MODELS OF ORGANISATIONAL BEHAVIOUR

Organisations are social systems. People who are responsible for managing them needs to understand how they function. Organisational Behaviour refers to the behaviour of people in the organisations because organisations themselves do not behave.  OB covers three determinants of behaviour within organisations – Individuals, Groups and Structure.

Most common Models of Organisational Behaviour are:

1. Autocratic Model: This model is based on the ‘power of the boss’.

• Organisations with an autocratic environment are Authority Oriented. It assumes that the employees are to be pushed, persuaded and directed to perform better. The management does the thinking, and employees obey the orders. This view of management has been developed by Douglas McGregor in his Theory X. The employees depends completely upon the boss in this model.
• The autocratic model have been successful in some situations where the workers are lazy and tend to work slowly. It is also suitable when work to be done is time bound. Managers threaten the employees by reducing the wages if the work is not done on time.
• This model is not applicable in the present scenario as workers are educated and organised. There are also strict minimum wages laws in countries.

1. The Custodial Model: This model came into existence to overcome the shortcomings of the autocratic model.

• The insecurity and constant frustration felt by the workers under the autocratic model sometimes led to aggression towards the boss. This called for a new model that improved the employer-employee relationship. The custodial model was used by progressive managers.
• The custodial model emphasis on economic rewards and benefits. The employees under this model depend upon the organisation rather than their boss. The employees under this model is satisfied and happy. The main benefit of this model is that it brings satisfaction and security to the employees.
• The problem faced by this model is that it depends on material rewards only to motivate the employees. But the employees have their psychological needs also.

1. The Supportive Model: The supportive model has originated from the ‘Principles of Supportive Relationships’ by Rensis Likert.

• The supportive model mainly depends upon leadership instead of power or money. This model provides a favourable organisational climate with the help of supportive leadership in which employees are helped to grow to their greatest capabilities in compliance with the organisational goals.
• This model assumes that the workers are not lazy. If properly motivated, the workers can be self-directed and creative to the organisation.
• Rather than simply giving the employees payments and benefits as in the case of the custodial model, the organisation should also focus on the psychological need of the employees as well under the supportive model.
• This model is an improvement of the above models as it helps in creating a friendly superior-subordinate relationship with a strong sense of confidence and trust.

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