Overview and History of Organizational Behavior Chapter 1 Overview and History of Organizational Behavior

Learning Outcomes The definition of organizational behavior. The importance of the Hawthorne studies to the study of organizational behavior.  The importance of McGregor’s Theory X Theory Y to the study of organizational behavior. The major challenges facing today’s and tomorrow’s healthcare organizations and healthcare managers. The difference between organizational behavioral (OB), organization theory (OT), organizational development (OD) and human resource management (HRM).  

What is OB? Organizational behavior (OB) is the study of individual and group dynamics within an organization setting.

The Goals of OB OB attempts to explain why individuals and groups behave the way they do within the organizational setting. OB tries to predict how individuals and groups will behave based on internal and external factors. OB provides managers with tools to assist in the management of individuals’ and groups’ behaviors so they willingly put forth their best effort to accomplish organizational goals.

Organizational Behavior Why is OB important to healthcare managers?

Why is OB Important to Healthcare Managers? Different mix of health-related occupations Service-related intensity of the industry Changing demographics of patients and the healthcare workforce Interrelating forces shaping tomorrow’s healthcare organizations

History of OB “Taylorism” – the traditional or classical management approach Hawthorne Studies – the beginning of the human relations/behavioral management movement McGregor’s Theory X and Theory Y

Taylorism Frederick Taylors’ framework of management. Efficiency achieved by creating jobs the economized time, human energy and other resources Divided manufacturing processes into small efficient units of work Principles of Taylorism developed the Model T assemble line at economical pace Concern for workers based on the scientific management approach

Hawthorne Studies Why did the Hawthorne Studies have an impact on the study of organizational behavior?

Hawthorne Studies Elton Mayo and Frederick Roethlisberger from Harvard conducted experiments from 1924 to 1933 Significant to the development of OB because they demonstrated the important influence of the human factors on worker productivity Through experiments the Hawthorne Effect was identified as the bias that occurs when people know that they are being studied.

Hawthorne Studies Interviews 21,000 interviews with employees discovered workers were not isolated or unrelated individuals They were social beings and their attitudes toward change in the workplace was based upon: Personal social conditioning from family/other Human satisfaction derived from social participation with coworkers and supervisors Researchers determined employee dissatisfaction based on problem on job, home or person’s past

Theory X and Y Why did McGregor’s Theory X and Theory Y have an impact on the study of organizational behavior?

Theory X States that employees are unintelligent and lazy They dislike work, avoiding it whenever possible Employees should be closely controlled because they have little desire for responsibility They have little aptitude for creativity in solving organizational problems They resist change

Theory Y States employees are creative and competent They want meaningful work They want to contribute They want to participate in decision-making and leadership functions

Motivation Theories Theory X Theory Y Authoritarian, repressive style Tight control, no development Produces limited, repressed culture Theory Y Liberating and developmental Control, achievement and continuous improvement Improvement achieved by enabling, empowering and giving responsibility

Management Comparison Theory X Maslow’s Hierarchy of Needs No longer effective in the workplace because relied on employees lower needs for motivation Theory Y Managers create opportunities, removed obstacles and encouraged growth and learning for their employees

Theory Y Managers Support decentralization and delegation Job enlargement and participative management Allow employees degrees of freedom to direct their own activities All them to assume responsibility, thereby Satisfying their higher-level needs

Related Fields of OB Organization Theory (OT) Organizational Development (OD) Human Resources Management (HRM)

Critical Thinking OD – OT - HRM Analyzes the entire organization and is a macro perspective. Describes a planned process of change that is used throughout the organization with the goal of improving the effectiveness of the organization Can be viewed as a micro-approach to managing people

Kaplan: Late Work Policy Late work will NOT be accepted unless there are clear and compelling extenuating circumstances. Examples of extenuating circumstances are: 1) serious personal/family illness/hospitalization 2) death in the family 3) weather-related evacuation/emergencies 4) issues related to active military assignment.

Topics to Be Discussed Throughout the Course Diversity Perceptions and Attitudes Communication Motivation Leadership Stress and Conflict Management Group Dynamics Working in Groups Teams and Team-building Managing Organizational Change