Model of organizational behavior

Conceptual Model of Organization Behaviour Management

Organisational Behaviour is the study of individual or group behaviour, attitudes and performance within an organizational setting. It includes many others stream like psychology, sociology and cultural anthropology to learn about individual perceptions, values, learning capacities and actions while working in groups. So that we can analyzing the external environment’s
effect on the organization and its human resources, missions, objectives and methods. baldrige framework for performance excellence business transformation model business.

Structure of Organizational Behaviour Study

The study of OB consists following framing structure.

The Organization’s Environment

The following outside Forces affect the environment of the organization like needs of the society, demands of customers or clients, legal and political constraints, economic and technological changes and developments, interact of Management among the organization produce the organization atmosphere.

The Individual in the Organization

Individual performance plays important role in the organizational performance. The four key characteristics influences individual’s behavior and performance are
Individual characteristics - personality, attitudes, perceptions, values.
Individual motivation - motivation interacts to work out individual work and performance, Rewards and punishment is used to modify techniques to change the individual behavior modification to enhance performance and control misbehavior and stress.
Interpersonal Influence and Group Behavior - Interpersonal influence and group behavior affect organizational performance in the following manner
Group Behavior - the dynamics of formal teams created by social control decisions and informal teams (developing around members' common interests and friendship) have a control on the functioning of the organization
Intergroup Behavior and Conflict - teams will get together and/or contend with every other in organizations; conflict ensuing from competition is also either practical or dysfunctional, reckoning on the organization.
Power and Politics - the power and politics of authority affect tOrganisational Behaviour is the study of individual or group behaviour, attitudes and performance within an organizational setting. It includes many others stream like psychology, sociology and cultural anthropology to learn about individual perceptions, values, learning capacities and actions while working in groups. So that we can analyzing the external environment’s effect on the organization and its human resources, missions, objectives and methods.

Organizational Behaviour Processes 

There are four organizational behavioral processes that plays important role to enhance the organizational performance.

1. Leadership - leadership is important for enhancing individual, group and organizational performance.
2. Communication Process -communication links the organization to its environment and other parts within the organization to each other.
3. Decision Making Process - decision making is dynamics techniques for both individual and group to take any decision regarding any issue.
4. Organizational Change and Development Processes - organizational change development process is effective plan attempts, to implement change that will improve overall individual, group, and organizational performance.
It involves the study of organizational structure design, style, managing change amendment modification and Innovation.

Organizational Behavior Model

In Organizational Behavior management, theere are five organizational behavior models these are
Autocratic Model
Custodial Model
Supportive Model
Collegial Model
System Model

Autocratic Model

This model has evolved in the period of industrial revolution of 1800 and 1900s. It gives all the owners and manager’s power to dictate and employees are bind to obey their orders. In this model employees need to be instructed and motivated to obey their managers while managers do all the thinking and decision making.
The whole process is formalized with the managers and authority power has the right to give to administer the command to the individuals, “You do this or els is a general dictatorship command. Employers receive less wages if they are less skilled. which they do it rather reluctantly as they have to satisfy the needs of. their families and themselves. But there are some exceptions as higher performance and good association with their boss will reward, if overall their performance is less.

Custodial Model

In this model managers began to think the security of the employees is important it could be either social as well economic security. managers start to study about their employees needs,  Employers find out new ways to develop better relations with the employees and to keep them satisfied and motivated.  In 1890 and 1900 many firms started the welfare programs for their employees, staff and workers. In the 1930s, these welfare programs evolved in many fringe benefits to provide security to the employees which resulted in the development of the Custodial model of organizational behavior.  A successful custodial approach depends on providing economic security to its employees many companies are now offering high pay scale, remunerations in the form of health benefits, corporate cars, financial packaging and many other forms of incentives.  These incentives increase the employees’ satisfaction level and help them to achieve competitive advantage.
To avoid layoffs employers also tries to “retain employees, reduce overtime, freeze hiring, encourage both the job transfers and relocations, provide early retirement incentives, and reduce subcontracting to adjust to slowdowns especially in the information technology.  The custodial approach induces employees now to show their dependency and loyalty towards the company and not to the boss or managers or supervisors. The employees during this setting square measure a lot of psychologically contended and preoccupied with their rewards however it's not necessary they might be powerfully intended to relinquish the performance.
The studies show that though it has been the best way to make them happy employee but not productive employee, so the question still remains what should be the better way. But overall this step had been a stepping stone for the creation and development of following step.

Supportive Models

in contrast to previous approaches, in support models There is no place for promotion or award schemes for any control or authentic power, but it is based on the encouragement of the staff through the management and employee relations. in this model employees motivate themselves. It is becoming a positive workplace where they are encouraged to promote their ideas and organizational behavior takes some "buy-in" and direction in set-up. One of the key aspects has studied in the electric horno plant in 1920 and 1930. Ellen Meyer and FG Rethleus Burger study the implementation of human behavior on the work to controlling and holding social, psychological approaches in industrial setup. He concluded that an organization is a social system and a worker in the system is an important component. He found that the worker is not a tool that can be used in any way but needs to understand his behavior and personality. He suggested that the integrity of the group, including the support of the auxiliary monitoring, is essential for the participation and support of the workers. To build space and climate for jobs through leadership organizations, create your own thinking. And offer one aspect.

The Collegial Model

In this plan, the structure of an organization is developed in such a way that there is no boss or subordinate, but all such associates who have to work as a team. Each employee has to participate and work in coordination with each other to achieve the goal rate. Nobody is worried about your position or job title. The role of manager is like a coach, whose task is to guide the team to create a positive and inspiring work environment instead of focusing on its personal growth. The team needs to adopt new approaches, research and development and adopt new techniques to improve their performance. We can also say that the Collegiate model is an extension of the model. The success of the scleroprotein model depends on the power of management to push the spirit of partnership between workers. This makes employees feel important and needed. They also think that the managers are not only supervisors, but also contribute their equal contribution to the team. Many organizations have terminated the use of bosses and subordinates while working to make the college model a success, because they Words create distances between managers and subordinates. While some organizations have terminated the system of allocating reserved seats for the officers. Now any employee can park his vehicle in a normal parking space, which facilitates his facility and becomes more comfortable. The manager is oriented toward the performance of the team while each employee is in the process of work and each other Is responsible for They are more disciplined and work according to the standards set by the team. Employees feel fully in this setup because their contribution is accepted and is well received.

System Model

System model is that the most rising model system model of today's company era.
This model emerged from rigorous research to achieve high level of meaning on the job. Today's employees need more salaries and security than their jobs, they need hours to be organized towards the organization, giving them some value and meaning. To add to it, they need work that is ethical, respectable, integrated with trust and integrity and gives a place to develop a community spirit among colleagues. In the system model, the expectations of managers were done by the employees There are many more than completing the work. Managers have to show their emotional side, be more compassionate and caring towards their team and they should be sensitive to the needs of diverse employees. They have to dedicate their attention to creating a sense of optimism, hope, faith, reliability, courage, self-determination, and through this, they try to develop a positive work culture where employees feel more comfortable and work such as They are working their family. This will ultimately result in long-standing commitment and employee loyalty and success of the company.The manager also tries to promote two main concepts; Authenticity and transparency and social intelligence The manager always strives to make employees feel part of the project and organization and give them all the help so that they can increase their skills and production. In turn, employees feel more part of the organization's emotional and psychological form and become more responsible for their actions. Employees feel more motivated, motivated, important and feel what they are doing and what they think will be good for the organization which is beyond their individual achievements. The model has been assumed to be that each model With the changing employee needs being stepped up for a more productive and useful model. To assume that any model is the best model, it is wrong because no model is hundred percent correct, but over the years, our perception is developing with changes in studies and social situations which are affecting human behavior. is. None of the above models can be modified, enforced and extended in many different ways. As the collective understanding of human behavior has progressed, a new social situation has emerged and it has developed new models.