Different Models of Organisational Behaviour

Organizational
Behaviour Project
Name – Ayaan Khan
Roll no – 12
Class – SY BBA
Different Models Of
Organisational
Behaviour
Models of Organisational Behaviour
 Organizational behavior reflects the behavior of the people and

management all together, it is considered as field study not just a
discipline. A discipline is an accepted science that is based upon
theoretical foundation, whereas OB is an inter-disciplinary approach
where knowledge from different disciplines like psychology,
sociology, anthropology, etc. are included. It is used to solve
organizational problems, especially those related to human beings.
 There are five different types of models in OB. We will throw some
light on each of these five models.
1. Autocratic Model
 Autocratic model is the model that depends upon strength, power and
formal authority.
 In an autocratic organisation, the people (management/owners) who
manage the tasks in an organisation have formal authority for
controlling the employees who work under them. These lower-level
employees have little control over the work function. Their ideas and
innovations are not generally welcomed, as the key decisions are
made at the top management level.
 The guiding principle behind this model is that
management/owners have enormous business expertise, and the
average employee has relatively low levels of skill and needs to
be fully directed and guided. This type of autocratic management
system was common in factories in the industrial revolution era.
 One of the more significant problems associated with the
autocratic model is that the management team is required to
micromanage the staff – where they have to watch all the details
and make every single decision. Clearly, in a more modern-day
organisation, where highly paid specialists are employed an
autocratic system becomes impractical and highly inefficient.
 The autocratic model is also a detractor to job satisfaction and
employee morale. This is because employees do not feel valued and
part of the overall team. This leads to a low-level of work
performance. While the autocratic model might be appropriate for
some very automated factory situations, it has become outdated for
most modern-day organisations.
Advantages and Disadvantages
 ADVANTAGES – 1. FASTER DECISION-MAKING

 2. BETTER COMMUNICATION
 3. EFFECTIVE HANDLING OF CRISES
 DISADVANTAGES – 1. LOW EMPLOYEE MORALE

 2. DEVELOPS A SYSTEM OF DEPENDENCE
 3. LEADS TO RESENTMENT
2. Custodial model
 The custodial model is based around the concept of providing

economic security for employees – through wages and other benefits –
that will create employee loyalty and motivation.
 In some countries, many professional companies provide health
benefits, corporate cars, financial packaging of salary, and so on –
these are incentives designed to attract and retain quality staff.
 The underlying theory for the organisation is that they will have a
greater skilled workforce, more motivated employees, and have a
competitive advantage through employee knowledge and expertise.
 One of the downsides with the custodial model is that it also attracts
and retains low performance staff as well. Or perhaps even deliver a
lower level of motivation from some staff who feel that they are
“trapped” in an organisation because the benefits are too good to
leave.
 ADVANTAGES – 1. brings security and satisfaction to the employees.

 2. Employees depend on the organization rather than the
 boss
 DISADVANTAGES – 1. it depends upon material rewards only to motivate the
 employees
 2. workers have their psychological needs also.
3 . Supportive model
 Unlike the two earlier approaches, the supportive model is focused

around aspiring leadership.
 It is not based upon control and authority (the autocratic model) or
upon incentives (the custodial model), but instead tries to motivate
staff through the manager-employee relationship and how employees
are treated on a day-to-day basis.
 Quite opposite to the autocratic model, this approach states that
employees are self-motivated and have value and insight to
contribute to the organisation, beyond just their day-to-day role.
 The intent of this model is to motivate employees through a positive
workplace where their ideas are encouraged and often adapted.
Therefore, the employees have some form of “buy-in” to the
organisation and its direction.
 ADVANTAGES – 1. Creates a positive workplace environment that may improve

 morale and employee engagement
 2. Empowers team members to develop their professional skills
 DISADVANTAGES – 1. Requires an in-depth level of expertise from leadership

 for the style to be successful
 2. Can be time-intensive at the onset of projects or the
 onboarding of new employees
4. Collegial model
 The collegial model is based around teamwork – everybody working as

colleagues (hence the name of the model).
 The overall environment and corporate culture need to be aligned to
this model, where everybody is actively participating – is not about
status and job titles – everybody is encouraged to work together to
build a better organisation.
 The role of the manager is to foster this teamwork and create
positive and energetic workplaces. In much regard, the manager can
be considered to be the “coach” of the team. And as coach, the goal
is to make the team perform well overall, rather than focus on their
own performance, or the performance of key individuals.
 The collegial model is quite effective in organisations that need to
find new approaches – marketing teams, research and development,
technology/software – indeed anywhere the competitive landscape is
constantly changing and ideas and innovation are key competitive
success factors.
 ADVANTAGES – 1. Freedom of discussion and freedom of decision-making

 2. collegial model setting can achieve consensus without being
 beholden to one power figure
 DISADVANTAGES – 1. Collegial approaches to decision-making tend to be slow

 and cumbersome.
 2. The effectiveness of a collegial system depends in part
 on the attitudes of staff
5. System model
 The final organisational model is referred to as the system model.

 This is the most contemporary model of the five models discussed in
this article. In the system model, the organisation looks at the overall
structure and team environment, and considers that individuals have
different goals, talents and potential.
 The intent of the system model is to try and balance the goals of the
individual with the goals of the organisation.
 Individuals obviously want good remuneration, job security, but also
want to work in a positive work environment where the organisation
adds value to the community and/or its customers.
 The system of model should be an overall partnership of managers
and employees with a common goal, and where everybody feels that
they have a stake in the organisation.
 ADVANTAGES – 1. It increases organisation’s adaptability to environmental

 changes
 2. Uniformity in decision making such that no specific domain
 gets preferential treatment
 DISADVANTAGES – 1. May not be always practical and lead to delays in

 decision making
 2. Nature of inter-dependence is not defined.
THANK YOU

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Organizational

 Organizational behavior reflects the behavior of the people and

 ADVANTAGES – 1. FASTER DECISION-MAKING

 DISADVANTAGES – 1. LOW EMPLOYEE MORALE

 The custodial model is based around the concept of providing

 ADVANTAGES – 1. brings security and satisfaction to the employees.

 DISADVANTAGES – 1. it depends upon material rewards only to motivate the

 Unlike the two earlier approaches, the supportive model is focused

 ADVANTAGES – 1. Creates a positive workplace environment that may improve

 DISADVANTAGES – 1. Requires an in-depth level of expertise from leadership

 The collegial model is based around teamwork – everybody working as

 ADVANTAGES – 1. Freedom of discussion and freedom of decision-making

 DISADVANTAGES – 1. Collegial approaches to decision-making tend to be slow

 The final organisational model is referred to as the system model.

 ADVANTAGES – 1. It increases organisation’s adaptability to environmental

 DISADVANTAGES – 1. May not be always practical and lead to delays in

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