Organisation Behaviour

1. Organisational Behaviour – Significance & Theories
2. Individual Behaviour – Personality, Perception, Values, Attitude, Learning and Motivation
3. Group Behaviour – Team Building, Leadership, Group Dynamics
4. Interpersonal Behaviour & Transactional Analysis
5. Organizational Culture & Climate
6. Work Force Diversity & Cross Culture Organisational Behaviour
7. Emotions and Stress Management
8. Organisational Justice and Whistle Blowing
9. Human Resource Management – Concept, Perspectives, Influences and
10. Recent Trends
11. Human Resource Planning, Recruitment and Selection, Induction, Training
12. and Development
13. Job Analysis, Job Evaluation and Compensation Management

Organizational behavior (OB) is a multidisciplinary field that draws on psychology, sociology, and management to study human behavior in organizational settings. It examines how individuals, groups, and structures affect behavior within organizations and how organizations in turn shape individual and group behavior. The field is concerned with understanding and improving the effectiveness of organizations and the people who work in them.

Importance of Organizational Behavior

Organizational behavior is important because it helps organizations to:

• Improve Efficiency and Effectiveness: By understanding how people and groups operate, organizations can improve efficiency and effectiveness.
• Enhance Job Satisfaction: Addressing factors that influence job satisfaction can lead to happier, more productive employees.
• Manage Change: Organizational behavior provides tools and insights for managing change effectively, which is critical in today's fast-paced business environment.
• Foster Innovation and Creativity: By creating inclusive and supportive environments, organizations can foster innovation and creativity.

Organizational behavior is a complex field that requires a multifaceted approach to understand and improve how people behave in organizations. By applying its principles, organizations can enhance their effectiveness and the well-being of their employees.

Overview of Organisational Behavior syllabus:

1. Organisational Behaviour – Significance & Theories:
   • Organizational Behavior (OB) is the study of human behavior within organizational settings, focusing on how individuals, groups, and structures impact behavior.
   • Significance: Understanding OB is crucial for improving organizational effectiveness, productivity, and employee satisfaction.
   • Theories: Various theories like scientific management, human relations approach, contingency theory, and systems theory provide frameworks for understanding and managing organizational dynamics.
2. Individual Behaviour – Personality, Perception, Values, Attitude, Learning, and Motivation:
   • Personality: Refers to an individual's unique set of characteristics and traits that influence behavior.
   • Perception: Involves the process of selecting, organizing, and interpreting sensory information to give meaning to one's environment.
   • Values: Beliefs and principles that guide behavior and decision-making.
   • Attitude: Evaluations of people, objects, or events that influence behavior.
   • Learning: Acquiring new knowledge, skills, or behaviors through experience, observation, or instruction.
   • Motivation: Internal processes that initiate, guide, and maintain goal-oriented behavior.
3. Group Behaviour – Team Building, Leadership, Group Dynamics:
   • Team Building: Fostering collaboration, communication, and trust among team members to achieve common goals.
   • Leadership: Influencing and inspiring others to achieve a common goal, with various leadership styles like autocratic, democratic, transformational, and transactional.
   • Group Dynamics: Patterns of interaction, communication, and influence among group members.
4. Interpersonal Behaviour & Transactional Analysis:
   • Interpersonal Behaviour: Communication and interaction between individuals, essential for building relationships and resolving conflicts.
   • Transactional Analysis: Psychological theory analyzing interactions between individuals and communication patterns.
5. Organizational Culture & Climate:
   • Organizational Culture: Shared values, beliefs, norms, and practices defining an organization's character and identity.
   • Organizational Climate: Perceptions and attitudes of employees towards the work environment, leadership, and organizational practices.
6. Workforce Diversity & Cross-Culture Organisational Behaviour:
   • Workforce Diversity: Differences in gender, age, ethnicity, race, religion, sexual orientation, and abilities among employees.
   • Cross-Culture Organisational Behaviour: Examining how cultural differences influence behavior and communication in diverse organizations.
7. Emotions and Stress Management:
   • Emotions: Play a significant role in decision-making, motivation, and interpersonal relationships.
   • Stress Management: Techniques to cope with work-related stressors, reduce burnout, and improve well-being.
8. Organisational Justice and Whistle Blowing:
   • Organizational Justice: Employees' perceptions of fairness in the workplace, including distributive, procedural, and interactional justice.
   • Whistleblowing: Reporting unethical or illegal behavior within an organization, promoting organizational integrity and accountability.
9. Human Resource Management – Concept, Perspectives, Influences, and Recent Trends:
   • HRM Concept: Managing people within organizations to achieve organizational goals effectively.
   • Perspectives: Behavioral, systems, and contingency approaches offer diverse frameworks for understanding HRM practices.
   • Influences: Internal and external factors influencing HRM practices.
   • Recent Trends: Evolving HRM practices like talent management, diversity and inclusion, and remote work arrangements.
10. Human Resource Planning, Recruitment and Selection, Induction, Training and Development:
    • Human Resource Planning: Forecasting future workforce needs and developing strategies to ensure the right people with the right skills are in the right positions.
    • Recruitment and Selection: Attracting and hiring qualified candidates who fit the organization's culture and job requirements.
    • Induction: Helping new employees adjust to their roles, responsibilities, and organizational culture.
    • Training and Development: Enhancing employee skills, knowledge, and competencies to meet current and future job requirements.
11. Job Analysis, Job Evaluation, and Compensation Management:
    • Job Analysis: Gathering information about job duties, responsibilities, and requirements to create job descriptions and specifications.
    • Job Evaluation: Assessing the relative worth of jobs within an organization to ensure internal equity and fairness in compensation.
    • Compensation Management: Designing and administering pay structures, incentives, and benefits to attract, retain, and motivate employees.

Understanding each point in detail provides a comprehensive overview of Organizational Behavior and its significance in managing people and organizations effectively.