ORGANIZATIONAL BEHAVIOR

ORGANIZATIONAL BEHAVIORSubmitted by:Dipraj sinhaMegha aroraPulkit KelaneyaORGANIZATIONAL GROUPGroup is the aggregation of two or more interacting individualswork for common goals,develop a shared attitude are aware that they are a part of an organization and perceive themselves as suchFEATURES OF A GROUPPerceptionMotivationGroup GoalGroup organizationInterdependencyInteraction

FORMATION OF GROUPSAccording to Five stage model of group development, groups go through five stages during development processForming is the initial stage when group members first come in contact with others and get acquainted with each otherStorming is the next stage, characterized by high degree of conflict among the members. Members often show hostility towards each other and resist controlNorming is the third stage during which the group members become closer to each other and the group starts functioning as a cohesive unit. They identify themselves with the group and share responsibility Performing is the fourth stage when the group is finally ready to start working. As the group is now fully formed after resolving their internal conflicts of acceptance and sharing responsibility, they can now devote energy to achieve its objectivesAdjourning is the final stage when the group after achieving the objectives for which it was created, starts to gradually dissolve itselfTYPES OF GROUPSGroups can be of two types :Formal GroupInformal GroupFormal GroupA group defined by the organizations structureWith designated work assignments establishing tasksThere is a pattern of communicationThere are some rules and regulations

Sub-Division of Formal Groups

Command Group: managers, supervisors & subordinatesTask group: Employees working together to complete a taskCommittees: Set for some special projects on a regular basis

Informal GroupFormed by the members and not by the managementArise spontaneously FlexibleHave own structureThere are no specific rules or regulations Sub-Division of informal GroupInterest group: group of employees band together to seek some common objective like protesting/joining a union, etcFriendship Group: When employees share common interests like sports, music etcReference Group: Groups with which individuals compare themselves with. For eg- middle level executive compares himself with high lever executive and longs for the perks enjoyed by the latter. These groups might exist inside as well as outside the organizationGROUP DECISION MAKINGGROUP DECISION MAKING TECHNIQUESBrainstorming- idea generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives Nominal group technique- individual members meet face to face to pool their judgments in a systematic but independent wayElectronic meeting- members interact on computers, allowing for anonymity of comments and aggregation of votesInteracting- typical groups in which members interact with each other face to faceHOW DO GROUPS MAKE DECISIONS?Group Size: not too large, nor too small for effective decision makingGroup Composition: higher status of some group members, in terms of background or expertise, influences the other group members opinionsUnanimity of group Consensus: A united group exerts greater pressure to confirm than a group divided by disagreementThe Risky Shift: People tend to make more risky decision as a group, rather than as an individualADVANTAGESMore diversity of viewsIncreased information Higher quality decisionsImproved commitments

DISADVANTAGESDominant individualsUnclear responsibilityTime and money costsConformity pressuresTYPES OF TEAMSTeams can be classified according to their objectives:Problem solving teams-Group of 5-12 employees- same department-meet for a few hours each week-discuss ways of improving quality, efficiency and the work environmentSelf managed teamsGroups of 10-15 people-take on the responsibilities of their former supervisors

Cross-functional teamsEmployees from about the same hierarchical level-but from different work areas-come together to accomplish a taskVirtual teamsTeams that use computer technology to tie together physically dispersed members in order to achieve a common goal

TEAM EFFECTIVENESS MODELContextAdequate Resources Leadership and structureClimate of trustPerformance evaluation and reward systemCompositionAbilities of members PersonalityAllocating rolesDiversitySize of teamsMember flexibilityMember preferenceWork DesignAutonomySkill varietyTask identityTask significanceProcessCommon purposeSpecific goalsTeam efficacyConflict levelsSocial loafingEFFECTIVENESSFOR TEAM EFFECTIVENESS AND QUALITY MANAGEMENTThe teams should be:Small enough to be efficient and effectiveProperly trained Allocated enough time to work on problemsGiven authority to resolve problems and take correction action

REFERENCESOrganizational Behavior 15th edition by Stephen P Robbins, Timothy A.UdgeTHANK YOU