MODELS OF OB
MODELS OF OB.
1) Autocratic model: this model depends on power . Those who are in command must have the power to demand. Employees are to follow the orders of their boss who has an authority to get the work done through people. If they fail to follow the orders they are to be penalized. Employees are fully dependent on their boss because he has power to hire fire and perspire them. Employees are always offered minimum wages to provide livelihood because workers give minimum performance. Some employees give higher performance because of their internal achievement or they like their boss.
2) The custodial model: in this model, the progressive employers thought about employee’s satisfactions and job security during production. This approach just might cause more productivity. The theory was based upon the fact that if the insecurities, frustrations and aggressions of employees could be dispelled, they would take interest in working. They started employee welfare programs and later on passed on to fringe benefits.
3) The supportive model: the supportive model depends on leadership instead of power or money. Through leadership, management provides a climate to help employees grow and accomplish in the interests of the organization, the things of which they are capable. The custodial approach leads to employee dependence on the organization rather than their boss. Employees depend on organizations for their security and welfare. The custodial model emphasizes economic rewards, securities. The productivity is lower under this theory as compared to that under autocratic theory in spite of the fact that employees are happy.
4) The collegial model: this theory is based on the principle of mutual contribution by employers and employees. Each employee of the organization feels that he is contributing something to the whole and therefore. He also feels that management and other employees also contributing to the organization and so accept their role in the
1) Autocratic model: this model depends on power . Those who are in command must have the power to demand. Employees are to follow the orders of their boss who has an authority to get the work done through people. If they fail to follow the orders they are to be penalized. Employees are fully dependent on their boss because he has power to hire fire and perspire them. Employees are always offered minimum wages to provide livelihood because workers give minimum performance. Some employees give higher performance because of their internal achievement or they like their boss.
2) The custodial model: in this model, the progressive employers thought about employee’s satisfactions and job security during production. This approach just might cause more productivity. The theory was based upon the fact that if the insecurities, frustrations and aggressions of employees could be dispelled, they would take interest in working. They started employee welfare programs and later on passed on to fringe benefits.
3) The supportive model: the supportive model depends on leadership instead of power or money. Through leadership, management provides a climate to help employees grow and accomplish in the interests of the organization, the things of which they are capable. The custodial approach leads to employee dependence on the organization rather than their boss. Employees depend on organizations for their security and welfare. The custodial model emphasizes economic rewards, securities. The productivity is lower under this theory as compared to that under autocratic theory in spite of the fact that employees are happy.
4) The collegial model: this theory is based on the principle of mutual contribution by employers and employees. Each employee of the organization feels that he is contributing something to the whole and therefore. He also feels that management and other employees also contributing to the organization and so accept their role in the