Organisational behaviour Unit - 2

Lets start boiling water on our gas stove and getting our notes within minutes😌

Okay!!

To get completely into the syllabus of this subject Organisational Behaviour lovably called as OB just come here 👉💌

Ok, so basically unit - 2 here, contains lot many topics like individual behaviour, perception and motivation, personality, learning, etc.

NOTE : The topic motivation and personality of this unit 2 has already been thought by me in semester 1. So the links to their notes are here.

Let's start with her first topic individual behaviour also known as human behaviour

Individual behaviour (IB)

"Individual behaviour or human behaviour is a psychological system responsible for all the set of actions performed by any human or an individual." 

This is the term named to the actions or reactions made by any human is response to their surroundings.

Nature of individual behaviour 

Field of study not a discipline 

Concept of Individual behaviour is not a discipline but itself a different or particular field of study dealing with knowing,  understanding and regulating the behaviour patterns of an individual.

Interdisciplinary approach

Concept of individual behaviour involves many disciplinary approaches like psychology,  physiology, socio-psychology etc to understand an individual.

Art as well as Science

Study of individual behaviour requires Creative Thinking and psychological phenomenon to understand it which makes it an Art as well as it consists of factual figures  which makes it Science.

Normative

Concept of individual behaviour makes one to choose a logical alternative among many available scenarios to understand an individual which makes it a normative field of study.

Value-centred

Understanding an individual behaviour is completely value-centred because human behaviour is centrally affected by the belief and value system of oneself.

Humanistic and optimistic

Understanding individual behaviour requires a humanistic approach as well as an optimistic mind set to attain the accurate result.

Need of individual behaviour

It provides motivation to the employees.

It provides guidance to the subordinates.

It helps in the process of learning of employees and subordinates.

Study of individual behaviour conducts performance reviews.

It helps in efficient managerial changes and their applications.

It improves and smoothens the communication process. 

Study of individual behaviour helps in maintaining cordial Industrial Relations.

Models of individual behaviour 

There have been several proposed models of studying individual or human behaviour. Following are the three most acceptable models of studying individual behaviour :

S-R model

It says that there is always a response to every situation in which an individual gets in touch with.

This model is based on the belief or the fact that every action of an individual has a reason behind it. The reason behind the response of an individual to any situation can be due to his or her intrinsic factors or extrinsic factors.

S-O-R model

This model is the extension of S-R model in which O stands for "Organism" which means that an organism is the connecting link between any situation and the response given to that situation. As to react to any situation requires and organism for it.

S-O-B-C model

S-O-B-C model is a said to be the display of the whole picture of human behaviour.

This states that when any situation arises to an individual then he/she responds to it with two different states i.e. physical state (overt) & mental state (covert).

After thinking by these both states, an organism response to any situation which makes the consequence or conclusion of his or her behaviour towards any situation.

•••••••••••••••••••••••••••••••

Okay now let's move to our second heading or we can say second topic🤷‍♂️ "Perception"

Perception

"Perception refers to the stimuli that our senses gain from the surroundings." 

The basic meaning to the word perception here is one's "point of view" to any situation which he/she makes through his/her 5 sense organs.

Perception involves Understanding+Analysing+Deciding thoughts coming to one's mind after getting in any situation.

Nature of perception

It is an intellectual process.

It is a psychological process.

Perception is completely subjective.

Perception is socially connected as it develops through and from the surroundings.

Perception is culturally influenced. 

Perception is a self-fulfilling.

Importance of perception 

Helps in understanding human behaviour.

Helps in forecasting individual behaviour.

Facilitates need determination by understanding one's behaviour.

Assists in handling subordinates effectively.

Better understanding of perception improves communication and helps in efficient management.

Components of perception

1. Stimuli

Assists in receiving information.

2. Attention

Attention is the first essential required to understand any situation by an individual.

3. Recognition

It helps in selecting the stimulus to be acquired and processed by the mind from the available stimulus in the surrounding.

4. Translation

It helps in evaluation of the acquired stimulus from the surrounding.

5. Behaviour

It refers to the response given by an individual to the stimulus acquired by it from the surrounding.

6. Performance

It is the component which reviews the response or behaviour of an individual to any situation.

7. Satisfaction

It is the most vital component of perception which determines the level of performance made by an individual in response to the stimulus.

Perceptual process

All these components are used while performing the process of  perception. 

Perceptual process is based on input-throughput-output approach.

Input = Situation/Individual

Throughput = Perceptual process/Stimulus conversion mechanism

Output = Emotions/Beliefs/Responses

1. Perceptual selection

A. Sensory activation; which involves sensing the stimulus in the surrounding.

Such as feeling the noise of traffic, voice of vendors,etc while driving.

B. Sensory adaptation; which means choosing a stimulus from the surrounding.

Such as focusing on the lyrics of music while driving in traffic.

2. Perceptual organisation

This process involves systematically organising the stimulus adopted from the surrounding.

Such as when you listen a vendor selling "Dozen of Banana", you automatically reconnect it with the fact that Dozen means 12 pieces.

Organisation of the stimulus can be on the basis of past experiences, relating habit, reference to context, etc.

3. Perceptual interpretation

Getting on to the conclusion of the stimulus adopted from the surrounding.

Like going ahead with the same example,  reciting the lyrics of music you were listening while driving in the traffic is the interpretation of your stimulus from that surrounding.

•••••••••••••••••••••••••••••••••••

Now moving on to the third topic learning.

Again here is to remind you that the notes for rest of the two topics motivation and personality are already posted here.

Learning 

"Learning is a process by which person constructs knowledge skills and capabilities."

Learning is basically defined as adopting new skills or getting familiar with new concepts.

Characteristics

Learning is a continuous process.(Person learns something new at every stage of life)

Learning is a psychological phenomenon.

Learning is an adjustment as after learning something new we adjust it with our preoccupied skills or knowledge.

Learning is a systematic experience as one gets to know about something new then try it and then practices it.

Learning is attainment of knowledge.

Learning is a conditioning process which simply means that learning conditions one's capabilities and skills according to the newly practice skills.

Learning involves changes.

Learning is transferable as what is learned by one can be made learnt to anyone else.

Process of learning

1. Attention

This process involves converting the received information by the brain into active memory which simply means getting familiar to the received information.

2. Expectancy

In this stage we get inspired from the people or scenarios in which the new skills and capabilities which we want to learn are represented or displayed.

3. Retrieval of relevant information to working memory

This stage involves converting the important information into the permanent memory of a person after being inspired by people or incidents.

4. Selective perception

This stage involves selecting the way of learning new skills etc.

5. Encoding

This stage involves converting the newly learnt skills into expertise through continuous practices.

6. Responding

This stage involves performing the new skills learnt through this process.

7. Feedback

This step is all about gaining feedback from different people who have witnessed your newly learnt skill.

8. Cueing retrieval

This step makes you recall your initial facts which is "the purpose behind learning any new skill".

Learning any skill by getting through the process of learning, people acquire another new skill through the same process that is why learning is a continuous process.

Significance of learning

The attitude of learning helps in controlling employee behaviour as it helps in simplifying the adoption of changes.

The way any employee learns determines employee behaviour.

Learning differentiates between acquired and gained skills, capabilities, etc 

Learning brings out significant changes.

Learning improvises working habits.

Principles of learning

There are certain principles which are essential to be followed for proving the process of learning effective.

Some of those principles are laid down:

Principle of association

This principle states that associating or connecting learning of any new skill or mechanism with any of your past experience or knowledge makes you learn that skill much faster and easier. This principle believes that learning through connecting dots is an effective manner of impactful learning.

This principle involves three basic laws

1. Contiguity;

which means learning relatively and connectively. For example, Dozen of banana and 12 pieces of banana are meant to be same.

2. Law of effect;

this means that the level of interest one takes in learning any process or new skill determines the level of effectiveness in his learning which means "higher the interest, more effective will be the learning".

3. Practice;

it is very well known that practice makes a man perfect, thus repetition of the newly learnt skill makes you get expertise in it.

Principle of readiness 

This principle states that determination is important to make learning effective.

Principle of effect

This is same as law of effect which is higher the level of interest, more will be the effectiveness of learning.

Principle of intensity

This principle states that learning should be a realistic and pleasurable process in order to be effective.

Principle of recency

This principle states that the most recently practiced skill is automatically the most effectively learnt because one can recall it easily.

Principle of reinforcement

This principle states that one needs to revise and memorize the learnt skills in order to make it effective.

•••••••••••••••••••••••••••

There are some of the contemporary motivation theories. I have mentioned them here because these were not in the syllabus of semester 1 

NOTE: These theories and all the above topics are also explain here in this video

Contemporary motivation theories

There are eight contemporary motivation theories which are based on the conventional motivational theories by Maslow and Henzberg.

1. Mc Clelland's Need Theory

According to this theory motivation of any person depends upon has three needs until and unless these needs are not fulfilled, a person is motivated to work for it.

Three of those needs are:

1. Achievement

This is the competitive factor of any person which keeps him or her motivated to work for achieving any goal.

2. Power

This need of a person is the need of having control over any person or situation/goal, etc which is also influenced by the impacting behaviour of a person. This need is simply to get control over anything which is achieved or in other words we can say willingness to have ownership.

3. Affiliation

This need of a person is at psychological level where he/she seeks acceptance from the surroundings(othet people) for any task they are performing.

Criticism

This motivation theory is based on three broad needs of a human which keeps him/her motivated to work towards his/her goals but it is criticized as it is a "time consuming process" to clearly identify all three broad needs of any person and "adequate amount of training" is required to perform controlling processes on employees through the identification of needs by this theory.

2. Self-determination theory

This contemporary motivation theory is proposed by Ryan and Deci.

This is somewhat similar to the needs theory proposed by Mc Clelland. This theory states that there are three needs of a human in a row which are as follows

1. Autonomy; this states the level of determination of any person towards their goals to be achieved. "Higher the interest in the goal, more will be the determination level"

2. Competence; this state of any human defines the level of competitiveness in a person to achieve his/het goal.

3. Relatedness; which means after achieving the goal a person proceeds towards relation building and expects admiration from the people of the surrounding for his work or success.

This determination theory clearly states that the level of determination of any person depends upon both intrinsic and extrinsic motivational factors.

Extrinsic are the visible motivational factors like salary, reward, position, etc and intrinsic are the intangible motivational factors like passion, interest, gut feelings, etc.

3. Self-Efficacy Theory

This theory is also known as social learning theory. The study is proposed by Albert Bandura.

It is a perception based theory which is simply a reflection of how a person perceives the motivational factors around his/her surroundings. 

The word efficacy here means the efficiency and effectiveness of the task performed or the goal achieved by a person.

There are three criterias mentioned by Albert Bandura in this theory which are responsible for the level of efficacy achieved by any person.

Magnitude-

It is the level of difficulty of the task to be performed or the goal to be achieved.

Strength-

It is the level of perception which a person has for his goal to be achieved like higher interest and strong gut feelings or lower interest, etc.

Generality-

This means the common expectations of a person after achieving the desired goal which can be in the form of reward or fame.

## These expectations can be generated by the experience of past success(Mastery experience) or the inspiration from role models or some of the psychological indicators which may be passion of the person for the goal. ##

"The more goal-oriented, risk-taking and consistent person is the person with the most of the self efficacy."

4. Vroom's Expectancy Theory

This theory is proposed by Victor Vroom. It is also known as "Valence and Instrumentality Theory". 

Here are the three must defining terms in this theory.

Expectancy which means the expected reward after achieving the desired goal by a person.

Instrumentality  is the effect of one's performance on the reward to be received.

Like higher the level of performance efficiency will effect on the increment in the pay package.

Valence means the value given to the reward which has to be received.

Like how much a person values the reward achieved after attaining his goal.

A. Positive valence

means higher value given to the reward received. Hence, highest level of motivation.

B. Negative valence 

means negligible or no value given to the reward received. Hence, lowest level of motivation.

C. Zero valence 

this is the neutral state of a person for some of the task which are necessary to be performed like earning for livelihood etc.

5. Equity Theory

The theory is proposed by JS Adams.

As the name suggests, this theory focuses on the factor of giving justified rewards to all the employees according to their performance.

This theory has four main components:

1. Person/employees in an organisation. 

2. Comparison which is between two employees at the same level getting rewarded for their performance.

3. Inputs it is the level of efforts given by every employee in order to make their performance effective.

4. Outcomes it is the result of the task performed by every employee which defines the reward to be given to every employee.

"This theory states that if the reward is performance-oriented, then it keeps the employees motivated to work more effectively and efficiently."

The process of equity theory of motivation takes place like the following:

State of inquity this is the state where an employee compares himself with other employees and finds the reward to be unjustified 》》which creates tension in his mind and to reduce the tension or fear of losing position or getting injustice 》》makes the employee to take actions in order to reduce the tension and 》》thus, the willingness to get the justified rewards according to the performance of employee makes him act more efficiently and effectively.

6. Reinforcement Theory

This theory is proposed by BF Skinner. This theory says that a person repeats the behaviour or the process of performing a task when gets rewarded as per the expectations.

Reinforcement means admiring the efforts of an employee in order to perform a task effectively and efficiently. 

There are following four stages of reinforcement :

1. Positive reinforcement

It rewards the employees for their effective performances.

2. Negative reinforcement 

It involves the avoidance of minute mistakes by the employees at their learning stage of performing any task. 

3. Extinction 

This reinforcement involves controlling methods to completely vanish a particular mistake or blunder done by any employee.

4. Punishment 

This reinforcement involves punishing the employee for his unwanted and untolerable behaviour.

7. Alderfer's ERG Theory

This theory is the extended version of Maslow's Need Hierarchy Theory. In Maslow's Need Hierarchy Theory, we were having five needs of a person which keeps him motivated to perform tasks, ranging from the most basic needs to the spiritual needs. 

Same as his five stages of needs Alderfer also states three levels of need as follows :

1. Existence

This state involves all the basic needs required for living of a person like food, clothing, shelter, etc.

2. Relatedness

This stage involves the need of relation building and social admiration in the society.

3. Growth

This stage of need is at the level of self which takes place after fulfilling both the stages of need i.e. existence and relatedness, a person moves forward towards self growth, achieving higher level of success etc.

8. Porter & Lawler Model

This theory is the extended version of Vroom's Expectancy Theory which involves all the three elements of Vroom's Expectancy Theory (Expectancy, Instrumentality & Valence). 

This theory states the following process of keeping an employee motivated :

Applied efforts 》》 improves performance 》》 gives better outcomes 》》leads to higher rewards 》》tends to give higher level of job satisfaction.

Do watch the explanation of these 8 contemptory motivation theories here😌🥳.

DROP YOUR SUGGESTIONS✌✌

The better the learnings the better the earnings😎

To get in depth knowledge of these topics you can also look into it 👉👻

Thank you for reading🙏😊

Stay tuned and remember that you are "EXAMBLASTERS" powered by ●EASY NOTES●