QUESTION 2 (25 marks) ANSWER ALL QUESTIONS
a. Explain the meaning of the term organisational behavior. (7 marks)
b. Describe three distinct developments in the history of management thought that have contributed, in an important way, to the current understanding of organisational behaviour. (18 marks)
a. Organizational behavior refers to the study of how individuals and groups behave within an organization. It seeks to understand, predict, and influence human behavior in the workplace. This field of study focuses on various aspects such as individual attitudes and motivation, group dynamics, leadership, and organizational culture. By studying organizational behavior, it aims to identify ways to improve employee productivity, job satisfaction, and organizational effectiveness.
b. Three distinct developments in the history of management thought that have contributed to the current understanding of organizational behavior are:
1. Scientific Management: Developed by Frederick Taylor in the early 20th century, scientific management focused on systematically analyzing work processes to increase efficiency and productivity. Taylor introduced the concept of time and motion studies to optimize tasks and improve performance. This approach had a significant impact on the understanding of organizational behavior by emphasizing the importance of task design, efficiency, and the relationship between workers and their tasks.
2. Human Relations Movement: The human relations movement emerged in the 1930s as a response to the emphasis on efficiency and productivity in scientific management. This movement prioritized the study of human factors such as social interaction, motivation, and job satisfaction. It aimed to improve employee morale, motivation, and productivity by recognizing the importance of social relationships and individual needs. This development highlighted the impact of interpersonal relationships and psychological factors on organizational behavior.
3. Contingency Theory: In the 1960s, contingency theory challenged the idea of universal management principles. It argued that there is no one-size-fits-all approach to managing organizations and that effective management practices depend on the specific circumstances or contingencies. Contingency theory emphasized the need to adapt management techniques and strategies to fit the unique characteristics of each organization and its environment. This development in management thought contributed to the understanding that organizational behavior is influenced by a variety of external factors and necessitates flexible management approaches.
Overall, these three developments in management thought have contributed to the current understanding of organizational behavior by highlighting the importance of task design, human factors, and adaptation to specific circumstances. They have increased awareness of the various factors that influence behavior in the workplace and provided a foundation for the study and improvement of organizational behavior.