DEFINITION OF ORGANIZATION
An
organization is an association or a forum for a group of people to work
together, in a controlled and guided manner for a particular purpose.
Organizations typically utilize a particular resource such as environment,
means or methods, materials, machinery, money, and some other resources in
order to achieve the organization's goals. The people gathered in an
organization agree to achieve certain goals through systematically and
rationally controlled resources and the presence of organizational leaders who
will lead the organization's operations in a planned way.
According to experts
there are some definition of the organization as follows:
-
Organization According to Stoner
Organization
is a pattern of relationships through which people under the direction of
managers pursue common goals.
-
Organization According to James D.
Mooney
Organization
is the form of every human union to achieve a common goal.
-
Organization According to Chester I. Bernard
Organization
is a system of cooperative activities conducted by two or more people.
ü Elements - Organization Elements
1. Human (Human Factor)
Human beings are a
major element in the organization because, organizations can be formed, if
human beings work together. In this element sometimes people become leaders and
sometimes become members.
2. Goals or goals
Each organization must
have goals or objectives that are in line with the background of the
organization is established. If an organization does not have a goal to be
achieved then the organization will be destroyed.
3. Work
In an organization must
have a basic job. This indicates that an organization is not vacuum or empty.
There are activities or work to be done to achieve organizational goals
established.
4. Technology
The technology used by
an organization is very influential on the way the organization. For example,
for archives require storage media, to perpetuate the needs of media
documentation activities, to be able to contact between members one with
another then requires a communication medium.
5. Place of Position
The place of position
in an organization is very important. because if an organization does not have
its own position then the organization will be difficult to move.
ANALYSIS LEVELS IN ORGANIZATIONAL
BEHAVIOR
There are 3 levels in
the analysis of organizational behavior :
1. Individual level,
where events occurring within the organization are analyzed in relation to
one's behavior and the interaction of an event in a situation. Each person in
an organization has different attitudes, personalities, values and
experiences that influence in behaving.
2. Group level, where
the behavior of group members is influenced by the dynamics of group members,
group rules and values "of the group.
3. Organization level,
events that occur within the context of organizational structure, structure and
position of a person in the organization brings influence to every social
interaction within the organization.
THE
CHARACTERISTIC OF ORGANISATIONAL BEHAVIOR
a.
Behavior, the
focus of organizational behavior is the behavior of individuals within an
organization, therefore must be able to understand the behavior of various individuals
and organizations.
b.
Structure,
Structure relates to relationships that are fixed in the organization, how the
work within the organization is designed, and how the work is organized.
Organizational Structure greatly affect the behavior of individuals or people
within the organization and the effectiveness of the organization.
c. Processes, organizational processes relate to
interactions that occur between members of an organization. Organizational
processes include: communication, leadership, decision-making processes and
power. One of the main considerations in designing an organizational structure
is order the various processes can run effectively and efficiently.
THE PURPOSE OF STUDYING ORGANIZATIONAL BEHAVIOR
· Some
generalizations provide valid insights into human behavior, but many are
erroneous. Organizational behavior uses systematic study to improve predictions
of behavior over intuition alone.
· Because people
are different, we need to look at OB in a contingency framework, using situational
variables to explain cause-and-effect relationships.
· Organizational
behavior offers specific insights to improve a manager’s people skills.
·
It helps
managers to see the value of workforce diversity and practices that may need to
be changed in different countries.
· It can improve
quality and employee productivity by showing managers how to empower their
people, design and implement change programs, improve customer service, and
help employees balance work–life conflicts.
· It can help
managers cope in a world of temporariness and learn how to stimulate
innovation.
·
Finally, OB can
guide managers in creating an ethically healthy work climate.
CONTRIBUTING OF
SOME SCIENCE ON ORGANIZATIONAL BEHAVIOR
• Psychology
The science that
seeks to measure, explain, and sometimes change the behavior of humans and
other animals.
– Unit of Analysis:
• Individual
– Contributions to OB:
• Learning, motivation, personality, emotions,
perception
• Training, leadership effectiveness, job satisfaction
• Individual decision making, performance appraisal,
attitude measurement
• Employee selection, work design, and work stress
• Social
Psychology
An area within
psychology that blends concepts from psychology and sociology and that focuses
on the influence of people on one another.
– Unit of Analysis:
• Group
– Contributions to OB:
• Behavioral change
• Attitude change
• Communication
• Group processes
• Group decision making
• Sociology
The study of people in relation to their fellow
human beings.
• Anthropology
The study of societies to learn about human beings
and their activity.
History
of Organizational Behavior
Talking
about the history of organizational behavior there are several events and
opinions from some of the experts behind it. The events / opinions of experts
are as follows:
1. Max Weber
2. Henry Fayol
3. Frederick Winslow
Taylor
4. Movement of
Humanitarian Relations
5. Elton Mayo
Before
the explanation of the above experts there is the opinion of Plato that the
human soul is divided into three parts:
1. Philosophic /
philosophical is a tool to achieve science and understanding
2. Spirited / ambitious
is the aspect of the human soul to seek power and ambition
3. Appetite / lover is
the desire to meet the tastes eg eating, drinking, sex and money.
Everyone
has these three souls but their levels are different. In behaving man is
influenced by the three human souls above.
1.
MAX WEBER
Max
Weber's opinion emphasizes the organization. According to Max Weber human /
weak person needs help and emphasizes the explanation of the organization
rather than the development of a principle that can be used to achieve
practical goals.
2
(two) aspects of Max Weber's work are:
a. As a social
scientist, interested in explaining his prescriptions of a large organizational
growth.
b. Impressed by human
weaknesses with sometimes unrealistic considerations and that humans have a
sense of emotion
So according to Max
Weber behavior that is reflected from the bureaucracy is a sense of disbelief
to the ability and ability of human beings to create a certain rationality, get
good information, make an objective decision because someone always needs help.
2.
HENRY FAYOL
Henry
Fayol influenced management thinking in Europe. Fayol's view is regarded as a
thought of administrative organization. The administrative theory is known as a
functional approach. He argues that all organizations consist of units /
subsystems, namely:
a. Technical and
commercial aspects of purchasing, production and sales activities
b. Financial activities
related to issues of demand and capital control
c. Security and
protection units
d. Calculation function
e. Administrative
functions of planning, organization, direction, coordination and control
3.
F. WINSLOW TAYLOR
The
basis of the research F. Winslow Taylor is more emphasis on the importance of
time. As described below, the stress of F. Winslow Taylor's opinion is as
follows:
a. Efficient time /
time review. This element is used to determine exactly how much time each
person needs in every aspect of his work.
b. Use of the planning
section to explain how work should be done and a range of functional oversight
to guide workers to work according to the right method.
Based
on the opinion of F. Winslow Taylor came to be known by the principles of
scientific management. Taylor proposed 3 (three) things as the purpose of the
movement:
a. The United States
has been heavily impaired due to the lack of efficiency in almost every
business on a daily basis.
b. Trying to convince
the American public that the treatment lies in systematic management rather
than looking for special people.
c. To prove that good
management is an exact science based on clear laws, rules and principles.
Conclusion
of F.W. Taylor that human behavior is one component in a large production
machine. Only to those who can work like machines that will have a place in the
production system.
4.
HUMANITY RELATIONSHIPS MOVEMENT
Emphasis
on the Movement of Humanitarian Relations is on the cooperation and morale of
employee / employee who are classified into humanitarian relations. The figure
is Raymond Miles, who argues that the humanitarian approach simply puts
employees as human beings, not as machines used in producing, that is, to
understand the human needs that they want to be perceived and to be noticed by
being listened to and noticed by their complaints whenever possible and
involving them in certain decision-making either on the condition of their work
or other problems.
In
the history of the movement of human relations there are 3 (three) incidents
that contribute in the study of the science of organizational behavior. Three
events include:
a. The days of great
depression
b. Movement of the
workers
c. The findings of
Hawthorne
5.
DEPRESSION
In
times of depression there is a great shock in the financial sector and the
economy in general. The declining production, the sluggish market colored the
life of the economy at the time. The causes of depression include:
a. Stacking of business
inventory and accumulated large inventory of new goods in the hands of
consumers
b. Consumers are resisting
rising prices and rising business costs
c. The decline of
interest in the utilization of the investment
d. Large accumulation
of new production capability and technology development
e. The rarity of
large-scale investment and the sluggishness of bank reserves
f. Weak confidence and
expectations.
The
result of depression is the emergence of the number of unemployment,
uncertainty of life and the emergence of insecurity from the community with the
number of theft and robbery because of the demand for survival. With the
existence of things like the above then came the idea to put the human element
as a very dominant element in management. The result of the depression of
giving priority to humanitarian relations as well as humanitarian behavior and
organizational behavior received careful attention.
6.
MOVEMENT OF THE WORKBOOK
This
movement arises because the managers do not want to know exactly the
contribution of human / what has been sacrificed subordinates in order to
achieve corporate goals. At that time many companies treated employees or
workers unworthily, for example by providing low salaries, inadequate working
hours in the sense that workers worked long hours, and inadequate workplace
conditions. As a result of all that comes the turmoil of the workers. Workers
began to establish trade unions and held demonstrations to demand improvement
in their workplace. The movement of the union if protracted it will be very
disturbing to the smoothness or continuity of an organization. Accordingly,
trade unions are legally recognized and managers are beginning to realize to
pay attention to the workers.
Almost all managers try
to establish a unit / personnel section as an answer to handle employment and
union issues. Managers strive to emphasize employee relationships with leaders
and pay attention to payroll improvements, working hours and workplace
conditions.
7.
HAWTHORNE DISCOVERY
The
purpose of Hawthorne's research, among others, is to find out where the effect
of the relationship between the physical condition of the workplace and the
employee productivity. In particular this study is to get a clear picture of
the effects of factors such as temperature, humidity and light against fatigue
and repetitive motion of workers. Hawthorne's research done on several steps is
as follows:
a.
The first phase is an experiment of light
Some
groups of workers are tried by giving lights some light in the place where they
work. Some are illuminated by excessive light, and some are lacking. Then
observed and recorded its development. The result is different from each other
that there are groups that the results go up, there is a group that the result
is down there is a kelompot that the result remains.
In
general the results of this first phase are:
1)
Light illumination is only one factor that affects the work even though the
effect is very small.
2)
Some factors that do not have time to appear, there is no good opportunity to
be studied its influence.
b.
The second phase is a break room experiment.
Examining
a small group of workers who are stationed separately in an attempt to overcome
the various influences of workers' behavior when individuals know that they are
being observed. Two women were selected in this experiment, they were asked to
choose 4 other workers to get them together in a break room separate from the
rest of the group. Once observed and interviewed the results are almost the
same as the first phase.
c.
The third phase is called the study of the space bank of tilgram
The
objective is to conduct an observational analysis of informal working groups.
The group consists of 14 male operator workers, 9 handyman, 3 solders and 2
inspectors. The result of this third phase is that there is no continuous
increase in productivity.
Based
on the research that has been done, then the findings of Hawthorne are as
follows:
1)
Positive attitudes and behaviors and employee productivity are less influenced
by facilities and working conditions, but by the attention given by the
manager.
2)
The behavior of a worker is determined by and is bound to the norms of the
working group in which a person belongs.
8.
EVOLUTION OF SCIENCE BEHAVIOR IN MANAGEMENT
The
following is an overview of the development of behavioral science in management
that begins from Machiavelli's assumption to modern behavioral scientists:
a.
Basic assumptions about human nature
1) Machiavelli
He assumes that human
nature is essentially evil and enslaved by the will of the ruler and the state
2) English philosopher
Assessing this human
nature requires a strong mental state in order to achieve its desires.
3) Max Weber
Man is essentially
irrational and emotional which makes the decisions less well taken
4) Frederick W. Taylor
Human beings are
fundamentally lazy and must always be controlled strictly and cautiously in
order to avoid wastage
5) Elton Mayo
Humans are social
beings who want to join others. The tendency to cooperate rather than compete
and create hostility
6) Expert of Modern
Behavior
Man is neither good nor
bad. Some people assume that humans have a uniqueness in terms of directed
behavior, others assume that human behavior in many ways shows as an irregular
target.
b.
Approach to analyze human behavior
1) Machiavelli
Using the approach of
historical analogy and observation in relation to the overall environment
2) English philosopher
Labih many use the
philosophical approach that all believe that experience is the source of understanding
and they accept the induction method as formulated by Francis Bacon
3) Max Weber
Using a logical and
deductive rational approach. Starting from the formulation of a good premise
ends with certain conclusions
4) Frederick W. Taylor
Using an experimental
and highly scientific approach. The use of his approach starts from the small
elements of the work and produces a theory of management
5) Elton Mayo
Using experimental and
philosophical methods In complementing the facts he gives consideration to freedom
with philosophical views.
6) Expert of Modern
Behavior
Using experimental
methods with emphasis on controlled observation and generalization of the data.
c.
A prominent value
1) Machiavelli
The value of power and
practice of political ways to achieve goals
2) English philosopher
Rules and set of rules
in order to achieve functional governance.
3) Max Weber
Rational and logical
organizational decisions
4) Frederick W. Taylor
Honest daily wages for
fair and open daily work
5) Elton Mayo
In organizational relationships
it is necessary mental health and satisfaction
6) Expert of Modern
Behavior
A scientific
understanding with a thorough description of human behavior
d.
Who earned a fortune from the prescriptions of the science of behavior
1) Machiavelli
Are rulers and
politicians
1) English philosopher
It is a society through
a clean government
2) Max Weber
Is an organization as a
rational and efficient entity
3) Frederick W. Taylor
Managers of the
organization and workers through increased wages
4) Elton Mayo
Management and workers
through increased satisfaction and mental health
5) The Expert of Modern
Behavior
Through the increasing
understanding of human behavior. The value of management to the understanding
will lead to the improvement of the implementation of work.
e.
Award on modern management
1) Machiavelli
Should be practiced in
practice and according to purpose
2) English philosopher
In the concept of rule
is idealistic
3) Max Weber
Hoping in its rational
support and decision-making backed by detailed material
4) Frederick W. Taylor
Coercion in the simple
view of the human economy
5) Elton Mayo
Interesting in the
image of social man
6) Expert of Modern
Behavior
Coercion in its
objectivity and systematic skeletons
1.8 The Concept of Organizational Behavior
The concept of OB is based on two key elements
namely −
- Nature of people
- Nature of the organization
Nature of people
In simple words, nature of people is the basic
qualities of a person, or the character that personifies an individual they can
be similar or unique. Talking at the organizational level, some major factors
affecting the nature of people have been highlighted. They are −
·
Individual
Difference − It is the
managerial approach towards each employee individually, that is one-on-one
approach and not the statistical approach, that is, avoidance of single
rule. Example− Manager should not be biased towards any particular
employee rather should treat them equally and try not to judge anyone on any
other factor apart from their work.
·
Perception − It is a unique ability to observe,
listen and conclude something. It is believing in our senses. In short, the way
we interpret things and have our point of view is our perception. Example −
Aman thinks late night parties spoil youth while Anamika thinks late night
parties are a way of making new friends. Here we see both Aman and Anamika have
different perception about the same thing.
·
A
whole person − As we all know
that a person’s skill or brain cannot be employed we have to employee a whole
person. Skill comes from background and knowledge. Our personal life cannot be
totally separated from our work life, just like emotional conditions are not
separable from physical conditions. So, people function is the functioning of a
total human being not a specific feature of human being.
·
Motivated
behavior − It is the
behavior implanted or caused by some motivation from some person, group or even
a situation. In an organization, we can see two different types of motivated
employees −
o Positive motivation − Encouraging others to change their
behavior or say complete a task by luring them with promotions or any other
profits. Example − “If you complete this, you will gain this.”
o Negative motivation − Forcing or warning others to change
their behavior else there can be serious consequences. Example − “If you don’t
complete this, you will be deprived from the office.”
·
Value
of person − Employees want
to be valued and appreciated for their skills and abilities followed by
opportunities which help them develop themselves.
Nature of Organization
Nature of organization states the motive of the
firm. It is the opportunities it provides in the global market. It also defines
the employees’ standard; in short, it defines the character of the company by
acting as a mirror reflection of the company. We can understand the nature of
any firm with its social system, the mutual interest it shares and the work
ethics.
Let us take a quick look at all these factors −
·
Social
system − Every
organization socializes with other firms, their customers, or simply the outer
world, and all of its employees - their own social roles and status. Their
behavior is mainly influenced by their group as well as individual drives.
Social system are of two types namely −
o Formal − Groups formed by people working together in a firm or
people that belong to the same club is considered as formal social
system. Example − A success party after getting a project.
o Informal − A group of friends, people socializing with others freely,
enjoying, partying or chilling. Example − Birthday party.
·
Mutual
interest − Every
organization needs people and people need organizations to survive and prosper.
Basically it’s a mutual understanding between the organization and the
employees that helps both reach their respective objectives. Example −
We deposit our money in the bank, in return the bank gives us loan, interest,
etc.
Ethics − They are the
moral principles of an individual, group, and organization. In order to attract
and keep valuable employees, ethical treatment is necessary and some moral
standards need to be set. In fact, companies are now establishing code of
ethics training reward for notable ethical behavior.
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