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Lecture 6

The document provides an overview of Organizational Behavior (OB), emphasizing its significance in enhancing productivity and employee satisfaction within organizations. It covers individual and group behavior, stages of team development, conflict resolution strategies, and the impact of leadership and organizational culture on team dynamics. Additionally, it addresses the challenges and best practices for managing virtual teams in a remote work environment.
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0% found this document useful (0 votes)
21 views13 pages

Lecture 6

The document provides an overview of Organizational Behavior (OB), emphasizing its significance in enhancing productivity and employee satisfaction within organizations. It covers individual and group behavior, stages of team development, conflict resolution strategies, and the impact of leadership and organizational culture on team dynamics. Additionally, it addresses the challenges and best practices for managing virtual teams in a remote work environment.
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Organizational Behavior and Team

Dynamics
Introduction to Organizational Behavior

 Definition of Organizational Behavior (OB): The study of how


individuals and groups behave within an organization.
 Importance of studying OB in professional settings: Helps
improve productivity, employee satisfaction, and organizational
efficiency.
 Key components: Individual behavior (personality, motivation),
group dynamics (teamwork, communication), and organizational
culture (values, norms)
Understanding Individual Behavior in
Organizations
 Personality and its impact on workplace behavior: Different personality
traits (Big Five Model) influence job performance, leadership, and teamwork.
 Perception and decision-making: How employees interpret situations
affects their actions and choices.
 Motivation theories:
 Maslow’s Hierarchy of Needs: Employees are motivated by a series of hierarchical
needs.
 Herzberg’s Two-Factor Theory: Differentiates between hygiene factors (salary, work
conditions) and motivators (achievement, growth).
 Expectancy Theory: Employees are motivated when they believe effort leads to
performance and rewards
Understanding Group Behavior in
Organizations
 Difference between groups and teams: Groups share
information, while teams work toward a common goal.
 Group dynamics and team roles: Belbin’s Team Roles explain
different functions people perform in teams (e.g., leader,
implementer, innovator).
 Social loafing and groupthink: Social loafing occurs when
individuals exert less effort in a group; groupthink happens when
a desire for harmony stifles critical thinking
Stages of Team Development
 Bruce Tuckman’s Model:
 Forming: Team members get acquainted and establish goals.
 Storming: Conflicts arise as roles and expectations are challenged.
 Norming: Team members resolve conflicts and establish norms.
 Performing: The team is productive and works effectively.
 Adjourning: Team disbands after achieving its objectives.
 Characteristics of each stage: Varying levels of trust, cohesion,
and performance.
 Leadership role in guiding teams through stages: Providing
clarity, conflict resolution, and motivation
Team Effectiveness

 Characteristics of effective teams: Clear goals, strong


leadership, mutual accountability, diversity of skills.
 Team cohesion and trust-building: Developing strong
interpersonal relationships improves collaboration.
 Communication and collaboration techniques: Active
listening, constructive feedback, and the use of collaborative
tools
Conflict in Teams
 Types of conflict:
 Task conflict: Disagreements about work-related issues.
 Relationship conflict: Personal conflicts that can harm team
harmony.
 Process conflict: Difference of opinion over work procedures.
 Positive and negative aspects of conflict: Conflict can
drive innovation but also hinder teamwork.
 Sources of team conflict: Miscommunication, competition
for resources, personality differences
Conflict Resolution Strategies

 Thomas-Kilmann Conflict Resolution Model:


 Competing: One party seeks to win over the other.
 Collaborating: Both parties work toward a win-win solution.
 Compromising: Each side makes concessions.
 Avoiding: Ignoring the conflict to prevent escalation.
 Accommodating: One party gives in to maintain harmony.
 Choosing the right strategy based on the situation:
Understanding the nature of the conflict is key
Negotiation Strategies
 Definition and importance of negotiation in teams: Helps
resolve differences and reach agreements.
 Distributive vs. Integrative negotiation:
 Distributive: Win-lose scenario, where one side gains at the other’s
expense.
 Integrative: Win-win approach that maximizes value for all parties.
 BATNA (Best Alternative to a Negotiated Agreement):
Knowing your best alternative strengthens negotiation power.
 Win-win negotiation techniques: Active listening, empathy,
finding common ground
Leadership in Teams
 Leadership styles:
 Transformational: Inspires and motivates team members.
 Transactional: Focuses on structure and rewards for performance.
 Servant Leadership: Prioritizes team members' needs and development.
 Role of a leader in team performance: Guides, motivates, and
facilitates collaboration.
 Influence of leadership on team motivation and conflict
resolution: Effective leaders create a positive work environment
and mediate conflicts
Decision Making in Teams
 Group decision-making techniques:
 Brainstorming: Encouraging creative ideas.
 Delphi Technique: Gaining expert opinions anonymously.
 Nominal Group Technique: Structured discussion to prioritize solutions.
 Common pitfalls:
 Groupthink: Pressure to conform prevents critical thinking.
 Escalation of Commitment: Sticking to a poor decision despite evidence.
 Strategies for effective decision-making: Encouraging diverse
viewpoints, setting clear criteria, using decision-making
frameworks
Organizational Culture and Its Impact
on Teams
 Definition and elements of organizational culture: Shared
values, beliefs, and norms that shape behavior.
 How culture shapes team behavior and performance: Positive
cultures enhance morale, while toxic cultures hinder
performance.
 Strategies for fostering a positive team culture: Encouraging
open communication, recognizing achievements, promoting
diversity
Managing Virtual Teams
 Managing Virtual Teams
 Challenges in remote team collaboration: Lack of face-to-face
interaction, time zone differences, communication barriers.
 Best practices for managing virtual teams: Clear expectations,
regular check-ins, use of collaborative platforms.
 Tools and technologies for effective virtual communication:
Zoom, Slack, Microsoft Teams, project management software

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