Relationship between ob and hrm

Organizational behavior and human resources - Wikipedia

relationship between ob and hrm

Organizational behavior and human resources (OBHR) is a field of study housed in most business schools that has evolved from the overlap in offerings and objectives from courses taught in organizational behavior and human resource management. What is the difference between Domestic HRM and International HRM? What is the difference between HR plans and HRM strategic? Organizational behavior is a term used to define the concept of the behavior for individuals who constitute the human elements of an organization. Since human nature plays a very major part in the overall success of an organization, it is therefore important to have an effective working relationship between.

With the new mandate that they offer strategic advice, it was natural that HR professionals would turn to OD as source of inspiration and solutions.

Now that the lines are blurred, the real question is what should the OD community do about it? Should we go back to a world with more rigid boundaries? HR professionals have already shown they are ready to merge the two functions. But, is that necessarily the right answer? In other words, instead of fighting to keep OD as a separate business function practiced by a select few, OD practitioners could fight to keep OD as a distinct and recognizable business discipline that is used by many.

What Is the Relationship between Organizational Behavior and Human Resource Management?

In my view, the concept of strategic HR is here to stay, and I applaud that fact. Our goal should be to improve the people-side of business, regardless of who is helping to advance that cause. So, in my opinion, a battle over whether businesses should maintain inelastic boundaries between HR and OD is somewhat futile. Rather than trying to segregate things by who does what, the better course is to make sure that practitioners understand and appreciate when they are applying OD to solve a problem and what problems require an OD solution as opposed to an HR solution.

Attract, Retain, and Engage Organization development has the power to dramatically improve companies and the well-being of their employees.

relationship between ob and hrm

For that reason alone, OD deserves real attention by business leaders. But, there is also a strong business case that supports OD. In the 21st century, winning organizations will be those that build an effective employee experience that helps them attract, retain, and engage the right talent.

Meshing the motivations of employees with a company's needs can help leaders achieve goals. Reciprocity Social exchange theory refers to cooperative, reciprocal behavior that emerges when a person is the recipient of some benefit.

relationship between ob and hrm

A relationship begins when a benefactor bestows something upon another and the recipient, in turn, returns the favor by becoming the benefactor. As the exchange of benefits continues, the relationship grows, built on a sense of mutual obligation and an implied contract. In terms of organizational behavior, social exchange theories predict that those in leadership roles can garner employee backing for company agendas if those employees are treated favorably.

If an organization breaks its contract by not keeping benefits up, employees may feel released from their contract with the employer at the cost of loyalty and effort on the company's behalf. Positivity The advent of the 21st century saw the development of a new way of approaching organizational behavior.

Instead of trying to eliminate the negative, current psychological theory looks at accentuating the positive. This new study falls under the positive psychology movement. Helping in creating a working environment that is conducive for his members of staff so as to promote maximum contentment thereby motivating them. Ensuring a fair balance between the personal needs of staff and the needs of the Registry and the university in general. The effectiveness and of any organization is dependent on the efficient use of its resources particularly the human resource.

Human resource functions can be generally classified into three basic functions namely: Personal utilization to meet organizational needs 2. Motivation of employees to meet their needs and organizational needs 3. Maintenance of human relationships. Other human resource management functions include: The basic goal of staffing is to locate qualified applicant who will stay with the organization.

What Is the Relationship Between Organizational Behavior & Psychological Theories? |

In the Registry department, training involves induction of new employees, formal training of staff which may include on the job training. Wages and salary Administration: In the university administration, fixing of salaries is a continuous exercise as position and posts keep changing due to growth and functional advancement.

In the registry department, members of staff are formally appraised annually by their immediate supervisors and the evaluation ratified by the Appointments and promotions committee. In university administration, joint committees comprising management team and trade unions have proved to be effective in resolving conflicts.

What Is the Relationship Between Organizational Behavior & Psychological Theories?

Trade Unions champion the problems and grievances of their members with the view of improving the welfare of their members. The functions of chief administrative officer in the university are many.

Generally though, he is to plan, organize, coordinate, direct and report activities in relation to staff under him.

Understanding Individual Behaviour

Virtually everybody works, plays or is educated in an organization. Attempt must be made to define what an organization is. Ededefines organization as a system of consciously coordinated activities which are deliberately structured for the purpose of realizing specific goals. Daleviews organization thus: Dividing the work and arranging for coordination make up the process of organization and once that is completed, the group may be described as an organization. We can therefore view organizational behaviour as the systematic study of the nature of organizations; how they begin, how they develop and their effects on individual members.

It is also a systematic attempt to understand the behaviour of people in an organization; not just human behaviour but structural behaviour, elements behaviour, systems behaviour and even policy behaviour. Thus for staff in the registry department of the university to function efficiently and effectively, the Registrar must understand the nature of people he is working with and be able to interpret their behaviours.

Organizational behaviour follows the principle of human beha viour: People in an organization are governed by the same psychological mechanisms both on the job and outside the job. Organizational behaviour is human behaviour in a particular setting.

The behaviour of an individual in an organization is determined to some extent by internal and external factors. These include learning ability, motivation, perception, attitude, emotions, frustration etc.

What’s the Difference Between Human Resources and Organizational Development?

Organizational behaviour can also be situational. For example, a normally calm individual is forced into constant close physical aggressiveness with some other people. The behaviour of that individual is therefore a function of interaction between his characteristics and other environmental variables. Organizations are seen as complex systems consisting of interrelated subsistence. Changes or alteration in any part of the system have consequences on other part of the system.

Modification in the system leads to desired positive changes called functions. Negative consequences in response to alteration or change in the system are called dysfunction. Therefore the behaviour of an individual is borne out of the decisions that have been taken in an organization.

Organizations represent constant interaction between structure and process. To get an assignment accomplished in an organization, we need to define who does what.