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Google has leveraged the power of organizational

behavior to attract talented employees who want to
make a difference in the Internet world.
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Ô Groups of people who work interdependently

toward some purpose
Ń Structured patterns of interaction
Ń Coordinated tasks
Ń Have common objectives (even if not fully
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 O is the study of individuals and
groups in organizations.

What people think, feel and do in

the organization

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Ô ˜conomic, social, and cultural connectivity
(and interdependence) with people in
other parts of the world
Ô ˜ffects of globalization on organizations:
Ń New organizational structures
Ń Different forms of communication
Ń More diverse workforce.
Ń More competition, mergers, work intensification and
demands for work flexibility

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Ń Workforce has
increasing diversity
along several
dimensions
Ń Primary categories
J gender, age,
ethnicity, etc.
Ń Secondary categories
J some control over
(e.g. education,
marital status)
Ô Current trends
Ń Increased racial and ethnic diversity
Ń More women in workforce
Ń Generational diversity
Ń New age cohorts (e.g. Gen-X, Gen-Y)

Ô Implications
Ń Leverage diversity advantage
Ń Adjust to the new workforce

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 Ô Work-life balance
Ń Number one indicator of career success
Ń Priority for many young people looking for
new jobs

Ô ˜mployability
Ń ³New deal´ employment relationship
Ń Continuously learn new skills

Ô Contingent work
Ń No explicit or implicit contract for long-term
employment, or minimum hours of work can
vary in a nonsystematic way

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Úsing information technology to perform
one¶s job away from the traditional physical
workplace.
Ń Telecommuting (telework)
J working from home, usually internet connection to
office
Ń Virtual teams
J operate across space, time, and organizational
boundaries with members who communicate
mainly through electronic technologies

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The Department of ˜conomic

Development (D˜D) in the
˜mirate of Dubai recently
devoted several months to
identifying the agency¶s core
values: accountability,
D D  Dub teamwork, and continuous
improvement. D˜D also
organized a series of
workshops (shown in photo) to
help employees recognize
values-consistent behaviors.
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Long-lasting beliefs about

what is important in a
variety of situations
Ń Define right versus wrong --
guide our decisions

˜thics
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Ń Study of moral principles or
values that determine
whether actions are right or
wrong and outcomes are
good or bad
 è. Need to guide employee
decisions and actions
2. Globalization increases
awareness of different values
3. Increasing emphasis on
applying ethical values

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Ô Corporate Social Responsibility
Ń Organization's moral obligation toward its
stakeholders

Ô Stakeholders
Ń Shareholders, customers, suppliers,
governments etc.

Ô Triple bottom line philosophy

Ń ˜conomic, social & environmental




 

 


 




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Ô Multidisciplinary anchor
Ń Many O concepts adopted from other disciplines
Ń O develops its own models and theories, but also
needs to scan other fields for ideas.
Ń Últimate goal is to improve work performance of
people, groups, and organizations and to improve
the quality work of life.

Ô Systematic research anchor

Ń O researchers rely on scientific method
Ń O also adopting grounded theory and similar
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Ô Contingency anchor
Ń A particular action may have different
consequences in different situations
Ń Need to diagnose the situation and select best
strategy under those conditions

Ô Multiple levels of analysis anchor

Ń O issues can be studied from individual, team,
and/or organizational level
Ń Topics usually relate to all three levels

 
 
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 Ô Need to monitor and adapt to environment
Ô ˜xternal environment -- natural and social
conditions outside the organization
Ô Receive inputs from environment; transform
them into outputs back to the environment
Ô Stakeholders ± anyone with a vested
interest in the organization
Ô Organizations consist of interdependent
parts (subsystems) that need to coordinate




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 Any structured activity that
improves an organization¶s
capacity to acquire, share,
and use knowledge for its
survival and success

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 Hewlett-Packard relies
on knowledge mapping
so that employees can
quickly identify what
knowledge is needed
and where it is located.
Knowledge maps guide
employees to what
knowledge is important
and where it can be
found. 
Hewlett-Packard

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 Ô The storage and preservation of
intellectual capital
Ô Retain intellectual capital by:
Ń Keeping knowledgeable employees
Ń Transferring knowledge to others
Ń Transferring human capital to structural capital

Ô Successful companies also unlearn

 
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