Introduction and the Diagnostic Approach 07/02/2013

Sub-topics 1.What is Organisational Behaviour? 2.Structure and origins of OB 3.What is the scope behind the study of OB? 4.A method for studying OB: the Diagnostic Method 5.What is happening today 6.Summary / video clip

1. What is ‘Organisational Behaviour?’ It is the impact that 1. People 2. Groups of people 3. Organisational structures … have on the ‘behaviour’ of the organisation It is the study of this impact with the ultimate goal of increasing the effectiveness of the organisational performance

2. Structure and Origins of OB Anthropology Psychology Philosophy Political Sciences Social Psychology Social Studies Individuals Teams Organisations Organisational Behaviour

3. What is the scope behind the study of OB? The understanding of … 1. The behaviour of people 2. The different human capabilities 3. The different organisational structures 4. The necessary environment / tools for the effective accomplishment of different tasks → Implementation of better methods of doing work and managing people

4. A method for studying OB: The Diagnostic Method Collection of information through research (e.g. observation, questionnaires, interviews) Determination of basic factors Application of theories and ideas Determination of alternative solutions for solving problems / change of circumstances Choice and evaluation of preferred solutions DESCRIPTION DIAGNOSIS DETERMINING DIRECTION - PRESCRIPTION EXECUTION

4. A method for studying OB: The Diagnostic Method 1. Description Report of the incidents, topics, facts of a particular situation Collection of information through the following 4 main methods 1. Observation: directly observing what is actually happening in front of us – e.g. every time one employee is asking for directions from his supervisor or is giving directions to his subordinates

4. A method for studying OB: The Diagnostic Method 2. Interview: a series of specific questions in a predetermined order (structured) A series of questions / topics but in the form of a discussion (unstructured) → For the in-depth analysis of the views and behaviours of the employees 3. Questionnaire: how is it different to an interview?

4. A method for studying OB: The Diagnostic Method It involves a series of predetermined questions but participants can answer them in their ‘own time’ and they can be used for statistical / quantitative analysis (interviews can be used for qualitative analysis) 4. Information: from the organisation’s archives / records, e.g. departmental appraisals, yearly reports, minutes of meetings

4. A method for studying OB: The Diagnostic Method 2. Diagnosis Tries to shed light on the reasons and causes of certain behaviours Different ‘symptoms’ like … 1. Decreasing revenues / profits 2. Increasing employee absence … are highlighting a problematic situation? → Is it the rewards’ system? Is it the possible ineffectiveness of the communications’ system?

4. A method for studying OB: The Diagnostic Method There are 4 specific stages 1. Research on possible relative theories - remember, the link between a theory and a practical everyday problem or situation is always a useful way of trying to explain and solve a problem or situation! 2. Explaining and analysing the situation in relation to each researched theory separately

4. A method for studying OB: The Diagnostic Method 3. Recognizing the ways that different theories may have an effect on the specific situation 4. Have we used and analysed all the possible relative theories? A (good) diagnosis means having the capability for a critical analysis of the different theories and views and the understanding of the reasons as to why a certain theory is applicable / not applicable in every particular situation

4. A method for studying OB: The Diagnostic Method The link between theory and practice is fundamental in the recognition of the sources / reasons that lead to specific behaviours in specific situation Our own understanding of what is going on around us … versus - the understanding of about 7 other billions of people!

4. A method for studying OB: The Diagnostic Method 3. Prescription It is the first step of the transfer from diagnosis to action, e.g. - The change of the organisational structure - The recruitment of new employees We should always be looking for more than one possible solution to every situation / problem

4. A method for studying OB: The Diagnostic Method The previous point implies that there are - Different and alternative solutions based on the logic of different theories - Therefore we should be looking for, expecting specific results when applying specific theories to a specific situation → What is therefore the meaning of what we call an unexpected occurrence / incident?

4. A method for studying OB: The Diagnostic Method 4. Action We are (trying) to execute / put into action all the possible / available solutions to see how practical they are We should remember that the application of a particular solution may not necessarily be the best for the whole organisation, but for a certain department / section of the organisation

4. A method for studying OB: The Diagnostic Method Possible response / reaction of the employees to change plans - People don’t like change, especially when it suits them (they have a good position, a good salary) Appraisal of action from the managers (and the employees) and possible re-application of the approach

5. What is happening today Teamwork (versus) individual work – relative benefits and drawbacks of each mode Attention to the needs and wants of the customers – creating a (sustainable) competitive advantage through the intangible / service aspects of organisation The rise of organisations through the internet and the relative implications for how the market works

5. What is happening today Globalisation – the international versus the regional market Moral / ethical behaviour – looking for ways to sidestep the law in order to keep costs as low as possible The use of information technology Demographic changes – in Cyprus for example we are ‘suffering’ from an ageing population; consequences?

5. What is happening today Tendency towards job rotation and job enrichment – ‘empowering’ employees with more and different responsibilities, giving them autonomy to decide on their own (multi- skilling) Inter-cultural values, people working in multinational organisations / different countries Critical thinking – both on the part of the organisations and the customers

6. Summary Organisational behaviour is the → Actions → Behaviours → Individuals → Groups … within organisations (and societies) Youtube: ‘Organisational Behaviour’ by Tee Jordan