organizational behavior Project Topic
Leadership and Organizational Behavior
James D. Eddy
Grantham University
Abstract
Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. The organization’s base rests on management’s philosophy, values, vision and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers perceive this as the quality of work life which directs their degree of motivation. The final outcome is performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. This paper will focus on the leadership aspect of organizational behavior and how it affects the organization and individuals in it. As a career military officer I have found that there are positive and negative leadership styles.
The Essay on Organizational Behavior Terminology And Concepts
"An organization is, simply, a body of people organized for some specific purpose" (communication, 2005). Organizational behavior is taking a look at the way humans behave within a company (Schermerhorn, Hunt & Osborn, 2005, p. 17). The United States Navy, and perhaps all military branches, has, in some respects, a unique organizational behavior. The behavior of its employees is governed by a ...
Leadership and Organizational Behavior
The research paper will provide details on the different leadership types and the benefits and faults of each. The leadership topic of organizational behavior is referenced throughout the text for the course and plays a very important role in an organization.
There are four major models or frameworks that organizations operate out of, Autocratic, Custodial, Supportive, and Collegial (Cunningham, Eberle, 1990; Davis ,1967):
* Autocratic — The basis of this model is power with a managerial orientation of authority. 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.
* Custodial — The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation.
* Supportive — The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives.
* Collegial — The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm.
Although there are four separate models, almost no organization operates exclusively in one. There will usually be a predominate one, with one or more areas over-lapping in the other models.
The first model, autocratic, has its roots in the industrial revolution. The managers of this type of organization operate mostly out of McGregor’s Theory X. The next three models begin to build on McGregor’s Theory Y. They have each evolved over a period of time and there is no one best model. In addition, the collegial model should not be thought as the last or best model, but the beginning of a new model or paradigm.
The Essay on Model Of Organization Behavior At A Houston Plant
Toby Butterfield worked his way upward in the Montclair Company until he became assistant plant manager in the Illinois plant. Finally, his opportunity for a promotion came. The Houston plant was having difficulty meeting its budget and production quotas, so he was promoted to plant manager and transferred to the Houston plant with instructions to “straighten it out.” Butterfield was ambitious and ...
References
Cunningham, J. B. & Eberle, T. (1990).
A Guide to Job Enrichment and Redesign. Personnel, Feb 1990, p.57 in Newstrom, J. & Davis, K. (1993).
Organization Behavior: Human Behavior at Work. New York: McGraw-Hill.
Davis , K. (1967).
Human relations at work: The dynamics of organizational behavior. 9th ed., New York: McGraw-Hill
