Summary Leading and Managing People
Introduction to OB and HRM
Lecture 1:
• Organizational Behaviour (OB) = a field of study that investigates the impact that individuals, groups,
and structure have on behavior within organizations for the purpose of applying such knowledge toward
improving an organization’s effectiveness.”
• Leader
1. Has a strong personality
2. xchanges value with followers
3. Are perceived as the prototypical in-group member.
• Manager → A difference between, average, effective and successful managers. Successful managers
are way more focused on networking, while the effective managers spends more time on
communication.
• OB aims to explain.
• Four levels of OB
1. Micro OB = Behavior of individuals.
2. Meso OB = Behaviour of people working in groups.
3. Macro OB – Behavior of entire organizations and its impact on lower level analysis.
• = Plays at an HRM (Human Resource Management) applied micro level.
• High -performance work systems (HPWS) = A group of separate but interconnected HR
practices designed to enhance employee effectiveness.
• Job interviews are deceptive due to the Impression Management (IM) of the applicant.
• Two types of IM → Honest IM and deceptive IM.
,Robbins & Judge chapter 1: What is organizational behavior.
Key concepts:
- Manager functions
- Mitzberg ten different roles
- MBWA
- 4 disciplines
- Contingency variable
- Positive organizational scholarship
- Challenges of managers
- OB model: Inputs, processes and outcomes
1-1 Demonstrate the importance of interpersonal skills in the workplace.
• For one, companies known as good places to work have been found to generate superior financial
performance.
• Developing interpersonal skills of managers help attracting and keeping talented employees.
• Quality of workplace satisfaction and employee job satisfaction highly correlated
1-2 Define organizational behavior (OB).
Organizational Behaviour (OB) = a field of study that investigates the impact that individuals, groups, and
structure have on behavior within organizations for the purpose of applying such knowledge toward improving
an organization’s effectiveness.”
The work of managers can be categorized into four different activities: planning, organizing, leading, and
controlling.
Manager = An individual who achieves goals through other people.
Mintzberg → Important!!
,Management by walking around (MBWA) limitations: Available hours, Focus and Application.
1-3 Show the value of OB to systematic study.
Systematic study = Looking at relationships, attempting to attribute causes and effects, and drawing conclusions
based on scientific evidence.
Evidence-based management (EBM) = Complements systematic study by basing managerial decisions on the
best available scientific evidence.
Both systematic studies and EBM are additions to intuition.
A problem with intuition is that people tend to overestimate the accuracy of what they think they know.
Jack Welch (former CEO of General Electric) noted, “The trick, of course, is to know when
to go with your gut.” But if we make all decisions with intuition or gut instinct,
we’re likely working with incomplete information.
An example: Amazon was one of the first companies to track the movement of website users to develop a
marketing strategy.
1-4 Identify the major behavioral science disciplines that contribute to OB.
Psychology → Seeks to explain, measure and change behavior of humans and animals.
Social psychology → Focuses on the influence of people on each other.
Sociology → Studies people in relation to their social environment or culture.
Anthropology → Study of societies to learn about human beings and their activities.
, 1-5 Demonstrate why few absolutes apply to OB.
It is not possible to predict with 100% certainty how two individuals will react in the same situation.
We can say x leads to y, but only under conditions specified in z—the contingency variables.
1-6 Identify managers’ challenges and opportunities in applying OB concepts.
Economic pressure = Managing employees well when times are tough is just as hard as when times
are good, if not harder.
Continuing globalization = The world is a global village and has changed the job of the manager. It now has to
deal with:
Workforce demographic = Woman emancipation, life expectancy and birth rate.
Workplace diversity = workforce becomes increasingly heterogenous
Customer service = Creating a customer-responsive culture.
People skills = How to create more effective teams.
Etc. etc. etc.
A real growth area in OB research is positive organizational scholarship (also
called positive organizational behavior), which studies how organizations
develop human strengths, foster vitality and resilience.
They increasingly face ethical dilemmas and ethical choices, in which
they are required to identify right and wrong conduct.
1-7 Compare the three levels of analysis in this text’s OB model.
1- 8 Describe the key employability skills gained from studying OB that are applicable to
other majors or future careers.
- Critical thinking;
- Communication;
- Collaboration;
- Knowledge application;
- Social responsibility;
Robbins & Judge chapter 16: HR policies and practices
Key concepts:
- Stages of recruitment
- Types of training
Introduction to OB and HRM
Lecture 1:
• Organizational Behaviour (OB) = a field of study that investigates the impact that individuals, groups,
and structure have on behavior within organizations for the purpose of applying such knowledge toward
improving an organization’s effectiveness.”
• Leader
1. Has a strong personality
2. xchanges value with followers
3. Are perceived as the prototypical in-group member.
• Manager → A difference between, average, effective and successful managers. Successful managers
are way more focused on networking, while the effective managers spends more time on
communication.
• OB aims to explain.
• Four levels of OB
1. Micro OB = Behavior of individuals.
2. Meso OB = Behaviour of people working in groups.
3. Macro OB – Behavior of entire organizations and its impact on lower level analysis.
• = Plays at an HRM (Human Resource Management) applied micro level.
• High -performance work systems (HPWS) = A group of separate but interconnected HR
practices designed to enhance employee effectiveness.
• Job interviews are deceptive due to the Impression Management (IM) of the applicant.
• Two types of IM → Honest IM and deceptive IM.
,Robbins & Judge chapter 1: What is organizational behavior.
Key concepts:
- Manager functions
- Mitzberg ten different roles
- MBWA
- 4 disciplines
- Contingency variable
- Positive organizational scholarship
- Challenges of managers
- OB model: Inputs, processes and outcomes
1-1 Demonstrate the importance of interpersonal skills in the workplace.
• For one, companies known as good places to work have been found to generate superior financial
performance.
• Developing interpersonal skills of managers help attracting and keeping talented employees.
• Quality of workplace satisfaction and employee job satisfaction highly correlated
1-2 Define organizational behavior (OB).
Organizational Behaviour (OB) = a field of study that investigates the impact that individuals, groups, and
structure have on behavior within organizations for the purpose of applying such knowledge toward improving
an organization’s effectiveness.”
The work of managers can be categorized into four different activities: planning, organizing, leading, and
controlling.
Manager = An individual who achieves goals through other people.
Mintzberg → Important!!
,Management by walking around (MBWA) limitations: Available hours, Focus and Application.
1-3 Show the value of OB to systematic study.
Systematic study = Looking at relationships, attempting to attribute causes and effects, and drawing conclusions
based on scientific evidence.
Evidence-based management (EBM) = Complements systematic study by basing managerial decisions on the
best available scientific evidence.
Both systematic studies and EBM are additions to intuition.
A problem with intuition is that people tend to overestimate the accuracy of what they think they know.
Jack Welch (former CEO of General Electric) noted, “The trick, of course, is to know when
to go with your gut.” But if we make all decisions with intuition or gut instinct,
we’re likely working with incomplete information.
An example: Amazon was one of the first companies to track the movement of website users to develop a
marketing strategy.
1-4 Identify the major behavioral science disciplines that contribute to OB.
Psychology → Seeks to explain, measure and change behavior of humans and animals.
Social psychology → Focuses on the influence of people on each other.
Sociology → Studies people in relation to their social environment or culture.
Anthropology → Study of societies to learn about human beings and their activities.
, 1-5 Demonstrate why few absolutes apply to OB.
It is not possible to predict with 100% certainty how two individuals will react in the same situation.
We can say x leads to y, but only under conditions specified in z—the contingency variables.
1-6 Identify managers’ challenges and opportunities in applying OB concepts.
Economic pressure = Managing employees well when times are tough is just as hard as when times
are good, if not harder.
Continuing globalization = The world is a global village and has changed the job of the manager. It now has to
deal with:
Workforce demographic = Woman emancipation, life expectancy and birth rate.
Workplace diversity = workforce becomes increasingly heterogenous
Customer service = Creating a customer-responsive culture.
People skills = How to create more effective teams.
Etc. etc. etc.
A real growth area in OB research is positive organizational scholarship (also
called positive organizational behavior), which studies how organizations
develop human strengths, foster vitality and resilience.
They increasingly face ethical dilemmas and ethical choices, in which
they are required to identify right and wrong conduct.
1-7 Compare the three levels of analysis in this text’s OB model.
1- 8 Describe the key employability skills gained from studying OB that are applicable to
other majors or future careers.
- Critical thinking;
- Communication;
- Collaboration;
- Knowledge application;
- Social responsibility;
Robbins & Judge chapter 16: HR policies and practices
Key concepts:
- Stages of recruitment
- Types of training
