Today, we can easily figure out the components affecting attitude, performance, or motivation in an individual working for an organization. All thanks to emerging scientific studies. In business, we have organizational behaviour models to understand the behavioural patterns of individuals and groups within the organization. Moreover, the conclusion in this model is generally derived from the theories and concepts in fields like sociology, psychology, anthropology, etc.

In this blog, we will learn about organizational behaviour models in detail. Additionally, to understand more about the concept you can seek behavioural science and management online classes. But if you have thoughts like who will take my online class for me or where can I find experts to help me understand the concept, there are websites for assistance. Moreover, you can also join the online classes of celebrated universities on a global level.

What is Organizational Behaviour?

It is a general trait in humans to predict the behaviour of others. However, sometimes, our predictions can be wrong. It happens because we cannot always understand the patterns that affect people’s behaviour at a given time. Hence, we need a systematic approach to studying people’s behaviour. Moreover, with the help of the study, we would fail less in understanding people and how their behaviour can affect the performance of an organization.

Almost every organization has such models to determine the behavioural patterns of their employees. Moreover, the basis of this model is generally the assumption of the organization about the goals, mission, and people. Hence, we can say that organizational behaviour refers to the study of group interactions within organizations. It investigates the actions of individuals and groups inside an organization and how they affect the organization’s various functions.

Furthermore, it also considers how businesses may become more productive by applying their knowledge of human behaviour within the framework of the organization. By investigating organizational behaviour models, organizations can better their understanding of employee behaviour and how to nurture a more productive workplace.

Five Major Organizational Behaviour Models

Since the dawn of the Industrial Revolution, managers in organizations have been using five major organizational behaviour models. It helps them in decoding the behavioural patterns of individuals working within the organization. These models are as follows.

• Autocratic model
• Custodial model
• Supportive model
• Collegial model
• System model

Now, let us read about these models one by one thoroughly.

Autocratic Organizational Behaviour Model

Managerial orientation is power-oriented in the autocratic organizational behaviour model. Moreover, managers see authority as the only way to get things done, and employees are expected to follow commands. As a result, there is a significant level of reliance on management. Furthermore, employees live on a subsistence level, therefore they rely on management for existence. Authorities are delegated to individuals to whom they apply in a largely formalized manner via the right of command. Also, an authoritarian company model comprises management and owners managing the work and employees on their payroll. Instead, management should concentrate on what motivates and inspires their people to work harder.

Using the autocratic organizational behaviour model, all of humanity acts on the basis of economic principles. People’s changing ideals and aspirations are undermining this approach. Moreover, this does not imply that the model has been fully abandoned. When employees are motivated by physiological demands, the autocratic model of organizational behaviour can be highly efficient in increasing performance. Furthermore, employees in lower levels of an organization are frequently motivated by physiological needs.

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Custodial Organizational Behaviour Model

The managerial orientation of a custodial organizational behaviour model is to use money to benefit employees. According to the model, the model’s benefits are contingent on the organization’s financial resources and ability to pay for them. Despite the prospect of increased security, employees become more reliant on their employers. Moreover, employees who place a high value on the organization are less reliant on their managers.

In addition to this, the theory is very close to the patrimonial system, in which it is the role of top management to select which perks are best suited for their employees. Families also exist within organizations, where a high proportion of family enterprises operate. It is fundamentally the role of parents to decide what is best for their children, whereas managers decide what is best for their employees. As a result, this method is unsuited for mature staff.

This model emphasizes a managerial perspective on money based on economic resources. Employees under this model are primarily concerned about benefits and security. As the name suggests, this model is most typically adopted by organizations with a lot of money. It is determined by financial resources. It encourages us to put our trust in the company rather than our management or boss.

Supportive Organizational Behaviour Model

According to the supportive organizational behaviour model, employees are self-motivated and have value and insight to give to the organization beyond their day-to-day roles. It is based on the concept of leadership. The concept of leadership is presented from a managerial standpoint in this model, where the manager really leads his/her people by setting excellent examples, being available, and being involved in many job duties. In other words, the manager seeks to create a positive working environment for his or her employees.

Given that the supportive model is based on the premise that employees are self-motivated, take pride in their work, and want to deliver good results for the organization, the supportive model allows self-motivation among individuals through the support and involvement of the employee’s direct management.

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Collegial Organizational Behaviour Model

The collegial organizational behaviour model refers to groupings of colleagues sharing responsibilities. Moreover, it emphasizes teamwork within the organization. According to this model, all members of an organization are team members, no one is superior to anyone else, no one is a subordinate, everyone is equal, and collaborative efforts are a means to an end. Furthermore, the manager serves as both a team member and a coach in this role. His job is to encourage teamwork and effective team performance. He consistently promotes teamwork and checks outcomes.

In addition to this, the concept assumes that teamwork is superior to solo work and that it has the ability to produce greater results. Because managers and employees operate as a team, their connections strengthen, employees engage in critical meetings, their ideas are valued, there appears to be respect for each other, and a harmonious working environment is formed.

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System Organizational Behaviour Model

The system organizational behaviour model refers to the final organizational model. It is the most recent of the five models covered in this blog. The system model assumes that individuals have various goals, talents, and abilities and examines the entire structure and team environment. Moreover, the model attempts to balance individual and organizational goals.

Individuals desire decent salaries and job security, but they also desire to work in a positive work environment where the organization adds value to the community and/or its consumers. Furthermore, the model should be a holistic partnership of managers and employees working towards a similar objective, and everyone should feel like they have a stake in the organization.

Managers’ expectations in the system model are considerably higher than getting employees to accomplish their jobs. Hence, they must exhibit their emotional side, be more sympathetic and caring towards their employees, and be attentive to the demands of a diverse workforce. Furthermore, they must focus their efforts on instilling feelings of optimism, hope, trustworthiness, courage, and self-determination in their employees, in order to foster a healthy work culture in which people feel more at ease and work as if they are working for their families.

Also, have you ever thought there could be a relationship between subjects like mathematics and science and organizational behaviour? If not, then read this out.

Organizational Behaviour and Algebra

It involves analyzing and comprehending patterns, linkages, and decision-making in an organizational setting. Here are a few connecting points:

• Data analysis: We can use the concepts of algebra to analyze and interpret organizational data for behavioural studies. For example, using statistical methods involving algebraic equations to understand employee behaviour and performance.
• Modeling relationships: We can model relationships between different organizational elements.
• Decision-making models: Researchers use algebraic representations for model creation stimulating decision scenarios.
• Quantitative analysis: Researchers may apply algebraic expressions to measure factors like employee motivation, work satisfaction, etc.
• Optimization problems: For figuring out the best resource allocation for maximizing production or minimizing expenses.
• System dynamics: To depict the interactions and feedback loops inside an organization. It helps in clarifying how shifts in one area of the organization influence others over time.

 Hence, we can say that organizational behaviour is a multidisciplinary field that includes several areas from management to mathematics. Moreover, algebra is crucial for anyone to analyze and formalize various aspects of organizational behaviour. However, if your understanding of the subject is not the required standard, do not worry! There are several online courses available through which you can upskill yourself with algebraic components to add benefits to your organization. In case, it seems like an additional challenge to you to balance study and work, delegate your work with subject matter experts. On days when you cannot make it to your class and feel the need to hire an expert to take my online algebra class, the assistance is just a click away. Furthermore, they will help you with a structured understanding of the intricate dynamics of the organization.

Organizational Behaviour and Calculus

Organizational behaviour and calculus connect when mathematical principles are used to investigate and fully understand dynamic elements of human behaviour in organizational settings. Calculus, with its emphasis on rates of transformation and optimization, may be used to depict and study a variety of organizational phenomena. For example, it may be used to analyze the pace at which staff satisfaction changes under managerial actions, as well as to optimize decision-making processes by identifying the most optimal resource allocation over time.

Moreover, it also helps to understand the dynamics of company growth or decline by applying differentiation and integration concepts to study trends and patterns in variables like employee efficiency or leadership effectiveness. By adding calculus into the study of organizational behaviour, academics and practitioners have a quantitative lens through which to investigate and address the ever-evolving difficulties of human interactions and achievement within organizational systems.

Hence, to execute the best organizational behaviour plans, one must understand and grasp calculus knowledge. For that matter, you can study all calculus-related theories and formulas through online courses. Furthermore, to deal with any technical or man-made distractions or hurdles during your course, look for platforms where you can reliably pay someone to take your online calculus class. In this way, you can upskill yourself to easily match standards with the present-day job market.

Organizational Behaviour and Biology

The study of workplace dynamics and human interactions in organizational contexts brings together organizational behaviour and biology. Moreover, organizational behaviour examines how biological factors such as cognitive processes, emotions, and social behaviour influence individual and group performance, communication, and decision-making in organizations. Understanding the biological basis of human behaviour sheds light on problems like as leadership effectiveness, team dynamics, and employee motivation.

Furthermore, you can seek expert guidance and ask them to take my online biology class to learn the insights from biology help to design ways for building a good organizational culture. It will also help you in improving employee well-being and optimizing overall organizational performance by aligning practices with fundamental characteristics of human biology.  This multidisciplinary approach acknowledges the interdependence of biological causes and organizational results, providing a full grasp of the complexity involved in managing and leading individuals and groups in the workplace.

Conclusion

Organizational behaviour models are important in determining the performance of an organization. Moreover, companies can achieve their objectives more successfully by knowing and applying the appropriate models. Furthermore, organizations may establish a pleasant work environment that supports employee engagement, innovation, and productivity by considering the advantages and cons of each system and appropriately executing them.

Frequently Asked Questions

Question: 1 What is the need to study organizational behaviour theories?

Answer: 1 We need organizational behaviour theories so that we easily understand employees’ behavioural patterns. Moreover, it also assists in decoding the behavioural patterns of stakeholders within the organization. With the help of OB theory, we can increase employee satisfaction and their work productivity.

Question: 2 What is the significance of organizational behaviour models?

Answer: 2 Simply because it serves multiple benefits to the organization. For example, one can generate management plans with this model or understand and influence the behaviour of people within the organization. Furthermore, managers get potential justifications for employee behaviour and interactions. Also, it helps in understanding why and how someone considers certain activities within the workplace.