Journal assignments
Rain Ashbell
OB-PPT-Chapter1-ManagementandOrganizationalBehavior22.pptxManagement and Organizational Behavior
Organizational Behavior
Organizational Behavior by OpenStax, 2019
1
Welcome to Chapter 1 – Management and Organizational Behavior from our Organizational Behavior textbook
1
Learning Objectives
What is the meaning of work in a societal context?
How do you recognize and meet the challenges facing managers in the new millennium?
What is expected of a manager?
What is the role of the behavioral sciences in management and organizations?
Organizational Behavior by OpenStax, 2019
2
The four leaning objectives for this chapter are…
What is the meaning of work in a societal context? (that is, define work, its purpose, and challenge)
How do you recognize and meet the challenges facing managers in the new millennium? (that is, what has changed in the world of work)
What is expected of a manager? (that is define management, management levels, managerial skills, and managerial responsibilities); and
What is the role of the behavioral sciences in management and organizations? (that is, defining organizational behavior, units of analysis, and contributing disciplines)
2
Contents
The Nature of Work
The Changing Workplace
The Nature of Management
A Model of Organizational Behavior and Management
Organizational Behavior by OpenStax, 2019
3
The chapter is organized into four sections that align with the learning objectives…
The Nature of Work
The Changing Workplace
The Nature of Management; and
A Model of Organizational Behavior and Management
…we will also touch on the TedTalk, “Profit’s not always the point’, by Harish Manwani
3
The Nature of Work
Organizational Behavior
Organizational Behavior by OpenStax, 2019
4
The Nature of Work considers what is work, its purpose, and a challenge for managers
4
Functions of Work
Work
An activity that produces something of value for other people
Serves an economic function
Serves social functions
Provides a source of social status
Source of identity, self-esteem, and (for some) a means for self actualization
One of the challenges of management is to discover ways of transforming necessary yet distasteful jobs into more meaningful situations that are more satisfying and rewarding for individuals and that still contribute to organizational productivity and effectiveness.
5
Organizational Behavior by OpenStax, 2019
Work is defined as an activity that produces something of value for other people, and serves or provides…
An economic function (for example, money)
A social function (for example, friendship)
Is a source of social status (for example, hierarchy); and
Is a source of identity (for example, sense of autonomy, mastery, and purpose)
One challenge for managers is to find ways to transform tasks that, let’s be honest, may not be that interesting, but are necessary for the organization, into more meaningful situations.
Let’s consider the functions of work, using my prior role as a Dean as an example:
As the Dean, I had a lucrative salary, great benefits, and access to a multi-million dollar department budget.
I had the opportunity to connect with faculty and staff across divisions and departments, with a core group of like-minded colleagues to work with and sometimes socialize with (such as my monthly Dean’s Happy Hour at a regional craft brewery)
It was a great source of status, as I was part of the academic affairs leadership team, and was able to implement a series of initiatives, based on my role as Dean (such as the department of education audit, assigned professional advisors, and a revised early start program).
I found the work to be challenging, but rewarding, being able to impact student success at the university level, and having, for the most part, free reign to focus on projects that I felt aligned with our mission and my own values.
Overall, it provided a economic value, social connection, high profile status and personal identity.
5
The Changing Workplace
Organizational Behavior
Organizational Behavior by OpenStax, 2019
6
The Changing Workplace focuses on various challenges that have emerged at work in our new millennium
6
Workplace Challenges
The Challenge of International Competition
The Challenge of New Technologies
The Challenge of Increased Quality
The Challenge of Employee Motivation and Commitment
The Challenge of Managing a Diverse Workforce
The Challenge of Ethical Behavior
Organizational Behavior by OpenStax, 2019
7
Some of the workplace challenges in the new millennium include…
Globalization (now concerned about competitors in parts of the world that you may not have heard of, as well as potential customers you may not have even realized existed)
Technology (from voice mail, to email, to social media)
Quality (with few product offerings, barriers to change, and limited information; we now have multiple options, it is easy to change vendors, and ratings such as Yelp and Rate my professor provide indicators of quality)
Psychological contract (going from one career, to multiple jobs, employers, and industries)
Diversity (from homogeneous to heterogeneous work organizations)
Ethics (the importance of ethics, or at least the public portrayal of ethical principles in business, such as sustainability, have become more prominent)
Let’s consider the changes that occurred when I formally entered the workforce, back in the 1990s to today…
In terms of competition, we largely focused on regional firms and local customers
In terms of technology, the fax was fairly new, voice-mail had just started, and if you could turn a computer off and on, you worked in IT
For quality, many firms focused more on marginal service to customers, with little attention to providing value-added services
For commitment, the world of work was changing, from working with one company/career in your lifetime, to often changing jobs, firms and industries. In fact, back then, we looked for stability when we hired, but now, if you stay at a job for more than 3-5 years that can be seen as a sign of being ineffective
For diversity, most organizations were very homogenous, with fields and firms, generally dominated by one gender and one ethnic identity
For ethics, before the advent of social media, it was easier for firms to get away with wrongdoing without series consequences, being more of a cost benefit analysis and a buyer beware attitude.
7
The Nature of Management
Organizational Behavior
Organizational Behavior by OpenStax, 2019
8
The Nature of Management defines management, management levels, managerial skills, and managerial responsibilities
8
Management
Management:
The process of planning, organizing, directing, and controlling the activities of employees in combination with other resources to accomplish organizational objectives
Management by Level:
Executives
Middle management
First-line management
Managerial Skills:
Technical skills
Human relations skills
Conceptual skills
Managerial Responsibilities:
Long-range planning
Controlling
Environmental scanning
Supervision
Coordinating
Customer relations and marketing
Community relations
Internal consulting
Monitoring products and services
Organizational Behavior by OpenStax, 2019
9
Management is the process of planning, organizing, directing, and controlling the activities of employees
There are three broad levels of management, generally categorized as First-line (lead or supervisor), Middle (more traditional manager or director titles) and Executive (Presidents and Vice Presidents) levels of management.
There are three general skill categories employees use, which are Technical (think of your major/concentration, these are the knowledge and skills associated with your disciplines, such as Human Resources, Accounting, Information Systems & Technology, Health Care Management, etc.), Human relations (these are social & emotional intelligence to lead and communicate with others), and Conceptual (that is, the ability to organize, strategize, and analyze information). To secure an entry-level position, you often leverage your technical skills, but as you move into front-line and middle management, you will rely more on your human relations skills, and finally, to reach the executive level you will need to leverage your conceptual skills.
In terms of responsibilities, managers generally focus on…
Long range planning or strategic planning (where are you going, and how you are getting there)
Controlling or evaluating resource deployment (both human and financial capitol)
Environmental scanning to notice changes in the marketplace
Supervision or overseeing the work of others
Coordinating or aligning the work between employees and teams
Customer relations and marketing of products and services
Community relations and engagement
Internal consulting, that is, being attuned to changes in the internal environment; and
Monitoring products and services for quality control, customer value, and profitability
9
A Model of Organizational Behavior and Management
Organizational Behavior
Organizational Behavior by OpenStax, 2019
10
A Model of Organizational Behavior and Management defines organization and organizational behavior (or OB), examines the levels (or units) of analysis, and considers the contributing disciplines of OB
10
Organizational Behavior
Organization
A structured social system consisting of groups and individuals working together to meet some agreed-upon objectives
Organizational Behavior (OB)
To understand the behavior patterns of individuals, groups, and organizations, to predict what behavioral responses will be elicited by various managerial actions, and finally to use this understanding and these predictions to achieve control
Micro-organizational behavior is primarily concerned with the behavior of individuals and groups
Macro-organizational behavior (also referred to as organization theory) is concerned with organization-wide issues, such as organization design and the relations between an organization and its environment
The purpose of OB is to apply knowledge of organizations and behaviors toward improving an organization’s effectiveness
Organizational Behavior by OpenStax, 2019
11
An organization is a structured social system consisting of groups and individuals working together to meet some agreed-upon objectives…in other words, when you have a group of people with a common objective and some type of structure, then you have the potential for an organization
Organizational behavior (or OB) is a field of study that tries to understand the behavior patterns of individuals, groups, and organizations in order to predict, and in some cases control, behavior
There are Micro (individual and group) and Macro (organizational and environmental) levels of analysis (or influences on actions)
The purpose of OB is to improve an organization’s effectiveness, so the focus for the class is to examine the impact of individual, group and organizational actions on overall effectiveness.
11
A Model of OB
Levels of Analysis
Contributing Disciplines
Psychology – measure, explain, and change human behavior
Social Psychology – peoples influence on one another
Sociology – people in relation to their social environment
Anthropology – human societies and their actions
Economics – production, distribution, and consumption of goods and services
Political Science – government practice, systems, and behavior
Organizational Behavior by OpenStax, 2019
12
For a model of OB, let’s start with levels of analysis, this is also how the course is structured with a series of units and modules that aligns to the levels of analysis
First, at the individual level, we will look at diversity, perception, attitudes, and decision-making;
Second, at the group level, we will consider groups, teams, communication, and leadership;
Finally, at the organizational level, we will examine power, conflict, culture, and change.
For example, let’s consider a student who is habitually late to class. Is the fault with the individual student, the group or class, or the organization or college as a whole? What would be the best intervention strategy? At the individual level, maybe the person has poor decision making skills, at the group level perhaps the instructor has not accurately communicated the schedule, at the organizational level perhaps all the students come late which is a cultural artifact. Depending on the level and the supposed cause, would determine the strategy to use to improve effectiveness, or in this case, reduce tardiness.
OB is heavily influenced by the social sciences, in particular…
Psychology (which focuses on individuals)
Social Psychology (which focuses on the relationships or interactions between people)
Sociology (which focuses on how organizations shape our structures, often from a quantitative or statistical perspective)
Anthropology (which focuses on how cultures are different from one another, using a qualitative or interview/case method)
Economics (or money); and
Political Science (or power)
…all contribute to OB.
12
Organizational
Power
Conflict
Group
Groups
Teams
Individual
Diversity
Perception
Attitudes
Decision-Making
Communication
Leadership
Culture
Change
Organizational Ethics
Morals are people’s fundamental beliefs regarding what is right or wrong, good or bad
Ethics are rules or standards governing the conduct of a person or group
Ethical Dilemma occurs when possible actions or strategies put the potential benefits of doing a deal in conflict with the rules or standards governing conduct between parties
Harish Manwani
Profit’s not always the point
Four G’s of Growth:
Consistent – quarter by quarter;
Competitive – better than the other person;
Profitable – make more and more shareholder value; and
Responsible – serve the communities that sustain them
13
Organizational Behavior by OpenStax, 2019
Finally, let’s consider organizational ethics, as Ethical Reasoning is one of the goals for the course
Morals are the internal beliefs about right or wrong (for the individual); whereas
Ethics are external standards of conduct (for an organization or discipline).
An ethical dilemma is when one action or strategy is at odds with a rule or standard, that is, choosing one action would run contrary to a stated outcome.
For example, when I was managing a talent agency for IT professionals, we had a policy that if you were contracted for a set number of hours in a month, you would qualify for healthcare. One of my talent, through no fault of his own, missed the minimum number of hours and was going to lose his healthcare. He also had a medical condition that required healthcare to keep in remission. So the option was to give him healthcare (a violation of our policy) or deny him healthcare (meaning he could no longer effectively work for us). What would you do? For me, I felt I had a moral obligation to renew his healthcare, even though that decision was at odds with our ethical, or company standards.
Finally, as outlined by Harish Manwani in his TedTalk, ‘Profit’s not always the point’, the 4 “G’s” of Growth, it is not just about profit, but it is about the long term profitability (with consistent, quarter by quarter growth), providing competitive (or market superior products and services), that enrich not just the shareholders, but also the communities that sustain the organization.
And that concludes the presentation for Chapter 1 – Management and Organizational Behavior.
13
