ORGANIZATIONAL BEHAVIOR

Transcription

1 ORGANIZATIONAL BEHAVIOR 1

2 1 topic. Organizational basis of behaviour Concept of organisational behaviour (OB). OB definition, purpose, scope, relation with other sciences. OB historical origins. OB theory and research methodology. 2

3 ORGANIZATIONAL BEHAVIOR BEHAVIOUR - is characterized by living organisms which interact with the environment, conditioned by their activity. ORGANIZATION - a structural unit, as well as circuit elements in a single whole. 3

4 ORGANIZATION IS A SOCIAL GROUP THIS GROUP FOCUSES ON THE INTER- RELATED SPECIFIC OBJECTIVE AND VERY FORMALIZED STRUCTURE DEVELOPMENT 4

5 Consciously coordinated social system consisting of two or more people that functions almost continuously in order to implement a common goal or goals. 5

6 Organization elements Social structure Objectives Participants (members) Technology 6

7 ORGANIZATION BEHAVIOUR (OB) Social research field which is focusing on individuals and groups in a coordinated overall objective which seeks interaction with the environment. 7

8 objective of OB research organization subject of OB research process of individuals and groups interactions in organization. 8

9 Main elements of OB research People External environment Structure Technologies 9

10 Science research integration in the OB research PSYCHOLOGY Personality, motivation, perception, attitudes, interests, job satisfaction, management effectiveness... Changes in behavior, communication, group processes, group decision PERSON EDUKOLOGY Personal professional development Improving the ability to work in a group Organization s self-development Group dynamics, communication and conflict SOCIOLOGY in groups. GROUP Organizational culture and changes. OB research MANAGEMENT Organization theory, organizational culture Analysis of intercultural, comparative values, provisions ORG. SYSTEM ANTHROPOLOGY Organizational culture, organizational environments POLITICS Politics within the organization, a conflict 10

11 Organizational behavior issues are addressed in three levels ORG. SYSTEM S GROUP S PERSON S 11

12 The performance of the individual to the organization in the state, expanding our understanding of organizational behavior. Individual level: Individual behavior - Basic values, attitudes, perceptions and acquisition. Personality and emotional impact on individual human behavior. Motivation Individual decision-making. Group level: Group Leadership. work team communication Leadership, trust, power, politics, conflict and negotiation. Organizations and Systems: organization structure, work structure and technology influence behavior; organization's personnel policies; organizational culture; organization change and development techniques that can be used managers to influence employees' behavior, it would be beneficial for the organization. 12

13 Objectives of OB research To help to explain to predict to control human behavior. 13

14 OBphilosophy and research methodology OB philosophical basis - two natures - interaction between people and organizations, the result - holistic organizational behavior 14

15 Human nature is analyzing Kin four aspects: Individual differences Personal integrity Motivated behavior Personal significance 15

16 The nature of the organizations analyzed According to them as social systems, taking into account that each organization is formed by mutual interests. 16

17 Objective of workers Objectives of organization Objectives of mutual interest Realization of objectives Benefit for worker Benefit for organization People and organizations commonality of interest (K. Davis, J.W.Newstrom, 1985) 17

18 Principles of OB Principle of human resources Unforeseen circumstances Performance principle System principle 18

19 Methodology of OB research The theoretical aspects of OB can be examined: Micro-behavioral plane Macro-behavioral plane Practical aspects of OB can be examined: Individual level Group level Organizational level 19

20 OB historical development Influenced the formation of industrial society F. W. Taylor (orientation to employees as an important factor of production) E. E. Mayo (the organization is a social system, and its most important element is worker) 20

21 Management of human resources 1

22 Stuff (human resource, work force) is everyone who works in organizations: workers, specialists, managers, chiefs, operating personnel. Management of human recourses (MHR) a part of managing process, which is related with human interactions and security of workers welfare. 2

23 Concept of stuff management human resource management work aspects of human management (politics cs, procedures ures), which has to be made every manager who works with the stuff. Staff management- is the practical work and politics, that manager can communicate with the stuff while he is managing he can accept, to teach, assess, to secure their welfare. 3

24 Main principles of stuff management : Compatibility between institution and person s interest Partnership principle Qualification and responsibilities principle Pprinciple of stuff growth. Principle of optimal work conditions Autonomizationtion principle ple Humanization principle Cost-effectiveness principle 4

25 Main factors which makes the influence for choosing the stuff politics type and cultural management aspects: Places of institution and it s department Main institution s culture Area of activity Size of institution Organizational structure Competitive strategy Character of operations in the market International politics, rules and procedures. 5

26 Staff politics The firm's personnel policy is formed company focused orientation of personnel in the field. It is an integral part of company policy, which includes key personnel goals and behavioral norms staff requirements liabilities of the firm personnel development concept. 6

27 Shaping personnel policies must meet the following requirements: 1. The company's philosophy, culture and business and personnel policy is one of the elements, they must be mutually consistent. 2. Company personnel policies must be combined as personnel policy is the most important company policy. 3. Shaping personnel policies, personnel from many scientific theories fit choose not absolutely perfect, but the best real business conditions. 7

28 Shaping personnel policies must meet the following requirements: 4. Personnel policy emphasis on social goals of staff, ie. how to solve the problem? "According to humanity, humanism, social responsibility ideals. 5. Personnel policy level corresponds to the level of the constitution. It does not provide specific solutions to problems, but determined decision principles formulated managers and employees conduct rules. 8

29 Shaping personnel policies must meet the following requirements: 6. Personnel policies should focus on: Safe working and production conditions and social security; Working relations between different groups of personnel: managers - professionals working-assurance; Owners or shareholders and staff interests; Wages organization, emphasizing the social dimension of the problem; Staff productivity and efficiency motivation. 9

30 International organizations, the prevailing attitudes of the personnel policy-making: The prevailing style of the headquarters and branches of the elements of the transfer; Adapting to the country where the influence of the conditions; Universalism; Combination approach. 10

31 The factors leading to the "home" MHR is different from the International MHR Cultural factors; Economic factors; Management styles and practices; Labor markets and labor costs differences; Reallocation of labor problems; Labor relations factors; National Orientation; Control factors. 11

32 International organization shall have eight types of activities: Personnel planning; Salaries and staff induction systems; Staff guidance; Staff training and education; Labor relations; Security issues; Frame policy; Conditions for staff career development award. 12

33 According to Sakalas personnel management is divided into two major components STAFF MANAGEMENT STAFF ORGANISATION STAFF MANAGEMENT Personnel records and statistics Personnel Requirements Planning Workplace and Assessment Staff recruitment, adaptation and removal Staff education system and so on. Employee awareness motivation of employees Sanctions against management styles Control methods and so on. 13

34 STAFF ORGANISATON To purposefully organized work to staff need to: Isolate the main career path; Set the contents of each strand of work 14

35 Personnel records and statistics 6 Information offer Information demand 1 Information need 3 1. necessary, but ask him and does not notice; 2. suggested necessary, but would ask information; 3. needed when asked, but no information; 4. information used; 5. asked received but not required information; 6. suggested, but not required, and ask him information; 7. asked, but not required, and proposed information 15

36 Personnel requirements planning Personnel planning needs, providing all the information systems of personnel development policies, are key personnel the organization of effective work premise. Distinction is made between two parallel lines requirements planning: Jobs / job number and structure Staff development. 16

37 Planning needs to: allow to determine the required number of employees, their structure, and the need for supplementary sources of satisfaction; show interest in employees' skills, career and realize their aspirations and inclinations; assess the requirements for developing skills. 17

38 Personnel evaluation are: Managerial process improvement; Staff input process optimization; Payment by results of the work or nature of the organization; Staff education system; Increasing the intensity of co-operation; operation; Improving employee motivation. 18

39 Assessment methods: Free (unstructured) methods: Characteristics of the methods: free with freely selectable criteria; free with the strict selection criteria. Second Structured methods: single-stage stage evaluation methods; ranking methods. 3rd Other methods: Assessment centers; Quality Circles; Situations methods; Others. 19

40 Personnel management theory Properties of the theory. Its main claim is that a lot of people demanding business is successful because of the fact that it is run with congenital or experience - learning the knowledge people. Role theory. This theory dealt with the supervisor and subordinate role, role conflicts. Personal characteristics examined in correlation with social phenomena and the human role in them. 20

41 Personnel management theory Situation theory. Its essence is that the management of personnel and management personnel performance shall be considered a situation in which this process takes place in the context. Situation assessment features groups: members of the group features, group climate, group rates and group the challenges, technical, economic, legal, social and other external factors. 21

42 Motivation theories Needs theories are emphasized factors relating to the individual needs of their deficits motivated need. Maslow's theory of motivation states: Higher-level needs will proceed only fully satisfy lower-level level needs; Pyramid form - base width depends on the environment and workers' value systems. 22

43 Personal expression needs Respect needs Social needs Security needs Physiological needs 23