Models of Organizational Behavior

Defining Organizational Behavior Model

Organizational Behavior Models are conceptual structures that represent the social, psychological, and structural aspects of organizations. They are tools used by management to understand the complex interaction of individuals, teams, and departments within the organizational structure. A working understanding of these models helps managers promote efficiency, productivity, and overall organizational health.

There are primarily four Models of Organizational Behavior:

• Autocratic Model
• Supportive Model
• Custodial Model
• Collegial Model

Importance of Organizational Behaviour Model Definition

The knowledge and application of Organizational Behaviour Models are crucial for the success of an organization. These models assist in predicting and managing human behavior at work. They are the foundations of a conducive work culture and provide the strategic direction to elevate the overall productivity of the workforce.

Understanding these models can help organizations develop effective leadership styles, enhance employee satisfaction, reduce turnover rates, and eventually achieve the organization's goals more efficiently. In essence, these models hold immense importance as they significantly contribute to the strategic vision and mission of the organization.

Examining the Different Models of Organizational Behavior

Models of Organizational Behavior depict various methods in which effectively manage, lead and engage employees within an organization. Each model, when applied correctly in an appropriate situation, can often lead to a healthier work environment with high employee satisfaction and productivity.

Cracking the Autocratic Model of Organizational Behavior

In the Autocratic Model, authority, power, and control are central. The management owns the decision-making processes, often with little or no input from employees, creating a clear hierarchy of command. Communication in this model often flows in a top-down direction, with little room for feedback or dialogue.

Insight on Collegial Model of Organizational Behavior

The Collegial Model is quite the opposite to the Autocratic model. It emphasizes teamwork and collaboration, de-emphasizing hierarchy. Managers in this model take on the role of coaches or mentors instead of bosses, emphasizing partnership and developing a shared vision. Employees feel responsible and have a sense of belonging, which can lead to high job satisfaction and loyalty to the organization.

An Overview of the Supportive Model of Organizational Behavior

The primary focus of the Supportive Model is employee need, satisfaction, and job enjoyment. Management aims to create a comfortable and friendly work environment, encouraging employee participation and fostering a sense of security and belonging. The supportive model believes that a satisfied employee will be an efficient and productive one.

Delving into the Custodial Model of Organizational Behavior

The essential characteristic of the Custodial Model is a focus on providing security and benefits for employees. This model is primarily driven by economic resources; the employer acts as a custodian, providing the employees job security and enticing benefits in return for their loyalty and compliance.

The Mechanics of System Model of Organizational Behavior

In the System Model, the principles of social systems are applied to organizations. The organization is perceived as an interconnected open system, constantly interacting with the environment and evolving with changing conditions. Managers encourage teamwork and integration among departments to manage complexity and promote organizational development.

Integrating Theories with the Integrative Model of Organizational Behavior

An amalgamation of versatile theories and concepts from psychology, sociology, and anthropology, the Integrative Model of Organizational Behavior is a comprehensive framework that seeks to explain the complex dynamics within organisations, including the interplay between different individual factors, group processes, and organisational structures.

The Core Components of Integrative Model of Organizational Behavior

In essence, the Integrative Model of Organizational Behavior amalgamates several core components to form a holistic framework. These include Individual Characteristics, Primary Job Attitudes, Individual Mechanisms, Group Mechanisms, and Organizational Mechanisms. Each of these components interact in multi-faceted ways to influence the behaviour within an organization.

• Individual Characteristics: This refers to traits and attributes of individuals that make them unique. It includes personality traits, values, and abilities.
• Job Attitudes: This component encapsulates employees' perceptions toward their jobs, including job satisfaction, job involvement, and commitment to the organization.
• Individual Mechanisms: These are the psychological processes through which individual characteristics and job attitudes affect behavior and job performance.
• Group Mechanisms: This involves the interaction of individuals within groups and the dynamics that result from this interaction.
• Organisational Mechanisms: This refers to aspects such as organisational structure, culture, and leadership styles that affect the overall organizational environment and employee behaviour.

By integrating these various components, the Integrative Model can provide a more complete picture of organizational behavior, taking into account the full range of factors that influence the way people behave within an organization.

Capabilities and Principles of Integrative Model of Organizational Behavior

The Integrative Model of Organizational Behavior is comprehensive and versatile, allowing organizations to examine and address various aspects of organizational dynamics. Its capabilities and governing principles include:

• Comprehensiveness: The model is holistic, addressing a wide range of human and organizational behaviors and interactions.
• Flexibility: The model allows for accommodating new insights and updates as research progresses in the field of organizational behavior.
• Practical Applicability: The components of the model are directly applicable to real-life organizational settings, allowing managers and leaders to implement strategies that can improve organizational health and performance.
• Focus on Employee Well-being: The model accentuates the significance of job satisfaction and the well-being of employees within an organization. By dealing with aspects such as job attitudes and individual mechanisms, the model encourages practices that promote employee welfare.

With the integrative model, you can effectively predict and manage human behaviour at work, hence it is an essential tool for leaders and human resources professionals. Hence, comprehension and execution of this model can significantly contribute to the strategic vision and mission of an organization.

Application of Organizational Behavior Models in Workplace

Understanding and applying Models of Organizational Behavior in the workplace isn't just theoretical—it has practical, real-world implications that can shape the overall functionality and success of an organisation. By strategically implementing these models, managers and leaders can influence team dynamics, boost employee productivity, and cultivate a positive organisational culture.

Practical Examples of Organizational Behavior Models

Organizational behavior models aren't just ideas or theories—they're practical tools that can guide decision-making and inform management strategies. Let's examine how these models can be applied in real-world business situations.

The Autocratic Model in Manufacturing Industries

Consider a large manufacturing company where adherence to protocols is critically important for efficiency and safety. Here, an autocratic style is often the go-to approach. The emphasis on authority and discipline ensures that operations run smoothly and safely, with subordinates following orders promptly and precisely. Although this might not promote creativity or initiative among employees, it delivers the desired outcomes in this setting—the production of high quality goods in a safe, controlled environment.

Implementing the Collegial Model in a Technology Startup

Moving to a different industry, let's imagine a technology-driven startup company where innovation and creativity are vital. Here, a collegial model would be more fitting. With egalitarian and open lines of communication, employees would have the freedom to voice new ideas and contribute to company growth. This approach would foster a culture of collaboration and creative thinking, which are crucial fuel for a technology startup, where success depends on innovation and adaptability.

The Supportive Model in Service Industries

Service industries, especially those with high levels of face-to-face customer interaction, often find the supportive model beneficial. For instance, in a hospitality company where employee-customer interaction significantly impacts customer satisfaction, adopting a supportive model that focuses on employee satisfaction and morale can improve the quality of service provided to customers, resulting in greater customer satisfaction and success in the longer run.

The Custodial Model in Large Multinational Corporations

In large multinational corporations with diverse employee needs, the custodial model can be an effective approach. By focusing on providing stable employment and lucrative benefits, these companies can attract and retain highly skilled employees from different backgrounds. Despite the potential drawback of suppressing innovation, this model has maintained its relevance chiefly because of its ability to provide security and satisfaction to employees in large organisations.

Applying the System Model in Project-Based Organizations

Finally, project-based organisations, such as consulting firms or advertising agencies, would benefit from the system model. In these organisations, different departments need to work closely and effectively together to meet project objectives and client needs. By viewing the organisation as an interconnected system, the various departments can communicate and coordinate better—increasing overall project success.

These real-world examples offer just a glimpse into the myriad ways that organizational behavior models can be applied, demonstrating their significant potential in shaping workplace dynamics and influencing organizational success.

Assessing Organizational Fit with Congruence Model of Organizational Behavior

One of the most practical applications of Models of Organizational Behavior is in assessing the fit or congruence within organisations. The Congruence Model of Organizational Behavior is a particularly effective tool in this regard. Developed by organisational theorist David A. Nadler and management consultant Michael L. Tushman, this model takes into account different elements, such as tasks, individuals, informal and formal organisation, as well as output at both organisational and group level, to evaluate the compatibility within a business and identify potential areas for improvement.

Unpacking the Congruence Model of Organizational Behavior

The Congruence Model of Organizational Behavior centres upon the principle that an organisation's performance is derived from four elements: tasks, individuals, formal organisation, and informal organisation. These elements need to be in congruence or alignment for optimal output.

• Tasks: Tasks represent the specific duties or responsibilities that need to be carried out to achieve organisational goals. These can include daily operations as well as project-based tasks.
• Individuals: This includes the individual employees within the organisation, their skills, knowledge, and abilities.
• Formal Organisation: This stands for the official, documented structure of the organisation, including its formal roles, policies, procedures, and rules.
• Informal Organisation: This encapsulates the unwritten norms, relationships, and power dynamics that naturally evolve within any organisation.

The model proposes that the greater the level of congruence or fit between these elements, the more effectively an organisation will perform.

By systematically examining the fit between these elements, the Congruence Model can provide crucial insights into organisational problems and potential solutions. For instance, a misalignment between tasks and individuals might suggest a mismatch in skills or responsibilities, while incongruence between the formal and informal organisation could indicate potential issues with organisational culture or leadership styles.

Strengths and Weaknesses of Congruence Model of Organizational Behavior

Like any model, the Congruence Model comes with its strengths and weaknesses. Understanding these can help you apply the model more effectively and accurately.

• Strengths:
  • Comprehensive Analysis: The model looks at multiple aspects of an organisation—tasks, individuals, formal and informal organisation—providing a comprehensive review of an organisation's functioning.
  • Focus on Fit: By focusing on the concept of congruence, the model encourages organisations to align different elements for optimal performance.
  • Diagnostic Utility: The model serves as a useful diagnostic tool to identify misalignments and potential areas for improvement within the organisation.
• Weaknesses:
  • Overemphasis on Internal Dynamics: While the model focuses heavily on internal organisational attributes, it somewhat overlooks external factors such as market trends or industry changes, which can also significantly impact organisational performance.
  • Limited Guidance on Implementation: While the model is effective in diagnosing problems, it offers little guidance on how to address identified discrepancies and implement changes.

Owing to its comprehensive nature and emphasis on congruence, the model is particularly useful in understanding the complex interactions within an organisation and diagnosing potential misalignments. However, its limited consideration of external factors and guidance on implementation are important aspects to bear in mind while applying the model.