How To Choose The Organizational Behavior Model That Suits The Needs Of Your Organization
Managements of organizations operate businesses based on certain behavioral frameworks or models. These frameworks are known as organizational behavior models. Effective implementation of these models according to the requirements of organizations would lead to success in business of the organization. Organizational behavior is a term related to the academic study of organizations. It is the application and study of knowledge of how individuals, groups, and people act in certain situations within an organization.
The systems approach is used for this study. It interprets the relationships between people and organizations, in terms of the whole group, an individual, the social system, and the organization. The purpose of the application of this study is to build better relationships by the achievement of organizational, social, and human objectives. Organizational behavior includes a wide range of topics such as change, human behavior, teams, and leadership. The essentials of all these topics are combined in different proportions to design four models of organizational behavior. The four organizational behavior models are:
The autocratic model is based on the assimilation of power and managerial authority in managers. Employees are instructed towards obedience and dependence on the leader. Subsistence is the only need that is met through this model. The result therefore is minimal. It is the most widespread organizational behavior model. The model emphasizes on the leadership of managers, while employees act as the followers. The custodial model is based on economic resources. Money is the managerial orientation of this model. However, the workers are oriented towards dependence, benefits, and security that they can get from the organization itself. Security is the need of employees and this requirement is met through this model. Therefore, the performance resultant is passive cooperation. In this model, leaders provide protective supervision on the paradigm, while employees need security and money. The supportive model is based on leadership. Support is the managerial orientation of this paragon. Workers are oriented towards participation and performance. Status and recognition are the two needs of employees that are met through this model. Awakened drive is the performance result of this prototype. This is the model that stresses on recognition and drive specifically. The collegial model is based on partnership. The managerial orientation is towards teamwork. Self-discipline and responsible behavior are employee orientations. Self-actualization is a need that is met through this model. Therefore, the performance result is that of moderate enthusiasm. This model is probably the most dynamic one. Most advanced societies use this model. Under this paragon, both employees and managers work as a team and try to serve the interests of an organization together. However the success of each of these organizational behavior models depends mainly on the individual characteristics of managers as well as employees. |