Models of OB

 Organizational Behavior (OB) Models and Approaches

Organizational Behavior (OB) is the study of human behavior within organizational settings. It integrates knowledge from various disciplines, including psychology, sociology, and anthropology, to address organizational problems, particularly those related to human dynamics.

OB Models

Autocratic Model: This model is based on power, where management exercises authority over employees. Workers are expected to be obedient and disciplined, relying heavily on their bosses for direction. The primary need met is basic subsistence, leading to minimal performance. The drawbacks include frustration, a sense of insecurity, and dependency on superiors, resulting in low motivation and productivity.

Custodial Model: Centered on economic resources, this model focuses on providing employees with security and benefits. Employees depend on the organization rather than their managers, aiming for job security. While this model can lead to satisfaction through benefits, it often results in passive cooperation rather than active engagement. The reliance on the firm for security can stifle motivation and innovation.

Supportive Model: Leadership and support are at the core of this model. Managers focus on helping employees improve their job performance and encouraging participation. This approach meets the employees' needs for status and recognition, fostering a more motivated and engaged workforce. By providing a supportive environment, this model helps employees grow and feel more involved in the organization's success.

Collegial Model: Emphasizing partnership and teamwork, this model builds on the supportive model by promoting a sense of responsibility and self-discipline among employees. The key need met here is self-actualization, where employees work collaboratively and hold themselves to high standards. This model fosters a culture of mutual respect and teamwork, driving moderate enthusiasm and a strong sense of responsibility towards maintaining the company's quality and reputation.

OB Approaches

• Human Resources Approach
  • Focus: People as central resources
  • Role of Managers: Support growth and performance rather than control
  • Contrast: Traditional management controls tasks; HR approach supports employees
• Contingency Approach
  • Premise: Methods effective in one situation may fail in another
  • Focus: Analyzing situations before taking action
  • Strength: Avoids universal assumptions, encourages situation-specific strategies
• Productivity Approach
  • Measure: Ratio of output to input, indicating organizational effectiveness
  • Includes: Economic, human, and social inputs and outputs
  • Goal: Improving job satisfaction and community impact through better OB practices
• Systems Approach
  • View: Organization as a unified, purposeful system of interrelated parts
  • Focus: Every activity affects the whole organization
  • Role of Managers: Build an organizational culture that utilizes and develops talents
• Inter-Disciplinary Approach
  • Integration: Combines knowledge from psychology, sociology, and other social sciences
  • Focus: Studying human behavior as a whole, considering all related disciplines

Summary

Organizational Behavior models and approaches provide frameworks for understanding and managing human behavior within organizations. Each model offers different perspectives and strategies, from authoritative power dynamics to supportive leadership and teamwork. Approaches like the contingency and systems models emphasize situational analysis and interconnectedness, helping managers tailor their strategies to specific contexts and enhance overall organizational effectiveness.