Organisational Behaviour (OB) is the study of how individuals, groups, and structures influence behaviour within organisations. It borrows lessons from psychology, sociology, anthropology, and management to enhance workplace effectiveness and job satisfaction. Having knowledge of the models of OB enables leaders and managers to use the appropriate approach in given situations, thereby affecting productivity and organisational culture.
The OB models offer explanations as to why employees act and react in their work settings. They represent various philosophies of management, what workers expect, and organizational interactions. The understanding of these models enables professionals to make improved decisions that suit organisational objectives as well as the welfare of the employees.
The Concept of Organisational Behaviour
The study of organisational behaviour is all about understanding the human aspect of organisations. It looks at how organisational performance is affected by motivation, leadership, communication, and teamwork. With the fast-paced business world today, organisational behaviour has become more important as organisations realise that people are their greatest assets.
The significance of OB comes from the fact that it enables managers to predict workplace problems and effect changes for the better. Whether it is enhancing morale, lessening turnover, or optimizing teamwork, OB has evidence-based solutions that are vital to growth sustainability.
The Importance of Organizational Behavior
The relevance of organizational behavior goes beyond academia—it has direct effects on real-world results. A thorough grasp of OB ensures managers make better decisions, drive innovation, and create a more harmonious relationship between staff. It also aids in creating organizational culture and employee engagement.
Organizations that value OB are better positioned to cope with change, handle diversity, and sustain high productivity. Such advantages render the study of OB an essential component of leadership and management training globally.
Five Key Models of Organisational Behaviour
There are five major models of organisational behaviour that differ in features, and each has consequences for management style.
- Autocratic Model
The autocratic model relies on the principles of authority and control. Here, managers decide everything while the employees are supposed to implement the “command” without asking. Such a practice can lead to employees’ dissatisfaction up to a certain point; however, in the case of quick decision-taking, this approach may prove to be effective.
This model is one of the earliest in organisational behaviour and is commonly used in military or highly structured organisations. While it ensures discipline, it can hinder creativity and lower motivation over time.
- Custodial Model
The custodial model focuses on providing economic security to employees. In this approach, managers offer benefits like health insurance, pensions, and job stability to ensure loyalty. While this improves employee welfare, it does not always lead to higher performance if other motivational factors are ignored.
The custodial model highlights the role of economic incentives in retaining talent, although it may not cover employees’ deeper psychological needs.
- Supportive Model
The supportive model emphasizes leadership, encouragement, and support instead of control. Managers act as coaches, helping employees grow both professionally and personally. This approach promotes higher motivation and job satisfaction.
Among the models of organisational behaviour, the supportive model aligns well with modern workplace values such as empowerment and collaboration. It shows how important organisational behaviour is for building trust and commitment between management and staff.
- Collegial Model
The collegial model treats employees as partners rather than subordinates. This model encourages teamwork and shared responsibility for organisational success. Leaders serve as facilitators, and employees feel a sense of ownership in their work.
This model’s effectiveness comes from its focus on equality, mutual respect, and open communication. It is often applied in knowledge-based industries where creativity and problem-solving matter most.
- System Model
The system model is the most progressive of all organisational behaviour models. It is based on trust, shared values, and long-term goals. Organisations adopting this model prioritise employee well-being, personal development, and corporate social responsibility.
This model’s importance lies in its holistic approach, considering not only the economic and psychological needs of employees but also their social and ethical goals.
Selecting the Appropriate model
There is no single model that is suitable for all situations. The appropriate model depends on organisational size, industry, culture, and the specific situation faced by the organisation. For instance, an autocratic model may be appropriate in a crisis in order to take fast action. In contrast, a collegial or system model may better serve a creative industry.
Management needs to know these models of organizational behavior so they can alter their style appropriately in order to meet changes in needs. This flexibility is part of the overall importance of OB since it affects employee engagement, performance, and, ultimately, the organizational success.
Conclusion
The models of organisational behavior offer valuable insights into how organizations work and how employees respond to different management styles. The traditional autocratic model and the modern system model each have their own advantages and limitations.
Understanding organizational behavior helps leaders select the best approach for their teams and situations. When managers grasp these models and apply them effectively, they can create workplaces that are productive, supportive, engaging, and flexible to change.
Ultimately, organizational behavior is more than just managing people; it’s about understanding them. This understanding is essential for building successful organizations in today’s competitive landscape.
