OrganizationalBehavior Presentation Introductory concepts about organizational behavior
Introduction to Organizational Behavior Key concepts Organizational behavior looks at concepts like motivation, leadership, organizational structure, communication, and change management. Major theories Important theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y. Levels of analysis Organizational behavior examines the individual, group, and organizational levels in an organization. Organizational behavior provides a framework to understand behavior and dynamics in the workplace.
History of Organizational Behavior
“"Culture eats strategy for breakfast." - Peter Drucker” PETER DRUCKER
Abraham Maslow Abraham Maslow was an American psychologist best known for creating Maslow's hierarchy of needs, a theory of psychological health predicated on fulﬁlling innate human needs in priority, culminating in self- actualization. He was a prominent ﬁgure in humanistic psychology and created his theory based on his clinical experiences and biographical studies of exemplary people like Albert Einstein. Maslow is considered a real and inﬂuential person in the ﬁeld of organizational psychology.
Our Organizational Behavior Team Jane Doe Junior Consultant Bob Johnson Managing Partner John Smith Senior Consultant
ACME Company A widget manufacturer founded in 1975 that implements organizational behavior best practices like open communication and collaboration across teams.
Organizational Behavior in Action Manager providing feedback A manager having a one-on-one session with an employee to provide feedback on performance. Team building exercise Employees participating in a team building exercise to improve communication and collaboration. Conﬂict resolution meeting Colleagues having a productive discussion to resolve a conﬂict.
Motivation Techniques Motivation Technique Effect Monetary rewards Increases extrinsic motivation in the short-term Job enrichment Increases intrinsic motivation by making work more engaging *Information compiled from research papers on motivation in the workplace
Improving Organizational Behavior Create a detailed plan outlining actions, owners, timelines, and metrics to achieve the deﬁned goals. Develop Action Plan Collect data on key metrics tied to goals to track progress and make adjustments as needed. Measure and Monitor Execute initiatives from the action plan through training, coaching, new policies, and leadership modeling. Implement Initiatives Deﬁne speciﬁc, measurable goals for improving organizational behavior aligned with overall business objectives. Set Clear Goals Analyze the current organizational culture, values, norms, and behaviors to identify areas for improvement. Conduct Organizational Analysis
Key Takeaways Focus on company culture Build an inclusive and supportive company culture that values employee well-being and work-life balance. Foster open communication Encourage open and transparent communication at all levels to build trust and alignment. Invest in training Provide employees with training and development opportunities to enhance skills and engagement. Recognize achievements Implement recognition programs to motivate employees and reinforce desired behaviors. Empower teams Give teams autonomy, authority, and resources to increase accountability and innovation.
Leadership vs. Management Comparison of leadership and management effectiveness (higher is better) 70% Delegating 80% Strategic thinking 60% Planning & budgeting 50% Process implementation 90% Inspiring others
Organizational Culture Organizational culture refers to the beliefs, values, and norms that employees share within an organization. A strong culture helps unite employees around shared goals and values. Company culture is an important part of organizational behavior because it impacts everything f rom employee satisfaction to business performance.
Challenges Conﬂict Conﬂict between team members or departments reduces morale and productivity. Communication barriers Language differences, cultural differences, and organizational silos can all contribute to communication breakdowns. Ethical breaches Unethical behavior such as fraud, discrimination, or harassment can damage organizational culture. Lack of employee engagement Employees who are not engaged with their work tend to underperform and have higher turnover. Resistance to change Employees often resist changes to processes, systems, job roles due to fear of the unknown.
The Path Forward 1 Assess current organizational policies and procedures 2 Identify areas for improvement through employee surveys 3 Develop strategies to address feedback and optimize workﬂows 4 Implement changes with leadership endorsement and employee involvement 5 Measure results and continue to reﬁne approach