1. Starter Question  Think of the worst job you have ever had. What made that job so bad?  Think of the best job you have ever had. What made that job so good?

2. Basic Elements of Organizational Behavior Organizational behavior (OB) tries to understand, explain, and improve the attitudes and behaviors of individuals and groups in organizations. Organizational development (OD) is a subset of OB that develops plans for and reinforces organizational strategies, structures, and processes for improving an organization's effectiveness. Change agent is the person who implements the organization development effort(s). He/she acts as guides and trainers for the change process.

3. OB/OD Foundations Theories and concepts in OB are drawn from a wide variety of disciplines  Industrial and organizational psychology  Job performance and individual characteristics  Social psychology  Satisfaction, emotions, and team processes  Sociology  Team characteristics and organizational structure  Economics  Motivation, learning, and decision making  Communication  Fidelity, listening, feedback and climate

4. OD Practitioners As “Organizational Doctors" OD practitioners are "organizational doctors" who try to improve the effectiveness of people and organizations by :  Establishing relationships with key personnel in the organization (aka, entering)  Researching and evaluating systems in the organization to understand dysfunctions and/or goals (aka, diagnosing)  Identifying approaches to improve effectiveness of the organization and its people (aka, interventions)  Applying approaches to improve effectiveness (aka, planned change)  Evaluating the ongoing effectiveness of the approaches and their results (aka, assessment)

5. What Is Studied OB/OD study and try to influence the following:  Organizational change  Causes, acceptance, implementing, organization structure  Organizational culture  Assessing, changing, reinforcing, developing  Empowerment  Decision making, input, reward systems  Human capital  Hiring, downsizing, intake, performance evaluation  Organizational commitment  Job satisfaction, retention, turn over/churn  Jobs  Task analysis, certification, ramp up, development