Summary of "Models of Organizational Behavior"

Summary of “Models of Organizational Behavior”

This video presents an overview of five key models of organizational behavior, tracing their evolution from early industrial practices to modern approaches emphasizing employee commitment and organizational culture. The speaker explains each model’s characteristics, underlying philosophy, and impact on employee motivation and management style.

Main Ideas and Concepts

1. Introduction

The video is part of a larger course on organizational behavior covering leadership theories, motivation, attitudes, perception, and personality types.
Today’s focus: Evolution of organizational behavior models—from autocratic to system model.

2. Five Models of Organizational Behavior

1. Autocratic Model

Originated during the Industrial Revolution.
Characterized by a dictatorship style: managers give orders; employees must obey without participation.
Power centralized with employers (hire and fire).
Employees work under fear and intimidation, with minimal wages and low motivation.
Employees are mostly unskilled and untrained.
Two types of employees:
- Majority who work just to survive.
- A few who work hard to gain favor and rewards from the boss.
Overall performance is minimal.

2. Custodial Model

Shift from fear-based control to providing economic and social security.
Managers begin to consider employee needs and job security.
Emphasis on rewards such as higher pay, benefits, incentives.
Motivation is driven by employees’ desire to earn rewards.
Improved employer-employee relations.
Economic conditions influenced the success of this model.
Employees motivated by security and reward rather than fear.

3. Supportive Model

Focus on a motivated and inspiring leader rather than control or rewards.
Leadership based on motivation, respect, and positive relationships.
No authoritarian control or reward dependency.
Emphasis on creating a positive work environment and mutual support.
Employees feel valued and respected, which naturally motivates them.
Reference to Elton Mayo’s Hawthorne experiment highlighting the importance of social factors and supportive supervision.
Managers act as supporters, fostering motivation through good treatment and open communication.

4. Collegial Model

Organizational structure becomes flat; no bosses or subordinates.
Everyone works as equals and as a team.
Manager acts as a coach guiding and motivating the team.
Focus on team performance and individual responsibility.
Removes hierarchy and status concerns.
Success depends on management’s ability to foster strong partnerships and teamwork.
Seen as an extension of the supportive model with structural changes.

5. Systems Model

Current and emerging model in modern organizations.
Employees seek more than salary and security—they want meaningful, challenging work.
Managers focus on increasing employee commitment, motivation, and loyalty.
Manager shows emotional intelligence: compassion, sensitivity, and support.
Emphasis on trust, optimism, self-determination, and training.
Creates a positive organizational culture that drives performance.
Employees feel connected to the organization like a family, leading to long-term commitment and discretionary effort.
The ultimate goal is organizational growth through employee loyalty and commitment.

3. Summary of Models

Autocratic: Work by fear.
Custodial: Work for rewards.
Supportive: Work with support and motivation.
Collegial: Work as equals in a flat structure.
Systems: Work with commitment and emotional connection.

4. Closing

Encouragement to subscribe, like, and share for knowledge dissemination.
Emphasis on sharing knowledge to help others.

Detailed Methodology / Key Points

Autocratic Model:
- Manager makes all decisions.
- Employees obey orders under threat.
- Minimal employee involvement.
- Motivation by fear.
Custodial Model:
- Manager provides economic and social security.
- Rewards and benefits used to motivate.
- Improved employee satisfaction.
- Motivation by reward.
Supportive Model:
- Leader inspires and motivates.
- Positive interpersonal relationships.
- No fear or reward dependency.
- Motivation by respect and support.
- Open communication encouraged.
Collegial Model:
- Flat organizational structure.
- No hierarchy; everyone equal.
- Manager acts as coach.
- Teamwork and shared responsibility.
- Focus on collective and individual performance.
Systems Model:
- Holistic approach focusing on commitment.
- Manager shows emotional intelligence.
- Emphasis on trust, optimism, and self-determination.
- Positive organizational culture.
- Employees find meaning in work.
- Long-term loyalty and organizational success.

Speakers / Sources Featured

Primary Speaker: Unnamed YouTube instructor (presenter of the organizational behavior course).
Referenced Source: Elton Mayo and the Hawthorne experiment (highlighting social and group dynamics in motivation).

This summary encapsulates the progression from authoritarian control to employee-centered, system-based organizational models, emphasizing the increasing complexity and human focus in management approaches over time.