Chapter 1 Organizational behavior
Introduction
- 7 people-centered practices (package deal):
-
- Job security
- Careful hiring
- Power to the people
- Generous pay for performance
- Lots of training
- Less emphasis on status
- Trust building
- Sustainability: green management, more people-centered
Welcome in the world of OB
- How people act and react in organizations of all kind
Organization: a system of consciously coordinated activities or forces of two or more
persons
Organizational behavior: an interdisciplinary field dedicated to better understanding
and managing people at work
Levels of OB:
Individual
Group
Organizational
Virtuous career spiral:
Skills —> job —> performance —> rewards —> motivation and satisfaction —>
skills —> performance —> rewards —> job
A historical perspective of OB
The human relations movement
New ways of handling employees
More attention to the human factor
Individual needs, supportive supervision and group dynamics have a powerful
effect on on job performance
Mayo and Follet: job performance; work is rather a pull than push strategy
McGregor’s theory Y: modern and positive assumptions about employees being
responsible and creative
Satisfaction —> performance linkage is complexer than originally thought
The quality movement
Total quality management: an organizational culture dedicated to training,
continuous improvement and customer satisfaction
Six Sigma - DMAIC:
Define
Pagina 1
, Measure
Analyze
Improve
Control
Deming legacy:
Formal training
Helpful leadership
Elimination of fear
Emphasis on continuous process improvements
Teamwork
Elimination of barriers
The principles of TQM:
Do it right the first time to eliminate costly rework and product recalls
Listen to an learn from customers and employees
Make continuous improvement an everyday matter
Build teamwork, trust and mutual respect
The internet and social media revolution
The now mobile-world has changed everything
E-commerce —> e-business: running the entire business via the interner and
managing virtual teams
Growing importance of user-generated content
The age of human and social capital
Knowledge workers are important more than ever
Heightening the importance and urgency of building human capital:
Spread of advanced technology to developing countries with rapidly growing
middle-classes
Offshoring of increasingly sophisticated jobs
Comparatively poor math and sciences skills among America’s youth
Massive brain drain caused by retiring post-WWII baby-boom generation
Human capital: the productive potential of one’s knowledge and actions
Social capital: the productive potential of strong, trusting, and cooperative
relationships
Pagina 2
,The managerial context: getting things done with and through others
Management: process of working with and through others to achieve organizational
objectives, efficiently and effectively, amid constant change
Effective manager skills:
Clarifies goals and objectives
Encourages participation
Plans and organizes
Technical and administrative expertise
Facilitates work
Provides feedback
Keeps things moving
Controls details
Pressures for goal accomplishment
Empowers and delegates
Recognizes good performance
Contingency approach: using management tools and techniques in a situationally
appropriate manner; avoiding the one-best-way mentality
The ethics challenge
Ethics: study of moral issues and choices
Pagina 3
, Corporate social responsibility: corporations are expected to go above and beyond
following the law and making a profit
A pick-and-choose approach is not appropriate
Moral principles for managers:
Dignity of human life
Autonomy
Honesty
Loyalty
Fairness
Humaness
The common good
Decisions have to be appropriate, principled and defensible
Improving on-the-job ethics:
Behave ethically yourself
Screen potential employees
Develop a meaningful code of ethics
Provide ethics training
Reinforce ethical behavior
Create positions, units, and other structured mechanisms to deal with ethics
Create a climate in which whistle-blowing becomes unnecessary
Learning about OB: research and a road map
Research methodologies:
Meta-analysis: pools the results of many studies through statistical procedure
Field study: examination of variables in a real-life setting
Laboratory study: manipulation and measurement of variables in contrived
situations
Sample survey: questionnaire responses from a sample of people
Pagina 4
Introduction
- 7 people-centered practices (package deal):
-
- Job security
- Careful hiring
- Power to the people
- Generous pay for performance
- Lots of training
- Less emphasis on status
- Trust building
- Sustainability: green management, more people-centered
Welcome in the world of OB
- How people act and react in organizations of all kind
Organization: a system of consciously coordinated activities or forces of two or more
persons
Organizational behavior: an interdisciplinary field dedicated to better understanding
and managing people at work
Levels of OB:
Individual
Group
Organizational
Virtuous career spiral:
Skills —> job —> performance —> rewards —> motivation and satisfaction —>
skills —> performance —> rewards —> job
A historical perspective of OB
The human relations movement
New ways of handling employees
More attention to the human factor
Individual needs, supportive supervision and group dynamics have a powerful
effect on on job performance
Mayo and Follet: job performance; work is rather a pull than push strategy
McGregor’s theory Y: modern and positive assumptions about employees being
responsible and creative
Satisfaction —> performance linkage is complexer than originally thought
The quality movement
Total quality management: an organizational culture dedicated to training,
continuous improvement and customer satisfaction
Six Sigma - DMAIC:
Define
Pagina 1
, Measure
Analyze
Improve
Control
Deming legacy:
Formal training
Helpful leadership
Elimination of fear
Emphasis on continuous process improvements
Teamwork
Elimination of barriers
The principles of TQM:
Do it right the first time to eliminate costly rework and product recalls
Listen to an learn from customers and employees
Make continuous improvement an everyday matter
Build teamwork, trust and mutual respect
The internet and social media revolution
The now mobile-world has changed everything
E-commerce —> e-business: running the entire business via the interner and
managing virtual teams
Growing importance of user-generated content
The age of human and social capital
Knowledge workers are important more than ever
Heightening the importance and urgency of building human capital:
Spread of advanced technology to developing countries with rapidly growing
middle-classes
Offshoring of increasingly sophisticated jobs
Comparatively poor math and sciences skills among America’s youth
Massive brain drain caused by retiring post-WWII baby-boom generation
Human capital: the productive potential of one’s knowledge and actions
Social capital: the productive potential of strong, trusting, and cooperative
relationships
Pagina 2
,The managerial context: getting things done with and through others
Management: process of working with and through others to achieve organizational
objectives, efficiently and effectively, amid constant change
Effective manager skills:
Clarifies goals and objectives
Encourages participation
Plans and organizes
Technical and administrative expertise
Facilitates work
Provides feedback
Keeps things moving
Controls details
Pressures for goal accomplishment
Empowers and delegates
Recognizes good performance
Contingency approach: using management tools and techniques in a situationally
appropriate manner; avoiding the one-best-way mentality
The ethics challenge
Ethics: study of moral issues and choices
Pagina 3
, Corporate social responsibility: corporations are expected to go above and beyond
following the law and making a profit
A pick-and-choose approach is not appropriate
Moral principles for managers:
Dignity of human life
Autonomy
Honesty
Loyalty
Fairness
Humaness
The common good
Decisions have to be appropriate, principled and defensible
Improving on-the-job ethics:
Behave ethically yourself
Screen potential employees
Develop a meaningful code of ethics
Provide ethics training
Reinforce ethical behavior
Create positions, units, and other structured mechanisms to deal with ethics
Create a climate in which whistle-blowing becomes unnecessary
Learning about OB: research and a road map
Research methodologies:
Meta-analysis: pools the results of many studies through statistical procedure
Field study: examination of variables in a real-life setting
Laboratory study: manipulation and measurement of variables in contrived
situations
Sample survey: questionnaire responses from a sample of people
Pagina 4
