Understanding Different Models of Organizational Behaviour

Models of organizational behaviour refer to frameworks or theories that help explain how individuals and groups act within organizations. These models provide insights into the various factors that influence behaviour in the workplace, including individual characteristics, interpersonal interactions, and organizational structure. 

Table of Contents

• Different Models of Organizational Behaviour
• Autocratic Model
• Custodial Model
• Supportive Model
• Collegial Model
• System Model
• Characteristics of Models of Organizational Behaviour

Different Models of Organizational Behaviour

Here are the main types of organizational behaviour models explained in detail:

1. Autocratic Model

In the autocratic model, authority is the central principle. Management holds all the power and decision-making rights. Employees are expected to follow orders without questioning or contributing to the decision-making process. The flow of authority is strictly top-down, and compliance is enforced through rigid rules and supervision.

The autocratic model is characterized by a centralized power structure where management holds all authority and decision-making power. Employees are expected to comply with directives without input or resistance.

This model of organizational behaviour can lead to high levels of dependency on the manager, low morale, minimal employee initiative, and potentially high turnover if employees feel undervalued.

2. Custodial Model

The custodial model is centered on providing economic security and resources to employees. This includes benefits such as job security, pensions, and other financial incentives. The main goal is to satisfy employees' economic needs, making them loyal and dependent on the organization for their financial well-being. This creates a stable environment where employees feel secure but may not be highly motivated to excel beyond basic requirements.

The custodial model focuses on providing economic benefits and job security to employees, aiming to develop loyalty as well as dependence on the organization.

This model often results in employee satisfaction due to financial security but may not significantly motivate higher productivity or creativity.

3. Supportive Model

Leadership is the cornerstone of the supportive model. Here, managers focus on supporting and motivating their employees rather than merely controlling them. This involves building a positive work environment, encouraging personal and professional growth, and providing the necessary resources and support to help employees succeed. Effective leadership in this model involves empathy, active listening, and a genuine concern for employees' well-being.

The supportive model is based on leadership that emphasizes employee support and encouragement. Managers focus on motivating and enhancing job performance through supportive behaviours.

Employees will have higher job satisfaction and motivation, feel valued and supported, and are more likely to be productive and innovative.

4. Collegial Model

The collegial model emphasizes the concept of partnership. In this model, managers and employees work together as colleagues, sharing responsibility and decision-making. The organizational culture promotes teamwork, collaboration, and mutual respect. Employees are seen as partners in achieving organizational goals, leading to a more democratic and inclusive work environment where everyone’s input is valued.

The collegial model emphasizes teamwork and partnership between employees and management. It fosters a collaborative environment where employees work together towards common goals.

Employees feel a strong sense of belonging and responsibility, leading to high job satisfaction, motivation, and commitment to organizational goals.

5. System Model

Interdependence is the key concept in the system model. This model views the organization as a complex system of interrelated and interdependent parts, including individuals, teams, departments, and external stakeholders. Success depends on the harmonious interaction of all these parts. The focus is on understanding how different elements of the organization affect each other and ensuring that they work together effectively to achieve common goals. Adaptability and continuous improvement are essential to maintaining balance and achieving optimal performance.

The system model views the organization as a complex set of interrelated elements that must work together harmoniously. It emphasizes the importance of understanding the organization's interactions with its environment and the interdependencies within the organization.

Employees understand their role within the larger system, which can lead to greater alignment with organizational goals, flexibility, and responsiveness to change.

Characteristics of Models of Organizational Behaviour

The following are the characteristics of different types of models of organisational behaviour:

1. Autocratic Model

• All major decisions are made by top management. There is little to no input from employees.
• Employees are closely monitored to ensure compliance with directives. There is a clear hierarchy, and subordinates are expected to follow orders without question.
• The organization values obedience and expects employees to adhere strictly to rules and regulations. Any deviation from expected behaviour is typically met with disciplinary action.
• Employees have very little freedom to make decisions or suggest improvements. Innovation and creativity are often stifled.

2. Custodial Model

• The organization provides substantial job security and several benefits including pensions, health insurance, and other financial incentives.
• Employees receive regular bonuses, raises, and other monetary rewards to ensure their financial well-being.
• The focus is on creating a safe and predictable workplace where employees feel secure in their jobs.
• By meeting employees' economic needs, the organization fosters loyalty and reduces turnover.

3. Supportive Model

• Managers are expected to lead by example, showing genuine concern for their employees and providing the support they need to succeed.
• The organization prioritizes creating a positive work environment where employees feel valued and motivated.
• Opportunities to train, develop, and advance in career advancement are readily available, encouraging employees to grow within the organization.
• Employees are regularly acknowledged for their contributions, boosting morale and motivation.

4. Collegial Model

• Decision-making is shared among managers and employees. Input from all levels is valued and considered.
• The organization fosters a team-oriented culture where employees work together towards common goals.
• Employees and managers view each other as partners. There is mutual respect, and responsibilities are shared equally.
• Employees are encouraged for taking initiative and coming up with innovative solutions. Creativity is highly valued and supported.

5. System Model

• The organization is seen as a system of interrelated parts that must work together harmoniously.
• Efforts are made to align individual goals with organizational objectives to ensure both employee satisfaction and organizational success.
• The organization is flexible and adaptable, recognizing that change is constant and necessary for growth.
• Understanding that the success of one part of the organization depends on the success of others. Collaboration and cooperation are essential for overall effectiveness.

Conclusion

Understanding the different models of organizational behaviour is important for any organization aiming to enhance its effectiveness and foster a positive work environment. Each model of organizational behaviour offers unique approaches to managing and motivating employees, tailored to specific organizational needs and cultures.

By understanding and implementing the appropriate model, organizations can align their strategies with their goals, creating a harmonious and productive work environment. This alignment helps achieve organizational objectives while ensuring employee satisfaction and growth, ultimately leading to a more resilient and successful organization.