Organizational Behavior

• time consuming
• ambigious accountability
• values applied vary depending on outcomes of politival batttles
• increased diversity of views
• more complete information and knowledge

• sometimes make better decisions
• can make better anlyses and desicions
• have control over thei members
• help to pffset the negative effects of large organization

• fog - individuals don't clearly see the outcome of their contribution to the result
• communication drain - resources are used to carify instead of achieving results
• confict / other barriers - differences of opinion require time / resources to be resolved

the tendeny to give up your individual action /creativitiy in order to adjust to the group

tendency of member to do less than they are capable of individually, responibility becomes spread out and unclear.

Roles are types of behavior that group members expect from each other. Certain attitudes and actual behaviors are consitent with a role. 

(Alpha, Beta, Gamma Omega)

Norms are standards of behavior within a group that are shared by the members. Norms give rise to shared expectations about who should do what in particular situations. 

New members generally adjust to norms as  part of getting used to the new jobs. Norms influence group behavior the way values influence individual behavior. 

Degree to which memebers are attracted to each other and are motivated to stay in a group. 

Performance related norms and cohesivness increase the productivity of a group. 

• the amount of time spent together
• severity of initiation (the more difficult it is to become part of a group the more cohesive this group will be)
• group size (the group mustn't be to big because the forming of cliques can occur)
• gender of members (women are more cohessive than men)
• external threats (if the group is under attack cohisevness will increase)
• previous success (success attracts and unites members)

1. sill
2. maintenance
3. tasks
4. goals, rewards and resources 
5. technology 
6. diversity (more creative but more conflict)
7. group size (5-7 is ideal)

1. Commitment (Engagement)
2. Competence
3. Common goal

• Teams can fail on the individaul and on the organizational levels.
• Failure on the individual level is often due to: - unclear roles, lack of leadership (or poor leadership), insufficient or meaningless rewards
• Failure on the organizational levels: - unclear instructions, lack of information, the mechansms that hold the team accountable failed - lack of management support

a capacity that A has to influence the behavior of B so that B does things he or she would not do otherwise. 

if there is power there is also dependency.

The more dependent B is on A the more power A has over B

Dependenxy is determined by the alterntives that are perceived. 

formal power

- Coercive power is dependent on fear (punishments)

- reward power (promotions, recognition, etc.)

- legitimate power (uses formal authority and acces to an organizations resources)

personal power

- expert power (is based on knowledge, specialist skill and information

- referent power ( is based on identifying with a person who has desirable resources or personal traits)

Research has shown that personal power is more effective for organizations. 

1. self-descriptions
2. conformity
3. giving accounts
4. acclaiming
5. apologies
6. flattery
7. favors

1. reason
2. friendliness
3. coalition
4. bargaining (exchanging benefits)
5. assertiveness
6. higher authoroty
7. sanctions

• build an image of success
• develop a network
• be a knowledge worker
• limit access to information
• create onligation in others
• indentify with powerful people

• How uniform are organizations culture?
• Organizations generally have (dominant culture / subclutures)
• How strong / weak is an organizations culture? - strong cultures increase cohesivness (loyalty and commitment)

The organisations HR practices:

•  selection
• evaluation
• compensation
• training
• promotion

Top managers communication style, dress, willingnes to take risk

Socializations: how new emplyees are taught the values of the organization

• throught stories
• through rituals
• through material / symbols
• through language

• Habits
• Security
• Economic reasons
• Fear
• Selevtive information precessing (we tend to hear what we want to hear in order to maintain beliefs, values, etc.  we ofte avoid information that challenges the world we have created for oursleves.)