2. S=Environmental Situation: Contextual &Organizational
1. Contextual Environment : Contemporary and Historical, Emerging Organizations,
Contemporary Challenges, International Environment
Organizational Environment : Communication, Decision Making, Structure and
Culture
O=Cognitive Mediating Processes of the Organizational
Participants=Perception, Personality and Attitudes ,Motivation, Learning
B = Organizational Behavior
C=Organizational and Behavioral Dynamics and Consequences : Group
Dynamics, Conflict, Stress, Power and Politics, Leadership, Change and Development
ORGANIZATIONAL BEHAVIOR CONCEPTUAL MODEL S-O-B-C MODEL
www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal
ORGANIZATIONAL BEHAVIOR Conceptual model
3. O.B. is the Understanding, prediction, and management of Human Behavior in Organizations
O.T. Organization Theory. It is concerned primarily with Organization Design and Structure
.O.T topics are included in study & application of O.B.
O.D. Organizational Development. It is a system oriented approach to CHANGE in Structure
and Systems
P / HR Personnel / Human Resources . It is part of practicing Organization as much as the
Marketing, Finance or Production / Operation
All Managers regardless of their technical function, are Human Resource Manager because
they deal with human behavior in Organizations
Definition of O.B and related disciplines
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O.B and related disciplines Design and Structure
Copyright 2013-2014 Presentation by: Sachin Bansal
4. New Organizations are emerging that are more responsive to both internal and external
environment
Information Technology,such as Electronic mail ,Electronic Data Interchange,and Neutral
Networks,is helping enterprises perform work faster and more efficiently and leading to
downsizing,flat structures,a paperless revolution and mimicking of the human brain in decision
making
Total Quality Management to provide highest quality goods and services using
Reengineering, Benchmarking and Empowerment
Learning Organizations go beyond merely to adopting to change.,they strive to anticipate
and learn from change.Its dealing with people are openness,systemic
thinking,creativity,awareness of personal and organizational values,empathy,and sensitivity
Emerging Organizations
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Emerging Organizations Reengineering, Benchmarking and Empowerm
Copyright 2013-2014 Presentation by: Sachin Bansal
5. The Perception Process and impression management
Personality and Attitudes.
Motivation :Needs,Content,and Processes
Motivating Performance through Job design and goal setting
Job design includes Job characteristics,Job enrichment,Job Engineering,Quality of work life,
social information processing.Application of self managed teams is succesful
Goal Setting guidelines :set specific goals,better difficult and challenging goals ,arrive at
Owned and accepted goals through participation by employees .Objective,timely feedback about
progress towards goals.
A MICRO PERSPECTIVE OF ORGANIZATIONAL BEHAVIOR
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ORGANIZATIONAL BEHAVIOR Micro perspective
Copyright 2013-2014 Presentation by: Sachin Bansal
6. It is function of
Group Dynamics and Teams
Interactive Conflict and negotiation Skills
Occupational Stress
Power and Politics
Leadership Styles, Activities , and Skills
Self managed Teams are now being used to do work to meet the high -tech, quality
challenges facing both manufacturing and service organizations. To keep them on track ,there is
need for training and evaluation of teams.
THE DYNAMICS OF ORGANIZATIONAL BEHAVIOR
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ORGANIZATIONAL BEHAVIOR Dynamics
Copyright 2013-2014 Presentation by: Sachin Bansal
7. Communication Technology and Interpersonal Process
Decision making
Organizational Theory and Design:
Organizational Culture
In Bureaucracy Rules often become ends in themselves rather than means toward goal
attainment. Project and Matrix Structures combine both hierarchical, functional elements and
the newer horizontal ,inter functional dimensions. Latest are the Network, Virtual, and Horizontal
Organization.
THE DYNAMICS OF ORGANIZATIONAL BEHAVIOR
www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal
Organizational Behavior Dynamics
8. International Organizational Behavior
Culture of overall Societies and Countries
People tend to differ culturally on the basis of individualism / collectivism , power distance,
uncertainty avoidance , and masculinity / feminity
Factors of Motivational differences across cultures includes Religion,uncertainty avoidance
and the way society deals with power acceptance
Organizational Change and Development
O.D.is planned process of change in organization’s culture using behavioral science technology,
research and theory.
O.D. Techniques : Laboratory or Training group Techniques including Grid Training, Survey
feedback, and Team building
New Techniques : e.g. Action learning and dialogue
HORIZONS FOR ORGANIZATIONAL BEHAVIOR
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Organizational Behavior Horizons
Copyright 2013-2014 Presentation by: Sachin Bansal
9. Six trends that will reshape workplace
The average company will become smaller, employing fewer people
The traditional hierarchical Organizations will give way to a variety of Organizational forms,
the network of specialists foremost among these.
Technicians ranging from computer repairman to radiation therapist, will replace manufacturing
operatives as the worker elite.
The vertical division of labor will be replaced by a horizontal division
The paradigm of doing business will shift from making a product to providing service
Work itself will be redefined :Constant learning, more high order thinking, less nine to five
How we will work in future
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How we will work in future Redefined
Copyright 2013-2014 Presentation by: Sachin Bansal
10. Features :High skill, high wages. Self managed Teams , Restructuring , Reinventing
Characteristics :
Flatter ,horizontal structure instead of vertical hierarchy
Work done by teams organized around processes; teams empowered to take decisions so
managed is decentralized and participative
Empowered workers with high skill levels and cross training; reward for team performance
Collaboration among teams, between labor and management, with suppliers
Focus on customers, Quality, and continuous improvement
Flexible Technologies
High Performance Work Organizations
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High Performance Work OrganizationsFeatures/ Charac
Copyright 2013-2014 Presentation by: Sachin Bansal
11. Personnel focus -Managers to Professionals
Resources focus-Capital to Human ,Information
Key drivers-Reward & Punishment to Commitment
Basis of compensation - Position in hierarchy to Accomplishment, competence level
Individual motivation-Satisfy superiors to Achieve Team goals
Employee attitude -Detachment(It’s a job) to Identification (It’s my company)
State - Static stable to Dynamic, Changing
Learning - specific skills to Broader Competencies
Direction - Management commands to Self management 10
Organizations, Traditional Hierarchical towards Network Structure
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Organizations, Traditional Hierarchical Network Structu
Copyright 2013-2014 Presentation by: Sachin Bansal
12. One of the main bottlenecks for bringing change in any organization is the resistance to
change from senior managers and the trade unions
Once the employees know that the low productivity and high costs are sure to kill a
company and they are likely to loose their jobs, they are first to appreciate the need for
change and there is hardly any resistance
It is necessary that leaders create an image of fairness in the minds of workers. Not only the
leaders should be fair but the workers must believe that their leaders are fair
Change of Old practices in PSU’s
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Change of Old practices in PSU’s Appreciate the need for
Copyright 2013-2014 Presentation by: Sachin Bansal
13. Set Overall objectives and action plans
Develop the organization
Set individual objectives and action plans
Conduct periodic appraisals and provide feedback on progress; make
adjustments
Conduct final appraisal of results
Reformulate overall objectives and action plans as per feedback of final
appraisal
The Application of goal setting to organizational system performance
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Organizational system performance Application of goal s
Copyright 2013-2014 Presentation by: Sachin Bansal
14. Monetary Rewards: Incentive and bonus plans. It must be objective and fair.
Non financial Rewards : Recognition, attention, and praise tend to be very powerful social
rewards for most people.
Feedback as a Reward : People generally have an intense desire to know how they are
doing, specially if they have some degree of achievement motivation
O.B. Modification for performance improvement :Steps. Identify the performance related
behavior, measure it to determine the base line frequency; functionally analyze both
antecedents and consequences the behavior ;Intervene through a positive reinforcement
strategy; and evaluate to make sure increasing performance
Organizational Reward System
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Organizational Reward System Objective and fair
Copyright 2013-2014 Presentation by: Sachin Bansal
15. Mc Kinsey’s 7s Framework :seven policy areas
1. Strategy :is the means to achieve organization purpose
2. Structure :is the basic framework to designate responsibility and functions e.g. SBU,
Division etc.
3. Systems :are management tools for planning, motivation, Development, Information,
Appraisal & control
4. Staff :refers to organization’s Human Resources
5. Skills: are Organizational and Individual capabilities
6. Styles : describes how managers lead and motivate
7. Shared Values : i.e. Organizational culture. It denotes objectives, goals, and values that
organization pursues to achieve its purpose
Strategy for long term Organizational Success
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Organizational Success Long term strategy
Copyright 2013-2014 Presentation by: Sachin Bansal
16. Chankya’s Quotation on Leadership & Management
The root of kingdom lies in the self controlled life of the ruler
The root of self control lies in genuine humility
Humility comes from serving enlightened persons
From the services of enlightened persons comes wisdom.
By wisdom is gained the knowledge of the Atman-Self
A man of self realization conquers every thing in the Universe
Mahatma Gandhi said “No one can take your self esteem away unless you chose to give it away.’
Trust leads to trust and mistrust leads to mistrust
All work is an opportunity for doing good to the world
Face adverse situation with strength and calmness (equanimity )
Guru Nanak said “Main Jite Jag Jit” means A man of self control conquers the world
Indian Holistic approach and values relevant to management are :Personal purity,self sacrifice (Tapsya
),internal happiness, forgiveness,donation of excess (Daan ) Compassion (Daya ), Responsibility (karma
)Modesty (Vinayam ) , Dedication(saanna)
Indian Ethos in Management
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Management Indian Ethos
Copyright 2013-2014 Presentation by: Sachin Bansal
17. What we need today is western Efficiency and dynamism, Japan’s striving for excellence
through team spirit, with India’s holistic attitude of dedicated service ‘for the good and
welfare of many". Many management Institutes in the country are rewriting their syllabus to
include Vedanta and teachings of Vivekanand e.g. Symbosis Institute
To meet the global challenge and achieve competitive advantage India has to focus on its
distinctive strength and utilize its well recognized vast resource. We can’t succeed by just
imitations, we need to rediscover our strengths and develop our competencies
Knowledge comes from others and is great power ,wisdom is your own understanding.
Knowledge alone without wisdom can bring sorrow
Indian Ethos in Management
www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal
Management Indian Ethos
18. “ The world does not stay still .Just as we begin to appreciate the values of emotional
quotient comes a new mantra,the spiritual quotient, and HR personnel have an altogather
new paradigm to deal with”. “HR professional are torch bearer of change”, “Beeing a stragic
partner ,he has to understand corporate business comprehensively and deliver proactive HR
solutions to emerging challenges” said Mr.Prem Kamath ,Head Management Resources,
Hindustan Lever Ltd.
Ashit Sarkar of Britania Industries said “We have moved to an era of accelerated change
where mediocracy is no longer acceptable, the impact of e-commerce with IT changes will
transform conventional business structures dramatically”.He said that new breed of
knowledge workers in 'Learning Organizations’would make the difference.and Intellectual
capital would demand much nurturing from the enterprise ,in order to give back in the shape
of superior results..Build a positive organization climate , within which improving performance
levels are not only appreciated and rewarded,but also become a way of life
New Paradigm to HR Management
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HR Management New Paradigm
Copyright 2013-2014 Presentation by: Sachin Bansal
19. The manager can not be concerned only with profits and loss. He has to show bhakti and
sradhdha for much larger concern. Chapter 6 deals with the Art and Science of self
management
Art.6.5 : Atman i.e. the self : Four guidelines suggested are 1. Lift up the self. How? By the
self . 2. Do not downgrade and destroy oneself .3.Who is One’s friend ? One’s own self. Be
your own friend .4. Who is one’s enemy ? Again one’s self. Avoid being your own enemy.
Some Managers have a tendency to blame their Superiors, subordinates, peers or external
forces for their failures. In reality ,many problems may arise from their own unmanaged or
mismanaged self
Sloka6.11,Pratishthapya A manager should avoid dominating his team from a high physical
or mental posture; as well as the opposite danger of being overwhelmed
Sloka 6.12 : Concentration or Ekgram or single minded attention. Do one thing at a time
and do it well. The challenging slogan of Total Quality Management is Do it right ,the first
time Every time.To achieve this leaders of the organization should model concentration on
Quality issues and get others to concentrate on Quality,and , in becoming a Quality person
Sloka 6.19 : Steady i.e Leader has to be steady right in the midst of turbulence
Sloka 6.44: Thirsty of knowledge
Indian Ethos in Management- “Bhagvad Gita”By M.B.Athreya
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Indian Ethos in Management Bhagvad Gita
Copyright 2013-2014 Presentation by: Sachin Bansal
20. Reputation to overall gains
www.creatingdemand.org Copyright 2013-2014 Presentation by: Sachin Bansal
Strategically connected with clients, engaging and
involving them:
•How to get closer to customers?
•To build brand awareness and enhance loyalty?
•To position new products and services for the effective
market penetration?
•To fulfill what customers really desire?
Specialties
Brand Strategy, business entry & planning, product
development, internet marketing, trade distribution,
public private partnerships, sustainable tourism
management and investment promotion.
Crafting, Operationalizing and
Implementing Growth
Strategies to maximize
opportunities in emerging
geographies;
experience as my strong
resource and capability
Sachin Bansal
Enhancing business profitability
21. SACHIN BANSAL- Chief Explorer
INDIA : +91 97111 90192
sb@creatingdemand.org
www.creatingdemand.org
facebook.com/creatingdemand
DELHI LONDON MELBOURNE NEW
YORK ITALY
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Enhancing business profitability….
Copyright 2013-2014 Presentation by: Sachin Bansal