- Organizational Behavior: is concerned with the question of how human interactions and processes within organizations evolve, and why things occur as they do. Also, how to get these interactions to serve a positive purpose? Term first used by Fritz Jules Roethlisberger (1898-1974) He began using the term in the 1950's.
- basic conflict in organizations between individual and organizational aspirations
- perspectives: postivist vs. constructivist
- constuctivist: shared societal experiences lead to realized meaning, study processes that work
- positivist: causal theories can be tested through regulated experiments, not always applicable to multivariate, ill-definable, interleaved, amorphous, imeasurable social phenomena. Variance theories test effect when measurable variables are changed
- theories: variance theory vs. process theory
- evidence based management
- "multiple stakeholders, inclusive adjenda":
- organizational dilemma- meet objective and treat people well
- organizations are necessarily stratified
- Clarence H. Eckles, Dairy Cattle and Milk Production 1956 -> Gray and Starkt 1984
- PESTLE analysis- Political, Economic, Social, Technological, Legal, Ecological context of an organization
- two issues in particular are important: Organization Outcomes, quality of Organizational Life
- fundamental attribution error-blaming a member of the organization instead of the organization itself
- Tools of the Social Scientist: observation, questioning, documentation
- Tools of Organizational Behavioral Action seeker:
- staff training
- psychometric assessment
- employee communication
- job redesign
- teambuilding
- reorganization
- organizational change and cultural change
- human resource management
- Principles of Management:
- control the number of change variables, because managers can't typically focus on more than a few at any one time Rousseau, 2006
- Factors which affect management decisions:
- evidence
- experience
- Based on research conducted by J. P. MacDuffie of automotive plants, powerful management systems won out in terms of productiveness. (Pfeffer and Sutton 2006)
- John Purcell defined three requirements for good performance:
- ability
- motivation
- behavior
- BATH Model- good HR leads to stimulating workers
Course work and notes from E. B. Holmes at the University of Edinburgh Business School (MBA, 2011-2012)
Wednesday, September 21, 2011
Organization Behavior, Buchanan and Huczynski (Chapter 1)
Labels:
HR Practices,
OB
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