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ORGANIZATION BEHAVIOUR

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ORGANIZATION BEHAVIOUR

  1. 1. ORGANIZATION BEHAVIOR Project by ANUJA M. CHAVAN F.Y.MFSM
  2. 2. WHAT IS ORGANIZATION?   A place where managers practice the art of management. An Institution or sub-units of an institution working together for a common goal.
  3. 3. WHAT IS ORGANISATION BEHAVIOR?  It is an study of human behavior.  The study is about the behavior of people in an organization.  Knowledge about human behavior and its usefulness in improving an organizations effectiveness.
  4. 4. "Organizational behavior is a field of study that investigates the impact that individuals, groups and structure have on behavior within organization for the purpose of applying such knowledge toward improving an organization's effectiveness." STEPHEN ROBBINS
  5. 5. "Organizational behavior is the study and application at knowledge about the how people - as individuals and a groups - act within organization. It strives to identify ways in which people can act more effectively." KEITH DAVIS
  6. 6. "Organizational behavior can be defined as the understanding, predi ction and management of the human behavior affect the performance of the organizations. FRED LUTHANS
  7. 7. IN LAYMAN’S TERM……   Organizational behavior is concerned with the study of what people do in an organization and how their behavior affect the performance of the organizations. Organizational behavior is a scientific discipline in which a large number of research are conducted which improve its knowledge base.
  8. 8. OB IS CONCERNED WITH WHAT PEOPLE DO IN AN ORGANIZATION ANS HOW THAT BEHAVIOR AFFECTS THE PERFORMANCE OF THAT ORGANIZATION. MANAGER OF AN ORGANIZATION IS REQUIRED TO HAVE COMPLETE KNOWLEDGE AND INFORMATION ABOUT THE FOLLOWING FACTS :        1. When do two people (co-workers, or a superior subordinate) interact ? 2. When do two or more groups need to coordinate their efforts ? 3. What complexities are involved in interpersonal relations ? 4. Why some employees are more successful than others ? 5. How can we act as a team ? 6. How to handle the stress of workers - superiors and sub ordinates ? 7. How to obtain suggestions from employees ? 8. Why the culture of one organization differs from other and why it is changing constantly ?
  9. 9. O.B.      Organizational behavior is a field of study that investigates the impact that individual groups and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organizational effectiveness. Actions and attitudes of individuals and groups toward one another and towards the organization as a whole, and its effect on the organization's functioning and performance Organizational behavior is a science that not only trains employees in organizational behavior for particular situation rather it educates them in organizational behavior. This means that it is an academic study of organization Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. Organizational Behavior studies encompasses the study of organizations from multiple viewpoints, methods, and levels of analysis.
  10. 10. KEY ELEMENTS OF OB: PEOPLE STRUCTURE TECHNOLOGY ENVIRONMENT
  11. 11. SCOPE OF OB: INDIVIDUALS GROUP OF INDIVIDUALS ORGANISATION AS A WHOLE
  12. 12. ROLE OF OB IN TEXTILE INDUSTRY        The role of OB in organization is at counter stage. Managers are aware that employees must play a vital role in the success of organization. It is an active participant in charting the strategic course an organization must take place to remain competitive, productive and efficient. Its focal point is people, people are the life blood of the organization. The uniqueness of OB lies in its emphases on the people in work setting and its concerns for the well living and comfort of the human resources in an organization. The function is much more integrated and strategically involved. Organisation and every other employee must work together to achieve the level of organization. Effectiveness required competing locally and internationally.
  13. 13. ROLE OF OB IN MANUFACTURING INDUSTRY  For a company which believes in innovation and bringing new inventions in the marketplace, undertaking appropriate measures to foster creativity and innovation is the major HR challenge. Thus it is the mission, vision and the objective of the company which shall eventually determine the appropriate strategies that need to be adopted. Some of the possible strategies that can be adopted by an HR Manager to resolve the commonly observed conflicts and avoid a diversity-consensus dilemma are      Mediation & compromise Collaboration & Negotiation Structured interaction These strategies can be effectively used to increase the group cohesiveness and dilute the impact of conflicts that may arise in employee-employee relation or employee-employer relation or in the work involved. Further Competency based HR system which uses the concept of STAR- Situation, Task, Action, Results can also be implemented. All these factors shall play an important role in assessing employee capability and performance and ensuring harmony among them while driving the productivity of the employees.   Balanced scorecard is yet another strategy possible to avoid cultural conflicts and drive corporate performance by balancing short term and long term measures, financial and non-financial measures, performance drivers with outcome measures. CRM would help bring a lot of information about sales, customers, marketing effectiveness, marketing trends and effectiveness.
  14. 14. EDUCATIONAL INSTITUTION Educational Institution’s Chief administrator is required meet the following objectives:1. Recruitment and selection, developing the work place required by the organization. 2. Helping in creating a working environment that is conducive for his members of staff so as to promote maximum contentment thereby motivating them. 3. Ensuring that the abilities and skills of the workforce are used to the optimum in pursuance of the institution’s mission and mandate. 4. Ensuring a fair balance between the personal needs of staff and the needs of the institution in general. 5.Personal utilization to meet organizational needs 6. Motivation of employees to meet their needs and organizational needs in unison. 7. Maintenance of human relationships.
  15. 15. ROLE OF OB IN INSURANCE COMPANIES      Human relations approach improves employee morale and job satisfaction. It increases employee efficiency and reduces employee unrest. An understanding of the human relations approach assists the managers to develop a better realization of how his own attitudes and behavior play a part in everyday affairs. It facilitates organizational communication and solidari ty within the organization. It enables the manager it anticipates, resolve / prevent problems in the organization which assist organizationa l growth. Sound human relations improve relations between management and between employers and employees.
  16. 16. CONCLUSION:  Helps to understand self and others better.  Effective management of people.  Tackle human problems humanly.  Predict the human behavior.  Predict the human behavior.  Effective utilization of human resources.  Effective utilization of human resources.

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