Week 4

1
Week 4 Managerial Behavior and Effectiveness

• MGT 30525 - ORGANIZATIONAL BEHAVIOR
• Dr. K. A. S. P. Kaluarachchi
• Senior Lecturer
• Department of Management and Organization Studies
• Faculty of Management and Finance
• University of Colombo

2
Learning Outcomes

• At the end of this lesson, you will be able to
• Identify two ends of managerial behavior
• Identify the characteristics of Z organization
• Describe four types of management systems
• Know how to manage people effectively
• Identify the Golden Rule Management

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Two Ends of Managerial Behavior

• Theory X and Theory Y Management
• Theory X represents the carrot-and-stick
  assumptions on employees
• the average person is lazy and dislike to work
• most people must be coerced, controlled, directed
  and threatened with punishment
• people avoid responsibility, prefers to be
  directed, lacks ambition and values security
• motivation occurs at the physiological
• and security levels

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Two Ends of Managerial Behavior.

• The central principle of Theory Y is the
  integration of individual and organizational
  goals
• for most people work is as natural as play or
  rest
• people are self-directed, self-committed, and
  self-controlled
• given the right conditions, the average worker
  seeks responsibility
• their capacity for creativity problem-solving is
  distributed
• motivation occurs as affiliation, esteem,
• and self-actualization

5
Theory Z Organization

• The characteristics of a Theory Z organization
  are described as
• long-term employment
• relatively slow process of evaluation and
  promotion
• development of company-specific skills, and
  moderately specialized career path
• implicit, informal control mechanisms supported
  by explicit, formal measures
• participative decision-making by consensus
• collective decision-making but individual
  ultimate responsibility
• broad concern for the welfare of subordinates and
  co-workers as a natural part of a working
  relationship, and informal relationships among
  people

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Management Systems

• System 1 Exploitive authoritative Decisions are
  imposed on subordinates, motivation is based on
  threats, there is very little teamwork or
  communication responsibility is centered at the
  top of the organizational hierarchy
• System 2 Benevolent authoritative Motivation is
  based on a system of rewards, only limited
  teamwork or communication responsibility at
  managerial levels but not at lower levels of the
  organizational hierarchy

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Management Systems..

• System 3 Consultative Leadership involves some
  trust in subordinates, motivation is based on
  rewards but also some involvement, a fair degree
  of teamwork, and communication takes place
  vertically and horizontally responsibility for
  achieving the organizational goals is spread more
  widely throughout the hierarchy
• System 4 Participative Leadership involves
  trust and confidence in subordinates, motivation
  is based on rewards for achievement of agreed
  goals, participation and a high degree of
  teamwork and communication responsibility for
  achieving the organizational goals is widespread
  throughout the hierarchy

8
Effective Management of People

• Consideration, respect and trust The majority of
  staff will respond constructively if treated with
  consideration and respect, and as responsible
  individuals who wish to serve the organization
  well
• Recognition and credit Positive feedback on good
  performance is a strong motivator and staff are
  then more likely to accept and respond to
  constructive criticism. If staff are to take a
  pride in their work they need to know when they
  are
• performing well and to receive
• appropriate recognition for their efforts

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Effective Management of People.

• Involvement and availability Involve with the
  work of the staff and understand the difficulties
  of their duties and responsibilities. Ensure an
  open flow of communications and encourage
  participation and feedback
• Fair and equitable treatment Treat people fairly
  but according to merit. Ensure justice in
  treatment, equitable systems of motivation and
  rewards, clear human
• resource management
• policies and procedures,
• avoidance of discrimination,
• and full observance of all
• laws and codes of conduct
• relating to employment

10
Effective Management of People.

• Positive action on an individual basis Treat
  members of staff as individuals. Deal with
  individual situations on an individual basis and
  avoid the blanket approach. For example, it has
  come to the managers attention that a couple of
  members of staff have failed to provide some
  urgently requested information on time
• Emphasis on end-results Place emphasis on
  end-results and levels of actual performance and
  achievement rather than on compliance with
  detailed instructions, rules or regulations

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Effective Management of People.

• Staff and customer satisfaction Supportive and
  harmonious working relationships are more likely
  to create a working environment that results in
  high levels of both staff and consumer
  satisfaction
• Staff and customer satisfaction Supportive and
  harmonious working relationships are more likely
  to create a working environment that results in
  high levels of both staff and consumer
  satisfaction
• Positive action on an individual basis Treat
  members of staff as individuals. Deal with
  individual situations on an individual basis and
  avoid the blanket approach. For example, it has
  come to the managers attention that a couple of
  members of staff have failed to provide some
  urgently requested information on time

12
Golden Rule Management

• The philosophy of Golden Rule Management is
  applied in such ways as
• Treat people fairly but according to merit
• Make the other person feel important
• Motivate people through giving praise
• Encourage feedback and dont undervalue the
  ability to listen
• Sandwich every bit of criticism between two
  layers of heavy praise
• An open-door philosophy
• Help other people get what they want
• Never hide behind policy

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Questions and Answers ??//

• Thank you very much!