The higher the numerical value of this ratio, the greater the efficiency. The model is cyclical—you proceed through the steps and when you reach the last step you relate the analysis to the original hypothesis and if need be, start the process again. Conformance: To meet specifications according to industry standards. This model tends to be more useful with unprogrammed work and intellectual environment and considerable job freedom. Any model that a manager holds usually begins with certain assumptions about people and leads to certain interpretations, implications, and even predictions about events.
His model was the machine with its cheap, interchangeable parts, each of which does one specific function. A successful custodial approach depends on providing economic security which many companies are now offering as high pay scale, remunerations in the form of , corporate cars, financial packaging and many other forms of incentives. The performance result is passive cooperation. The basis of this model is partnership with a managerial orientation of teamwork. One of the most important things to consider is that managers and leaders should clearly understand the nature of their organizations before making any decision. Employee psychological result is participation 5.
The clerk at a service counter, the machinist, and the manager all work with the people and thereby influence the behavioral quality of life in an organization and its inputs. The proposal of a utopian workplace that would reduce the sufferings of the working class. Models are frameworks or possible explanations why do people behave as they do at work. The organization, since it is open to the environment, also receives feedback from the environment and takes corrective action as necessary. Which of the following frameworks is based on the expectancy, demand and incentive concepts a The cognitive framework b The behaviouristic framework c The social learning framework d The supportive framework Answer:a Q31. Managers, however, tend to have a larger responsibility, because they are the ones who make majority are people oriented. Great importance therefore must be attached to the study.
The employees in this model are oriented towards obedience and discipline. Organizations must have people, and people working toward goals must have organizations, so it is desirable to treat the two as a working unit. Although there are four separate models, almost no organization operates exclusively in one. This gives a sense of completion and responsibility for the product. Autocratic Model The root level of this model is power with a managerial orientation of authority. The Collegial Model: The collegial model is an extension of the supportive model.
To dispel this feeling of insecurity and frustration, the need was felt to develop a model which will improve the employer-employee relations. Durability: Measure of product's life having both economic and technical dimensions. Both the environment and individual differences are important considerations in understanding individual employee behavior. Custodial Model Custodial models seek to make employees feel as if the boss is caring for their personal needs. It is the predictability of a manager about the expected behavior of an individual. System model:This model is based on trust, self-motivation, and the performanceresults will be more than expected, because employees will becommitted to do their tasks as expected, and as well as organizationalgoals. This in many cases brings change in leadership style.
Taylor d Robert Owen Answer: a. Job enlargement adds a more variety of tasks and duties to the job so that it is not as monotonous. This model is based on trust, self-motivation, and the performance results will be more than expected, because employees will be committed to do their tasks as expected, and as well as organizational goals. But there are some exceptions as many employees do give higher performance because either they would like to achieve or have a close association with their boss, or either they have been promised a good reward, but overall their performance is minimum. Varying results across the organizations are substantially caused by differences in the models of organizational behaviour. Employee personality and attitudes are primarily dictated by the environment. This model best suits for managerial levels rather than operative levels.
Autocratic Model: The creates a climate in which the feelings of the workers are suppressed and they have to just be obedient and tolerative with the autocratic behavior of the employer. Thus this avoids the psychological distance between the managers and the employees in the organization. Now answer the following question: To what extent is the culture type you identified in question 2 consistent with the accomplishment of this mission or vision? Another important and helpful way of understanding the Autocratic model of organizational behavior is a difference from other models in a basic assumption about workers and what motivate them. The employees in turn are oriented towards security and benefits and dependence on the organization. Organizing workshops, seminars, training programs help improving behavior of employees. In addition it applies the knowledge to gain about individuals, groups and effect of structure on behavior in order to make organization work more effectively. In the modern day world, when the environmental factors are assuming a lot of importance, this model is not very useful.
In addition, it burns lots of high energy glucose blood sugar , which is expensive for the body to produce. The leader assumes that workers are not by nature passive and resistant to organizational needs, but that they are made so by an inadequately supportive climate at work. The management, under this model should develop a feeling of partnership with the employees. Its purpose is to develop jobs and working conditions that are excellent for both the employees and the organization. The Performance results will be awakened drives. Employees are to follow their boss otherwise they are to be penalized.
Supportive Model The supportive model of organizational behavior depends on managerial leadership than its dependence on power or money. Employee psychological result is self discipline 5. Blurring out of differentiation between right things from wrong behaviour becomes a dent in an organization. Some people do enjoy the security and task support of these kinds of jobs. It is related to individuals, group of people working together in teams. There are some psychological results of this model on the employees which results in the dependence of the employees on their boss.