasoning.
3. The Nurturer - Nurturers are individuals with a large heart. For them, the
happiness of others is more important than their own interests. Such individuals actually
live for others. They do not look at the darker sides of life and believe in extracting the best
out of people around. They have a positive approach in life and want to believe only the
best of people.
4. The Artist - Artists have an eye for natural beauty and creativity. Rather than
worrying about future, they believe in living for the moment. Such individuals are
extremely cool headed and do not get into unnecessary fights and troubles. They do not
blindly copy others and aspire to create a style of their own.
5. The Protector - You would find such a personality type in very few people,
making it a very rare personality type. Protectors are systematic individuals who want the
best system to get things done. They often think irrationally. They are pessimists who find
a problem in every situation. Such individuals do not trust others and only believe in
themselves.
6. The Idealist - Such people have strong set of values and ethics. They find
happiness in helping others. They consider themselves lucky if they get an opportunity to
help others.
7. The Scientist - Such individuals believe in careful and strategic planning. They are
good observers who believe in constantly gathering information and upgrade their existing
knowledge. Scientists are extremely intelligent people who have a very sharp analytical
mind.
8. The Doer - Individuals with such a personality type are the ones who believe in
quick actions and immediate results. They enjoy taking risks in life and fulfill tasks
assigned to them in the shortest span possible.
9. The Guardian - Such individuals are perfectionists who ensure that everything
everywhere is going on smoothly. They are mature individuals who have a clear set of
standards.
10. The Performer - Performers strive hard to grab attention of others and love being
the centre of attention. They are fun loving individuals who enjoy fun and excitement in
life.
11. The Inspirer - Inspirers are talented individuals and often act as a role model for
others. They have great people skills.
12. The Giver - Individuals with “The Giver” personality type enjoy the company of
others and do not prefer staying alone.
13. The Executive - Such individuals are born to lead and make very good leaders.
They love taking charge and are good decision makers.
Learning can be defined as the permanent change in behavior due to direct and indirect
experience. It means change in behavior, attitude due to education and training, practice
and experience. It is completed by acquisition of knowledge and skills, which are
relatively permanent.
Nature of Learning
Nature of learning means the characteristic features of learning. Learning involves
change; it may or may not guarantee improvement. It should be permanent in nature, that
is learning is for lifelong.
The change in behavior is the result of experience, practice and training. Learning is
reflected through behavior.
Factors Affecting Learning
Learning is based upon some key factors that decide what changes will be caused by this
experience. The key elements or the major factors that affect learning are motivation,
practice, environment, and mental group.
Coming back to these factors let us have a look on these factors −
 Motivation − The encouragement, the support one gets to complete a task, to
achieve a goal is known as motivation. It is a very important aspect of learning as
it acts gives us a positive energy to complete a task. Example − The coach
motivated the players to win the match.
 Practice − We all know that ”Practice makes us perfect”. In order to be a
perfectionist or at least complete the task, it is very important to practice what we
have learnt. Example − We can be a programmer only when we execute the
codes we have written.
 Environment − We learn from our surroundings, we learn from the people
around us. They are of two types of environment – internal and
external. Example − A child when at home learns from the family which is an
internal environment, but when sent to school it is an external environment.
 Mental group − It describes our thinking by the group of people we chose to
hang out with. In simple words, we make a group of those people with whom we
connect. It can be for a social cause where people with the same mentality work
in the same direction. Example− A group of readers, travelers, etc.
These are the main factors that influence what a person learns, these are the root level for
our behavior and everything we do is connected to what we learn.
How Learning Occurs?
Learning can be understood clearly with the help of some theories that will explain our
behavior. Some of the remarkable theories are −
 Classical Conditioning Theory
 Operant Conditioning Theory
 Social Learning Theory
 Cognitive Learning Theory
Classical Conditioning Theory
The classical conditioning occurs when a conditioned stimulus is coupled with an
unconditioned stimulus. Usually, the conditioned stimulus (CS) is an impartial stimulus
like the sound of a tuning fork, the unconditioned stimulus (US) is biologically effective
like the taste of food and the unconditioned response (UR) to the unconditioned stimulus
is an unlearned reflex response like salivation or sweating.
After this coupling process is repeated (for example, some learning may already occur
after a single coupling), an individual shows a conditioned response (CR) to the
conditioned stimulus, when the conditioned stimulus is presented alone. The conditioned
response is mostly similar to the unconditioned response, but unlike the unconditioned
response, it must be acquired through experience and is nearly impermanent.
Operant Conditioning Theory
Operant conditioning theory is also known as instrumental conditioning. This theory is a
learning process in which behavior is sensitive to, or controlled by its outcomes.
Let’s take an example of a child. A child may learn to open a box to get the candy inside,
or learn to avoid touching a hot stove. In comparison, the classical conditioning develops
a relationship between a stimulus and a behavior. The example can be further elaborated
as the child may learn to salivate at the sight of candy, or to tremble at the sight of an
angry parent.
In the 20th century, the study of animal learning was commanded by the analysis of these
two sorts of learning, and they are still at the core of behavior analysis.
Social Learning Theory
The key assumptions of social learning theory are as follows −
 Learning is not exactly behavioral, instead it is a cognitive process that takes
place in a social context.
 Learning can occur by observing a behavior and by observing the outcomes of the
behavior (known as vicarious reinforcement).
 Learning includes observation, extraction of information from those observations,
and making decisions regarding the performance of the behavior (known as
observational learning or modeling). Thus, learning can occur beyond an
observable change in behavior.
 Reinforcement plays an important role in learning but is not completely
responsible for learning.
 The learner is not a passive receiver of information. Understanding, environment,
and behavior all mutually influence each other.
Cognitive Learning Theory
Cognition defines a person’s ideas, thoughts, knowledge, interpretation, understanding
about himself and environment.
This theory considers learning as the outcome of deliberate thinking on a problem or
situation based upon known facts and responding in an objective and more oriented
manner. It perceives that a person learns the meaning of various objects and events and
also learns the response depending upon the meaning assigned to the stimuli.
This theory debates that the learner forms a cognitive structure in memory which stores
organized information about the various events that occurs.
Learning & Organizational Behavior
An individual’s behavior in an organization is directly or indirectly affected by learning.
Example − Employee skill, manager’s attitude are all learned.
Behavior can be improved by following the listed tips −
 Reducing absenteeism by rewarding employees for their fair attendance.
 Improving employee discipline by dealing with employee’s undesirable behavior,
drinking at workplace, stealing, coming late, etc. by taking appropriate actions
like oral reprimands, written warnings and suspension.
 Developing training programs more often so as to grab the trainees’ attention,
provide required motivational properties etc.