Chapter 1 Introduction to Organizational Behavior Essentials of Organizational Behavior, 8/e Stephen P. Robbins Chapter 1 Introduction to Organizational Behavior © 2005 Prentice-Hall

Organizational Behavior - systematic study of the actions and attitudes that people exhibit within organizations © 2005 Prentice-Hall

The field of OB seeks to replace intuitive explanations with systematic study © 2005 Prentice-Hall

Systematic study - the use of scientific evidence gathered under controlled conditions and measured and interpreted in a reasonably rigorous manner to attribute cause and effect © 2005 Prentice-Hall

Determinants of Employee Performance Productivity Absenteeism Turnover © 2005 Prentice-Hall

Organizational citizenship Discretionary behavior Not part of an employee's formal job requirements Promotes the effective functioning of the organization © 2005 Prentice-Hall

Examples of Organizational Citizenship Helping others on one's work team Volunteering for extra job activities Avoiding unnecessary conflicts Making constructive statements about one's work group and the overall organization © 2005 Prentice-Hall

Job Satisfaction There’s a link between satisfaction and productivity. Satisfaction appears to be negatively related to absenteeism and turnover. Managers have a humanistic responsibility to provide their employees with jobs that are challenging, intrinsically rewarding, and satisfying. © 2005 Prentice-Hall

Organization Consciously coordinated social unit Composed of two or more people Functions on a continuous basis to achieve a common goal Characterized by formal roles that define the behavior of its members © 2005 Prentice-Hall

Contributing Disciplines Sociology studies people in relation to their fellow human beings Psychology seeks to measure,explain, and change behavior Social psychology focuses on the influence of people on one another Political science is the study of the behavior of individuals and groups within a political environment Anthropology is the study of societies to learn about human beings and their activities © 2005 Prentice-Hall

Goals of Organizational Behavior Explain, predict, and control human behavior © 2005 Prentice-Hall

Challenges and Opportunities for OB Typical employee is getting older More women and minorities in the workplace Global competition is requiring employees to become more flexible Historical loyalty-bonds that held many employees to their employers are being severed © 2005 Prentice-Hall

Responding to Globalization Increased Foreign Assignments Working with People from Different Cultures Coping with Anti-Capitalism Backlash Overseeing Movement of Jobs to Countries with Low-cost Labor © 2005 Prentice-Hall

Managing Diversity Workforce diversity -organizations are becoming a more heterogeneous mix of people in terms of gender, age, race, ethnicity, and sexual orientation © 2005 Prentice-Hall

Diversity Implications Managers have to shift their philosophy from treating everyone alike to recognizing differences and responding to those differences in ways that ensure employee retention and greater productivity. © 2005 Prentice-Hall

Improving Quality and Productivity Quality management Process reengineering © 2005 Prentice-Hall

Quality Management Intense focus on the customer Concern for continual improvement Improvement in the quality of everything the organization does Accurate measurement Empowerment of employees © 2005 Prentice-Hall

Process Reengineering Evaluating process in terms of contribution to goals Inefficient processes thrown out and new systems introduced Redefines jobs and requires most employees to undergo training © 2005 Prentice-Hall

OB Insights Improving People Skills Improving Customer Service Empowering People Working in Networked Organizations Stimulating Innovation and Change © 2005 Prentice-Hall

OB Insights Coping with “Temporariness” Helping Employees Balance Work/Life Conflicts Declining Employee Loyalty Improving Ethical Behavior © 2005 Prentice-Hall

Organization System Level Levels of OB Analysis Individual Level Group Level Organization System Level © 2005 Prentice-Hall