Organizational lead to higher employee

satisfaction and retention.

Behaviour 5. Enhanced efficiency: OB
can help organizations
Concept of Organizational maximize resource
Behaviour: utilization and anticipate
Every human being is unique in organizational events.
this world. Therefore, their 6. Improved decision-
behaviours also differ. An making: OB helps
organisation is made up of organizations make
different individuals and decisions that are feasible,
resources. The People interact useful, and transparent.
with each other as well as with Key Elements of
orgnisation as a whole. Their
Orgnisational Behaviour:
behaviour affect the orgnisation
and in turn they are affected by 1. People
the orgnisation itself.
At the core of every organization
Organizational Behavior (OB) is are people—employees,
the study of human behaviour in managers, and executives—who
organizational setting, of the shape the company’s culture
interface between human through their behaviors, skills,
behaviour and organisation and of and attitudes. A successful OB
the organization itself. strategy incorporates different
models of organisational
Importance of behaviour to recognize and adapt
Orgnisational Behaviour to individual differences, helping
1. Improved leadership: organizations build diverse and
Leaders with OB knowledge high-performing teams.
can build trust, encourage 2. Social System
teamwork, and connect
operations to the company's Organizations function as complex
strategy. social structures with
2. Better workplace interconnected relationships,
relationships: OB helps hierarchies, and informal
build meaningful networks. A well-established
relationships between social system fosters
employees and collaboration, enhances decision-
management. making, and promotes knowledge
3. Increased innovation: OB sharing among employees. By
encourages creativity and applying models of organisational
innovation, which can lead behaviour, organizations can
to new products and structure their social systems
processes. more effectively.
4. Improved employee 3. Environment
satisfaction: OB helps
create a good work External factors such as economic
environment, which can trends, competition, technological
advancements, and social
expectations play a significant b) Adaptability: Organisations
role in shaping organizational must adapt to external factors—
behavior. Companies that like chameleons changing colours.
proactively monitor and adapt to
c) Flexible
these changes stay ahead in the
leadership: Leaders adjust their
evolving business landscape.
style based on the context.
Models of organisational
behaviour help organizations 3) Productivity approach
strategize their responses to
This approach focuses on getting
environmental changes.
the job done. It does so by
focusing on:

Approaches to a) Efficiency
obsession: Productivity is the
Orgnisational
holy grail. Streamline processes,
Behaviour: eliminate waste, and optimise
1. Human Resources resources.
approach: Human b) Time management: Time is
resources approach focuses money. Use it wisely.
on the well-being of the
employees. It does so in the c) Performance
following ways: metrics: Measure, analyse,
a) People-centric: This improve.
approach views employees 4) System approach
as valuable assets. Their
well-being, motivation, and This approach is based on the
development drive core belief of systems and how it
organisational success. helps functionality. It focuses on:
b) Employee a) Holistic view: Organisations
satisfaction: Happy are interconnected systems. A
employees lead to higher change in one part affects the
productivity and better whole.
outcomes.
c)Training and b) Feedback loops: Like a
development: thermostat, systems self-regulate.
Invest in your people and you Monitor inputs, outputs, and
will be rewarded by their feedback.
performance. c) Balance: Balance conflicting
2. Contingency approach: This goals—profit vs. social
approach focuses on adaptability, responsibility, short-term and
it allows room for flexibility to long-term gains.
accommodate any deviations. It
focuses on the following:
Challenges of OB:
a) Context matters: There’s no Here are some common
one-size-fits-all solution. The best challenges in organizational
approach depends on the behavior:
situation.
1. Dealing with Different and problem-solving skills help
People (Workforce Diversity) solve these conflicts.
 People from different 8. Balancing Work and
backgrounds, cultures, and Personal Life
ages work together.
Employees struggle with stress
 Organizations need to make from long hours and heavy
everyone feel included and workloads. Companies must
respected. support a healthy balance to keep
workers happy and productive.
2. Resistance to Change
Employees often don’t like change Opportunities for OB:
because it feels risky or Organizational behavior (OB) also
uncomfortable. creates many opportunities for
3. Working Across Different businesses and employees. Here
Countries (Globalization) are some key opportunities:

Companies now work in many 1. Better Teamwork and

countries, each with different Collaboration
customs and rules. A good understanding of OB helps
4. Keeping Up with people work well together. Strong
Technology teamwork leads to better ideas,
faster problem-solving, and higher
New tools and systems change productivity.
how work is done. Employees
must learn new skills, and some 2. Increased Employee
fear losing their jobs to Motivation
automation. When organizations understand
5. Motivating Employees what drives employees, they can
create a more motivated
People work best when they feel workforce. Happy and motivated
valued and have clear goals. If employees perform better and
employees feel unappreciated or stay longer with the company.
stuck, they lose interest in their
work. 3. Stronger Leadership
Development
6. Finding Good Leaders
Organizations can train and
Not everyone is a good leader, develop great leaders. Good
and bad leadership can hurt the leaders inspire teams, create
company. Organizations need to positive workplaces, and help
train and develop strong, fair, and businesses grow.
inspiring leaders.
4. Adapting to Change More
7. Workplace Conflicts Easily
People argue over work, Change is necessary for growth,
responsibilities, or personal OB helps companies manage
differences. Good communication change smoothly by reducing
employee resistance.
5. Better Communication
Personality
Understanding how people
behave leads to clearer and more What is personality?
effective communication. This Definition: Personality is the
reduces misunderstandings and combination of unique
improves teamwork. psychological traits that influence
6. Creating a Positive an individual’s specific pattern of
Workplace Culture: behaviour across various
situations and over a period of
A strong company culture time.
improves job satisfaction and
attracts top talent. A positive Personality is a dynamic state, not
environment leads to better fixed. it is regular and progressive
performance and lower employee change that happen in the
turnover. individuals due to social
interaction
7. Encouraging Innovation and
Creativity: The most important definition for
personality is considered as the
OB helps companies create an definition given by Allport, G.W
environment where employees (1937). He defined, “
feel free to share ideas. This leads Personality is the dynamic
to new products, services, and organization within the
better ways of working. individual of those-psycho
8. Improved Employee Well- physical systems that
being determine his unique
adjustment to his
Companies that focus on OB can environment”
create policies that reduce stress
and improve work-life balance. Influence of
Happy and healthy employees are Personality on
more productive and engaged.
Organizational
9. Stronger Customer
Relations
Behavior
Personality plays a big role in how
Employees who are engaged and
people behave at work. It affects
motivated provide better
how employees interact, handle
customer service.
tasks, and respond to challenges.
This leads to happy customers Here’s how personality influences
and better business growth. organizational behavior:
10. Ethical and Social 1. Work Performance
Responsibility
Hardworking and responsible
Companies that focus on ethical employees perform well. Creative
behavior build trust with personalities bring new ideas and
employees, customers, and innovation.
society. This improves their
2. Teamwork and
reputation and long-term success.
Communication
  Extroverts communicate  Self-centered personalities
easily and enjoy teamwork. may prioritize personal gain
over teamwork.
 Introverts may prefer
working alone but can be
deep thinkers.
Myers-Briggs Type
3. Leadership Style Indicator (MBTI)
 Confident and decisive This model classifies people into
people make strong leaders. 16 personality types based on
 Empathetic leaders create a four preferences:
positive and supportive  Introversion (I) vs.
workplace. Extraversion (E) – Quiet
4. Handling Stress and and reflective vs. social and
Challenges outgoing.

 Optimistic employees stay  Sensing (S) vs. Intuition

motivated and handle stress (N) – Practical and detail-
better. oriented vs. imaginative
and big-picture thinkers.
 People with a short temper
may struggle with  Thinking (T) vs. Feeling
workplace pressure. (F) – Logical and objective
vs. empathetic and
5. Job Satisfaction and emotional.
Motivation
 Judging (J) vs. Perceiving
 Passionate employees stay (P) – Organized and
engaged and perform well. structured vs. flexible and
 Negative personalities may spontaneous.
feel dissatisfied and less 16 personality types based on
motivated. four preferences
6. Adaptability to Change Cattell’s 16 Personality Traits
 Open-minded employees 1. Warmth (Reserved vs.
accept change and learn Outgoing) – Friendly,
new skills. sociable, and supportive vs.
 Rigid personalities resist distant and formal.
change and may slow 2. Reasoning (Concrete vs.
company growth. Abstract) – Practical, fact-
7. Ethical Behavior and based thinking vs. creative
Decision-Making and abstract thinking.

 Honest and ethical 3. Emotional Stability

employees build trust in the (Reactive vs. Calm) – Easily
organization. stressed vs. relaxed and
emotionally strong.
4. Dominance (Submissive
vs. Assertive) – Passive and
 compliant vs. confident and in teams vs. prefers working
authoritative. alone.
5. Liveliness (Serious vs. 15. Perfectionism
Enthusiastic) – Quiet and (Flexible vs. Organized) –
reserved vs. energetic and Easygoing vs. highly
fun-loving. structured and detail-
oriented.
6. Rule-Consciousness
(Nonconforming vs. 16. Tension (Relaxed vs.
Conscientious) – Free- Stressed) – Calm and laid-
spirited vs. disciplined and back vs. restless and
rule-following. anxious.
7. Social Boldness (Shy vs.
Outgoing) – Timid and
introverted vs. socially
confident.
8. Sensitivity (Tough-minded
vs. Sensitive) – Practical and
logical vs. emotional and
empathetic.
9. Vigilance (Trusting vs.
Suspicious) – Accepting and
trusting vs. cautious and
skeptical.
10. Abstractedness
(Practical vs. Imaginative) –
Grounded in reality vs.
dreamy and creative.
11. Privateness (Open
vs. Discreet) – Open and
expressive vs. secretive and
reserved.
12. Apprehension
(Confident vs. Self-
Doubting) – Self-assured vs.
worried and insecure.
13. Openness to
Change (Traditional vs.
Experimental) – Prefers
routine vs. welcomes
change.
14. Self-Reliance
(Group-Oriented vs.
Independent) – Works well