Organizational behavior
Organizational behavior is a multi-discipline and multi-level discipline, is a double-sided and very practical discipline, in our daily life, organizational behavior can be seen everywhere. It adopts the method of systematic analysis, and applies the knowledge of psychology, sociology, anthropology, physiology, biology, economics, and political science. By studying the regularity of human psychology and behavior in an organization, it can improve the leader's ability to lead people and predict the behavior of members to achieve the goal of the organization.
1. Definition of organizational behavior:
Organizational behavior is a science that studies the psychological and behavioral performance of people in an organization and their objective laws, and improves the ability of managers to predict, guide and control human behavior in order to achieve the established goals of the organization.
Importance of organizational behavior:
(1) it helps the organization fully mobilize the enthusiasm, initiative and creativity of people in the organization.
(2) help to organize the reasonable use of talents.
(3) it helps to enhance the cohesion and centripetal force of the organization and improve interpersonal relations.
(4) it helps the leader to improve his/her leadership level and improve the relationship between the leader and the led.
(5) contribute to the development of the organization.
The role of organizational behavior; Gather the people in the organization and amplify the role of the people in the organization.
Through the study of this course, learners can system to establish a framework for the analysis of employee behavior in organization situation, from the individual, group and organization level to understand and master the basic theory of organizational behavior, and can apply what they have learned theoretical knowledge and related technologies to solve encountered in the management practice of staff management issues, better control and guide employee behavior, improve the effect of the management of the managers, and achieve organizational goals.
2. The development of organizational behavior
The 1920s - the 1960s. The representative figures are mayyo and McGregor, who put forward the famous theory of human relations. The landmark experiment in the history of behavioral science began in 1924 with the hawthorne experiment. Mayo, a professor of psychology at Harvard University, took over and led the hawthorne experiment in 1927. The hawthorne experiment is the umbrella term for a series of psychological studies conducted at the hawthorne plant in west Chicago, us. The experiment began in 1924 and continued until 1932. Mayo's important research results produced the theory of human relations.
The hawthorne experiment is divided into four stages: the first stage is called the lighting experiment. The hypothesis was that improved lighting would help reduce fatigue and increase productivity. But whether the lighting level is raised or lowered, one group's lighting has fallen to moonshine, and workers' output is still rising, experts can't explain what is driving the increase.
In 1927 Mayo began conducting the hawthorne experiment. It mainly conducts three aspects of experiments, such as welfare experiment, follow-up experiment and observation experiment.
The relationship between the three
The relationship between OB, HRA and SM is very important to employees in SM and HRA, mainly due to the application of psychology, sociology and social psychology in management.
4. How does theory support management practice
The motivation theory in organizational behavior aims to improve the work efficiency of employees by giving appropriate rewards to people in the organization, so as to achieve organizational goals.
The equity theory improves the enthusiasm of employees by making them feel that they are treated fairly in the organization.
The expectation theory in organizational behavior is to improve the efficiency of employees by meeting their expectations in the organization.
ka94490 ZHANGRUJIA
Organizational behavior is a multi-discipline and multi-level discipline, is a double-sided and very practical discipline, in our daily life, organizational behavior can be seen everywhere. It adopts the method of systematic analysis, and applies the knowledge of psychology, sociology, anthropology, physiology, biology, economics, and political science. By studying the regularity of human psychology and behavior in an organization, it can improve the leader's ability to lead people and predict the behavior of members to achieve the goal of the organization.
1. Definition of organizational behavior:
Organizational behavior is a science that studies the psychological and behavioral performance of people in an organization and their objective laws, and improves the ability of managers to predict, guide and control human behavior in order to achieve the established goals of the organization.
Importance of organizational behavior:
(1) it helps the organization fully mobilize the enthusiasm, initiative and creativity of people in the organization.
(2) help to organize the reasonable use of talents.
(3) it helps to enhance the cohesion and centripetal force of the organization and improve interpersonal relations.
(4) it helps the leader to improve his/her leadership level and improve the relationship between the leader and the led.
(5) contribute to the development of the organization.
The role of organizational behavior; Gather the people in the organization and amplify the role of the people in the organization.
Through the study of this course, learners can system to establish a framework for the analysis of employee behavior in organization situation, from the individual, group and organization level to understand and master the basic theory of organizational behavior, and can apply what they have learned theoretical knowledge and related technologies to solve encountered in the management practice of staff management issues, better control and guide employee behavior, improve the effect of the management of the managers, and achieve organizational goals.
2. The development of organizational behavior
The 1920s - the 1960s. The representative figures are mayyo and McGregor, who put forward the famous theory of human relations. The landmark experiment in the history of behavioral science began in 1924 with the hawthorne experiment. Mayo, a professor of psychology at Harvard University, took over and led the hawthorne experiment in 1927. The hawthorne experiment is the umbrella term for a series of psychological studies conducted at the hawthorne plant in west Chicago, us. The experiment began in 1924 and continued until 1932. Mayo's important research results produced the theory of human relations.
The hawthorne experiment is divided into four stages: the first stage is called the lighting experiment. The hypothesis was that improved lighting would help reduce fatigue and increase productivity. But whether the lighting level is raised or lowered, one group's lighting has fallen to moonshine, and workers' output is still rising, experts can't explain what is driving the increase.
In 1927 Mayo began conducting the hawthorne experiment. It mainly conducts three aspects of experiments, such as welfare experiment, follow-up experiment and observation experiment.
The relationship between the three
The relationship between OB, HRA and SM is very important to employees in SM and HRA, mainly due to the application of psychology, sociology and social psychology in management.
4. How does theory support management practice
The motivation theory in organizational behavior aims to improve the work efficiency of employees by giving appropriate rewards to people in the organization, so as to achieve organizational goals.
The equity theory improves the enthusiasm of employees by making them feel that they are treated fairly in the organization.
The expectation theory in organizational behavior is to improve the efficiency of employees by meeting their expectations in the organization.
ka94490 ZHANGRUJIA
