Overview[ edit ] Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. One of the main goals of organizational behavior is "to revitalize organizational theory and develop a better conceptualization of organizational life". Although there are similarities and differences between the two disciplines, there is still confusion around differentiating organizational behavior and organizational psychology. Please help improve this section by adding citations to reliable sources.
Next Page Organizational behavior reflects the behavior of the people and management all together, it is considered as field study not just a discipline.
A discipline is an accepted science that is based upon theoretical foundation, whereas OB is an inter-disciplinary approach where knowledge from different disciplines like psychology, sociology, anthropology, etc.
It is used to solve organizational problems, especially those related to human beings. There are four different types of models in OB. We will throw some light on each of these four models.
Autocratic Model The root level of this model is power with a managerial orientation of authority. The employees in this model are oriented towards obedience and discipline. They are dependent on their boss.
The employee requirement that is met is subsistence. The performance result is less. The major drawbacks of this model are people are easily frustrated, insecurity, dependency on the superiors, minimum performance because of minimum wage.
Custodial Model The root level of this model is economic resources with a managerial orientation of money. The employees in this model are oriented towards security and benefits provided to them. They are dependent on the organization. The employee requirement that is met is security.
This model is adapted by firms having high resources as the name suggest.
It is dependent on economic resources. This approach directs to depend on firm rather than on manager or boss.
They give passive cooperation as they are satisfied but not strongly encouraged. Supportive Model The root level of this model is leadership with a managerial orientation of support.
The employees in this model are oriented towards their job performance and participation. The employee requirement that is met is status and recognition. The performance result is awakened drives.
This model is dependent on leadership strive. It gives a climate to help employees grow and accomplish the job in the interest of the organization. Employees feel a sense of participation. Collegial Model The root level of this model is partnership with a managerial orientation of teamwork.
The employees in this model are oriented towards responsible behavior and self-discipline. The employee requirement that is met is self-actualization. The performance result is moderate zeal.
This is an extension of supportive model. The team work approach is adapted for this model. Workers feel an obligation to uphold quality standard for the better image of the company.Jun 29, · The autocratic model of organizational behavior puts the boss in charge and the subordinates in a position to obey commands or be fired.
It's . An emerging model of organizational behavior is the system model. It is the result of a strong search for higher meaning at work by many of today's employees; they want more than just a paycheck and job security from their jobs.
Organizational behavior reflects the behavior of the people and management all together, it is considered as field study not just a discipline. A discipline is an accepted science that is based upon theoretical foundation, whereas OB is an inter-disciplinary approach where knowledge from different.
Organizational behavior (OB) or organisational behaviour is "the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself". Sep 14, · Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations.
It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and.
The five models of organisational behaviour are the: autocratic model, custodial model, supportive model, collegial model and system model. Autocratic model Autocratic model is the model that depends upon strength, power and formal authority.
In an autocratic organisation, the people (management/owners) who manage the tasks in an organisation have formal authority for controlling .