ORGANISATIONAL BHEHAVIOUR

TRADITIONAL ORGANSATION
TECHNIQUES
Vs
MORDEN ORGANISATION TECHNIQUES

SHRUTHISHKA (RA1752001010170)
JYOTHISH V G (RA1752001010171)
BISHNU PRITAM B (RA1752001010172)
PREM KUMAR (RA1752001010173)
SARVANAN (RA1752001010174)
NIRMAL KUMAR (RA1752001010175)
TALPURU ADITHYA TEJASWINI (RA1752001010179)
 INTRODUCTION

The traditional organizational structure was established and

became popular in the first part of the 20th century. Constraints
on transportation, modest education levels among the
workforce and limited technical ability to collect, display, and
transmit information were but some of the factor that led to the
creation of a strong, centralized management system where
managers did the thinking and workers were expected to do the
assigned work without a question. The traditional organization
was therefore casual and goal orientated. This mean that the
incentives and objectives could be clearly defined and the
controlling was easy. The Traditional model of an organization
serves to establish managerial control, provide workers with
job instruction and enables managers to gather information for
planning. Managers run the organization by hierarchy
authority control and rules. We could compare the traditional
model to effective, well-built machines, with clearly functional
components working reliably and timely accurate to
accomplish predetermined goals. The modern organization on
the other hand emphasis on strategic management and takes
the growth of the decentralized organization into perspective.
Motivation and creativity as well as the influence of politics
and power, force organizations to undergo a drastic structural
change. This mean that a communication between the
management and the workforce can take place. In the contrast
to the traditional organization, the modern organization has
variables instead of defined objectives that lead to more
complex and diverse structures. This means that the hierarchy
is not so complex and not so specifically defined. By clearly
defining the organizational structure of an organization
managers have the ability to plan. This enables a clearly
defined structure, where the duties, guidelines, responsibilities
and hierarchical structure, and therefore the own position in
the company, are easy to see. This has great impact on the
productivity of an organization and should therefore be clear.
STABILITY OF DYNAMICS
Traditional organization are stable in nature which has so
many demerits. Traditional organizational is a closed system
which are not influenced by and do not interact with their
environment. In contrast, open system dynamically interacts
with their environment. Today when we call organization
from open systems, we mean open systems, that is an
organization that constantly interacts with its environment. An
organization takes in inputs (resources)from the environment
and transform or processes these resources into outputs that
are distributed into the environment.

INPUTS OUTPUTS
1) RAW MATERIAL TRANSFORMATION 1) PRODUCT
AND SERVICES
2) HUMAN 1) EMPLOYEEWORK
RESOURCE ACTIVITES 2) FINANCIAL
RESULT
3) CAPITAL 2) MANAGEMENT
ACTIVITIES 3)
4) TECHNOLOGY INFORMATION
3) TECHNOLOGY
5) INFORMATION 4)HUMAN
RESULT
 INFLEXIBLE TO FLEXIBLE
Earlier the structure and processes in organization were stable
for long period of time and change took place only
occasionally. So, there were long periods of stability
punctuated by transitory changes. On the contrary, in the
present times, changes are a continuous process. Organization
are required to continuously improve upon their competitive
advantages and are therefore in a permanent state of flux.
Periods of stability are quite rare. Employees are required to
constantly update their knowledge and skills to cope up with
changes. The job upon description of an employee doesn’t
remain the same as it was at the time of his recruitment.
Earlier, an employee reminded in the same work group that he
was assigned at the time he joined the organization. They
consist of teams which are formed by taking members from
different departments depending upon project requirement
Organizational themselves are undergoing various changes –
division are being reorganised, businesses processes are being
reengineered, non-critical activities are being outsourced and
permanent employee are being replaced with part-timers.
Because of the dynamic business environment and the need for
constant change in organizations, managers can no longer
afford to have pre-set notions on any matter. OB equips
managers with understanding of intricacies of change in a
better way that in the long run enables them to shape the
organizational culture.
INDIVIDUAL ORIENTED–TEAM ORIENTED
In traditional organization it is oriented work. The manager
itself will do all the work in the organization and the employee
are just doing what manager says to them. But in modern
organization it’s a team oriented work, here manager and
employees doesn’t have differences.
ADVANTAGES OF TEAMWORK IN
BUSINESS
There are numerous advantages of teamwork in business. Some
of the genuine advantages of teamwork have been discussed
below. The following advantages of are no applicable for
business but they can be noticed
UNITED EFFORT
Teamwork in any business ensures that the task at hand is
executed with the help of a united effort. The significance of the
united effort is that business organization that is concerned,
function like a single person, thereby enhancing the quality of
the operation. A united effort also reflects good team building
and team spirit.
Division of Work
Team work ensures that there is an equal and fair distribution
of work within the organization. A fair work distribution
ensures that every working unit executes any task at hand, with
the best possible efficiency.
Reduction of Risk
When the task at hand is executed with the maximum possible
efficiency, there is a reduction in risk. The best advantage of
teamwork in business that the burden of failure is borne by all
the member of the team
Specialization in Work
Another very good advantages of teamwork in business is that
a person is able to specialize in one specific field. That is, he
can optimize the quality of the work that he can does, and can
also work with the maximum possible efficiency.
Timely Completion
Team work is one of the best ways to ensure the timely
completion of any work, with the maximum possible efficiency.
This ensure that the clients of the company are bound to come
back to your organization with a new project
High Quality Output
Teamwork, by default, ensures high quality output that makes
the client happy. It also reflects the sincerity of the team
members
Goodwill and reputation
Teamwork, also, increases the goodwill and reputation of a
business. The goodwill, in fact, is a tangible asset of any
business that plays a highly instrumental role.
Unification of Merits
The indirect advantages of an effective teamwork are that there
is unification of the merits of the team member, and on the
whole, the business organization, as a team, does not depict
any demerit
 PERMANENT JOBS – TEMPORARY JOBS
Temporary jobs are new concept which introduced along with
the new organization. To many people, a temporary position
dose not sound very appealing. Some consider temporary jobs
to be unskilled labour, tedious work, or just a waste of time
some common characteristic: THEY ARE WRONG.
These four topics that will be covered:
 Money Matters
 Resume Reinforcement
 Temp to Impress
 Career Sampling
Money Matters
Let’s be realistic money is important. No matter how many
times you say “Money isn’t everything” you can’t change the
fact that money matters, it’s impossible to deny that they are
good source of income.
Resume Reinforcement
If you are currently out of work, chances are you suffer from
diseases that often strikes the unemployed: resume decay.
Unfortunately, these people fail to recognize that their free time
should be used for strengthening their resume.
 Temporary positions are a fantastic way to gain
experience
 Temp jobs are a quick way to pick up new skills or to
heighten skills you already possess you may be required
to use various software
Temp to Impress
Despite what many people think a temporary position is
NEVER a carefree, zero responsibility job. Though things may
be slightly more relaxed as a temp, there is a secret that most
people don’t realize.
 Occasionally, a temporary position turns into a position
that needs to be filled permanently
 Temp give you the opportunity to meet rub elbows with
individual in a particular industry
 Often times as a person develops their career map he or
she realize that they are far off course.
Command Oriented to Involvement Oriented
Sociologists industrial relations researches and policymakers
who have studied this trend agree that leaders and managers
of U.S. companies are climbing abroad the bandwagon of
worker participation in their urgent attempts to maintain
competitiveness under changing economics circumstances.
They feed into an infrastructure enabling firms to respond to
shifting market and product demand
Advantages of employee involvement
 Effective decision making
 Empowers employees
 Team work
 Motivation
 Effective training
EFFECTIVE DECISION MAKING
Working together in a team environment can create more
than one solution to a problem. Team includes individual
with different personalities and background which can
produce ideas and solution that one person can’t do alone.
All employee has their own weakness and strength so they
can adjust their problem and get the best outcome
Managers to Employee in Decision Making
Participative management, otherwise known as employee
involvement decision making encourages the involvement
of stakeholders at all level of an organization in analysis
of problems, development of strategies and
implementation of solutions. Other forms of participative
management include increasing the responsibility of
employee forming self-managed teams, quality circles, or
quality of work life committees, and soliciting survey
feedback. Participative management, however involves
more than allowing employee to take part in making
decision. It also involves management treating the ideas
and suggestions of employee with consideration and
respect.
1) Information sharing which is concerned with keeping
employees informed about the economic status of the
company
2) Employee decision making which can take many
forms from determining work schedules to deciding
on budgets
3) Rewards, which should be tied to suggestions and
ideas as well as performance
There is much discussion in modern management and in
extension, about “pushing decisions down to the lowest level”
potential benefits of the ladder include the quality of extension
employee’s participation.
Description of Levels

Level 1.
Executive Decision
The executive makes the decision and does not inform
employees, except possibly through a future meeting or
conference or in a periodic report or newsletter.
Level 2.
Executive Decision with Report
The executive makes the decision and reports, in the near
future, to employees. The timely report is significant as
(whether as a courtesy or warning). It provides some
opportunity for employee feedback prior to implementation of
the decision.
Level 3.
Consultative Decision
The executive asks employee for their ideas, at least in a
general way. At best, the employees are engaged explicitly in
the steps in the decision-making process (Gallagher,2000) and
can influence the decision with the strength of their statement
of values, Their information, and their alternatives. The
decision, however, rests with the executive.
Level 4.
Employee Recommendation.
The executive assigns or delegates the responsibility to conduct
the decision-making process, the four steps, to the employees.
The employees their recommendation(S) to the executive who
makes the decision.
Level 5.
Delegated Decision with Veto.
The executive delegates the authority to the employees to make
the decision but retains the authority to exercise veto power if
necessary.
ROLE ORIENTED TO CUSTOMER
ORIENTED
Modern business has given more importance for customer
satisfaction which is a main factor for the development of the
organization. Only with the rules an organization cannot
establish, than rule oriented, customer orientation have more
importance.
Exceptional customer service results in greater customer
retention which in turn results in higher profitability
Customer loyalty is a major contributor to sustainable profit
growth. To achieve success, you must make superior service
second nature of your organization. A seamless integration of
all components in the service-profit chain-satisfaction, value
customer satisfaction, customer loyalty, and profit and growth-
links all the critical dynamics of top customer service.
In today’s markets characterized by harsh competition
companies must not only be well prepared to answer to
customers current needs, they also need to be prepared for the
future ones. Motivation can be mentioned as important
organizational factors that were affected by the organizational
structure.
Customer Expectations
Customer is defined as anyone who receives that which is
produced by the individual or organizational that has value.
Customer expectations are continuously increasing. Brand
loyalty is a thing of the past. Customers seek out products and
producers that are best able to satisfy their requirements. A
product does not need to be highest by customers on all
dimensions, only on those they think are important.
The purpose of a business is to create and keep a customer. If
a business Successfully creates and keeps customers in a cost-
effective way, it will make a profit while continuing to survive
and thrive. If, for any reason, a business fails to attract or
sustain a sufficient number of customers, it will experience
losses. Too many losses will lead to the demise of the
enterprise.
According to Dun and Bradstreet, the single, most important
reason for the failure of businesses in America is lack of sales
And, of course. This refers to resale’s as well as initial sales .
So your company’s job is to create and keep a customer, and
your job is exactly the same.
Today, “it would be difficult to find a company that doesn’t
proudly claim to be a customer-oriented, customer-focused, or
even-customer driven enterprise”. But look closet at how these
companies put their assertions into practice, and often you
discover an array of notions and assumptions that range from
superficial and incomplete to misguide, some examples of
customer-satisfaction illusion include:
 Believing that by conducting market surveys and focus
groups you know all there is to know your customers
 Believing that investing in awareness programs for
employees and putting customer’s pictures on the cover of
your annul report is enough to achieve customer
satisfaction
 Believing that the job CEO is done by giving his or her
direct phone number to some valued customers

HOMOGENEOUS TO DIVERSE
WORKFORCE
Diversity in the workplace in an important issue is business. A
diverse workforce actually offers a number of benefits to the
company.
Benefits of a Diverse Workforce
It is believed that companies employing a diverse workforce
would be in a better position to understand the demographics
of the customers they serve much better making them better
able to thrive in the market place that companies that hire only
a limited group of employee satisfaction and retention issues.
Difference between Superficial and Deep-
level Diversity
According to studies, in deep-level diversity, the informational
diversity or the difference in knowledge contribute positive
results to the performance while value diversity or difference
in cultural views could lead to negative results.
In a group setting through, members tend to discuss what they
have in common rather than their differences. In order to
encourage sharing of unique knowledge, it is important to let
the group know who has knowledge on certain things. Also,
instead of group information sharing , debate should be
encouraged so as to allow members.
Learning to accept the diversity and uniqueness of each
employee will in turn generate feelings of trust and respect that
could further lead to more productivity among employees ,
higher morale in the workplace and less conflicts and the time
involve resolving them. Diversity is a fact of life .Learnings to
deal with it effectively an not flight it is the best way to advance
the causes of business.
Here are 13 Benefits of a Diverse Workforce
1. Improves corporate culture
2. Improves employee morale
3. Leads to a higher retention of employees
4. Leads to an easier recruitment of new
employees
5. Decreases complaints and litigation
6. Increases creativity
 7. Decreases interpersonal conflict between
employees
8. Enables the organization to move into
emerging markets
9. Improves client relations
10. Increases productivity
11. Improves the bottom line
12. Maximizes brand identity
13. Reduces training costs

HERARCHICAL-LATERAL RELATIONSHIPS
A hierarchical organization is an organizational structure
where every entity in the organization, except one, is
subordinates to a single other entity. This arrangement is a
form of a hierarchy . In a organization, the hierarchy usually
consists of a form of a hierarchy. In a organization, the
hierarchy usually consists of a singular/group of power at the
top with subsequent levels of power beneath them. This is the
dominant mode of organization among large organization;
most corporations, governments, and organized religions are
hierarchical organizations with different levels of
management, power or authority. For example , the board,
top-level overview of the general organization of the catholic
church consists of the Pope, then the Cardinals, then the
Archbishops, and so on.
A traditional hierarchical structure clearly defines each
employee’s role within the organization and defines the
structure and nature of the organization with other
employees.
Less overhead Management
A team based lateral organizational structure is similar to a
traditional lateral structure, in carrying less overhead
management to cause delays in decision-making.
Team Work
By spreading the responsibility among team members rather
than having a single individual in change of decision-making
or management of a business area, decision can be reached
areas by a quorum.

Conclusion
In a hierarchy Tradition organization employee have
workforce diversity which actually benefits to employee.
In modern organizational the employees are ranked at
various levels in the organisation, each level is one above
the other. Both organization have provided benefits to the
employee at various satisfaction providence up to their
result. Among their choice they have to work for
reasonable organization.