Intro to Organizational Behavior

Behavior model
Diagram of Schein's organizational behavior model, which depicts the three central components of an
organization's culture: artifacts (visual symbols such as office dress code), values (company goals and
standards), and assumptions (implicit, unacknowledged standards or biases).
Organizational behavior also deals heavily in culture. Company or corporate culture is difficult to define
but is extremely relevant to how organizations behave.
Source: Boundless. What is Organizational Behavior?. Boundless Management. Boundless, 31 May.
2016. Retrieved 11 Jul. 2016 from https://www.boundless.com/management/textbooks/boundlessmanagement-textbook/organizational-theory-3/why-study-organizational-theory-28/what-isorganizational-behavior-162-3925/
Some reference from here: http://www.slideshare.net/rajasshrie1/chapter-1-ob-38248150
http://www.journals.elsevier.com/organizational-behavior-and-human-decision-processes/
How does Emotional Intelligence (EI) affect OB?
Emotional intelligence (EQ) is the ability to identify, use, understand, and manage your own emotions in
positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and
defuse conflict. This ability also allows us to recognize and understand what others are experiencing
emotionally. This recognition and understanding is, for the most part, a nonverbal process that informs
thinking and influences how well you connect with others.
Emotional intelligence is commonly defined by four attributes:
Self-awareness You recognize your own emotions and how they affect your thoughts and behavior. You
know your strengths and weaknesses, and have self-confidence.

Self-management Youre able to control impulsive feelings and behaviors, manage your emotions in
healthy ways, take initiative, follow through on commitments, and adapt to changing circumstances.
Social awareness You can understand the emotions, needs, and concerns of other people, pick up on
emotional cues, feel comfortable socially, and recognize the power dynamics in a group or organization.
Relationship management You know how to develop and maintain good relationships, communicate
clearly, inspire and influence others, work well in a team, and manage conflict.
Building emotional intelligence using relationship management
Working well with others is a process that begins with emotional awareness and your ability to recognize
and understand what other people are experiencing. Once emotional awareness is in play, you can
effectively develop additional social/emotional skills that will make your relationships more effective,
fruitful and fulfilling.
http://www.woodassociates.net/FAP/Newsletters/Search/PDF/FAP%20August%202013%207_23_13.pdf
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SB to follow the simple ADDIE model

[The OSTs should be definitive terms that will be elaborated in the VO. Let us not repeat info so that the
maximum can be incorporated in the SB.]
Intro slide
Agenda slide: How is OB affected by EI?
Key points: (definitive pointers)
Design & Development: Draw a parallel with the scenario provided.
Examples:
OB

https://www.google.co.in/imgres?imgurl=http%3A%2F%2Fimages.flatworldknowledge.com%2Fbauer
%2Fbauer-fig01_003.jpg&imgrefurl=http%3A%2F%2Fcatalog.flatworldknowledge.com%2Fbookhub
%2F3%3Fe%3Dbauer&docid=1-bIbtBmyX8HkM&tbnid=u7NsPOD7raKb1M
%3A&w=750&h=749&bih=643&biw=1360&ved=0ahUKEwiumuGmqOvNAhVEMI8KHfONAjEQMw
hgKD0wPQ&iact=mrc&uact=8#h=749&w=750

https://www.google.co.in/imgres?imgurl=http%3A%2F%2F2.bp.blogspot.com%2F_hijsD141Xxk
%2FTIKHVvSL0QI%2FAAAAAAAAAAM%2FieCUhfNjSQo
%2Fs1600%2Fculturalorientations.png&imgrefurl=http%3A%2F%2Fvalengipsy.blogspot.com
%2F2010%2F09%2Forganizational-behavior-nationaland.html&docid=1NHIN7Zae5jQJM&tbnid=Agnp0IwiH995JM
%3A&w=411&h=424&bih=643&biw=1360&ved=0ahUKEwjV_J32pvNAhVDL48KHfY_CTQ4ZBAzCFEoTjBO&iact=mrc&uact=8

EI

https://www.google.co.in/imgres?imgurl=http%3A%2F
%2Fcorter.com%2Fwp-content%2Fuploads%2F2015%2F04%2Femotionalintelligence.png&imgrefurl=http%3A%2F%2Fquotesgram.com%2Femotional-intelligence-quotes
%2F&docid=3x_FOrEaHMS2-M&tbnid=oAQSGSudh90fXM
%3A&w=522&h=514&bih=643&biw=1360&ved=0ahUKEwj6887snuvNAhUEpI8KHTBzBHcQMwg6
KAgwCA&iact=mrc&uact=8

https://www.google.co.in/imgres?imgurl=https%3A%2F%2Fmedia.licdn.com%2Fmpr%2Fmpr
%2Fshrinknp_800_800%2FAAEAAQAAAAAAAAOIAAAAJGExYmQ2ODYzLWQyZTYtNDg0MS1h
ZjVmLWE2NTEyMGI0YzdkMQ.png&imgrefurl=https%3A%2F%2Fwww.linkedin.com%2Fpulse
%2Fcan-emotional-intelligence-taught-robert-jerussphr&docid=X5N5VFv5QJ88oM&tbnid=akN8tLIHj6QqVM
%3A&w=800&h=600&bih=643&biw=1360&ved=0ahUKEwj6887snuvNAhUEpI8KHTBzBHcQMwg9
KAswCw&iact=mrc&uact=8

https://www.google.co.in/imgres?imgurl=https%3A%2F%2Fwww.sonoma.edu%2Fusers%2Fs
%2Fswijtink%2Fteaching%2Fphilosophy_101%2Fpaper1%2Feidiagram.gif&imgrefurl=https%3A%2F
%2Fwww.sonoma.edu%2Fusers%2Fs%2Fswijtink%2Fteaching
%2Fphilosophy_101%2Fpaper1%2Fgoleman.htm&docid=ychrmMLnDzdugM&tbnid=Ozhj9Yhc_vQvZ
M
%3A&w=607&h=587&bih=643&biw=1360&ved=0ahUKEwj6887snuvNAhUEpI8KHTBzBHcQMwhA
KA4wDg&iact=mrc&uact=8

https://www.google.co.in/imgres?imgurl=http%3A%2F%2F2.bp.blogspot.com%2F-a-gmvtQO6Ds
%2FVApuo-qfC3I%2FAAAAAAAAAbU%2FkFvbGY6qSiY%2Fs1600%2Fgretel-ella-smith-emotionalintelligence.png&imgrefurl=http%3A%2F%2Fthequeenandking.blogspot.com
%2F2009%2F02%2Fnarcissist-and-emotional-intelligence.html&docid=PcR9lw8WX2oeM&tbnid=gc6Q27BTRwTnQM
%3A&w=610&h=649&bih=643&biw=1360&ved=0ahUKEwj6887snuvNAhUEpI8KHTBzBHcQMwg1
KAMwAw&iact=mrc&uact=8

Implementation part: Use Vector images when drawing the parallel.

Evaluation part: Something similar can be thought as a concluding part:
Is the EI of the members pulling up or pulling down the OB curve?

https://www.google.co.in/imgres?imgurl=http%3A%2F%2Fjapanstatus.org%2Fwp-content%2Fuploads
%2F2014%2F04%2Fgreatorganizationalbehaviourgraphic.png&imgrefurl=http%3A%2F
%2Fjapanstatus.org%2Fdown-the-organizational-behaviour-rabbit-hole
%2F&docid=OvzIMHFFMeWzbM&tbnid=ZQtRr3k3ufD1YM
%3A&w=300&h=300&bih=643&biw=1360&ved=0ahUKEwjD-4XopvNAhVDLI8KHY7EDYAQMwhtKDEwMQ&iact=mrc&uact=8
Conclude with: A corrective/alternate step that could have prevented the lockout by using EI to avert the
confrontation.