Ob Akb 2

Four Models of OB
Autocratic Custodial Supportive Collegial
Basis of Economic
Power Leadership Partnership
model sources
Managerial
Authority Money Support Teamwork
Behaviour
Security & Job Responsible
Employee
Obedience benefits performance behaviour
Behaviour
Employee Dependence Dependence Self-
on Orgn Participation
psychological on boss discipline
Orientation
Employee Subsistence Security Status and Self-
recognition actualization
Needs met
Participation in Minimum Passive Active Active
Performance cooperation cooperation contribution
• The dependent • Independent
Variables variables
• “A response that • “The presumed
is affected by an cause of some
independent change in the
variable” dependent variable”
The dependent variables
•Productivity
•Effectiveness
•Efficiency
•Absenteeism
•Turnover
•Job satisfaction
•OCB
•Productivity
A performance measure including
effectiveness & efficiency
•Effectiveness
Achievement of goals
•Efficiency
The ratio of effective output to the input required
to achieve it
•Absenteeism
Failure to report to work
•Turnover
Voluntary and involuntary permanent withdrawal
from the organization
•Job satisfaction
A general attitude towards one’s job; the difference
between the amount of rewards workers receive
and the amount they believe they should recieve
Organizational Citizenship Behavior
OCB refer to individual behaviors that are beneficial to the
organization and are discretionary, not directly or explicitly
recognized by the formal reward system.
These behaviors are rather a matter of personal choice,

such that their omission are not generally understood as
punishable.
OCBs are thought to have an important impact on the

effectiveness and efficiency of work teams and
organizations, therefore contributing to the overall
productivity of the organization – Constructive
suggestions, Volunteering for extra job, Care for Orgn
property, Respecting rules & regulations etc
Foundation of individual
behavior
• Personality & emotions
• Biographical characteristics
• Ability
• Learning
• Motivation
• Values
• Attitudes
Biographical characteristics
• Age
• Gender
• Marital status
• Tenure
• Religion / race / social group
Biographical characteristics
Age
• Most of us belief that job performance declines with age
• The older you get the less likely you quit your job
• Age is inversely related to absenteeism
Gender
• Women perform as well on job as men do
• There is no differences in male and female regarding problem
solving, competitive drive, motivation, sociability or learning ability
• Women are more willing to conform to authority
• Women have higher rate of absenteeism then men
• Women have higher rate of turnover
Tenure
• Seniority and employee productivity is a positive correlation
• It explains turnover
• Tenure in previous job – indicator of future turnover
Marital status
• Married employee more satisfied than unmarried coworker
• Marriage ►Responsibility↑►Steady job↑ or
• Satisfied employee gets married ? Cause / effect not clear
• Divorced , Widowed -?
Race
• People in organization may favor employees of their own race
• On the basis of race people some times got lower ratings in
interview, paid less and promoted less frequently
Social group
• Percentage of seats are reserved for individuals to specified
categories
• Preference is given according to person’s caste and tribes
• Religion and domicile are also taken in consideration.
Religion
• Religion is a touchy subject
• Often people of different religious faiths conflict
• In some countries law prohibits employers from
discriminating against employers based on their religion
Sexual orientation and gender identity

• Dealing with transgender employees requires some special
consideration
• Many employers practice don’t ask don’t tell military policy
Ability
“An Individual’s capacity to perform various tasks
in a job”
Types of abilities
Intellectual abilities
abilities needed to perform mental activities for
thinking reasoning and problem solving.
Definition of Intelligence
• The ability to learn or understand or to deal
with new or trying situations : the skilled
use of reason
• The ability of an individual to learn from

experience, to reason well, and to cope
effectively with the demands of daily living.
What is Intelligence?
Although experts differ on an exact definition of
intelligence most agree that intelligent behavior has
at least two components:
1. The ability to learn from experience.
2. The ability to adapt to the surrounding

environment.
Factors of General Intelligence Tests
1. Verbal Comprehension - vocabulary, verbal

analogies
2. Number -- mathematical operations
3. Space - visual-spatial and mental
transformation
4. Associative Memory -- rote memory
5. Perceptual Speed -- quickness in noticing
similarities and differences
6. Reasoning - skill in inductive, deductive,
and math problems
What Do We Know About IQ?
• Predicts Grades /Marks relatively well
• Does not predict success in life
• Peaks in late teens
• Racial controversies
• Gets you to Professional courses
• Can help you get hired
THEORY OF MULTIPLE INTELLIGENCE
• Visual / Spatial
• Musical / Rhythmic
• Verbal / Linguistic
• Logical / Mathematical
• Kinesthetic / Bodily
• Interpersonal / Intrapersonal
• Naturalist
Where Did this Concept of Multiple Intelligence
Come From?
• In 1983, Gardner first published his theory, derived from
extensive brain research, on Multiple Intelligence including
intrapersonal (self awareness/self management) and
interpersonal (relationship awareness/management)
• Reuven Bar-On (1988) has placed EI in the context of

personality theory, specifically a model of well-being
• Peter Salovey and John Mayer first proposed their theory

of emotional intelligence (EI) in 1990 and defined it
• Goleman (1995-2003) has popularized the concept of

emotional intelligence and formulated EI in terms of a
theory of job and work performance
Gardner’s Seven Intelligences
Intelligence Core Components End-States
Logical- Sensitivity to, and capacity to discern, logical Scientist
mathematical or numerical patterns; ability to handle long Mathematician
chains of reasoning.
Sensitivity to the sounds, rhythms, and

Linguistic meanings of words; sensitivity to the
Poet
different functions of language. Journalist
Musical Abilities to produce and appreciate rhythm, Violinist

pitch, and timbre; appreciation of the forms Composer
of musical expressiveness.
Spatial Capacities to perceive the visual-spatial Sculptor

world accurately and to perform Navigator
transformations on ones initial perceptions.
Gardner’s Seven Intelligences
Intelligence Core Components End-States
Bodily- Abilities to control ones body Dancer
Kinesthetic movements and to handle objects Athlete
skillfully.
Interpersonal Capacities to discern and respond Therapist

appropriately to the moods, Salesman
temperaments, motivations, and desires
of other people.
Intrapersonal Access to ones own feelings and the Person with

ability to discriminate among them and detailed
draw upon them to guide behavior; accurate self-
knowledge of one’s own strengths, knowledge
weaknesses, desires, and intelligences.
Physical abilities
The capacity to do tasks that demand stamina ,

dexterity, strength and similar characteristics
NineBasic physical abilities
Strength factors
Dynamic strength Trunk strength
Static strength Explosive strength

Flexibility factors :
Extent flexibility Dynamic flexibility
Other factors
Body coordination Balance Stamina
The Ability – Job Fit
Air line pilot….
Senior Executive…..
High rise construction site engineer……
Journalist…….
What happens when Ability <<< or >>> job requirements ?
Learning
“If we want to explain and predict behaviour, we need to understand how people
learn.
Learning is any relatively permanent change in behavior that occurs as a
result of experience”
Direct experience
• Something affects you directly
• You’ve gone through with any pleasant or unfavorable situation
Indirect experience
• When you are not the direct victim
• Someone else gone through with any unfavorable or pleasant situation and
you learn from them
Three Theories of learning – to explain the process
by which we acquire patterns of behavior
1. Classical conditioning
2. Operant conditioning
3. Social learning
Classical conditioning
“A type of conditioning in which an individual responds
to some stimulus that would not ordinarily produce
such response”
Operant conditioning
“A type of conditioning in which desired voluntary
behavior leads to reward or prevents a punishment”
- Behaviour is a function of its consequences
- Tendency to repeat  Reinforcement or lack of it
Social learning
“Learning from observation and experience”
Methods of shaping behavior
Positive reinforcement
• Following a response with
something pleasant
Negative reinforcement
• Following a response by termination
or withdrawal of something unpleasant
Punishment
• Causing an unpleasant condition in an attempt to eliminate
an undesirable behavior
Extinction
• Eliminating any reinforcement that is maintaining a
behaviour. When the behavior is not reinforced it tends to be
gradually extinguished

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Four Models of OB

Autocratic Custodial Supportive Collegial

These behaviors are rather a matter of personal choice,

OCBs are thought to have an important impact on the

Sexual orientation and gender identity

• The ability of an individual to learn from

1. The ability to learn from experience.

2. The ability to adapt to the surrounding

1. Verbal Comprehension - vocabulary, verbal

• Reuven Bar-On (1988) has placed EI in the context of

• Peter Salovey and John Mayer first proposed their theory

• Goleman (1995-2003) has popularized the concept of

Sensitivity to the sounds, rhythms, and

Musical Abilities to produce and appreciate rhythm, Violinist

Spatial Capacities to perceive the visual-spatial Sculptor

Interpersonal Capacities to discern and respond Therapist

Intrapersonal Access to ones own feelings and the Person with

The capacity to do tasks that demand stamina ,

Static strength Explosive strength

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