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Models of
Organizational Behavior
Content
1
...
What is organizational behavior
3
...
Organizational Behavior Models
a
...
Custodial Model
c
...
Collegial Model
e
...
Summary

What is an organization
An organization is a group of people who work together to achieve a common goal or objective,
control its own performances and has a boundary separating it from its environment
...

In a formal organization, the roles, responsibilities, and tasks are usually clearly defined, and
there is a hierarchical structure with designated leaders and managers who oversee the
activities of the organization
...

Informal organizations, on the other hand, do not have a formal structure or hierarchy, and
members may come together spontaneously for a shared purpose or interest
...

Regardless of their formality or structure, organizations are created to achieve specific
objectives or goals, and they rely on the collaboration and coordination of their members to
succeed
...
It is concerned with understanding and predicting human behavior in the
workplace, as well as the ways in which organizations can influence and manage that behavior
to achieve their goals
...
It is not just a single discipline, but rather an
interdisciplinary approach that draws on knowledge from fields such as psychology, sociology,
and anthropology
...

OB draws on insights from a variety of disciplines, including psychology, sociology, anthropology,
and economics, to examine topics such as motivation, leadership, communication, group
dynamics, decision-making, and organizational culture
...


Organizational Behavior systems
All organizations achieve goals by creating, communicating and operating s system
...

The purpose of these systems is to help managers move everything in the organization – people,
technology, structure and environment - to get results, or outcomes for the organization
...


 Organizational structure: The formal framework of roles, responsibilities, and
relationships that defines how work is organized and carried out within the organization
...


 Decision-making processes: The formal and informal procedures used to make
decisions within the organization
...


 Human resource policies and practices: The policies and practices that relate to
recruitment,

selection,

training,

development,

compensation,

and

performance

management of employees
...


Understanding the components and processes of an OB system can help organizations to
identify areas for improvement and to develop strategies that promote positive behavior and
outcomes
...


Organizational Behavior Models
Models are the techniques which help us to understand complex things and ideas in a clear
manner
...

There are numerous models of organizational behavior, with each organization having its own
unique set of models
...

The organizational behavior model is a fundamental framework that illustrates the relationships
between employees at various levels within an organization
...

The behavior of employees is analyzed in this model across three distinct levels: the individual
level, the group level, and the organizational system level
...
Autocratic Model
▪

The initial model of organizational behavior is the autocratic model, which was
implemented during the emergence of OB
...


▪

In this model, the manager makes decisions without consulting or involving subordinates,
and employees are expected to follow the manager's directives without question
...


▪

The psychological result for employees is dependence on their boss, whose power to
hire, fire, and ―perspire they is almost absolute
...


▪

The autocratic model is typically characterized by a top-down approach to decisionmaking, where the manager or leader assumes the role of the sole decision-maker
...


▪

The manager provides direction, sets goals and objectives, assigns tasks, and monitors
the progress of employees to ensure that they meet the predetermined performance
standards
...


▪

The autocratic approach relies on formal authority, strength, and power, with managers
viewing authority as the only way to accomplish tasks and employees expected to obey
orders, resulting in high dependency on superiors
...


▪

The guiding principle behind this model is that management has extensive business
expertise while employees have lower skill levels and require significant direction
...

However, micro-managing employees is a significant issue with this model, and it
becomes impractical and inefficient in modern-day organizations
...


Advantages

 Quick Decision Making: As the manager has complete control over the decision-making
process, decisions can be made quickly without waiting for input or consensus from
subordinates
...

 Clear Chain of Command: In an autocratic model, the chain of command is clear and
well-defined, which can help ensure that communication flows smoothly and efficiently
...

 Expertise and Experience: The autocratic model assumes that the leader has the
necessary expertise and experience to make effective decisions, which can help ensure
that decisions are well-informed and appropriate for the organization's needs
...


Disadvantages

 Low Employee Morale: In an autocratic model, employees may feel undervalued and
unappreciated, leading to low morale and decreased job satisfaction
...

 Resistance to Change: Employees may become resistant to change in an autocratic
model, as they have little input or involvement in the decision-making process
...

 High Turnover Rates: Employees may leave the organization due to the lack of
opportunities for growth, low morale, and dissatisfaction with the autocratic management
style
...


2
...


▪

The custodial model assumes that employees are motivated primarily by their economic
needs, and that a secure work environment and good benefits can lead to increased
employee satisfaction and productivity
...


▪

This model assumes that employees are primarily motivated by economic and physical
needs, such as job security, benefits, and working conditions
...
In this approach, management assumes
responsibility for meeting employees' basic needs, such as providing fair wages, health
insurance, retirement benefits, and safe working conditions
...


▪

However, this model can also lead to complacency and a lack of innovation, as employees
may become more focused on maintaining their job security rather than pursuing
personal or organizational goals
...


▪

Additionally, the custodial model can lead to a lack of innovation and creativity among
employees because they may become complacent with their job security and comfortable
benefits
...


▪

Moreover, the custodial model places a heavy emphasis on the organization's ability to
provide economic security for its employees, which can become problematic if economic
conditions change, and the company is no longer able to provide the same level of
benefits
...


Advantages

 Increased employee loyalty: By providing employees with financial and physical
security, the custodial model can create a sense of loyalty and commitment to the
organization
...

 Reduced turnover: High employee turnover can be costly for organizations, and the
custodial model may help to reduce turnover rates by providing employees with job
security
...

 Improved reputation: Organizations that prioritize employee well-being and job security
may be viewed more positively by customers, investors, and the general public
...


Disadvantages

 Limited employee motivation: The focus on providing financial and physical security
may limit employees' motivation to pursue personal or organizational goals beyond
meeting their basic needs
...

 Reduced employee autonomy: The custodial model may limit employees' autonomy and
decision-making power as management assumes responsibility for meeting employees'
basic needs
...

 Potential for complacency: The focus on providing security and benefits may create a
sense of complacency among employees, leading to reduced effort and performance
...


3
...


▪

The supportive model assumes that employees are motivated by a need for social
interaction, positive reinforcement, and opportunities for personal and professional
development
...


▪

Managers create a supportive environment to help employees reach their full potential
for the benefit of the organization

▪

This model assumes that employees are not naturally passive or resistant to
organizational needs but can become so due to an unsupportive work environment
...


▪

As a result, employees' status and recognition needs are better met, leading to greater
drive for work
...


▪

This model prioritizes the psychology, motivation, and enthusiasm of employees, and
managers are not dictators or simply providers of money, but strong supporters who help
employees perform better
...


▪

As such, the model seeks to build a closer connection between managers and employees
...


▪

Through the supportive model, employees have the opportunity to contribute more to the
organization than they would in their day-to-day functions
...

 Higher job satisfaction: The supportive model provides opportunities for personal and
professional development, recognition, and support, which can lead to higher levels of
job satisfaction among employees
...

 Higher creativity and innovation: The supportive model provides employees with
opportunities to share ideas, experiment, and take risks, which can lead to increased
creativity and innovation
...

 Reduced employee turnover: The supportive model can lead to reduced employee
turnover, as employees who feel satisfied and engaged are less likely to leave the
organization
...

 Potential for favoritism: The supportive model can lead to potential issues with
favoritism, as managers may be more inclined to provide support and recognition to
certain employees over others
...

 Limited focus on performance: The supportive model may place less emphasis on
employee performance and results, which can be a disadvantage for organizations that
prioritize performance metrics and outcomes
...


4
...


▪

The collegial model assumes that employees are motivated by a sense of belonging,
identity, and shared purpose, and that they can contribute to the organization's success
through collaboration and cooperation
...


▪

The term "collegial" refers to a group of people working together as partners
...


▪

Managers are seen as joint contributors, rather than bosses, and the managerial
orientation is towards teamwork
...


▪

Employees produce quality work because they feel an obligation to provide others with
high-quality work, and to uphold quality standards that bring credit to their jobs and
company
...


▪

In this kind of environment, employees feel a sense of fulfillment, worthwhile
contribution, and self-actualization, even if it is modest in some situations
...


▪

As a result of this approach, employees experience self-discipline, and they discipline
themselves to perform at a high level, similar to how members of a sports team train to
meet performance standards and follow the rules of the game
...


Advantages

 Increased employee empowerment: The collegial model emphasizes shared decisionmaking, which can lead to increased employee empowerment and engagement
...

 Higher levels of innovation: The collegial model fosters a culture of innovation,
creativity, and idea-sharing, which can lead to higher levels of innovation and continuous
improvement
...

 Higher employee motivation: The collegial model provides opportunities for employees
to contribute to decision-making and the achievement of organizational goals, which can
lead to higher levels of motivation and commitment
...


Disadvantages

 Potential for conflict: The collegial model relies heavily on collaboration and shared
decision-making, which can lead to potential conflicts and disagreements among
employees and managers
...

 Difficulties in decision-making: The collegial model may lead to difficulties in decisionmaking, as consensus may be difficult to reach, and disagreements among employees
and managers may slow down the decision-making process
...

 Potential for groupthink: The collegial model may lead to potential issues with
groupthink, as employees may be hesitant to challenge the consensus or voice dissenting
opinions
...


5
...


▪

The supportive model assumes that employees are motivated by their needs for
recognition, respect, and support, and that a positive work environment can lead to
increased employee satisfaction and productivity
...


▪

This model recognizes that employees want more than just a paycheck and job security
from their jobs; they want a sense of purpose and meaning in their work
...


▪

Employees are encouraged to embrace the goal of organizational effectiveness and take
ownership for the organization and its products and services
...


▪

This can lead to increased passion and commitment to organizational goals, as
employees feel inspired, important, and believe in the usefulness and viability of the
organization for the common good
...


▪

The system model also recognizes the impact of external factors on the organization,
such as the economy, technology, and social and cultural changes
...


▪

The system model emphasizes the importance of feedback and continuous improvement
...


▪

The system model is about creating a healthy and sustainable organization that balances
the needs and interests of all stakeholders, including employees, customers,
shareholders, and the wider community
...


Advantages

 Increased employee motivation: The supportive model emphasizes recognition and
support for employees, which can increase their motivation to perform well and
contribute to the organization
...

 Lower employee turnover: The supportive model can lead to lower employee turnover,
as employees are more likely to stay in a positive work environment where their needs
are meet and they feel supported
...

 Increased employee creativity and innovation: The supportive model encourages
employees to be creative and innovative, which can lead to new ideas and solutions that
benefit the organization
...


Disadvantages

 Time-consuming: The supportive model requires a significant investment of time and
effort from managers and employees to build positive relationships, provide support, and
meet employees' needs
...

 Potential for conflict: The supportive model may lead to potential conflicts among
employees or between employees and managers, as employees may have different
needs, preferences, or opinions that may be difficult to reconcile
...

 Difficulty in measuring performance: The supportive model can be challenging to
measure and evaluate, as it may focus more on employee well-being and satisfaction
than on specific performance metrics
...


Participation

Self-discipline

Self-motivation

Subsistence

Security

Status and recognition

Self-actualization

Wide range

Minimum

Passive cooperation

Awakened drives

Moderate enthusiasm

Commitment to organizational

orientation
Employees
orientation
employees
Psychological result
Employees needs
met
Performance result

goals
Advantages

•

Quick Decision

•

Making
•

Consistency

•

Clear Chain of
Command

•

Well-Defined Roles
and Responsibilities

•

Expertise and
Experience

•

Well-Managed

Increased employee

•

loyalty
•

Improved employee

Reduced turnover

•

Improved job
satisfaction

•

Improved reputation

•

Compliance with

•

engagement
•

retention
•

Increased employee

Higher job

Improved teamwork

•

Higher creativity

•

and innovation

Low Employee

•

Morale
•

Lack of Creativity and

•

Resistance to Change

•

Limited Feedback

•

High Turnover Rates

Limited innovation

•
•

and creativity
•

Reduced employee

Lack of flexibility

•

Higher costs

Higher employee

•
•

Lower employee
turnover

•

Improved organizational
performance

•

Increased creativity and
innovation

•

Increased adaptability

Time and resource-

•

Potential for conflict

•

Time-consuming

intensive

•

Time-consuming

•

Potential for favoritism

Potential for

•

Difficulties in decision-

•

Potential for conflict

making

•

May not be suitable for

dependence

autonomy
•

Improved employee

Better employeemanager relationships

•

motivation

motivation

Innovation
•

Limited employee

Higher levels of

satisfaction
•

regulations

•

•

innovation

labor laws and

Disadvantages

Better communication

Increased employee
motivation

and collaboration
•

and collaboration
•

•

empowerment

satisfaction
•

Increased employee

Limited focus on

•

Limited accountability

all organizational

performance

•

Potential for

cultures

Potential for conflict

groupthink

•

Difficulty in measuring
performance



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