* The study of human behaviour, attitudes and performance within organisational setting to improve performance and differences. * Frameworks of theories, methods and principles from disciplines such as psychology, sociology, political * The organisational Iceberg
The study of organisational behaviour embraces, therefore an understanding of * The nature and purpose of the organisation
* The human element and behaviour of people
* Business strategy, organisational processes and the execution of work * The process of management as an integrating and co-ordinating activity * Social responsibilities and business ethics
* The external environment of which the organisation is part of and * The need for organisation success and survival.
The Pyschological Contract
* The PC is not a formal written document that is referred to but a people organisation relationship where mutual expectations and satisfaction of needs are implied. * Important to enhance the level of trust and teamwork.
* Human capital to be seen as a responsibility and a resources to be added to * Two observations in human behaviour at work
* Peter Principle
* Parkinson’s law
The pyschological contract: possible examples of individual and organisational expectations Individual’s expectations of the organisation
* Provide safe and hygienic working conditions.
* Make every reasonable effort to provide job security.
* Attempt to provide challenging and satisfying jobs, and reduce alienating aspects of work. * Adopy equitable human resource management policicies and procedures. * Respect the role of trade union officials and staff representatives. * Consult fully with staff and allow genuine participation in decisions which affect them. * Implement best practice in equal opportunity policies and precedures. * Reward all staff fairly according to their contribution and performance. * Provide reasonable opportunities for personal development and career progression. * Treat members of staff wit respect.
* Demonstrate an understanding and considerate attitude towards personal problems of staff. Organisation’s Expectations of the Individual
* Uphold the ideology of the organisation and the corporate image. * Work diligently in pursuit of organisational objectives. * Adhere to the rules, policicies and procedures of the organisation. * Respect the reasonable authority of senior members of staff. * Not to take advantage of goodwill shown by the management. * Be responsive to the leadership influence.
* Demonstrate loyalty, respect confidentiality and not betray positions of trust. * Maintain harmonious relationships with work colleagues. * Not to abuse organisational facilities such as email or internet access. * Observe reasonable and acceptable standards of dress and appearance. * Show respect and consolidation to customers and suppliers. A pyshcological contract is not only measured in monetary value or in exchange of goods or services, it is in essence the exchange or sharing beliefs and values, expectations and satisfactions. Mutuality is the base principle of the pyshcological contract and consensus or mutual understanding is the basis of mutuality. Ideally therefore self-interest should be balanced with common interest in a win-win arrangement. In the past this unspoken contract might have implied that employees could expect job security and adequate rewards from their employer in exchange for hard work and loyalty. Today’s pyshological contract may be different, in line with a changed working environment that includes factors such as increased rationalism, technological changes, and management aproaches such as outsourcing. The new pyschological contract may revolve more around an employer’s willingness to assist you in developing your skills to order to maintain your marketability....