Discuss the various organisational behaviour models.

 ORGANISATIONAL BEHAVIOUR MODELS

Autocratic Model

In this model, it is believed that those who are part of the management have the expertise, knowledge and skills required to run the business and the day to day activities. It is also assumed that that those at the floor level lack skills to do the work on their own. Hence, it is presumed that they need to be micro-managed by those in power. They do not usually have any say in the functioning of the organisation. Even their opinions and suggestions are not sought by the management, since it is believed that they are not capable of making any worthwhile suggestion. The owners exercise absolute command over their employees, and likewise, the employees obey their seniors. Autocratic model is one of the oldest models of OB and was successful to a great extent during the period of Industrial Revolution. However, it is not without its drawbacks. Employees are unlikely to experience job satisfaction, as they lack involvement in the business process. They do not have any control on what they do at the workplace. Such an arrangement is not suitable for a modern day organisation in which many job roles are donned by specialists who have considerable expertise in the field. In certain present day industries, it will not be an exaggeration to say that those at the top, although will be having an idea about the bigger picture, won’t have the requisite skills to direct the activities of the lower level employees.

Custodial Model

This model came into existence as a result of the limitations of the Autocratic model. In the autocratic model, the employees are afraid of the management and hence they do not rebel or oppose their commands. However, they might harbor feelings of antipathy within themselves if they are not treated fairly, and might vent out their hatred at some future point in time. To address this issue, the custodial model of OB was introduced. As per this model, the welfare of the employees is looked after by the management, by offering economic security to them. Other welfare measures like crèche for the kids of the employees, medical benefits etc., are also introduced as part of the Custodial model. The employee becomes dependent on these welfare measures and irrespective of whether they are satisfied with the job per se or not, they think twice before quitting the organisation.

Supportive Model

In the Autocratic model, power and authority are the main aspects that keep the model running. In the case of Custodial model, however, it is the incentives that are the driving force. In contrast, neither power nor incentives are key elements in a supportive model. Harmonious relationship between the management and the employees motivate employees working in an organisation in which supportive model is employed. The leadership style in the supportive model is such that the employees are allowed to grow and flourish.

Collegial Model

In the Collegial model everybody works as colleagues. Thus, team-work is the key factor in this model. Everybody participates in the growth of the organisation. The manager acts like a coach to develop team spirit among the employees. The coach is less concerned about his own performance, but more about the performance of the team. This model is effective in industries that by their very nature have to innovate. The team work as envisaged in the model produces new ideas and path-breaking discoveries.

Systems Model

This is the most recent of the five models. In the Systems model, an organisation acknowledges that individuals have different goals, talents and potential. The aim of the Systems model is to strike a balance between the goals of the employees with the goals of the organisation. Individuals obviously want good remuneration, job security, etc. The organisation should find out ways to reach win-win situations, where the needs of the employees are fulfilled even while they add value to the organisation.

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