Johns 10e Irm ch01

CHAPTER 1
ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT
CHAPTER LEARNING OBJECTIVES
After reading Chapter 1, students should be able to:

LO1.1 Define organizations and describe their basic characteristics.
LO1.2 Explain the concept of organizational behaviour and describe the goals of the
field.
LO1.3 Define management and describe what managers do to accomplish goals.
LO1.4 Contrast the classical viewpoint of management with that advocated by the human
relations movement.
LO1.5 Describe the contingency approach to management.
LO1.6 Explain what managers do — their roles, activities, agendas for action, and
thought processes.
LO1.7 Describe the four contemporary management concerns facing organizations and
how organizational behaviour can help organizations understand and manage
these concerns.
CHAPTER OUTLINE AND TEACHING NOTES
This first chapter introduces several basic concepts that provide students with a frame of
reference upon which to integrate the more complex topics to come. It is useful to spend
some time explaining just what organizational behaviour is, since students may have
some difficulty in grasping the meaning of this wholly qualitative term. It is also helpful
to and explain the differences and relations between organizational behaviour and human
resources management.
What Are Organizations?
Organizations are social inventions for accomplishing common goals through group
effort. There are three important elements of this definition highlighted in the chapter.
Social inventions
There is a fundamental requirement for a coordinated presence of people which is the
essential characteristic of organizations as social inventions. The field of organizational
behaviour is about understanding people and managing them to work effectively.
Goal Accomplishment
The reason organizations exist is to achieve goals. Survival is the overriding goal of all
organizations. The field of organizational behaviour is concerned with how organizations
can survive and adapt to change.
Copyright © 2017 Pearson Canada Inc.

1-2 Johns/Saks, Organizational Behaviour, Tenth Edition
Group Effort
Individuals who function in an organization must be coordinated to achieve goals
efficiently. This coordination is accomplished through group effort. The field of
organizational behaviour is concerned with how to get people to practise effective
teamwork.
What Is Organizational Behaviour?
Organizational behaviour refers to the attitudes and behaviours of individuals and groups
in organizations. The field of organizational behaviour involves the systematic study of
these attitudes and behaviours.
Human resources management refers to programs, practices, and systems to acquire,

develop, motivate, and retain employees in organizations. Common examples of human
resources practices are recruitment and selection, compensation, and training and
development. Students should be informed of how human resources management is
different from organizational behaviour and how knowledge of organizational behaviour
will help them understand the use and effectiveness of human resource practices.
Why Study Organizational Behaviour?
There are three good reasons to study organizational behaviour.
Organizational Behaviour Is Interesting

We see the subject matter every day, although we may not understand it completely.
Organizational behaviour is interesting because it is about people and human nature.
Organizational Behaviour Is Important

Organizational behaviour is important to managers, employees, and consumers and
understanding it can make us more effective managers, employees, or consumers and
improve organizational effectiveness and efficiency.
Organizational Behaviour Makes a Difference

Effective management and organizational behaviour can provide an organization with a
competitive advantage. Today, the main factor that differentiates organizations is their
workforce or human capital and the most successful organizations are those that
effectively manage their employees. Furthermore, there is increasing evidence that
management practices and organizational behaviour not only influence employee
attitudes and behaviour, but also have an effect on an organization’s effectiveness.
Research shows that the best companies to work for are also among the best performing
companies. Thus, organizational behaviour makes a difference in terms of good
management and organizational performance and competitiveness.

Chapter 1 Organizational Behaviour and Management 1-3
How Much Do You Know about Organizational Behaviour?
Students often make the erroneous assumption that much of organizational behaviour can
be explained by common sense. The problem with this assumption is that what is
common sense to one person may not be to another. This suggests that common sense is
no substitute for the systematic study of organizational behaviour. Management practice
should be based on informed opinion and systematic study, not common sense. Some
discussion of the material in the Appendix can help to show how the systematic study of
organizational behaviour can improve management decision making and practice.
Students can begin to understand these concepts and the importance of systematic study
by answering the six questions in the textbook and seeing how easy it is to make up
answers that are both true and false.
Goals of Organizational Behaviour
There are three goals of organizational behaviour.
Predicting Organizational Behaviour

Predicting the behaviour of others is an essential requirement of everyday life. Although
some prediction about future behaviour in organizations is possible because of the very
regularity of much behaviour, its accuracy requires systematic study. Through systematic
study, the field of organizational behaviour provides a scientific foundation that helps
improve predictions of organizational events.
Explaining Organizational Behaviour

A second goal of organizational behaviour is to explain events in organizations and why
they occur. It is usually more difficult to explain a behaviour than to predict it, since a
given behaviour may have multiple causes, and the reasons people do things tend to
change over time and circumstances. The ability to understand behaviour is a necessary
prerequisite for effectively managing it.
Managing Organizational Behaviour

Management is defined as the art of getting things accomplished in organizations through
others. If behaviour can be predicted and explained, it can often be managed. If
prediction and explanation constitute analysis, then management constitutes action.
Responding to the information gathered through prediction and explanation helps to
influence organizational behaviour. A number of technologies or interventions have been
developed in a conscious attempt to make practical much of the information learned in
the field. Future chapters will introduce many of these interventions to students, including
pay systems and job enrichment. Students should understand that a systematic
understanding of behavioural science and organizational behaviour can improve
management practice and decision making. This then leads into a discussion of evidence-
based management.
Evidence-based management involves translating principles based on the best scientific

evidence into organizational practices. By using evidence-based management, managers
can make decisions based on the best available scientific evidence from social science

and organizational research, rather than personal preference and unsystematic experience.
The use of evidence-based management is more likely to result in the attainment of
organizational goals, including those affecting employees, stockholders, and the public in
general.
Understanding how to predict, explain, and manage behaviour is a prerequisite to

accomplishing two basic managerial tasks — analysis and action. To help students
understand the practical and applied use of organizational behaviour in organizations,
discuss the You Be the Manager feature on Toronto’s Troubled Transit System. This is a
good example that most students will be able to relate to about how the goals of
organizational behaviour are relevant for organizational change and effectiveness.
Early Prescriptions Concerning Management
There are two basic phases in the pursuit of the “correct” way to manage an organization
to achieve its goal. Experts often call these the classical view and bureaucracy and the
human relations view.
The Classical View and Bureaucracy

A brief history on the evolution of management thought and background material on the
classical view of management and bureaucracy will be helpful for students who have not
had a previous course in management. A discussion of the work of Henri Fayol,
Frederick Taylor, and Max Weber allows students to see that management practice was
not, and should not, be static in a dynamic and changing environment.
The classical viewpoint advocated high specialization of labour, intensive coordination,

and centralized decision making. Scientific management is Frederick Taylor’s system for
using research to determine the optimum degree of specialization and standardization of
work tasks. Bureaucracy is Max Weber’s ideal type of organization that included a strict
chain of command, detailed rules, high specialization, centralized power, and selection
and promotion based on technical competence. When describing these aspects of the
classical viewpoint make sure students realize the conflict of interest between managers
and employees and then you can begin to discuss the human relations movement and its
critique of bureaucracy.
The Human Relations Movement and a Critique of Bureaucracy

The human relations movement and the Hawthorne studies allow a smooth transition to
the following section where the contingency approach to management is examined. By
the 1920s, criticism of the scientific approach was growing, focusing on the basic
assumptions underlying scientific principles and lack of attention to motivation and
human needs. The human relations view emphasized favourable treatment of employees
instead of focusing solely on their output or performance.
The human relations approach is generally considered to have started with the
Hawthorne Studies conducted at the Hawthorne plant of Western Electric in the 1920s
and 1930s that illustrated how psychological and social processes affect productivity and

work adjustment. It was discovered that the most powerful incentive for increased
production was not the physical working conditions, but resulted from what came to be
known as the Hawthorne effect, whereby workers felt important and appreciated when
they received attention and recognition. Later studies in the plant’s relay assembly room
were conducted to test the effect of other working conditions on output. The results of the
studies upset the traditional concepts of industrial efficiency and discovered that worker
productivity increased when they felt someone was interested in them.
After World War II, researchers and theorists such as Chris Argyris, Alvin Gouldner, and
Rensis Likert took up the theme of the Hawthorne studies. The human relations
movement was a critique of classical management and bureaucracy that advocated
management styles that were more participative and oriented toward employee needs.
The critique of bureaucracy addressed a number of specific problems that were
incompatible with human needs for growth and can lead to employee alienation from the
organization and its clients, resistance to change, restriction of performance, and losing
sight of the overall goals of the organization. The human relations advocates called for
more flexible systems of management and the design of more interesting jobs as well as
open communication, employee participation in decision making, and less rigid, more
decentralized forms of control.
Contemporary Management — The Contingency Approach
The concept of contingencies is important for students to understand. An essential fact is

that organizations are complex entities, and accordingly, there are no simple principles
that can be applied in all situations. However, what happens in organizations depends on
certain critical factors. These critical factors are called contingencies. This contingency
approach to management recognizes that there is no one best way to manage, and that an
appropriate management style depends on the demands of the situation. The textbook will
use a contingency framework to discuss the subject. Management approaches need to be
tailored to fit the situation.
What Do Managers Do?
Organizational behaviour is not only useful to aspiring managers. A good understanding

is useful to consumers or anyone else who has to interact with organizations to get things
done. This section examines what managers actually do, using research studies as a
source.
Managerial Roles
Henry Mintzberg conducted an in-depth study of the behaviour of managers and found a
rather complex set of roles played by managers. The relative importance of these roles
will vary with management level and organizational technology.
Interpersonal Roles. Interpersonal roles were those that were used to establish and
maintain interpersonal relations. These included the figurehead role, leadership role, and
liaison role.

Informational Roles. Informational roles were concerned with various ways the manager
receives and transmits information. Roles in this group included the monitor role,
disseminator role, and spokesperson role.
Decisional Roles. Decisional roles deal with managerial decision-making and include the
entrepreneur role, the disturbance handler role, the resource allocation role, and the
negotiator role.
Managerial Activities
Fred Luthans, Richard Hodgetts, and Stuart Rosenkrantz studied the behaviour of a large
number of managers and have compiled data on what managers actually do with their
time. The four basic activities were:
Routine communication. Formal sending and receiving of information.

Traditional management. Planning, decision making, and controlling.
Networking. Interacting with people outside the organization and informal socializing
and politicking with insiders.
Human resource management. Motivating and reinforcing, disciplining and punishing,
managing conflict, staffing, and training and developing employees.
One of the interesting findings of this research was how emphasis on these various
activities correlated with managerial success. Networking proved most critical for
moving up the ranks of the organization quickly. Human resource management proved
most critical for unit effectiveness and employee satisfaction and commitment.
Managerial Agendas
John Kotter has also studied the behaviours of successful general managers and found a
strong pattern of similarities that he grouped into the categories of agenda setting,
networking, and agenda implementation.
Agenda Setting. The managers all gradually developed agendas of what they wanted to
accomplish for the organization. These agendas were almost always informal and
unwritten, and they were much more concerned with “people issues” and less numerical
than most formal strategic plans.
Networking. The managers established a wide formal and informal network of key
people both inside and outside of their organizations. This network provided managers
with information and established cooperative relationships relevant to their agendas.
Agenda Implementation. The managers used networks to implement the agendas. They
would go anywhere in the network for help – up or down, in or out of the organization.
The theme that runs through Kotter’s findings is the high degree of informal interaction
and concern with people issues that were necessary for the managers to achieve their
agendas.

Managerial Minds
Other researchers have examined how managers think. Herbert Simon and Darnel
Isenberg stress the role of intuition in good management. Intuition is problem
identification and solving based on systematic education and experiences that enable
managers to locate problems within a network of previously acquired information.
International Managers
The style with which managers do what they do and the emphasis given to various
activities will vary greatly across cultures because of cross-cultural variations in values
that affect both managers’ and employees’ expectations about interpersonal interaction.
Geert Hofstede has done pioneering work on cross-cultural differences in values and how
these differences promote contrasts in the general role that managers play across cultures.
National culture is one of the most important contingency variables in organizational
behaviour. The appropriateness of various leadership styles, motivation techniques, and
communication methods depends on where one is in the world.
Some Contemporary Management Concerns
To conclude the first chapter, we thought it appropriate to discuss contemporary concerns

such as diversity, employee health and well-being, talent management and employee
engagement, and corporate social responsibility. This material can be used to emphasize
that organizational behaviour can be used as a tool for the challenges facing organizations
today and for future issues that students will face in their careers. When discussing each
of these issues, ask students what organizational behaviour has to do with them followed
by a discussion of the relevance and role of organizational behaviour for managing each
of the management concerns.
Diversity — Local and Global

Several factors are influencing the demographics of the North American workforce. As a
result, both the labour force and customers are becoming increasingly culturally diverse.
More women are entering the workforce, as are visible minorities, aboriginal people, and
persons with disabilities. Diversity of age is also a factor. Diversity is also coming to the
fore as many organizations realize that they have not treated certain segments of the
population fairly in many aspects of employment and that organizations have to be able
to get the best from everyone in order to be truly competitive. Both legal and social
pressures have contributed to this awareness.
Multinational expansion, strategic alliances, and joint ventures between global partners
are also bringing people into contact with their counterparts in organizations in other
cultures as never before. Thus, managers must be able to manage these issues effectively
for organizations to benefit from the considerable opportunities that a diverse workforce
affords.
What does diversity have to do with organizational behaviour?

Organizational behaviour has long been concerned with stereotypes, conflict,

cooperation, and teamwork. These are just some of the factors that managers must
manage effectively for organizations to benefit from the considerable opportunities that a
diverse workforce affords. Let students know that they will learn more about workforce
diversity in Chapter 3 and cultural differences in values in Chapter 4.
Employee Health and Well-Being

Employees are facing increasing concerns over job security, increasing job demands, and
work-related stress that have contributed to a deterioration of their physical and
psychological health and well-being. Employees have become disengaged, disillusioned,
and are suffering from physical and mental sicknesses. Absenteeism and employee
turnover in Canadian organizations are also on the rise. Although there is no one
definitive cause, increasing stress levels and poorly designed jobs are major contributors.
There has also been increasing awareness of mental health in the workplace and the
increasing cost of mental illness in terms of absenteeism and lost productivity. As a
result, organizations have begun to focus on employee physical and mental health by
creating more positive work environments.
What does a positive work environment and employee health and well-being have to do
with organizational behaviour?
Organizational behaviour is concerned with creating positive work environments that
contribute to employee health and wellness. A good example of this is a spiritual
workplace or workplace spirituality. Workplace spirituality refers to workplaces that
provide employees with meaning, purpose, a sense of community, and a connection to
others. It is important that students understand that workplace spirituality is not about
religion in the workplace but rather, providing employees with a meaningful work-life
that is aligned with their values, provides them with interesting work, meaning and a
sense of purpose, feeling that they belong to and are part of a caring and supportive
community, and a sense of connection to their work and others.
Another important contributor to employee health and well-being is positive

organizational behaviour. Positive organizational behaviour (POB) is the study and
application of positively oriented human resource strengths and psychological capacities
that can be measured, developed, and effectively managed for performance improvement.
The psychological capacities are known as psychological capital (PsyCap).
Psychological capital refers to an individual’s positive psychological state of
development that is characterized by self-efficacy, optimism, hope, and resilience. Self-
efficacy refers to one’s confidence to take on and put in the necessary effort to succeed at
challenging tasks; optimism involves making internal attributions about positive events in
the present and future and external attributions about negative events; hope refers to
persevering toward one’s goals, and when necessary making changes and using multiple
pathways to achieve one’s goals; and resilience refers to one’s ability to bounce back or
rebound from adversity and setbacks to attain success.
It is important for students to understand that each of the components of PsyCap are
states or positive work-related psychological resources that can be changed, modified,
and developed. In other words, they are not fixed, stable, or static personality traits.

Along these lines, there is evidence that PsyCap interventions (PCI) that focus on
enhancing each of the components of PsyCap are effective for developing employees’
PsyCap. Thus, one way for organizations to improve employee health and well-being is
to develop their PsyCap.
Talent Management and Employee Engagement

A major challenge facing organizations today is talent management. A survey of senior
executives from all over the world found that talent was ranked as the second most
critical challenge just behind business growth. Talent management refers to an
organization’s processes for attracting, developing, retaining, and utilizing people with
the required skills to meet current and future business needs. The ability of organizations
to attract and retain talent has become especially critical for organizations that are
struggling to find the employees they need to compete and survive. The shortage of
skilled labour is expected to get even worse in the coming years as the baby boomers
begin to retire.
Organizations have also become increasingly concerned about employee engagement.

Work engagement is a positive work-related state of mind that is characterized by vigour,
dedication, and absorption. Only one-third of workers are engaged and yet engaged
workers have more positive work attitudes and higher job performance, and engagement
is considered to be key to an organization’s success and competitiveness and it can have a
significant impact on productivity, customer satisfaction, profitability, innovation, and
quality.
What does organizational behaviour have to do with talent management and employee
engagement?
Organizational behaviour can help organizations make important changes in the
workplace and provides the means for organizations to be designed and managed in ways
that optimize talent attraction, development, engagement, retention, and performance.
This topic can generate some lively discussion in the classroom as students discuss some
of the reasons why they have accepted or would accept a job as well as the reasons why
they have been engaged or disengaged in a job. In addition, they can complete the work
engagement experiential exercise to find out how engaged they have been in a current or
previous job or how engaged they are as a student. This can then lead into a discussion of
the management practices of the best companies to work for in Canada (Exhibit 1.1) and
how organizational behaviour can be useful for dealing with the challenge of talent
management and employee engagement. You might ask students to review the practices
in Exhibit 1.1 and discuss how each practice would influence their decision to join an
organization and if it would have an effect on their work engagement.
Corporate Social Responsibility
Corporate social responsibility refers to an organization taking responsibility for the
impact of its decisions and actions on its stakeholders. It has to do with an organization’s
overall impact on society at large and extends beyond the interests of shareholders to the
interests and needs of employees and the community in which it operates. It involves a
variety of issues that range from community involvement, environmental protection, safe

products, ethical marketing, employee diversity, and local and global labour practices.
Ultimately, CSR has to do with how an organization performs its core functions of
producing goods and providing services and that it does so in a socially responsible way.
What does corporate social responsibility have to do with organizational behaviour?
It is important to emphasize to students that many CSR issues have to do with
organizational behaviour such as an organization’s treatment of employees, management
practices such as managing diversity, work-family balance, and employment equity.
Organizations that rank high on CSR are good employers because of the way they treat
their employees and because of their management practices that promote employee well-
being. In addition, green programs require changes in employees’ attitudes and
behaviours.
It might be worthwhile to ask students how important CSR is for them when choosing to
work for an organization. Along these lines, you might note that an organization’s CSR
has implications for the recruitment and retention of employees and that an increasing
number of workers want to work for organizations that are environmentally friendly and
rank high on CSR.
TEACHING TIPS
If the majority of your students are taking a full business program or a number of
management courses, it might be useful in discussing Chapter 1 to highlight how
organizational behaviour is related to their other courses. That is, what is the function of
OB in your particular curriculum, and how does it differ from other management
courses? (We like to distinguish OB from basic behavioural science, introduction to
management, and human resource management. We also point out relevant similarities
and interfaces.) This brief exercise indicates to students that you understand the program
that they are taking, and it gives them a better idea of just what to expect from your OB
course in particular.
The brief vignette about Vega that begins Chapter 1 can be used to illustrate some of the
subject matter that will be covered in the course. Have your students generate a list of
possible reasons why the company has been named one of Canada’s Best Workplaces
and Best Managed Companies. Many of the reasons and implications they offer will be
relevant to subsequent chapters of the text (for example wellness and stress, pay and
compensation, motivation, empowerment, and culture). Briefly discuss their ideas and
point out how these topics will be covered in greater detail later in the course. This is a
good way to illustrate the broad domain of organizational behaviour and its role in
making an organization a great place to work and a success.
SAMPLE ANSWERS TO DISCUSSION QUESTIONS

1. Consider absence from work as an example of organizational behaviour. What are

some of the factors that might predict who is likely to be absent from work? How
might you explain absence from work? What are some techniques that organizations
use to manage absence? Now do the same for turnover as an example of
organizational behaviour.
Both reactions to the job, such as job satisfaction, and personal factors, such as age,
gender, or family commitments, might predict absence from work and turnover. For
example, less satisfied workers and younger workers are absent more frequently than
those who are more satisfied or older. Explaining such relationships is more complicated.
Some dissatisfied workers may be absent to look for another job, while others may stay
home to recuperate from job-related stress. Similarly, younger workers may be absent
because they occupy less rewarding, lower status roles, or because they encounter more
non-work attractions than older workers. To manage absence, organizations use a variety
of strategies including (1) not paying for absent days; (2) giving prizes to those with good
attendance records; or (3) using sanctioning programs with visits from company nurses.
Such strategies should be effective to the extent that they correspond to the reasons for
the absence. Some of the reasons for turnover are discussed in Chapter 4 such as job
satisfaction and organizational commitment. You might inform students that the
relationship between job satisfaction and turnover is far from perfect and ask them to
explain why and what this means in terms of techniques to reduce turnover. You might
also ask students to explain why satisfied people sometimes quit their jobs or dissatisfied
people do not quit. These issues are discussed in more detail in Chapter 4. Besides
increasing job satisfaction and organizational commitment, organizations can also use
realistic job previews (see Chapter 8) to reduce turnover.
2. To demonstrate that you grasp the idea of contingencies in organizational behaviour,

consider how closely managers should supervise the work of their employees. What
are some factors on which closeness of supervision might be contingent?
Closeness of supervision should be contingent on factors such as employee experience,
trustworthiness, need for independence, and the importance of the project in question.
Close supervision is indicated for employees with little experience, those who have not
proven their trustworthiness, and those who are dependent. Looser supervision is
indicated for those who are experienced, trustworthy, and independent. As project
importance increases, some increase in supervision might be provided to preclude costly
errors, but this itself is contingent on the other factors mentioned.
3. Use the contingency approach to describe a task or an organizational department

where a more classical management style might be effective. Then do the same for a
task or department where the human relations style would be effective.
The contingency approach theorizes that different conditions and situations require the
application of different management techniques. Advocates of this approach say that
there are no universal truths, concepts, or principles that can be applied under all
conditions. A more classical style of management may be more appropriate for a
professional football coach, where discipline, execution, and technical precision are of
paramount importance. A human relations style may be more appropriate for the coach of
a figure skater, where expression and artistry may be more important.

4. Describe how management practices and organizational behaviour can help

organizations deal with the contemporary management concerns discussed in the
chapter. In other words, what are some of the things that organizations can do to
a. manage local and global diversity, b. improve employee health and well-being, c.
facilitate the management of talent and employee engagement, and d. promote
corporate social responsibility.
Organizational behaviour offers many possible solutions to address each of the
contemporary management concerns. For example, an awareness of cultural differences
and stereotypes can improve the management of local and global diversity. Diversity
training programs can be especially effective. Understanding how the effectiveness of
leadership styles and motivational practices might vary across cultures is also important.
Organizations can create a more positive work environment and improve employee
health and well-being by creating a more spiritual workplace that provides employees
with interesting work that gives them meaning and a feeling of purpose, and by providing
them with opportunities for growth and development. Organizations can also develop
programs based on positive organizational behaviour that develop employees’ PsyCap
through the use of PsyCap interventions (PCI) that focus on enhancing each of the
components of PsyCap. Some of the practices from organizational behaviour that can
improve talent management and employee engagement can be found in Exhibit 1.1,which
lists some of the management practices of the best companies to work for in Canada, such
as flexible work schedules, incentive compensation, extensive training and development
programs, and employee recognition and reward programs to mention just a few.
Organizations can use OB practices to communicate to employees the importance of CSR
and to recognize and reward employees for socially responsible behaviours such as
volunteer work in the community and initiatives that make the organization more
environmentally friendly. Management practices and organizational behaviour are key to
creating an organization that ranks high on CSR.
5. What is the meaning of psychological capital and what does it have to do with
organizational behaviour? Describe each of the components of psychological capital
and how they can help you in your studies and employees in organizations.
Psychological capital refers to an individual’s positive psychological state of
development that is characterized by self-efficacy, optimism, hope, and resilience. Self-
efficacy refers to one’s confidence to take on and put in the necessary effort to succeed at
challenging tasks; optimism involves making internal attributions about positive events in
the present and future and external attributions about negative events; hope refers to
persevering toward one’s goals, and when necessary making changes and using multiple
pathways to achieve one’s goals; and resilience refers to one’s ability to bounce back or
rebound from adversity and setbacks to attain success. PsyCap is important because it is
related to various aspects of organizational behaviour including more positive employee
attitudes, behaviours, and job performance as well as employee well-being and lower
anxiety, stress, and turnover intentions. Remind students that each of the components of
PsyCap are states or positive work-related psychological resources that can be changed,
modified, and developed and they are not fixed, stable, or static personality traits.
Students should describe and understand that if they and employees have higher self-

efficacy, optimism, hope, and resilience they will do better in their studies and jobs and
very likely will get higher grades and have better job performance. Thus, it is worth the
effort to learn about each component and how they can be developed and improved.
ADDITIONAL DISCUSSION QUESTIONS AND ANSWERS
1. What are your goals in studying organizational behaviour? What practical

advantages might this study have for you?
Students might report a diverse set of goals, ranging from completing a required course,
to understanding others, to being more effective managers. They are less likely to cite
being a more effective consumer or employee, and these possibilities can be called to
their attention. Practical advantages can almost always be grouped into the three
categories of improved prediction, explanation, or management of behaviour. When the
practical advantage of managing behaviour is mentioned, the importance of prediction
and understanding should also be underlined.
2. Describe the assumptions about organizational behaviour that are reflected in

television shows, such as situation comedies and police dramas. How accurate are
these portrayals? Do they influence our thinking about what occurs in organizations?
It is fairly safe to say that TV portrayals of work and behaviour in organizations are
biased and/or often inaccurate. For one thing, many shows consciously downplay the
working life of their characters. This means that the impact of work on individuals is also
deemphasized. Secondly, the broad range of jobs in our society is not portrayed on TV.
One finds few blue-collar workers, but many detectives, doctors, lawyers, and police
officers. These jobs are not typical in the demands they make on workers nor in the
rewards they provide to their incumbents. Finally, TV emphasizes the personality of job
holders and discounts the tremendous influence of the occupational role itself. Often, the
job is just a convenient setting for an interesting character. Television may contribute
substantially to inaccurate occupational stereotypes and to the expectations young people
develop about certain kinds of jobs. In the past, about the only people we really would
see working on TV were reporters and professional athletes. In recent years, however, a
number of television shows have begun to show lawyers, doctors, nurses, and police
officers and detectives actually working.
3. Management is the art of getting things accomplished in organizations through

others. Given this definition, what are some factors that make management a
difficult, or at least a challenging, occupation?
Challenges come about as a result of changes in the domestic and international world.
Specific challenges include increased global competition, the emergence of new
technologies, the added challenge of diversity, changing employee expectations, and
societal pressures regarding ethical behaviour. Organizational success requires effective
management.

4. What is corporate social responsibility (CSR) and what does it have to do with
organizational behaviour? Explain how an understanding of organizational behaviour
can help organizations become more socially responsible?
Corporate social responsibility refers to an organization taking responsibility for the
impact of its decisions and actions on its stakeholders and an organization’s overall
impact on society at large. CSR has a great deal to with organizational behaviour
including how an organization treats it employees, the management of diversity, work-
family balance, employment equity, issues of fairness, and employee well-being.
Organizations that rank high on CSR are good employers because of the way they treat
their employees and because their management practices promote the well-being of
employees. CSR has implications for an organization’s reputation and financial
performance and an increasing number of organizations are placing greater emphasis on
CSR initiatives. An understanding of OB can help organizations become more socially
responsible because it involves changing management practices as well as employees’
attitudes and behaviours. This has implications for learning, communication, rewards and
recognition, motivation, values, and leadership, to name just a few OB areas. As
indicated in the chapter, at Fairmont Hotels and Resorts employees volunteer to be on
“green teams” that meet monthly to brainstorm environmental initiatives. The company
also recognizes and rewards employees for their efforts. The program has had a positive
effect on employee engagement and motivation and employees are proud to be working
for an environmentally responsible organization. It is also worth noting that an
organization’s CSR has implications for the recruitment and retention of employees and
talent management as an increasing number of workers want to work for organizations
that are environmentally friendly and rank high on CSR.
5. Why do studies of managerial behaviour reveal the importance of networking? What

about human resource management? Explain the differences between these two
behaviours and their importance for success.
When you examine what managers actually do, and the amount of time they spend with
people, the role of networking and human resource management and their importance
becomes evident. Networking consists of interacting with people outside of the
organization and informal socializing and politicking with insiders. Networking has been
found to be critical for moving up the ranks of the organization quickly. Human resource
management involves motivating and reinforcing, disciplining and punishing, managing
conflict, staffing, and training and developing employees. It is associated with unit
effectiveness and employee satisfaction and commitment. Thus, both networking and
human resource management are important managerial activities and both are associated
with success; however, the meaning of success is what differs (i.e., moving up quickly for
networking, and unit effectiveness and positive employee attitudes for human resource
management).
6. What are some of the demands that increased workforce diversity and increased
global operations make on managers? What are some of the opportunities that these
trends offer to managers?
Challenges that come about as a result of changes in international operations and because
of a diverse workplace both here and abroad challenge managers who must be able to

cope with these changes. The ability to communicate in other languages and the ability to
understand and accept subtle cultural differences are among the things that managers
must be able to do. Managers who are able to successfully compete in this environment
will experience greater career opportunities and the rewards that come with them.
7. What is the meaning of workplace spirituality and how is it different from religion in
the workplace? What does an organization have to do to become a spiritual
workplace? Would you want to work in a spiritual workplace? Explain your answer.
Workplace spirituality refers to a workplace that provides employees with meaning,

purpose, a sense of community, and a connection to others. Make sure that students
understand that workplace spirituality is not about religion in the workplace and that it
has nothing to do with religion at work. Some students might have difficulty
understanding the difference. Therefore, it is important to emphasize that this has to do
with creating a positive work environment that provides employees with meaning and a
sense of purpose rather than just a pay cheque. Some students might wonder why this
matters. You might ask them if they would want to work in an organization that provides
them with interesting work, opportunities for growth and development, meaningful
relationships with others, and part of a caring and supportive community. Most students
will probably see these things as good to have and you can tell them that these are the
makings of a spiritual workplace. It might be interesting to hear from any students who
would not want to work in such a workplace and to explain why. This might further help
to emphasize that a spiritual workplace is not the same as a religious workplace.
EXTRA DISCUSSION QUESTIONS
1. Discuss how the goals of the field of organizational behaviour are related to the
managerial tasks of analysis and action.
2. Why is survival a goal of virtually all organizations?
3. Discuss the following statement: Organizational behaviour technologies should not be
developed to control the behaviour of individuals in organizations.
4. What does the term contingency mean? Why are contingencies so central to an
understanding of how organizations function?
5. Why is it important to study organizational behaviour?
6. Discuss how organizational behaviour can influence the competitiveness and success
of an organization.
7. Discuss some of the contemporary concerns of management and the role of
organizational behaviour in the successful management of these concerns.
SAMPLE ANSWER TO ON-THE-JOB CHALLENGE QUESTION: PAY TO

WORK OR PAY TO QUIT?
What do you think about Zappos and Amazon’s pay-to-quit programs? Using an
organizational behaviour perspective, what effect do you think it would have on

employees’ attitudes and behaviour? Discuss the program in terms of the goals of
organizational behaviour. In other words, what can be predicted, how can you explain it,
and what is being managed? Does a pay-to-quit program make sense in terms of any of
the contemporary management concerns discussed in the chapter? Do you think it is a
good idea for organizations to have pay-to-quit programs? Explain your answer.
Most students will probably have never heard of such a policy and will probably be very
interested in discussing it and understanding why an organization would do this. Try to
make this a fun exercise as it does have the potential to get students interested and even
excited about engaging in a discussion about it. You might begin by first asking students
for a show of hands with respect to the opening line of the questions, “What would you
do if your employer offered you $2000 to quit? Would you stay or would you take the
money and run? Assuming there will be some students who would take the money and
others will not, ask them to explain why they would or would not quit. Some might
choose to stay because they need the money. However, some more interesting answers
might centre around how they feel about their job and employer. That is, some students
might leave because they are not satisfied with the job or committed to the employer
while others might stay because they like the job and do have strong organization
commitment. This can then lead to a discussion of the reasons why people quit and as
well as their motivation and needs (e.g., money or extrinsic rewards or growth and
opportunity/intrinsic rewards). Students should then try to explain and understand why
Amazon and Zappos offers employees money to quit. Students should then see that from
an organization’s perspective, it is a way to ensure that the people they hire have similar
values to the organization and really want to stay and be part of the organization. It is also
worth mentioning that it is also an effective tool for making sure that the only people to
stay will be happy and committed employees who will be less likely to quit thereby
saving the company thousands of dollars as a result of lower turnover. Thus, from an
organizational behaviour perspective, the policy probably has a positive effect on
employee attitudes, behaviour, and retention. In terms of the goals of organizational
behaviour, the organization is able to predict what employees will do (most will stay),
explain their behaviour (they will stay because they have decided they want to and it is
more valuable to them the $2000; if they leave then they are not right for the
organization), and ultimately manage organizational behaviour because only those
employees who are a good fit will choose to remain with the organization and therefore
they ensure that they are getting the best employees for the organization. In terms of the
contemporary management concerns, this likely to be an effective strategy for talent
management and employee engagement. Finally, have a vote to determine if the majority
or minority of the class like the idea of pay-to-quit programs and if they think other
organizations should do the same. Have them take the perspective of an employee and an
organization in deciding on whether pay-to-quit programs are a good idea.
TEACHING NOTES FOR GOOD JOB, BAD JOB EXPERIENTIAL EXERCISE
This exercise is essentially self-explanatory. It makes a good “ice breaker,” and unlike
some ice breakers, it is clearly tied to the content of the course. Note that it could also be
used as an introduction to job satisfaction in conjunction with Chapter 4.

For the debriefing, you may want to address the following issues in addition to those
noted in the exercise:
1. Is a good job simply the opposite of a bad job, or are there qualitative differences
between the two?
2. Although it is possible to list dozens of good and bad qualities, are there any more
basic and general dimensions being tapped here? One might be the distinction
between intrinsic job qualities (e.g., interesting work) and extrinsic job qualities (e.g.,
high pay).
3. To what extent can good job aspects compensate or make up for bad job aspects? Can
a nice boss make up for boring work?
4. What accounts for the fact that a good job for one person could be a bad job for
another? (This is a good opportunity to preview need patterns and individual
differences.)
5. Is there a tendency toward social desirability in the response to this exercise? That is,
do people tend to describe good and bad jobs in a way that they think might elicit
approval from others? (This is probably less likely when students reflect on jobs they
have actually held versus giving abstract opinions about good and bad jobs in
general.)
TEACHING NOTES FOR OB IN THE NEWS EXPERIENTIAL EXERCISE
This exercise is meant to serve a number of purposes. For starters, it demonstrates to

students that management and OB is pervasive in our world and that there are frequent
examples of it in the news. A second purpose is for students to make connections
between the events and information described in the article and organizational behaviour.
At a more advanced level, this exercise is designed for students to learn how an
understanding of organizational behaviour can help them understand the world in a new
and more informed manner. Thus, the questions for this exercise require students to
examine the article through the lens of OB and begin to see things in a new and more
informed light.
Finally, this exercise provides students a way to apply the material in the chapter to an
actual event or story that they have chosen to focus on. Thus, by using their article and
answering the questions they can better understand what organizations are and what
organizational behaviour is about; why organizational behaviour is important and how it
makes a difference; the goals of organizational behaviour; and what contemporary
management concerns are facing organizations.

From this exercise students should not only learn the material in Chapter 1, but they
should also come to understand that learning about organizational behaviour can improve
their understanding and interpretation of everyday stories and events that they read and
hear about in the news.
TEACHING NOTES FOR HOW ENGAGED ARE YOU? EXPERIENTIAL

EXERCISE
This exercise is designed for students to learn about their student and/or work
engagement and to consider the factors that might be influencing it as well as the various
outcomes of their level of student or work engagement. Note that you can also have
students complete or revisit this exercise when you cover Chapter 13 (Conflict and
Stress). In particular, the exercise will work well with the section, The Job Demands-
Resources Model and Work Engagement. You might therefore focus more on various job
demands and resources that might be influencing their student and/or work engagement
and what the outcomes are or were in a past job in terms of burnout, stress, job attitudes,
and health and well-being. Have students try to identify specific job demands and
resources that might be affecting their student and/or work engagement. In addition, ask
them what changes might be made to job demands and resources to improve their student
and/or work engagement and outcomes.
Students should be asked to complete the UWES work engagement scale developed by
Wilmar B. Schaufeli, Marisa Salanova, Vicente González-Romá, and Arnold B. Bakker
prior to class. They can score and interpret their results by following the directions
provided in the text on page 30. Given the link between work engagement and job
performance and well-being, students are likely to be very interested in their score and
what it means as a student as well as an employee.
Work engagement is a positive work-related state of mind that is characterized by vigour,

dedication, and absorption. Vigour is characterized by high levels of energy and mental
resilience while working, the willingness to invest effort into one’s work, and persistence
even in the face of difficulties. Dedication is characterized by a sense of significance,
enthusiasm, inspiration, pride, and challenge. Absorption is characterized by being fully
concentrated and deeply engrossed in one’s work to such a degree that time passes
quickly and one has difficulties detaching oneself from work. The average score of a
sample of undergraduate students on each dimension was as follows: Vigour, 3.30;
Dedication 4.41; and Absorption, 3.37. The average score of a sample of employees was
as follows: Vigour, 3.82; Dedication 3.74; and Absorption, 3.53.
Students can obtain their scores on each of the three dimensions of work engagement
(vigour, dedication, and absorption) by calculating the average of the items for each
dimension as indicated below. To obtain their overall engagement score, calculate the
average of responses to all 17 questions.
Vigour: Add 1, 4, 7, 10, 13, and 16 and divide by 6.

Dedication: Add 2, 5, 8, 11, and 14 and divide by 5.
Absorption: Add 3, 6, 9, 12, 15, and 17 and divide by 6.
Overall engagement score: Add all 17 items and divide by 17.
To help students understand the meaning of work and student engagement and their
results, class discussion might revolve around the following issues:
1. What is work engagement? What is student engagement? What does it mean to be an

engaged employee and student? What does it mean to be a disengaged employee and
student?
2. How is work and student engagement relevant for organizational behaviour?
3. How might your student engagement influence your grades? How can work
engagement influence employees’ job attitudes, behaviours, and job performance?
4. How might your work and student engagement influence your stress, health and well-
being?
5. Is it important for people to know about their student and work engagement?
6. What can people do to change their student and work engagement?
In terms of the discussion questions provided in the text, you might proceeds as follows.
Have students form a small group with several other members of the class and discuss the
following questions. Each group might then present their group results and answers for
class discussion. You might first decide if students should focus on work or student
engagement or both.
1. Students should compare their scores on each work engagement dimension. Which
dimension is highest and which is lowest? Ask them to also compare their results to
the study findings reported in the text on page 30 in which the average score of a
sample of undergraduate students was as follows: Vigour, 3.30; Dedication 4.41; and
Absorption, 3.37. The average score of a sample of employees was as follows:
Vigour, 3.82; Dedication 3.74; and Absorption, 3.53. Do students score higher or
lower than these averages? As them to try and explain what their scores say about
their own work or student engagement.
2. Students should present their scores on each dimension of work and/or student
engagement as well as their overall work engagement score to the rest of the group.
Have each group indicate the range of group members’ scores on each dimension and
overall work and/or student engagement? Each group should indicate what
dimensions group members have high and low scores on and the average overall
work and/or student engagement score in their group?
3. Students should explain why they think some group members have a low or high
work and/or student engagement score. They should consider the factors they think
account for low and high engagement scores. Why do some group members have
higher student and/or work engagement scores than others? What are the things that
predict student and work engagement levels? With respect to student engagement, the

groups might consider the courses they are taking, how many courses they are taking,
course assignments, and the course instructors. If they completed the scale for work
engagement, they might consider factors such as the type of job each group member
has, the type of tasks they perform, and the amount of autonomy and control they
have in their job and how they perform their work. Students should try to explain and
understand why some group members have higher student and/or work engagement
scores than others?
4. Now students should consider and discuss any effects that their level of student
and/or work engagement might be having on their attitudes, behaviour, and
performance. If they completed the scale for student engagement, they should
consider their attitudes toward their program and grades. If they completed the scale
for work engagement, they should consider their job attitudes and job performance.
Among the members in their group, students should be able to determine if students
with higher student and/or work engagement scores have more positive attitudes and
performance.
5. Ask the groups what they have learned about themselves as a student and/or an
employee and what the implications are for their attitudes, grades, and performance.
6. Finally, once students have learned about their own student and/or work engagement
and considered its predictors and outcomes, ask them to explain how knowledge of
their student and work engagement can help them as a student and as an employee.
Also ask them to come up with things they might do to become a more engaged
student and employee and what the potential consequences are of being a more
engaged student and employee. Make sure students understand how organizational
behaviour can help organizations to have more engaged employees and the
implications of this for employees and organizations.
ADDITIONAL EXPERIENTIAL EXERCISE: OB ON TV
The purpose of this exercise is to explore the portrayal of organizational behaviour on

television. Most experts on the function of TV as a communication medium agree on two
points. First, although TV may present an inaccurate or distorted view of many specific
events, the overall content of TV programming does accurately reflect the general values
and concerns of society. Second, TV has the power to shape the attitudes and
expectations of viewers. If this is so, we should pay some attention to the portrayal of
work and organizational behaviour on TV.
Prepare this exercise before its assigned class:
1. Choose a prime-time TV show that interests you. (This means a show that airs
between 8 p.m. and 10 p.m. in your viewing area. If your schedule prohibits this,
choose another time.) The show in question could be a comedy, a drama, or a
documentary, for example, Mr. D, The Big Bang Theory, CSI, Saving Hope,Grey’s
Anatomy, or Marketplace. Your instructor may give you more specific instructions
about what to watch.

2. On a piece of paper, list the name of the program and its date and time of broadcast.
Write the answers to the following questions during or immediately following the
broadcast:
a. What industry is the primary focus of the program? Use the following list to
categorize your answer: agriculture; mining; construction; manufacturing;
transportation; communication; wholesale trade; retail trade; finance; service;
public administration. (Examples of service industries include hotel, health, law,
education, newspaper, entertainment, and private investigation. Examples of public
administration include justice, police work, and national security.)
b. What industries or occupations are of secondary focus in the program?
c. What exact job categories or occupational roles do the main characters in the
program play? Use this list to categorize your answers: managerial; clerical;
professional; sales; service; craftsperson; machine operator; labourer; law
enforcement, military personnel; customer/patient/client; homemaker.
d. Write several paragraphs describing how organizational life is portrayed in the
program. For example, is it fun or boring? Does it involve conflict or cooperation?
Are people treated fairly? Do they seem motivated? Is worklife stressful?
e. What aspects of the TV portrayal of organizational behaviour do you think were
realistic? Which were unrealistic?
3. Be prepared to discuss your findings in class. Your instructor will have some research
information about how organizational life has actually been portrayed on TV over the
years.
Source: Inspired by the research of Leah Vande Berg and Nick Trujillo, as reported in
Vande Berg, L., & Trujillo, N. (1989). Organizational life on television. Copyright ©
1989. Ablex Publishing. Reproduced with permission of ABC-CLIO, LLC.
TEACHING NOTES FOR EXPERIENTIAL EXERCISE: OB ON TV
The purpose of this exercise is to get students to reflect on the factors that influence their
views of organizational life. One element of popular culture, television, plays a role in
this influence. The exercise is meant to be assigned a week in advance of its class
discussion if possible. Variations might involve developing additional questions for
students to consider or assigning certain regularly-scheduled shows in a systematic way
for comparison and contrast purposes. Given at least a week’s notice, almost all students
will be able to devote a half an hour or an hour to this assignment. For some student
populations, you might be sensitive to the unlikely but not impossible lack of access to
TV. Also, part-time jobs or other such factors may interfere with doing the assignment
during prime time. Encourage the students to do the assignment actively rather than
working from memory of some familiar series.
Leah Van de Berg and Nick Trujillo conducted a comprehensive study of the portrayal of
organizational life on U.S. television in the 1980’s (Organizational Life on Television,
Ablex Publishing, 1989). They used quantitative content analysis and qualitative textual

analysis of both printed descriptions of TV programming and actual videotapes of TV

shows. Here are some of their findings which may be somewhat less valid today:
1. In terms of industrial sector, the service and public administration industries dominate
prime time TV. Among these, police work, national security, and private detective
services are most prominent. Work in these domains is featured much more
frequently than its actual base rate in the population. On the other hand,
manufacturing, agriculture, mining, and construction are greatly underrepresented on
TV.
2. In terms of jobs, major characters are most often professionals, service workers, or
managers with fairly high positions.
3. With the exception of lawbreakers and managers making a one-shot appearance, the
portrayal of all job groups on TV is more positive than negative.
4. Prime time TV stresses hard work, cooperation, and creativity in organizations.

People are stressed over products or profits. The best laid plans often are messed up.
Personal and professional life are hard to separate.
5. Prime time TV fails to illustrate the economic role of organizations. It also fails to
cover the need for organizational change and the conditions under which
organizations are instruments of domination. The dullness of much organizational life
is not portrayed on TV.
In debriefing the class, you might wish to have them consider the extent to which the
portrayal of organizational life on television creates realistic or unrealistic expectations
about work. In this regard, note that this exercise would also work nicely in conjunction
with Chapter 8 (Social Influence, Socialization, and Organizational Culture see section
on Unrealistic Expectations and the Psychological Contract as well as the section on
Realistic Job Previews).
Finally, you might find a clip of prime time organizational behaviour to show in class
when discussing this exercise.
TEACHING NOTES FOR MY MOTHER’S VISIT CASE INCIDENT
This Case Incident is similar to a story that a student conveyed to one of the authors
several years ago. His mother was visiting from overseas and he had to leave work early
on the last day of her visit to drive her to the airport. His boss was unwilling to give him
permission to leave early even after he made sure all of his work was completed and in
order. A similar story can be found in an article by Gary Powell, “The abusive
organization” which appeared in the Academy of Management Executive (1998, Vol. 12,
No. 2, pp. 95-96). Powell notes that such stories are common in organizations. As Powell
notes, “It seems that everyone has one to tell or knows someone who has one to tell.” As
a result, this is an excellent way to begin the course because students can and do relate to

this incident. Powell uses the incident to describe what he calls an “abusive organization”
which is an organization that “operates with callous disregard for its employees, not even
displaying what might be considered a minimum amount of concern for human needs.”
According to Powell, the number of abusive organizations is on the rise.
The case incident questions can be used to introduce students to some of the major issues
in organizational behaviour. The first question is designed to flesh out various topics in
organizational behaviour. The second question is designed to apply the goals of
organizational behaviour. The third question is designed to demonstrate how different
approaches to management (classical vs. human relations movement) and various areas of
organizational behaviour (e.g., leadership) can impact employee attitudes and behaviours.
Before discussing the questions, you might pique student interest by asking some general
questions such as what they think about the incident; was it appropriate for George’s boss
to make him complete the assignment; did George do the right thing by staying; what
would you have done; and have you ever had a boss like George’s or ever experienced a
similar incident?
1. What does this incident tell you about management and organizational behaviour at
George’s organization?
This question is designed to get students to think about some of the major topics in
organizational behaviour. For example, what type of personality does the boss have?
Why does he behave the way he does? Perhaps he has a high need for power and uses his
power for personal gain (personal power manager, Chapter 12). Other personality
characteristics to consider might be Type A Behaviour Pattern (Chapter 13), low
agreeableness (Chapter 2), or machiavellianism (Chapter 12). The discussion could also
focus on perception. You might ask students what their perception is of George’s boss,
and then introduce topics such as perceptions of trust and perceived organizational
support (Chapter 3) and fairness (Chapter 4). You can also discuss the leadership style of
George’s boss and introduce leader behaviours such as directive, supportive,
participative, reward, punishment, and leader-member exchange theory (Chapter 9). A
discussion of culture can focus on what it must be like to work in George’s organization
(Chapter 8). This might involve some discussion of Powell’s description of an abusive
organization as well as the notion of pathological cultures (Chapter 8). The meaning of
power can also be introduced (Chapter 12) by describing how George is dependent on his
boss for his job as well the bases of power (Chapter 12) that his boss can use to influence
George’s behaviour (e.g., legitimate, reward, and coercive).
With respect to the material in Chapter 1, you might ask students to think about the
management style of George’s organization. Is the organization more like the classical
view and bureaucracy or the human relations movement? Based on the behaviour of
George’s boss, it would seem that this is a good example of a bureaucracy with a strict
chain of command, detailed rules, regulations, and procedures ensuring that the job gets
done, and the centralization of power with management. Clearly, George’s boss is not
showing the kind of participative management and concern toward employee needs that
is characteristic of the human relations movement. Ask students to describe what
George’s boss might have done if the human relations movement was the dominant

approach to management in the organization. Then consider the impact of the two
approaches on employee attitudes and behaviour.
2. How can organizational behaviour help to predict and explain the behaviour of
George and his boss? What advice would you give to George and his boss in terms of
managing organizational behaviour in the future?
This question can be used to describe the importance and goals of organizational
behaviour. For example, George is likely to form negative attitudes toward his boss and
organization as a result of this experience. The incident could lower his perceptions of
organizational support as well as his job satisfaction and organizational commitment, and
might also influence his behaviour. For example, he might consider quitting his job; he
might decide to be absent the next time he needs time off work; he might refrain from
organizational citizenship behaviours; and/or his performance might be affected. In terms
of the goals of organizational behaviour, George should be able to predict his boss’s
future behaviour in similar circumstances. He might see him as uncaring and unlikely to
consider his needs. To manage the situation, George might avoid future incidents by
scheduling non-work events like his mother’s arrival at a time when his boss cannot force
him to stay at work (e.g., on a Sunday or in the evening); he might find a backup at work
who can cover for him; or perhaps he can make arrangements with his boss in advance
and complete any work prior to the day he must be absent from work, assuming that his
boss will cooperate. From the organization’s perspective, they should realize that the kind
of behaviour displayed by George’s boss could have a negative effect on employees’
attitudes and behaviour, and ultimately, on the organization itself. Such behaviour could
result in a high rate of turnover when the labour market becomes more favourable and a
high rate of absenteeism. To ensure that employees have positive attitudes and choose to
remain in the organization, the organization should implement work-family programs so
employees have more flexible work schedules and should also provide support to
employees to help them meet their family-related needs and obligations. More
understanding of employees’ needs and a more participative leadership style on the part
of George’s boss would also be a good idea. LMX theory of leadership which is
discussed in Chapter 9 might be worth noting.
3. What does this incident tell you about management and organizational behaviour in
general?
This question provides a good opportunity to discuss the importance of management and
organizational behaviour and how it affects employees and organizations. The case
incident helps to demonstrate different approaches to management (classical vs. human
relations movement) and how different approaches and practices can impact employee
attitudes and behaviours. You might ask students to think about how the incident
described in the case might influence George’s future attitudes and behaviours - how it
might cause his commitment to the organization to decline, lower his performance, and
perhaps increase his absenteeism (next time he is probably likely to just not come to
work), and his likelihood of quitting. You can relate the incident to several issues in the
chapter such as why study organizational behaviour, the goals of organizational
behaviour, what mangers do (discuss George’s boss in terms of managerial roles and
activities), and contemporary management concerns (especially creating a positive work

environment and employee health and well-being, talent management and employee
engagement, and CSR). You might also relate the case to how organizational behaviour
not only makes organizations great places to work, but also makes them more successful.
Finally, you can point out the importance of various topics in organizational behaviour
such as leadership, communication, culture, power, and stress (work-family conflict).
TEACHING NOTES FOR ARGAMASSA CONSTRUCTION MATERIALS CASE

STUDY
The questions for this case focus on the goals of organizational behaviour and managerial
roles and activities. The case also illustrates a number of other issues and topics in
organizational behaviour that can also be discussed with this case including: trust and
perceived organizational support (Chapter 3); fairness perceptions and equity theory
(Chapter 4); motivation theories (Chapter 5), pay and performance (Chapter 6),
psychological contracts and organizational culture (Chapter 8), and leadership (Chapter
9). This case serves as a good way to begin a course on organizational behaviour as it
shows the importance and goals of organizational behaviour.
1. Explain the relevance and importance of organizational behaviour for the issues
described in the case and the problems at Argamassa. What are the main issues, and
what do they have to do with organizational behaviour?
This case deals with a number of issues that have to do with organizational behaviour
and serve to introduce students to many topics that will be covered in other chapters
of the text. You can see in this case examples of employee attitudes and behaviours
(e.g., job satisfaction, job performance, turnover), motivation and motivational
theories (e.g., need theory, equity theory), the role of compensation (pay and
benefits), the influence of organizational culture, leadership behaviours and its effect
on employees and the organization, as well as some more specific topics such as trust,
perceived organizational support, and the psychological contract. You can refer to
these topics and let students know their importance to the case and when they will be
learning more about them in the course. At a more general level, this case shows how
organizational behaviour not only has implications for employee attitudes, behaviour,
and performance, but also for the success and effectiveness of organizations. The
treatment of employees in terms of the reductions in their benefits and their
relationship with management had a negative effect on their attitudes and behaviour
and this led to further problems and losses for the organization. Thus, this case is a
great example of how organizational behaviour can make and break a company
because it was the fair and equitable treatment of employees, the positive
organizational culture, as well as the leadership of the organization that led to the
company’s initial success.

2. Describe employee attitudes, behaviour, and performance at the following time

periods: (a) 2003 to 2008; (b) after Giuntini’s cutbacks in 2009; and (c) by the end of
2010. How, when, and why did employees’ attitudes, behaviour, and performance
change?
One of the interesting things about the case is how employees’ attitudes, behaviour,
and performance change over a period of time. It is therefore important to discuss
these changes and in particular, what caused them. This of course can also be related
to the section in the text on the goals of organizational behaviour which is the focus
of the next question.
As indicated in the case, in the early years employees at Argamassa were treated
respectfully and Giuntini knew most by name. Giuntini helped employees build
homes and lent them money for motorcycle purchases. Employees appreciated
Giuntini’s help in many areas of their lives. In addition, Argamassa employees were
paid a higher wage than others in the industry. The company’s anniversaries and
Christmas were celebrated with gifts and prizes which as stated in the case, went a
long way with employees. Benefits included lunch and groceries which went beyond
what most firms provided their employees. As a result, employees had positive
attitudes, they were motivated, and retention was high. During this period the
company did very well. Sales increased by 86 percent in 2005 and another 48 percent
in 2006.
However, the company’s rapid growth ground to a halt in 2007. At this time Giuntini
solicited the help of his old friend Eduardo Santiago who began as plant manager in
March 2008. After Santiago made a number of changes such as reorganizing
divisions and appointing new competent managers, things began to improve. But then
Giuntini decided to increase prices at the same time as two new entrants joined the
market with reduced prices. As a result, sales dropped by 10 percent. When it looked
as though the company might again be heading toward serious financial trouble in
2009, Giuntini implemented harsh cutbacks. He reduced employee benefits to just
above the minimum required by law; he stopped paying for lunches and groceries
which were a large part of the reason why some employees chose to work at
Argamassa. He also ended a policy of salary advances and reduced Christmas
bonuses and gifts. The workers accepted these cuts because they were promised that
their benefits would return when profits improved and they trusted Giuntini.
The cost reductions seemed to have worked as the company’s profitability started to
recover by the first quarter of 2010. However, instead of reinstating the firm’s
generous benefits, money was spent on new trucks and on a new product line. It is at
this point where we see a major shift in employees’ attitudes and behaviours as they
became disgruntled. As noted at the beginning of the case, Santiago disagreed with
the cost-cutting strategy and that the changes made by Giuntini created an adversarial
environment between management and labour.

As a result, by the end of 2010 the company was headed towards another loss and a
toxic relationship had developed between labour and management. This is where we
see the changes in employees’ attitudes and behaviour. They were taking longer to do
their jobs and they were less productive. Some employees were doing poor work so
that they could work late and receive overtime pay as compensation for their slashed
benefits (this is of course a very good example of equity theory in action). Some
employees quit and those who replaced them immediately adopted the bad habits of
other employees. In addition to the low morale in production, sales reps began to
dedicate more of their time to other companies products and as a result sales growth
dropped. To make matters worse, Giuntini decided to cut the snack budget for the
transportation team again which had been reinstated when things had improved after
the first round of cost cutting.
Thus, we can see a drastic decline in employee morale, behaviour, and performance
that stemmed from the failure to reinstate the cuts to their benefits. As described
below, this can be partly explained in terms of trust perceptions, perceived
organizational support, psychological contract breach, and equity theory.
3. Using the goals of organizational behaviour, discuss the impact of Giuntini’s

cutbacks on employees and the relationship between labour and management. In
other words, predict and explain the effects of the cutbacks and describe what you
would do to manage them.
The goals of organizational behaviour include predicting organizational behaviour,
explaining organizational behaviour, and managing organizational behaviour. The
goals of organizational behaviour help us to predict and explain the effect of the
cutbacks on employees’ attitudes and behaviour. In terms of prediction, it is important
to point out that it was not the initial cutbacks that caused the problems because the
employees trusted Giuntini and he promised to reinstate them once the profits
returned. It was the failure to live up to this promise that led to the decline in
employee attitudes and behaviour. Thus, he should have been able to predict (and in
fact it seems that Santiago who was against the cuts did predict the problems that
resulted) that by cutting the benefits and not reinstating them it would cause
employees to become disgruntled, decrease morale, and result in lower motivation
and performance and higher turnover. In terms of explanation, we can first discuss
this in general terms in that employees had benefits taken away from them that they
were accustomed to receiving for their membership and work in the organization and
had over a period of years come to expect them. This created a toxic relationship and
adversarial environment between management and labour which hurt employee
morale and performance and resulted in an increase in turnover. From here we can
use some concepts from organizational behaviour that are covered in later chapters of
the text. For example, failure to follow through on the promise to reinstate the
benefits probably resulted in a loss of trust toward Giuntini and the organization and a
decline in perceived organization support (Chapter 3). It probably also resulted in a
breach of the psychological contract (Chapter 8). And in terms of theory, we can
focus on equity theory as employees were expected to devote the same inputs into

their work and but receive less outcomes than they had previously. The case even
provides an example of how some employees tried to adjust their inequity by doing
poor work so that can work overtime and thereby increase their outcomes. Thus, we
can explain what happened using concepts and theories from organizational
behaviour. In terms of managing organizational behaviour, Giuntini was so focused
on cost cutting that he lost sight of the importance of management which is defined in
the text as the art of getting things accomplished in organizations through others and
the importance of human resources for goal accomplishment. Thus, Giuntini should
have focused on the importance of maintaining a positive and fair culture and
relationship with employees and ensuring that they were treated fairly in order to
maintain positive attitudes, high motivation, and a high level of performance. By
failing to take these things into account he failed to properly manage organizational
behaviour.
4. Consider Leandro Giuntini’s performance in terms of managerial roles and

activities. What roles and activities does he engage in, and how effective is he in
performing them? What roles and activities does he need to do more or less of and
why?
As the case indicates, Giuntini is noted for having his hands in everything and for
micromanaging. The case also notes that his managerial style is demanding and
almost every decision must pass through him. He calculates raw material purchases,
defines optimum delivery routes, sets production schedules, and organizes marketing
efforts. He managers all technical tasks and also serves as the general director of the
company. Thus, in terms of managerial roles we can see evidence of decisional roles
(which deals with decision making and we can see examples of entrepreneur,
disturbance handler, resource allocator, and negotiator). We also see evidence of the
interpersonal roles (expected behaviours that have to do with establishing and
maintaining interpersonal relationships). Early in the case Giuntini has established
very positive relationships with employees and created a supportive and caring work
environment and culture which of course turns sour following the cost cutting and
failure to reinstate employee benefits. Most evident here is the leadership role but
Giuntini is also the company’s figurehead and also must also perform the liason role.
We some but not as much evidence of the informational roles (the ways managers
receive and transmit information). Overall, it seems that he is very good in the
decisional role but could improve in the interpersonal role given that he has created a
poor and adversarial relationship with employees that is hurting the company.
In terms of managerial activities, Giuntini focuses primarily on traditional

management (planning, decision making, and controlling) but he is also involved in
human resource management (motivating and reinforcing, disciplining and punishing
etc.). We some evidence of routine communication (sending and receiving
information, handling of paperwork) and not too much evidence of networking
although he seems to know people in the industry outside of the organization.
Overall, he seems most effective in traditional management and can probably
improve in human resource management activities as he has failed to adequately

motivate and reward employee behaviours that are critical for high levels of employee
performance. That fact that he did do this effectively early in the case shows that he
has the capability to be effective in human resource management activities.
5. Do you think Santiago’s plan to turn things around will be successful? What changes
would you recommend for returning the company to profitability and why?
Santiago realizes that Argamassa’s problems have little to do with costs and that the
root cause was that he and Giuntini were doing the same job. His plan is to increase
sales but not by cost-cutting which has already been tried and has not worked. His
plan to achieve sales growth is by focusing on the marketing and commercial division
and by finding ways to acquire new customers. The second part of his plan to turn
things around and of particular relevance to organizational behaviour, is to revive
employee morale by rebuilding the company’s positive culture. His plan is to do more
to engage employees in the company and show that management really does care. In
effect, what he plans to do follows from the answer to question #3 about the
management of organizational behaviour and focusing more on the treatment and
relationship with employees. However, Santiago believed that his plan would only
work if Giuntini took a step back from the plant and gave him complete freedom to
implement it.
It should be clear to students that if he can return the organization to its original
employee-friendly positive culture by treating employees fairly and providing the
same degree of support before the cost cutting, then employee morale, attitudes,
motivation, and performance is likely to improve and so should company profits.
Thus, the company’s culture and leadership are key to returning the company to
profitability.
Epilogue
The two friends met for dinner and Santiago told Giuntini what he believed to be the
problem and his plan to turn things around. Santiago believed he could change the
company’s direction but only if Giuntini took a big step back from the plant and gave
him freedom to implement his strategy. To his surprise, Giuntini agreed with his
assessment of the problem and the changes required and told him that he is the one
who can make it happen and that he wants him to take charge of the Argamassa brand
and the operation of the main plant. He even said he will move his office to the city
centre to give Santiago some space to breathe. Once in charge, Santiago focused on
understanding the situation from the employees’ perspective and had interviews with
workers from all levels. This not only informed him of their views but it also showed
employees that management really does care. Among other things, Santiago started
teaching English classes during lunch. He set up computers in a plant room, and he
learned employee’s names. The company offered to pay for technology courses for
employees who were interested. The situation began to rapidly improve. He also
involved employees in the selection of a new production manager and hired the one
that employees preferred. Santiago continued to build relationships with employees
and was able to connect with them. Within a year, the changes were a resounding

success. Sales increased and drove overall revenues up by 34.4 percent. Employee
morale increased and productivity was up by 42 percent. The company sponsored a
number of scholarships for employees and all the important benefits that had been cut
were returned. Turnover was almost nonexistent. In the words of Santiago,
“Employees came again to love Argamassa and really aligned themselves with the
company’s strategies –staying at Argamassa was well worth the fight.”

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CHAPTER 1

ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT

CHAPTER LEARNING OBJECTIVES

After reading Chapter 1, students should be able to:

CHAPTER OUTLINE AND TEACHING NOTES

What Are Organizations?

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What Is Organizational Behaviour?

Human resources management refers to programs, practices, and systems to acquire,

Why Study Organizational Behaviour?

There are three good reasons to study organizational behaviour.

Organizational Behaviour Is Interesting

Organizational Behaviour Is Important

Organizational Behaviour Makes a Difference

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How Much Do You Know about Organizational Behaviour?

Goals of Organizational Behaviour

There are three goals of organizational behaviour.

Predicting Organizational Behaviour

Explaining Organizational Behaviour

Managing Organizational Behaviour

Evidence-based management involves translating principles based on the best scientific

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Understanding how to predict, explain, and manage behaviour is a prerequisite to

Early Prescriptions Concerning Management

The Classical View and Bureaucracy

The classical viewpoint advocated high specialization of labour, intensive coordination,

The Human Relations Movement and a Critique of Bureaucracy

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Contemporary Management — The Contingency Approach

The concept of contingencies is important for students to understand. An essential fact is

What Do Managers Do?

Organizational behaviour is not only useful to aspiring managers. A good understanding

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Routine communication. Formal sending and receiving of information.

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Some Contemporary Management Concerns

To conclude the first chapter, we thought it appropriate to discuss contemporary concerns

Diversity — Local and Global

What does diversity have to do with organizational behaviour?

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Organizational behaviour has long been concerned with stereotypes, conflict,

Employee Health and Well-Being

Another important contributor to employee health and well-being is positive

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Talent Management and Employee Engagement

Organizations have also become increasingly concerned about employee engagement.

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SAMPLE ANSWERS TO DISCUSSION QUESTIONS

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1. Consider absence from work as an example of organizational behaviour. What are

2. To demonstrate that you grasp the idea of contingencies in organizational behaviour,

3. Use the contingency approach to describe a task or an organizational department

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4. Describe how management practices and organizational behaviour can help

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ADDITIONAL DISCUSSION QUESTIONS AND ANSWERS

1. What are your goals in studying organizational behaviour? What practical

2. Describe the assumptions about organizational behaviour that are reflected in