Models Of Organizational Behaviour- Definition, Types & Theories

Companies can enhance communication, teamwork, and leadership by applying the OB model, which increases employee engagement and retention rates. Read on for more details.

Kaihrii Thomas

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Models Of Organizational Behaviour- Definition, Types & Theories

0 min read

Table of content:

Definition Of OB Model
Types Of OB Models
Autocratic Model
Custodial Model
Supportive Model
Collegial Model
System Model
Application Of OB Model With Example
Key Theories In OB Model
Conclusion
Frequently Asked Questions (FAQs)

Did you know that only 10% of organizations effectively implement the organizational behaviour (OB) model to enhance workplace productivity and employee satisfaction? Understanding the OB model is vital for businesses aiming to optimize performance and foster a positive work environment.

By implementing the OB model, companies can improve communication, teamwork, and leadership effectiveness, leading to higher employee engagement and retention rates.

Definition Of OB Model

Organizational Behavior (OB) models are frameworks that help in understanding human behaviour within organizations. These models provide a structured way to analyze and predict how individuals, groups, and the organization as a whole behave.

Types Of OB Models

There are several well-established models of OB, each with distinct characteristics and implications. Some of the major models of organizational behaviour are listed below:

Autocratic model

Custodial model

Supportive model

Collegial model

System model

Autocratic Model

The autocratic model is based on power and authority. Management holds the power to command and control employees, who are expected to follow orders without question. In this model, it is believed that workers are naturally unmotivated and require constant monitoring and regulation. The autocratic model in organizational behaviour emphasizes managerial orientation and authority.

Managers hold significant power, making decisions without input from employees. This top-down approach defines the power dynamics within the organization. The role of managers and supervisors is indispensable in implementing the autocratic model by closely monitoring employee behaviour to ensure compliance with set rules and guidelines. The emphasis on authority and discipline characterizes this leadership style.

Key Features

Centralized decision-making.

Strict discipline and adherence to rules.

Employees have minimal autonomy and involvement in decision-making.

Example

A manufacturing plant where the manager makes all the decisions and workers are required to follow strict procedures and guidelines. Performance is monitored closely, and deviations are met with punitive measures.

Implications

This may result in high levels of compliance but low job satisfaction and motivation.

This can lead to a high turnover rate and low employee morale.

Custodial Model

The custodial model focuses on providing economic security and benefits to employees by creating a sense of loyalty and dependence on the organization. It is based on the belief that if employees' economic needs are met, they will be more satisfied and productive.

The custodial model highlights the significance of employees' dependence on their superiors for guidance and decision-making. This approach fosters a structured environment where employees rely on clear instructions from management. In this model, employees seek security in knowing that their supervisors will provide direction and support when needed, leading to increased job satisfaction and loyalty among workers.

Key Features

Emphasis on employee welfare and benefits.

Focus on job security and stability.

Employees are motivated by financial incentives and fringe benefits.

Example

A large corporation that offers comprehensive health benefits, retirement plans, and job security to its employees. The organization may also provide additional perks, such as subsidized housing and transport.

Implications

Improved job satisfaction and loyalty.

It may reduce turnover but does not necessarily foster high levels of motivation or creativity.

Supportive Model

The supportive model is based on leadership and support rather than control and authority. Managers provide support to employees to help them achieve their goals and plans. This model assumes that employees are motivated by recognition, self-worth, and a sense of accomplishment.

Employee satisfaction and work motivation are significantly boosted in organizations that adopt the supportive model. This approach emphasizes creating a positive work environment that fosters trust and commitment among employees. The supportive model focuses on enhancing working conditions and providing psychological support to employees, leading to reduced negative effects and increased job satisfaction.

Key Features

Leadership is focused on employee growth and development.

Encouragement of open communication and feedback.

Employees are involved in decision-making processes.

Example

A technology firm where managers act as mentors and coaches, providing guidance and support to their team members. Employees are encouraged and given space to take the initiative and contribute ideas.

Implications

Leads to higher job satisfaction, motivation, and performance.

Fosters a positive organizational culture and strong employee-manager relationships.

Collegial Model

The collegial model is based on partnership and teamwork. It emphasizes mutual trust and respect between managers and employees. This model assumes that employees are motivated by collaborative work and shared responsibilities.

The collegial model emphasizes teamwork and collaboration among team members, promoting a flat organizational structure working together towards common goals. The collegial model values input from all employees, fostering a sense of inclusivity and empowerment within the organization. It also encourages interpersonal relationships and open communication.

Key Features

Emphasis on team-based work and shared decision-making.

Managers and employees work as partners with a sense of shared responsibility.

Encourages a flat organizational structure with minimal hierarchy.

Example

A consulting firm where employees work in teams to solve client problems. Each team member has an equal say, and decisions are made collaboratively.

Implications

Promotes a strong sense of community and belonging.

Enhances creativity, innovation, and job satisfaction.

System Model

The system model views the organization as an open system that interacts with its environment. It emphasizes the interdependence of various subsystems within the organization. This model focuses on aligning organizational goals with the needs of employees and the external environment. The system model emphasizes the interconnectedness of various components within an organization, including human behaviour, communication, and structures.

It focuses on how these elements interact to influence organizational outcomes. Collaboration among employees and management is crucial in the system model. By fostering a culture of open communication and mutual respect, organizations can harness the diverse skills and perspectives of their workforce, increasing productivity and innovation and driving the organization towards success.

Key Features

Holistic approach to organizational management.

Emphasis on adaptability, learning, and continuous improvement.

Integration of organizational goals with individual and environmental needs.

Example

A multinational corporation that continuously adapts its strategies based on market trends, employee feedback, and technological advancements.

Implications

Enhances organizational flexibility and resilience.

Promotes continuous learning and development.

Requires effective communication and coordination across all levels of the organization.

Application Of OB Model With Example

To illustrate how OB models can be applied, let's consider a company called "TechSolutions," a mid-sized software development firm.

Scenario: TechSolutions is facing high employee turnover and low morale. The management decides to implement changes to improve the situation. Here's how each OB model could be applied:

Autocratic Model

The CEO takes strict control, enforcing rigid policies and close supervision. Employees are given clear instructions and are expected to follow them without question.

Outcome: While there may be an increase in short-term compliance, long-term job satisfaction and innovation are likely to suffer.

Custodial Model

TechSolutions introduces enhanced benefits such as comprehensive health insurance, job security guarantees, and other financial perks.

Outcome: Employees feel more secure and loyal to the company, but intrinsic motivation and engagement may not significantly improve.

Supportive Model

Managers at TechSolutions start focusing on providing personal support and development opportunities. They encourage employees to pursue further training and certifications.

Outcome: Employees feel valued and supported, leading to higher job satisfaction and productivity.

Collegial Model

TechSolutions fosters a team-oriented culture where employees work collaboratively on projects, and decision-making is shared among team members.

Outcome: Employees develop a strong sense of community and ownership over their work, leading to increased motivation and creativity.

System Model

TechSolutions adopts a holistic approach, aligning its strategies with employee needs and external market conditions. Continuous feedback loops are established to adapt to changes.

Outcome: The company becomes more agile and innovative, with employees feeling engaged and motivated due to the alignment of personal and organizational goals.

Key Theories In OB Model

Let us study some of the key theories in the OB model:

Theories of OB

McGregor's Theory

McGregor's Theory X and Theory Y are pivotal in organizational behaviour (OB) models, shaping how managers view employees. Theory X assumes employees dislike work and need constant supervision, while Theory Y believes employees are self-motivated and seek responsibility.

McGregor's theories directly impact OB models, influencing leadership styles, employee motivation, and organizational culture. Theory X often leads to micromanagement and control-heavy environments, whereas Theory Y fosters empowerment and participative decision-making.

Contingency Theory

Contingency theory in OB suggests that there is no one-size-fits-all approach to management. It emphasizes the need to adapt management practices based on the unique circumstances of each situation. This theory highlights the importance of aligning management strategies with the specific needs of an organization.

In practical terms, contingency theory prompts organizations to tailor their leadership styles, communication methods, and decision-making processes according to varying factors such as company size, industry type, and external environment.

Social Learning Theory

In companies, individuals gain knowledge through observing and mimicking others. The theory of social learning emphasizes the significance of mentors, role models, and training programs in shaping employee behaviour.

By incorporating aspects of the social learning theory into OB models, organizations can create opportunities for knowledge sharing, skill development, and continuous improvement among employees. This can eventually lead to a more collaborative and innovative work environment.

Conclusion

As you delve into the world of OB models, you gain valuable insights into organizational behaviour dynamics. Understanding key theories and models like the Autocratic, Custodial, Supportive, Collegial, and System Models equips you with the knowledge to navigate and optimize workplace interactions effectively. Recognizing the importance of OB models in shaping organizational culture and performance can empower you to drive positive change within your own professional environment.

Take the learnings from this exploration of OB models and apply them to enhance your leadership skills, foster better teamwork, and create a more cohesive work atmosphere. By leveraging these insights, you can contribute to building a more productive and harmonious workplace. Keep exploring new ideas in organizational behaviour to stay ahead in understanding and improving workplace dynamics.

Frequently Asked Questions (FAQs)

1. What are OB models, and why are they important?

OB models, short for Organizational Behavior models, are frameworks used to understand how organizations function. They help analyze behaviour patterns, improve communication, and enhance productivity within the workplace.

2. What are the key theories in OB?

Key theories in organizational behaviour include the Contingency Theory, Equity Theory, and Social Learning Theory. These theories provide insights into how individuals behave within an organization and how their actions impact overall performance.

3. How does the autocratic model work?

The autocratic model of OB involves centralized decision-making by a single authority figure. This model focuses on strict control and supervision over employees, with little input from team members. It can be effective in situations requiring quick decisions or in times of crisis.

4. What are the benefits of the supportive model?

The supportive model emphasizes creating a positive work environment where leaders support their team members both professionally and personally. This approach boosts employee morale, fosters loyalty, and leads to better job satisfaction and productivity.

5. What dynamics are involved in the system model?

In the system model, an organization is seen as a complex system where different parts work together to achieve common goals. Things like feedback loops, how departments rely on each other, and the impact of the environment all play big roles in shaping how organizations behave and what results they get.