Author Topic: Different Models of OB  (Read 507 times)

Offline Shah Alam Kabir Pramanik

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Different Models of OB
« on: November 19, 2015, 07:07:25 PM »
Different Models of OB
OB Models constitute the belief system that dominates managements thought and affects management actions in each organization. By the nature and climate the OB models are the following types-
1. Autocratic model
2. Custodial model
3. Supportive model
4. Collegial model
1. Autocratic Model: The autocratic model depends or power. In an autocratic environment the managerial orientation is formal, official authority. Management does the thinking, the employees obey the orders. Under autocratic conditions the employee orientation is obedience to a boss not respect for a manager. The psychological result for employees is dependence on their boss, whose power to hire fire and perspire. The boss pays minimum wages because minimum performance is given by employees.

The autocratic model was an acceptable approach to guide managerial behavior when there were no well- known alternatives and it still can be useful under some conditions, such as organizational crises.

2. Custodial Model: A successful custodial approach depends on economic resources. The resulting managerial orientation is toward money to pay ways and benefits. Since employees physical needs are already reasonably met, the employer looks to security needs as motivating forces. Employee psychological result depends on organization rather then boss, Employees now depends on organizations for their security and welfare. The performance results of this model depend on passive co-operation.

3. Supportive model: The supportive model depends on leadership instead of power or money, Management’s orientation is to support the employee’s job performance rather than to simply support employee benefit payments as in the custodial approach. Since management supports employees in their work, the psychological result is a feeling of participation and task involvement in the organization. Employee thinks about the status and recognition because lower level demands have already satisfied automatically. Employee always tries to develop their works willingly.
4. Collegial model: A useful extension of the supportive model is the collegial model. The collegial model depends on management’s building a feeling of partnership with employees. The managerial orientations are toward teamwork. The employee’s response to this situation is responsibility. The psychological result of the collegial approach for the employee is self discipline. In collegial environment the employee feel some degree of fulfillment and self actualization. This self actualization will lead to moderate enthusiasm in performance.

JEWEL KUMAR ROY

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Re: Different Models of OB
« Reply #1 on: November 22, 2015, 11:42:08 AM »
Thanks for sharing.

Offline shahanasumi35

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Re: Different Models of OB
« Reply #2 on: November 22, 2015, 04:17:23 PM »
Good post.

Offline Shah Alam Kabir Pramanik

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Re: Different Models of OB
« Reply #3 on: November 23, 2015, 12:03:56 PM »
Thanks

Offline sajib

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Re: Different Models of OB
« Reply #4 on: November 30, 2015, 03:12:23 PM »
Keith Davis recognizes four different models of OB. These models show evolution of the thinking and behaviour on the part of management and managers alike. The four major models or frameworks that organizations operate out of:

Autocratic - The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.

Custodial - The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation.

Supportive - The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives.

Collegial - The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm.
Kamrul Hossain Sajib
Assistant Controller of Examination
Daffodil International University

Offline Shah Alam Kabir Pramanik

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Re: Different Models of OB
« Reply #5 on: January 04, 2016, 03:54:37 PM »
Fine

Offline munna99185

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Re: Different Models of OB
« Reply #6 on: January 18, 2016, 04:55:26 PM »
Thanks for sharing.


Sayed Farrukh Ahmed
Assistant Professor
Faculty of Business & Economics
Daffodil International University


Offline hassan

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Re: Different Models of OB
« Reply #7 on: January 19, 2016, 08:28:58 AM »
Good post. Thanks for sharing.
Md. Arif Hassan
Assistant Professor &
Associate Head
Department of Business Administration
Faculty of Business and Economics
Daffodil International University

Offline Shah Alam Kabir Pramanik

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Re: Different Models of OB
« Reply #8 on: May 25, 2016, 05:23:59 PM »
Thanks

Offline Nusrat Nargis

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Re: Different Models of OB
« Reply #9 on: June 01, 2016, 01:06:29 PM »
thanks for sharing.
Nusrat Nargis

Assistant Professor
Department of Business Administration
Daffodil International University

Offline Nurul Mohammad Zayed

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Re: Different Models of OB
« Reply #10 on: July 02, 2016, 02:32:13 AM »
Can you give us some ideas about charismatic leadership........
Nurul Mohammad Zayed
Assistant Professor & Head
Department of Real Estate
Faculty of Business & Economics
Daffodil International University

Offline Showrav.Yazdani

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Re: Different Models of OB
« Reply #11 on: July 02, 2016, 11:50:17 AM »
Thanks for sharing.
Regards,
Showrav
Lecturer
Dept. of Business Administration