5 Models of OB.pptx

7/27/2019 5 Models of OB.pptx

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MODELS OF ORGANIZATIONAL

BEHAVIOUR

ADITYA KUMAR DATTA - 05

AMIT SINGH - 08

SAURABH KUMAR PANDEY - 55

SUBHASH CHANDRA PATEL -65


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5 Models of OB

1)Autocratic

2)Custodial

3)Supportive

4)Collegial

5)System


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Autocratic Custodial Supportive Collegial System

Basis of

model

Power Economic

Resources

Leadership Partnership Trust

Managerial

orientation

Authority Money Support Teamwork Caring

Employee

orientation

Obedience Security and

Benefits

Job

Performance

Responsible

behavior

Psychological

Ownership

Employee

Psychological

Result

Dependence

On Boss

Dependence

On

organization

Participation Self

discipline

Self

motivation

EmployeeNeed met

Subsistence Security Status andrecognition

SelfActualization

Wide range

Performance

Result

Minimum Passive co-

orperation

Awakened

Drives

Moderate

Enthusiasm

Passion and

commitment

to

organizationalgoals

5 MODELS OF OB


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Autocratic Model

The basis of this model is powerwith a managerial orientation ofauthority.

Those who are in command

must have the power to demandYou do this or else


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Autocratic Model

The employees in turn are oriented towards

obedience and dependence on the boss.

The employee need that is met is subsistence.

The performance result is minimal.


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Autocratic Model Its principle weakness is its high human cost especially

as caused by micromanagement.

Micromanagement- a natural pattern of autocraticmanagers- is the immersion of a manager into

controlling the details of daily operations.

Employees typically detest a micromanager, with theresult being low morale, paralyzed decision and high

turn-over.


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Autocratic ModelUseful:

Acceptable approach to guide

managerial behavior when there

were no wellknown alternatives.

Useful under some extreme

conditions such as organizational

crisis.


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Custodial Model

o The basis of this model is economic

resources with a managerial

orientation of money.

o

The employee in turn are orientedtowards security and benefits and

dependence on the organization


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Custodial Modelo The employee need that is met is

security.

o Employee feel with reasonablecontentment.

o Most employee are not producing

anywhere near their capacities.o The performance result is passive

corporation.


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Supportive Model

o The basis of this model is leadership

with a managerial orientation of

support.

o The employees in turn are oriented

towards job performance and

participation.


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Supportive Model

Psychological result is feeling ofparticipation and task involvement in the

organization.

Employees may say we instead ofthey.

Employees are strongly motivated

because their status and recognition

needs are better met, thus they have

awakened drive for work.


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Collegial Model

The basis of this model ispartnership with a managerial

orientation of teamwork.

The result is that the employees

feel needed and useful.

There is at least one importantthing that cannot be done unless

you do it


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Collegial Model The employees in turn are oriented

towards responsible behavior and

self-discipline.

The employee need that is met is

self actualization.


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Collegial Model

Employees normally feel some

degree of fulfillment, worthwhile

contribution, and self-actualization.

This self-actualization will lead to

moderate enthusiasm in performance


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System Model Employees want to work context that is ethical,

infused with integrity and trust and provide an

opportunity to experienced a growing sense of

community among co-workers.

There is spirituality at work- the desire for

employees to know their deepest selves betterto grow personally, to make a meaningful

contribution to society, and to demonstrate

integrity in every action taken.

S M d l


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System ModelManagers must increasingly demonstrate a sense

of caring and compassion, being sensitive to the

needs of the diverse workforce.

This model reflects the values underlying

positive organizational behavior , where the

managers focus their attention on helping

employees develop feelings of hope , selfconfidence , trustworthiness , esteem and

courage.


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System Model

Managers try to convey each workers,

You are an important part of our

whole system . We sincerely care about each ofyou. We want to join together to achieve a

better product or service , society at large.

We will make every effort to make productsthat are environmentally friendly.


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Roles for manager in System Model of OB

Support employee commitment to short andlong term goals

Coach individuals and groups in appropriate

skills and behavior .

Show genuine concern and empathy for people

Influence people to learn continuously and

share that learning to others.

Encourage people to feel comfortable with

change.


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Conclusions about Models

There is no permanently Best Model.

Primary challenge to management is to identify the

model it is actually using and then access its

current effectiveness.

The trends toward the supportive , collegial, andsystem models will probably continue.

Only there newer models can offer the satisfaction

of employees needs for esteem and self-

actualization.

Managers need to read, to reflect , to interact with

others and to be receptive to challenges to their

thinking from their colleagues and employees.


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ANY QUESTIONS


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THANK YOU

Documents

5 Models of OB.pptx