ORGANIZATIONAL BEHAVIOR

ORGANIZATIONAL BEHAVIOROrganizational BehaviorA 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 organizations effectiveness.

Complementing Intuition with Systematic StudyIntuition A feeling is not necessarily supported by research.

Systematic study Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence. Provides a means to predict behaviors.

Contributing Disciplines to the OB FieldPsychology : PeopleSocial Psychology: People on one anotherSociology: People in GroupAnthropology: Group - GroupThere Are Few Absolutes in OBContingency variablesvariables that moderate the relationship between two or more other variables and improve the correlation. xyContingencyVariablesChallenges and Opportunities for OBResponding to Globalization- Increased foreign assignments- Working with people from different cultures- Coping with anti-capitalism backlash- Overseeing movement of jobs to countries with low-cost laborManaging people during the war terrorManaging Workforce DiversityEmbracing diversityChanging U.S. demographicsImplications for managersRecognizing and responding to differences

Challenges and Opportunities for OBImproving Quality and ProductivityQuality management (QM)Process reengineering

Basic OB Model, Stage I

An abstraction of reality. A simplified representation of some real-world phenomenon.The Dependent VariablesxyDependent variableA response that is affected by an independent variable.The Dependent VariablesProductivityA performance measure that includes effectiveness and efficiency.

EffectivenessAchievement of goals.

EfficiencyThe ratio of effective output to the input required to achieve it.

Absenteeism The failure to report to work.

The Dependent VariablesTurnoverThe voluntary and involuntary permanent withdrawal from an organization.

Organizational citizenship behavior (OCB)Discretionary behavior that is not part of an employees formal job requirements, but that nevertheless promotes the effective functioning of the organization.

Job satisfactionA general attitude toward ones job, the difference between the amount of reward workers receive and the amount they believe they should receive.

The Independent VariablesIndependent variableThe presumed cause of some change in the dependent variable.IndependentVariablesIndividual-Level VariablesOrganizationSystem-LevelVariablesGroup-LevelVariables

Case Incident 1Why do you think Freescale focuses on metrics ? Why dont more organizations follow its approach ?

People are one of the most valuable assets in an organization, Freescale has 240.000 employees in 30 countries and to manage them effectively freescale use metrics method to know what the organization is needed by their data, then spread jobs for their employees in the right place, with a purpose effectiveness human resources to achive freescale profit efficiency.

its not easy to collect datas, specially old data, needed trustable source to get good data for better decisions, and not all of organization is big organization with huge employees, for little organization, metrics is felt hard to use. But, for big organization metrics is needed for effectiveness in spread their big asset, Employees.

Case Incident 1As a manager, would you want to be accountable for the acquisition and retention of employees you supervise ? Why or Why not ?

Yes, because totally I must be responsible to all of my staff, and to minimalize mistakes in hiring, I have to campare their ability, their attitude, social interaction etc. Then the best of them will be given responsibility to do organization taskCase Incident 1In general, what do you think are the advantages and limitations of such metrics ?