BBA Second Semester

Code -201
By Dr Shilpi Sarna
 Introducing Organisation Behaviour

 Individual Behaviour

 Behaviour Dynamics

 Group Behaviour

 Management of Change & Organisational

Development
 Introduction and Concept of OB
 Nature & Role of OB, Scope of OB.
 Contributing Disciplines in OB.
 Challenges & Opportunities, Key elements of
OB.
 Organisational Goals, Approaches to OB.
 OB Models & Foundations of OB.
 Impact of Global & Cultural Diversity on OB
 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.
 “Organizational behavior is directly concerned with
the understanding, prediction, and control of human
behavior in organizations.”
According to Fred Luthans.

 “ Organisation Behaviour is a field of study that

investigate the impact that individuals, groups and
structure have on behaviour in organisations for the
purpose of applying such knowledge towards
improving an organisation’s effectiveness.”
According to Stephen Robbins
 Job Satisfaction.
 Finding the Right People.
 Organizational Culture.
 Leadership and Conflict Resolution.
 Understanding the Employees Need.
 Motivating Human Resource.
 Understand how to Develop Good Leaders.
 Develop a Good Team.
 Higher Productivity.
 Effective Communication.
 Skill Development

Personal Growth Through

Insight into Human Behaviour

Enhancement of Individual and

Organisational Effectiveness

Sharpening and Refinement of

Knowledge
Organisation Level

Group Level

Individual
Level
•Individual •Jobs
•Group •Relationships

People Structure

Environment Technology

•Government •Machinery
•Competition •Computers
•Social System
 OB is an applied behavioral science.
 It has frame down numbers of other applied
interdisciplinary behavioral disciplines.
 Learning

Motivation
Personality
Perception
Training
Leadership Effectiveness
Psychology Job satisfaction
Individual decision Making
Performance Appraisal
Attitude
Work Design
Work Stress
 Group Dynamics
Work Teams
Communication
Power
Conflict
Intergroup Behaviour
Sociology

Formal Organisation
Organisation Technology
Organisational Change
Organisatonal Culture
 Behavioural Change
Attitude Change
Group Communication
Social Psychology Group Process
Group Decision Making
 Comparative Values
Comparative Attitude
Comparative Analysis

Anthropology

Organisational Culture
Organisational Environment
 Conflict
Interpersonal Politics
Political Science
Power
 Changing
Managing Diversity Demographics of
Workforce

Changed
Ethical Behaviour Employee
OB Challenges
Expectations

Technology
Transformation Globalizations
 This approach recognizes the fact that people are the central
resource in any organization and they should be developed
towards higher levels of competency, creativity, and
fulfillment.
 The human resources approach is also called as the supportive
approach in the sense that the manager’s role changes from
control of employee to active support of their growth and
performance.
 People thus contribute to the success of the organization.
 It is also called situational approach which predicts that the
situation will fail in another.
 It results differ due to different situations.
 Manager has to use his skill to find out which method is the
most suited for a particular situation at that time.
 It gives more importance to the analysis of each situation
before taking any action to it.
 This most disciplined , systematic and research oriented
approach.
 The effectiveness of the enterprise depends upon its
productivity .
 It also shows the managers efficiency in utilizing his
resource.
 Productivity not only tackles the economic input and
output but human and social values also.
 It views the organisation as a united and inter-related
system.
 Thus managers treat the organisation as a whole
group.
 It emphasize that the activity of any department of the
organisation affect the other department .
 Everybody is concerned and responsible in the
system .
 Lack of understanding the behaviour of employees
because of so many individual differences.
 Limited use of strategies and methods adopted by
managers.
 Conflict of goals and values can exist in the
organisation.
 Misuse of knowledge on Organisation Behaviour .
 It fails in giving respect to every employees on
humanity ground, irrespective of their position.
 Global and cultural diversity has become an important issue for each
and every organization.
 Global and cultural diversity indicates cultural differences within
the organisation and nation.
 Cultural differences affect the organisational work behaviour within
and across countries and cultures.
 People from different backgrounds possess different attitudes,
values and norms.
 Cultural Diversity impacts varies with changes in the firm’s
competitive business environment and strategy.
 Time.
 Patterns of Thoughts
 Personal Space
 Language.
 Religion
 Personal Achievement.
 Social Behaviour
 Intercultural Socialization.
 Competitiveness.
 Origin of Individual Factors.
 Produce Negative Dynamics.
 Culturally Diverse Groups.
 Polarise Different Social Groups
 Dysfunctional Outcomes.
 Intergroup Conflict.
 Challenging in building a Multicultural
Organisation & Workforce.
 Due to Cultural Diversity Organisations differ
in value.
Case Study