Different Models of OB

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Offline Shah Alam Kabir Pramanik

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Different Models of OB
« on: April 05, 2017, 11:14:42 AM »
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.