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HBO module topic 1 and 2 - Simple brief
BSEd Mathematics (HOM-1)
JH Cerilles State College
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Technological
Institute
Dicoloc, Jimenez, Misamis Occidental,
7204 Philippines
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Module: Human Behavior in Organization
TextBook: Human Behavior in Organization Author: Robert G. Medina, Ph. Edition: First edition Reference: Aamondt, Michael G. (2010). Industrial/Organizational Psychology. Sixth Edition. Radford University and DCI Consulting
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Topic 1: An Overview of Human Behavior in Organizations
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For so long, man made serious attempts to be productive, economic or otherwise. He did it either individually or in group. In his quest for fulfilling his dreams, he is always confronted with the risk of failure, and the risk is most often associated with the human factor, i., him and the others. Even if it was a machine that disrupted the production process, the person who decided to buy or use the machine faces the risk of placing his character under suspicion.
It has become clear that the quality and quantity of the output of the individual, the group, or the organization depend heavily on the actions of the person. It follows that those who have knowledge of human behavior are better equipped to interact with individuals, groups, or organizations.
What is Human Behavior?
Human behavior refers to the physical actions of a person that can be seen or heard such as smiling or whistling. With his thoughts, feelings, emotions and sentiments, the person exhibits behaviors similar or different when he is in or out of organizations. Human behavior in organizations is more appropriately referred to as organizational behavior (OB).
What is Organizational Behavior?
Organizational behavior or OB may be defined as the study of human behavior in organization, of the interaction between individuals and the organization, and the organization itself.
The Goals of OB
The three goals of OB are as follows:
To explain behavior– in explaining behavior as a goal, OB needs to systematically describe how people behave under a variety of conditions, and understand why people behave as they do.
To predict behavior – OB must be used to predict behavior so support can be provided to productive and dedicated employees, and measures could be instituted to control the disruptive and less productive ones.
To control behavior – OB can offer some means for management to control the behavior of employees. As control is an important component of effective performance, the usefulness of OB must not be overlooked.
The Elements of OB
Four elements operate in OB. They are:
People – the internal social system of the organization is composed of people consisting of individual persons and groups. The individual person is inducted as a member of a formal group, but soon, he or she may become a member of an informal group.
Structure – defines the formal relationship of people in the organization. It describes how job tasks are formally divided, grouped and coordinated.
Technology – refers to the combination of resources, knowledge and techniques with which people work and affect the task that they perform. It consists of buildings, machines, work processes, and assembled resources.
Environment – refers to institutions of forces outside the organization that potentially affect the organization’s performance. It includes suppliers, customers, competitors, government regulatory agencies, public pressure groups, and the like.
The origin of OB can be traced to the following:
- The Human Relations Approach A. the scientific management approach by Frederick W. Taylor B. the human relations approach by Elton Mayo and others
- The personality theories A. Freud’s model B. The behaviorist approach by Watson and Skinner C. The humanist approach by Carl Rogers, Fritz Perls and Abraham Maslow
Frederick W. Taylor was the well-known disciple of the scientific management movement. The primary purpose of scientific management was the application of scientific methods to increase the individual worker’s productivity. Taylor used scientific analysis and experiment to increase worker output. He did it by regarding individuals as equivalents of machine parts and assigned them specific repetitive tasks.
Elton Mayo and his research team conducted the Hawthorne studies in 1920 to determine what effect hours of work, periods of rests and lighting might have on worker fatigue and productivity. It was discovered that the social environment have an equivalent if not greater effect on productivity than the physical environment. Mayo concluded that social interaction is a factor for increased productivity.
Another group of researchers espoused the personality theories and made significant contributions to the development of OB.
A great contributor is the psychologist Sigmund Freud who brought the idea that people are motivated byfar more than conscious logical reasoning. Freud believed that irrational motives make up the hidden subconscious mind, which determines the major part of people’s behavior.
Through an approach called behaviorism, another eminent psychologist, J. Watson, formulated the theory about learned behavior. This theory indicates that a person can be trained to behave according to the wish of the trainer.
B. Skinner extended Watson’s theory with his own theory of behavior modification. Skinner concluded that when people receive a positive stimulus like money or praise for what they have done, they will tend to repeat their behavior. When they are ignored and receive no response to the action, they will not be inclined to repeat it.
The humanist movement is another important aspect in the development of OB. It is composed of a group of psychologists and three prominent contributors – Carl Rogers, Fritz Perls, and Abraham Maslow.
Rogers focused on the person as an individual instead of adhering to a rigid methodology. He believes that people should acquire their own values and attitudes rather than be committed to a fixed set of prescribed goals. He more self-directed are aware people are, the better they are able to develop their own individual values and adapt to a changing environment.
Fritz Perls’ contribution is the Gestalt psychology wherein the person is seen as being plagued by numerous split, or conflicting desires and needs, which dissipate energy and interfere with that person’s ability to achieve his potential. The object of Gestalt psychology is to integrate conflicting needs into an organized whole, in which all parts of a person work together towards growth and development. Its concept is “The sum of the whole is greater than its parts.”
For his part, Abraham Maslow forwarded his model which espouses the idea of developing the personality toward the ultimate achievement of human potential. This process is referred to as self-actualization. To achieve this objective, the person must work his way up the succeeding steps of a hierarchy of needs.
HBO module topic 1 and 2 - Simple brief
Course: BSEd Mathematics (HOM-1)
University: JH Cerilles State College
