Organizational Behavior: How to Manage People

Start Date: 07/05/2020

Course Type: Common Course

Course Link:

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About Course

Peter Drucker, a pioneer in the field of management, once said that people have a perverse tendency to behave like human beings. Of course, we are not machines, and certainly not programmable. But through the study of organizational behavior, we can gain insights into what makes people tick within a work context. Increasing your understanding of your own behavior and that of your colleagues, teams and leaders, is an important first step to bringing positive change to how you and your organization work. The objective of this course is therefore to provide insight into four key areas: • Motivation. In this course segment we will understand the concept of motivation and review various perspectives that will help you understand how we can motivate others. • Leadership. In this part of the course, we will analyze the concept of leadership and consider various perspectives and approaches to help shed light on leadership emergence and effectiveness. • Teamwork. Here we look at team functioning and effectiveness. Using the widely used input – process – output model of team effectiveness, we consider such topics as team diversity, team processes, and team outcomes. • Culture. Finally, we'll move to the level of the organization and consider the concept of organizational culture, also touching upon the concept of national culture. We look at the various ways in which culture is expressed, and discuss the implications of culture for people within organizations and cross-cultural collaborations.

Course Syllabus

Welcome! Before you start today's videos, please have a look at the syllabus. In this first session, I’ll introduce you to one of the central topics of organizational behavior: motivation. We’ll explore why people act as they do so that we can better understand their motivations on the job. These insights will help you understand how managers can influence the people on their teams toward a common goal in the context of organizations. Objectives: To gain insight into human motivation from the different perspectives offered by the diverse prevailing theories in this area.

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Course Introduction

Organizational Behavior: How to Manage People This course is designed to provide an introduction to the areas of organizational behavior in which management plays an important role. We will explore topics such as motivation, decision-making, teamwork, ethics, and performance appraisal. The course focuses on the areas of organizational behavior that are central to managing people. We will discuss topics such as motivation, decision-making, teamwork, ethics, and performance appraisal. We will discuss topics such as motivation, decision-making, teamwork, ethics, and performance appraisal. We will discuss topics such as motivation, decision-making, teamwork, ethics, and performance appraisal. We will discuss topics such as motivation, decision-making, teamwork, ethics, and performance appraisal. We will discuss topics such as motivation, decision-making, teamwork, ethics, and performance appraisal.Organizational Behavior as a Science 1. Introduction Organizational Behavior as a Science 2. Decision-Making and Teamwork Organizational Behavior as a Science 3. Performance Evaluation Operating Systems, Part 1: Understanding your System In the first course in this specialization, you will learn how to understand your operating system and how to work on critical components of your system. You will also learn how to diagnose and fix problems in the operating system. This course is the first step toward obtaining valuable operational and system administration experience. You will be able to understand how to diagnose

Course Tag

Management Styles Leadership Management Organizational Culture

Related Wiki Topic

Article Example
Organizational behavior Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior is "to revitalize organizational theory and develop a better conceptualization of organizational life".
Organizational behavior Organizational behavior (OB) or organisational behaviour is "the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself." OB research can be categorized in at least three ways, including the study of (a) individuals in organizations (micro-level), (b) work groups (meso-level), and (c) how organizations behave (macro-level).
Organizational behavior Organizational citizenship behavior is behavior that goes beyond assigned tasks and contributes to the well-being of organizations.
Organizational behavior Computer simulation is a prominent method in organizational behavior. While there are many uses for computer simulation, most OB researchers have used computer simulation to understand how organizations or firms operate. More recently, however, researchers have also started to apply computer simulation to understand individual behavior at a micro-level, focusing on individual and interpersonal cognition and behavior such as the thought processes and behaviors that make up teamwork.
Organizational behavior Miner (2006) pointed out that "there is a certain arbitrariness" in identifying "a point at which organizational behavior became established as a distinct discipline" (p. 56), suggesting that it could have emerged in the 1940s or 1950s. He also underlined the fact that the industrial psychology division of the American Psychological Association did not add "organizational" to its name until 1970, "long after organizational behavior had clearly come into existence" (p. 56), noting that a similar situation arose in sociology. Although there are similarities and differences between the two disciplines, there is still much confusion as to the nature of differences between organizational behavior and organizational psychology.
Organizational behavior management Organizational behavior management (OBM) is a form of applied behavior analysis which applies psychological principles of organizational behavior and the experimental analysis of behavior to organizations to improve individual and group performance and worker safety. The areas of application may include: systems analysis, management, training, and performance improvement. OBM resembles human resource management, but places more emphasis on ABA and systems-level focus.
Organizational behavior Counterproductive work behavior consists of behavior by employees that harm or intended to harm organizations and people in organizations.
Organizational behavior A variety of methods are used in organizational behavior, many of which are found in other social sciences.
Organizational behavior Organizational behavior deals with employee attitudes and feelings, including job satisfaction, organizational commitment, and emotional labor. Job satisfaction reflects the feelings an employee has about his or her job or facets of the job, such as pay or supervision. Organizational commitment represents the extent to which employees feel attached to their organization. Emotional labor concerns the requirement that an employee display certain emotions, such smiling at customers, even when the employee does not feel the emotion he or she is required to display.
Organizational behavior As a multi-disciplinary field, organizational behavior has been influenced by developments in a number of allied disciplines including sociology, industrial/organizational psychology, and economics as well as by the experience of practitioners.
Organizational citizenship behavior Organizational citizenship behavior has been studied since the late 1970s. Over the past three decades, interest in these behaviors has increased substantially. Organizational behavior has been linked to overall organizational effectiveness, thus these types of employee behaviors have important consequences in the workplace.
Organizational identification Organizations can manage organizational identification by managing how individuals form personal values and identities, and how those values cause them to approach relationships inside and outside of work (Pratt 2000). Organizations can do this by "creating a need for meaning via sensebreaking" (Pratt, 2000) by causing people to question their ‘old’ values against the new, better values and dreams offered by the company.
Organizational citizenship behavior OCB has also been compared to prosocial organizational behavior (POB). POB is defined as behavior within an organization that is aimed at improving the welfare of another person (Brief & Motowidlo, 1986). The important distinction here is that this type of behavior, unlike OCB, can be unrelated to the organization. Thus, someone exhibiting prosocial behavior could be helping a coworker with personal matter.
Organizational commitment In organizational behavior and industrial and organizational psychology, organizational commitment is the individual's psychological attachment to the organization. The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment.
Positive organizational behavior Despite initial studies and conceptualizations, the field of POB is still in its infancy. Further research regarding the precise antecedents, processes, and consequences of positive psychological behavior is needed. The challenge currently awaiting POB is to bring about a more profound understanding the real impact of positive states for organizational functioning and how these states can be enhanced within the work place.
Organizational behavior and human resources Organizational Behavior studies human behavior in social settings with an emphasis on explaining, predicting, and understanding behavior in organizations. Empirical generalizations and theories emanating from the cognitive and reinforcement paradigms and models of social influence are examined as the basis for analysis and understanding of topics such as motivation, leadership behavior, task performance, problem solving and decision making, group functioning, and other classes of behavior relevant to organizational effectiveness.
Organizational behavior and human resources Organizational behavior and human resources (OBHR) is a field of study housed in most business schools that has evolved from the overlap in offerings and objectives from courses taught in organizational behavior and human resource management.
Organizational citizenship behavior In industrial and organizational psychology, organizational citizenship behavior or organisational citizenship behaviour (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks.
Industrial and organizational psychology The I/O psychology and organizational behavior have manifested some overlap. The overlap has led to some confusion regarding how the two disciplines differ.
Organizational behavior Baron and Greenberg (2008) wrote that motivation involves "the set of processes that arouse, direct, and maintain human behavior toward attaining some goal." There are several different theories of motivation relevant to OB, including equity theory, expectancy theory, Maslow's hierarchy of needs, incentive theory, organizational justice theory, Herzberg's two-factor theory, and Theory X and Theory Y.