ANSWER TO SHORT QUESTION PART 2 FOR MGMT AND ORGANIZATION BEHAVIOR

 SHORT QUESTIONS MGMT AND ORGANIZATION BEHAVIOR PART 2

   MASLOW’S NEED HEIARCHY

   A.H MASLOW DEVELOPED A CONCEPTUAL FRAMEWORK FOR UNDERSTANDING HUMAN MOTIVATION. HE DEFINED A PERSON’S EFFECTIVENESS AS A FUNCTION OF MATCHING MAN’S OPPORTUNITY WITH THE APPROPRIATE POSITION OF HIERARCHY OF NEEDS. HE PROPOSED THAT HUMAN NEEDS CAN BE ARRANGED IN A PARTICULAR ORDER FROM LOWER TO HIGHER. MAN IS WANTING ANIMAL. HE IS NEVER FULLY SATISFIED. HE FULFILL ONE NEED ,OTHER NEED ARISE.THE NEED HIERARCHY IS AS :-

1.       BASIC PHYSIOLOGICAL NEEDS:-FOOD,CLOTHING ,SHELTER ETC. BASIC NEEDS

2.       SAFETY AND SECURITY NEEDS:-JOB SECURITY,SECURITY OF HIS NEAR AND DEAR ONE,SECURITY OF PROPERTY ETC

3.       SOCIAL NEEDS:-LIKE SOCIAL RELATIONSHIP,SOCIAL INTERACTIONS ETC

4.       EGO ( ESTEEM AND STATUS): RECOGNITION IN SOCIETY

5.       SELF FULFILLMENT NEEDS:-REALIZING ONE’S POTENTIALITIES FOR CONTINUED SELF DEVELOPMENT

   COMPARISON OF HERZBERG AND MASLOW MODEL

   MASLOW

A.      SEQUENTIAL ARRANGEMENT OF NEEDS

B.       DESCRIPTIVE

C.       UNSATISFIED NEED ENERGIZE BEHAVIOR AND CAUSE PERFORMANCE

D.      ANY NEED CAN BE MOTIVATIONAL IF IT IS RELATIVELY UNSATISFIED

E.       TAKES A GENERAL VIEW OF THE MOTIVATIONAL PROBLEM OF ALL WORKERS

F.       BASED ON INTUITION ONLY

   HERZBERG

1. NO HIERARCHICAL ARRANGEMENT OF NEEDS
2. PRESCRIPTIVE
3. SATISFIED NEED CAUSE PERFORMANCE
4. TAKE A MICRO VIEW AND DEALS WITH WORK ORIENTED MOTIVATIONAL PROBLEMS OF HIGHER LEVEL PROFESSIONAL EMPLOYEES
5. MOTIVATION HYGIENE THEORY IS BASED ON THE STUDY OF EMPIRICAL DATA COLLECTED FROM PROFESSIONAL,ACCOUNTANT AND ENGINEER
6. MANAGERIAL GRID MODEL

·         THE MANAGERIAL GRID

Ø  THE MANAGERIAL GRID MODEL( 1964) IS A STYLE LEADERSHIP MODEL DEVELOPED BY ROBERT R BLAKE AND JANE MOUNTON.

Ø  THIS MODEL ORIGINALLY IDENTIFIED FIVE DIFFERENT LEADERSHIP STYLES BASED ON THE CONCERN FOR PEOPLE AND THE CONCERN FOR PRODUCTION. THE OPTIMAL LEADERSHIP STYLE IS BASED ON THEORY Y. THE GRID THEORY WAS UPDATED WITH TWO ADDITIONAL LEADERSHIP STYLE AND WITH A NEW ELEMENT RESILIENCE AND   IN 1999 THE POWER TO CHANGE.

Ø  GRID MEANS AN IRON GRATING,A FRAMEWORK OF PARALLEL BARS.ON X AXIS WE TAKE CONCERN FOR PRODUCTION AND ON Y AXIS WE TAKE CONCERN FOR PEOPLE

Ø  MANAGERIAL GRID

1.       THE 9,1 MANAGERIAL STYLE ( TASK)_--AUTOCRATIC STYLE OF LEADERSHIP. FOCUS ON TASK AND JOB REQUIREMENT

2.       THE 1,9 MANAGERIAL STYLE ( COUNTRY CLUB) NOW (ACCOMMODATING) WORK IS DONE LEISURELY AND BOSS IS MORE OF BIG BROTHER

3.       THE 1,1 MANAGERIAL STYLE ( IMPOVERISHED):MINIMUM INVOLVEMENT

4.       5,5 MANAGERIAL STYLE ( MIDDLE ROAD) ( NOW STATUS QUO): BALANCE AND COMPROMISE

5.       THE  SOUND( PREVIOUSLY TEAM) 9,9__CONTRIBUTE AND COMMIT

Ø  DEPARTMENTATION

   MEANS DIVISION OF WORK INTO SMALLER UNITS AND THEIR REGROUPING INTO BIGGER ON THE BASIS OF SIMILARITY OF FEATURES. EACH DEPARTMENT IS HEADED BY A PERSON KNOWN AS DEPARTMENTAL MANAGER.

   IT INVOLVE DIVIDING AN ORGANIZATION INTO DIFFERENT DEPARTMENTS WHICH PERFORM TASKS ACCORDING TO DEPARTMENTS SPECIALIZATIONS IN THE ORGANIZATION. IT AS MEANS OF STRUCTURING AN ORGANIZATION CAN BE FOUND IN BOTH THE PUBLIC AND PRIVATE ORGANIZATION. TYPES OF DEPARTMENTALIZATION:-

•                       FUNCTIONAL DEPARTMENTALIZATION

•                       DIVISIONAL

•                       GEOGRAPHICAL

•                       PRODUC

•                       PROCESS

Ø  THEORY Z

qGIVEN BY DR WILLIAM OUCHI’S SO CALLED JAPANESE MGMT STYLE AND IT IS FOCUSED ON INCREASING EMPLOYEE LOYALTY TO THE COMPANY BY PROVIDING A JOB FOR LIFE WITH A STRONG FOCUS ON THE WELL BEING OF THE EMPLOYEE BOTH ON AND OFF THE JOB.

qIT TEND TO PROMOTE THE STABLE EMPLOYMENT,HIGH PRODUCTIVITY AND HIGH EMPLOYEE MORALE AND SATISFACTION

qJAPANESE MGMT AND THEORY Z WERE BASED ON DR. W EDWARD DEMING’S FAMOUS 14 PRINCIPLES.

qFEATURES OF Z THEORY:-

i.            MUTUAL TRUST

ii.            STRONG BOND BETWEEN ORGANIZATION AND EMPLOYEES

iii.            EMPLOYEE INVOLVEMENT

iv.            INTEGRATED ORGANIZATION

v.            COORDINATION

vi.            INFORMAL CONTROL SYSTEM

vii.            HUMAN RESOURCE DEVELOPMENT

ØCONSENSUS MAPPING

ØIS GROUP DECISION MAKING PROCESS IN WHICH GROUP MEMBERS DEVELOP AND AGREE TO SUPPORT A DECISION IN THE BEST INTEREST OF THE WHOLE.

ØCONSENSUS MAY BE DEFINED PROFESSIONALLY AS AN ACCEPTABLE SOLUTION,ONE THAT CAN BE SUPPORTED THOUGH NOT FAVORED BY INDIVIDAULLY.AS A DECISION MAKING PROCESS IT AIM TO:-

i.            AGREEMENT SEEKING

ii.            COLLABORATIVE

iii.            COOPERATIVE

iv.            ALL THE MEMBERS HAVE THE OPPORTUNITY TO BE HEARD AND AMEND PROPOSAL

v.            INCLUSIVE AND PARTICIPATORY

ØGROUP BEHAVIORAL MODEL

§GROUPS ARE COMPOSED OF INDIVIDUALS. HENCE THE GROUP BEHAVIOR MEANS BEHAVIOR OF ITS MEMBERS, EACH MEMBERS OF THE GROUP AFFECTS THE BEHAVIOR OF OTHER MEMBERS AND IN TURN IS AFFECTED BY THEM. FOR STUDYING GROUP BEHAVIOR ONE SHOULD E AWARE OF GROUP NORMS,GROUP COHESION,GROUP ROLE,GROUP CONFLICT AND GROUP DECISION MAKING.

§GROUP BEHAVIOR MODEL:-

§EXTERNAL CONDITIONS IMPOSED ON THE GROUP:-

i.            LEADERSHIP

ii.            RULES

iii.            RESOURCES

iv.            EVALUATION OF REWARDS

§GROUP MEMBER RESOURCES:-

i.            ABILITIES

ii.            PERSONAL CHARACTERISTICS

iii.            ROLE  AND ROLES IN GROUP

§GROUP STRUCTURE

§GROUP PROCESS

§GROUP TASKS

§PERFORMANCE AND SATISFACTION

ØSEMANTIC BARRIER

ØSEMANTIC BARRIERS REFERS TO THE OBSTACLES CAUSED IN COMMUNICATION DUE TO PROBLEMS WITH THE INTERPRETATION OF WORD MEANING. SEMANTIC IS THE STUDY OF MEANING,SIGNS AND SYMBOLS USED FOR COMMUNICATION, THE WORD IS DERIVED FROM SEMA GREEK WORD MEANS SIGN AND SEMANTIC BARRIER MAKE THE MESSAGE DIFFICULT OT UNDERSTAND

ØFOR EXAMPLE THE WORD WOKE SIMPLY MEANS ALREADY AWAKE BUT MILLENNIAL USE THIS TERM TO SIGNIFY INDIVIDUALS USUALLY MEMBER OF THIS GENERATION WHO ARE SOCIAL AWARE.LIKE WORD BUY,BY AND BYE HAVE SAME PRONUNCIATION BUT DIFFERENT MEANING AND SPELLING.