Organisational Behaviour

Topics: Motivation, Management, Change management Pages: 34 (9537 words) Published: December 13, 2010
Organizational Behavior
Organizational Culture

Q.1 Why should every Manager study the discipline of OB? Elaborate the importance of OB

Ans. Organizational behaviour is the study and application of knowledge about how people act within organizations. It is a human tool for the human benefit. It applies broadly to the behaviour of people in all types of organizations such as business, government, schools etc. it helps people, structure, technology, and the external environment blend together into an effective operative system.

According to Fred Luthans im organizational behavior as “understanding, predicting and controlling human behaviour at work”.

Every discipline of study has certain set of fundamental concepts. The discipline of organizational behaviour has fundamental concepts revolving round the nature of people and the nature of the organization, which is essential for the manager to study to understand and control the behaviour of the subordinates at work.

The concepts dealing with the nature of individual are four there are:

i) Individual differences;
ii) Whole person;
iii) Motivation i.e., caused behaviour,
iv) Human dignity.

Individual Differences

In spite of all the human being similar every one is different. Every one has a different gift of the nature; different quality of intelligence, different perception and the different ways of behaviour. The concept tells that every person is an entity in him. When it comes to human behaviour there cannot be a prescriptive solution. Every individual is to be treated differently, even though two persons may have the same behavioural problems. The concept also tells the manager that he had better be aware of his own stereotypes. A stereotype is a tendency to attribute the traits of a group to an individual because he belongs to the said group. This concept, therefore, not only tells that a manager should treat every person as an entity in himself but he should also examine his own stereotype.

Whole Person

In the olden days employees were referred to as “hands”, implying that the organization hires only the hands of man. Nothing can be farther from the truth. An organization hires not only the hands of an employee but hires a complete men with all his pluses and minuses. At the same since a person performs many roles at the same time the happenings in one role are bound to affect the behaviour in other roles of the person. The concept tells the manager than when it comes to behavioural problems, he must also take into account the other roles of the person. If the whole person is to be developed then only the benefits will extend beyond the organization to the entire society, in which the employee lives.


The concept reminds the manager of Newton’s Third Law i.e., for every action there is an equal and opposite reaction. This means the way the manager deals with his employees, the employees also deals in a particular way. For e.g. if a manager is respectful to his employees they are bound to be respectful to him not otherwise. This is rather applicable not only in the organization but also applies everywhere hence, manager or any other person should deal with the other persons in a good manner so that they will also receive same time of behaviour from others.

Human Dignity

This concept is of a different order from the other three because it is more an ethical philosophy than a scientific conclusion. It confirms that people are to be treated differently from other factors of production. Because they are of a higher order, they want to be treated with respect and dignity. When every one, the employee, the manager as the CEO of an organization are engaged in the same pursuit. The pursuit of enabling their organization to achieve the objections for it has come in existence. Thus they are on the equal footing. The concept tells that...
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