Developing an Organisational Behaviour Model 1 Autocratic Model

Developing an Organisational Behaviour Model

1. Autocratic Model • This model assumes that workers are lazy and dislike work. • They do not take initiative to work. • Managers work in a formal environment and make use of authority to get the work done. • They use negative forces of motivation like threats and punishments to which the employees simply obey. • There is strict and close supervision to get the desired performance from the employees • Communication is one-way (top to bottom) and interaction of managers with employees is minimum.

2. Custodial Model: • Managers use economic resources to provide fringe benefits and other economic rewards, like pension, gratuity etc. to employees. • Money is used as a strong motivator to satisfy their security needs (job security).

3. Supportive Model: • Managers adopt relationship-oriented organisation behaviour and allow employees to participate in the decisionmaking process. • Communication is two-way and a healthy work climate is ensured which takes care of the human side of the organisation.

4. Collegial Model: • This model aims at teamwork. • People work together as a team. • They are self-directed and take independent charge of their work. • This model is an extension of supportive model. The manager, however, does not need to direct the workers through some kind of incentives.

5. Systems Model: • Under this model, people work to satisfy their self-actualisation needs; need to become what they want to become or to do what they want to do. • They look for challenge and meaning in their work and are not satisfied by mere financial rewards. • Employees do not see organisations as different from themselves.