Ob theories. Management Theory and Organizational Behavior 2022-12-27

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Organizational behavior (OB) theories are frameworks that help to understand and predict human behavior in organizations. These theories can be applied to various aspects of organizational life, such as leadership, communication, motivation, decision-making, and group dynamics. OB theories have been developed over the years through research and observation of how individuals and groups behave in organizations, and they provide a way to analyze and understand these behaviors in a systematic and scientific way.

One of the earliest OB theories is the hierarchy of needs theory, proposed by Abraham Maslow in 1943. This theory proposes that human needs are arranged in a hierarchy, with lower needs (such as physiological and safety needs) being more basic and necessary for survival, and higher needs (such as self-actualization and self-esteem) being more complex and related to personal growth and development. According to Maslow, individuals will only be motivated to fulfill higher needs once their lower needs have been met. This theory has been influential in understanding how individuals' basic needs influence their behavior in organizations.

Another influential OB theory is the two-factor theory, also known as the motivation-hygiene theory, proposed by Frederick Herzberg in 1959. This theory suggests that individuals are motivated by different factors depending on whether they are related to their work itself (motivation factors) or to their work environment (hygiene factors). Motivation factors, such as achievement, recognition, and responsibility, lead to job satisfaction and can be used to motivate employees. Hygiene factors, such as salary, working conditions, and relationships with coworkers, do not directly lead to job satisfaction, but their absence can lead to dissatisfaction. According to the two-factor theory, organizations should focus on providing both motivation and hygiene factors in order to maximize employee satisfaction and motivation.

One more OB theory that has had a significant impact is the contingency theory, which proposes that the most effective leadership style or decision-making approach depends on the specific situation. This theory, first proposed by Fred Fiedler in the 1960s, suggests that different leadership styles are more or less effective depending on the level of control a leader has over their environment and the degree to which tasks and goals are structured. For example, a leader who has a high level of control over their environment and structured tasks may be more effective using an autocratic leadership style, while a leader who has less control and unstructured tasks may be more effective using a participative leadership style.

There are many other OB theories that have been developed over the years, each offering insights into different aspects of organizational behavior. These theories can be useful for organizations looking to understand and improve the behavior of their employees and teams. By applying these theories, organizations can develop strategies and interventions to foster positive behaviors and create a more productive and positive work environment.

Management Theory and Organizational Behavior

ob theories

The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls— essentially an environment of command and control. The theory being that organisations that use the latest cutting edge technology while also employing skilled and well managed workers will achieve a system that produces maximum productivity and therefore high profits. Organizational Behavior Models As a result, many organizational behavior models are applied from the various fields of study beyond business management. OBM resembles human resource management but places more emphasis on ABA and systems-level focus. The Hawthorne studies are credited with focusing managerial strategy on the socio-psychological aspects of human behavior in organizations.


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Theories of Organizational Behaviour

ob theories

Customer co-creation of travel services: The role of company support and customer satisfaction with the co-creation performance. Behavioural scientists were seriously taking initiative in the work related problems such as — fatigue, disliking routine work, principles of doing a single segment of a particular work by the workers in factories etc. Rules are stable and can be learned. I have to compare and contract each model of change in the change models of Kotter and Lewin, explain each step of the change model and explain the impact of each model on implementing change and Identify the major stakeholder of Starbucks, analyze the top-management structure, investigate and enumerate the code of ethics written or not written and explain the ethical stance of all stakeholders involved in the organization. Stimuli elicit responses; therefore learning occurs when a clear connection between a given stimulus and a certain response can be discerned. Humans need to love and be loved sexually and non-sexually by others.

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Theories

ob theories

This theory discusses how to divide up professional tasks in the most efficient and effective way. There are two main theories under Attitudes: Cognitive Dissonance Theory: This one elaborates upon the relationship between attitudes and behaviour and Cognitive Dissonance highlights the incompatibility and inconsistency between these two. These factors run the gamete from the goals and values of individual leaders in an organization, the culture that influences workers, and the competitiveness and speed of change of the industry in which the organization operates. The line of authority is based on the principle of unity of command which means that each subordinate does work under one superior only. The motivation may be in monetary and non-monetary terms. People who work within a bureaucracy are usually trained in the appropriate field of specialization.

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Organizational Behavior: Definition & Theory

ob theories

It brings out the judgement as to what is good and what is bad. Contrast each leadership theory listed below to one another. They became a permanent class of workers in the economy, which allowed factories to increase production and produce more than they had before. It explains that inconsistency is uncomfortable for human beings and they sought to minimise it thus to reduce dissonance and seek stability. Max Weber, the German Sociologist is famous for his forms of organisational structure. Contingency Theory of Decision-Making: The effectiveness of a decision procedure depends upon a number of aspects of the situation: a. The functional process deals with the growth of organisation horizontally.

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Organizational Theories: 12 Major Organizational Theories

ob theories

History of OB The core aspects of organisational behaviour date to as far back as the Greek philosophers, when Plato wrote about the essence of leadership. Much bigger limitation is that although we have learnt a lot about people in organisations, there is still a great deal that we do not understand about human behaviour. Artistic: imaginative, idealistic, emotional. Also, Smith argued that human and physical capital must be similar or matched; if the skill of workers were matched with technological improvements, there would be a major increase in productivity. There is nothing new in this theory because it is based on past empirical studies. If we were to take one characteristic focusing on efficiency, it would seem like Weber is promoting unhealthy work conditions, when in fact, he wanted the complete opposite. This means that professionals in management instruct their employees, and employees carry out the actions.


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OB Theories Flashcards

ob theories

If the manager believes it is ethical and the employee is amenable, there are several different approaches that can be considered. Division of Labour: This theory fully depends upon the principle of division of labour. First of all, he realized that bureaucracies were ruled by very few people with very large amounts of unregulated power. The Principles of Scientific Management : Taylor identifies four inherent principles of the scientific management theory: a. Theories in physical sciences are normally mathematical equations, whereas organisational theories in management are statement of assumptions. The employee should be given more power, responsibility, authority and control. At the top of the pyramid is self-actualization.

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Organizational Theory

ob theories

Theory X and Theory Y by McGregor McGregor came up with two hypotheses, X and Y. These three categories are achievement, affiliation, and power. Employees who are strongly power-motivated are driven by the desire to influence, teach, or encourage others. Now, why is this employee frequently absent? Theory is a way of relating concepts, which help in understanding a particular situation. Therefore, McGregor eventually believed that all of the managers eventually make different assumptions about their employees and all of these assumptions control the basic behaviour management that one has towards the staff.

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Theories of Organisational Behaviour

ob theories

Different situations require different functions and behavioural approaches. Furthermore, he claimed that without the structured organization of bureaucracy, our complex society would be much worse off, due to the fact that society would act in an inefficient and wasteful way. It concentrates on both quantitative and behavioural sciences. If it is, it is likely to be attributed an external cause but if the action is not unique then it will probably be judged as internal. What are some of the difficulties in rewarding people for the exact same or similar work? He read the lower level engineers or supervisors in the company or plant in X and the higher ranking management in the company's offices in Y. Stereotyping is a convenient method of categorising individuals, however, stereotypes are generally exaggerated or overgeneralised, the information on which they are based may be out of date and they can result in the unfair treatment of people. Therefore, an individual can learn to become a good leader.

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Organizational Theories' and Principles Understanding

ob theories

The satisfactory interrelationships between the coworkers. In addition to advocating the use of scientific means to develop the best method to carry out a task, Taylor argued that several other principles were important. It makes management responsible to make appropriate decision to the need of the situation. It applies broadly to the behavior of people in all types of organizations such as business, government, school and service organizations. Taylor mainly gave importance to shop level employees of the organisation. It started two weeks before moving the women to an experiment room and continued throughout the study.

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Organizational Behavior Theories

ob theories

The nature versus nurture debate has also appeared in business circles, especially in research on organisational management. Together, the women worked assembling telephone relays in a separate room over the course of five years 1927—1932. Classical Theory : The classical theory mainly deals with each and every part of a formal organisation. Abraham Maslow was a social psychologist who was interested in a broad spectrum of human psychological needs rather than on individual psychological problems. McGregor recognized that some people may not have reached the level of maturity assumed by Theory Y and may initially need tighter controls that can be relaxed as the employee develops. The way communication flows within an organization can have a significant impact on team and individual performance. A shared vision is important in motivating the staff to learn, as it creates a common identity that provides focus for learning.

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