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• Unit-

Concept of Individual Behaviour

• (^) In an organization without understanding individual behaviour organizational behavior becomes incomplete. Behavior is goal directed.
• (^) Individuals are influenced by a number of diversified factors both genetic/inborn and environmental and the influence of these factor determines the pattern of behavior

Foundation of Individual Behaviour

Behavior as an input-output

system

• (^) As we know that human behaviour is influenced by both internal and external factor. It is also considered as system consisting of input-process and output. For further understanding of individual behaviour it can be understanding by the following way.

• (^) Personality:- “ Personality is the sum total of ways in which an individual reacts and interacts with others.” S.P.Robbins
• (^) “ Personality means how people affect others and how they understand and view themselves as well as their pattern of inner and outer measurable traits and the person – situation interaction.” Fred Luthans.

• (^) Emotions:- They are the intense/powerful feelings that are directed someone or something. They create state of readiness for behaviour. Joy , love , sadness , and fear are some forms of it.
• (^) Value:- Value generally identify a person’s ethical/moral structure on which the concept of good or bad and right or wrong is based. Value contain an element of judgment and tend to be stable as well as long lasting.
• (^) Beliefs:- Beliefs are descriptive thoughts that an individual holds about something. They can be based on knowledge, opinion, and reference group member. They influence individual behaviour. Beliefs are formed by past experience, available information and generalization.

b. External stimuli :-

• (^) It consist of the information which an individual collects from external environment about other people , object or event. The information received through:-
• (^) Physical forces:- They are concern with climate , work environment , work place , etc.
• Socio-cultural forces:- they consist of management style , value , norms , organizational culture.

2. Processing :-

• (^) (Organism) is important element of understanding individual behaviour. Processing is the organism aspects of individual behaviour. It facilitates between input and output. In processing the information are analyse in meaningful way. It play the important role to develop behaviour of individual. It consist of :-

3. Outputs :-

• (^) (Response) outputs are the behavioural response of individual. Signals are transmitted through nerves to different parts of body. Output are largely influenced by the environmental factors.
• (^) So understanding behavioural response is essential for management of individual behaviour.

Models of organisational

behaviour

• (^) The five models of organisational
• (^) behaviour are:
• (^) 1. Autocratic model
• (^) 2. Custodial model
• (^) 3. Supportive model
• (^) 4. Collegial model and
• (^) 5. System model

The essential features of this model are as

follows:

• (^) i) Organisation with an autocratic environment is authority oriented. This authority is delegated by the right of command over the people to whom it applies. The management believes that it is the best judge to determine what is better for the health of both the organisation and its participants and that the employees’ obligation is to follow orders. It assumes that the employees have to be directed, persuaded and pushed into performance. Management does the thinking and employees obey the orders. This view of managing organisations has been developed by D. McGregor in his theory X. This conventional view leads to tight control of employees at work.

• (^) (ii) Under autocratic model, the employee’s orientation is obedience to the boss; they need not be respectful to him. The bosses have absolute power to hire fire and perspire employees. The employees depend upon the boss and are paid minimum wages for minimum performance. This theory of scientific management was developed by F.W. Taylor as the conventional view of management. The employees sometimes give minimum performance, though reluctantly because they have to satisfy the subsistence needs of themselves and their families. Some employees give higher performance because of a drive to overcome challenges. According to the research of David C. McClelland of Harvard University, “some people like to work under strong authority because they feel that their boss is a natural born leader.”

2.Custodial model

• (^) This model usually depends on economic resources (money).
• (^) For instance, managers can simulate their employees by offering them facilities , and benefits , but in this model the employee’s won’t work as a team (Less sharing with others) because everyone will depend on his self to get more benefits than the others.

The important features of this model are as explained below:

• (^) (i) The success of the Custodial Model depends upon the economic resources because this model emphasizes the economic rewards and benefits. Since employee’s physiological needs are already met the employer looks to security needs as a motivating force.
• (^) (ii) The employees under Custodial Model depend upon organisation rather than their boss. If the organisation has got good welfare and development programmes for the employees, they cannot afford to leave the organisation.
• (^) (iii) Under this model, the employees are satisfied and happy and they are not strongly motivated. So they give only passive cooperation. They do not work more vigorously than under the autocratic approach.