MODELS OF ORGANIZATIONAL BEHAVIOUR

ADITYA KUMAR DATTA AMIT SINGH SAURABH KUMAR PANDEY SUBHASH CHANDRA PATEL

- 05 - 08 - 55 -65

5 Models of OB
1)Autocratic 2)Custodial 3)Supportive 4)Collegial 5)System

5 MODELS OF OB
Autocratic
Basis of model Managerial orientation Employee orientation Employee Psychological Result Employee Need met Performance Result Power

Custodial
Economic Resources Money

Supportive
Leadership

Collegial
Partnership

System
Trust

Authority

Support

Teamwork

Caring

Obedience

Security and Benefits Dependence On organization Security

Job Performance Participation

Responsible behavior Self discipline

Psychological Ownership Self motivation

Dependence On Boss

Subsistence

Status and recognition Awakened Drives

Self Wide range Actualization Moderate Enthusiasm Passion and commitment to organizational goals

Minimum

Passive coorperation

Autocratic Model
The basis of this model is power with a managerial orientation of authority.
Those who are in command must have the power to demand You do this or else

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.

Autocratic Model
Its principle weakness is its high human cost especially as caused by micromanagement. Micromanagement- a natural pattern of autocratic managers- is the immersion of a manager into controlling the details of daily operations. Employees typically detest a micromanager, with the result being low morale, paralyzed decision and high turn-over.

Autocratic Model
Useful: Acceptable approach to guide managerial behavior when there were no well known alternatives.

Useful under some extreme conditions such as organizational crisis.

Custodial Model
o The basis of this model is economic resources with a managerial orientation of money.
o The employee in turn are oriented towards security and benefits and dependence on the organization

Custodial Model
o The employee need that is met is security. o Employee feel with reasonable contentment. o Most employee are not producing anywhere near their capacities. o The performance result is passive corporation.

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.

Supportive Model
Psychological result is feeling of participation and task involvement in the organization. Employees may say we instead of they. Employees are strongly motivated because their status and recognition needs are better met, thus they have awakened drive for work.

Collegial Model
The basis of this model is partnership with a managerial orientation of teamwork. The result is that the employees feel needed and useful. There is at least one important thing that cannot be done unless you do it

Collegial Model
The employees in turn are oriented towards responsible behavior and self-discipline.
The employee need that is met is self actualization.

Collegial Model
Employees normally feel some degree of fulfillment, worthwhile contribution, and self-actualization.
This self-actualization will lead to moderate enthusiasm in performance

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 better to grow personally, to make a meaningful contribution to society, and to demonstrate integrity in every action taken.

System Model
Managers 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 , self confidence , trustworthiness , esteem and courage.

System Model
Managers try to convey each workers, You are an important part of our whole system . We sincerely care about each of you. We want to join together to achieve a better product or service , society at large. We will make every effort to make products that are environmentally friendly.

Roles for manager in System Model of OB

Support employee commitment to short and long 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.

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, and system models will probably continue. Only there newer models can offer the satisfaction of employees needs for esteem and selfactualization. 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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