In the field of psychology, numerous models and theories have been developed to explain how individuals cope with various challenges and stressors in their lives. One such model is Colin Carnall’s Coping Cycle Model, which identifies five stages that individuals go through when faced with difficult situations. Carnall’s Coping Cycle Model consists of five stages — denial, defense, discarding, adaptation, and internalization — which are explained in detail, shedding light on their significance and implications. Denial – The first stage of Carnall’s Coping Cycle Model is denial. During this stage, individuals tend to resist or ignore the reality of a challenging situation. Denial acts as a protective mechanism, shielding individuals from the initial shock and emotional distress associated with the situation. However, it is important to note that denial is usually temporary and serves as a starting point for individuals to process the situation further. Defense – The second stage, Continue reading
Organizational Behavior Concepts
Adam, Hayes and Hopson Model of Transition
We experience change on a daily basis as our environment is continually changing, more so than ever before in this digital and rapidly advancing technological age, but change is not the same as transition. A transition in the context of this article is an internal (psychological) change within a person or persons. Change happens to people and transition is an internal process. Changes which people experience may or may not be accompanied by a transition depending on the level of change and how a person is affected by it. In the Adam, Hayes and Hopson model of transition a transition begins with a discontinuity in a person’s life which they are aware of and can be the end of a job, relationship, loss of a loved one, loss of identity, loss of a current mode of being and so on. A person has to adapt to a new environment, situation Continue reading
Relationship between Organization Climate and Organizational Behavior Models
Autocratic Model: The autocratic model of organizational behavior creates a climate in which the feelings of the workers are suppressed and they have to just be obedient and tolerative with the autocratic behavior of the employer. The personal relationship between the employer and the employee is not up to the mark. The labor turnover will be considerable when there is high dissatisfaction of the employees with their boss since they have no other alternative except to leave the job. In case of bottleneck in production or marketing, the employees simply keep mum and they never come out with suggestions for solving the problem. When the worker leaves his Job, he will burst out with his boss with thick words coming from his soul and he will never have an idea to re-enter the service. As far as autocratic model is concerned the workers sustain a tight organizational climate and they Continue reading
Organizational Behavior – Definition and Concepts
Definitions of Organizational Behavior According to Keith Davis “organizational behavior is the study and application of knowledge about how people act within organizations. It is human tool for the human benefit. It applies broadly to behavior of people in all type of organization such as business, government, schools, etc. it helps people, structure, technology, and the external environment blend together in to an effective operative system”. Stephen Robins defines organizational behavior as a “field of study that investigates the impact that individuals, groups, and structure have an organization for the purpose of applying such knowledge improving an organization’s effectiveness“. There are many definitions about organizational behavior; every definition must include three important features, (1) organizational behavior is the study of human behavior, (2) study about behavior in organisations and (3) knowledge about human behavior would be useful in improving an organisation’s effectiveness. organizational behavior is the study of what an Continue reading
Crisis in Organizations: Stages and Types
Companies face problems all the time, and solve them one way or another. Sometimes one of these problems is difficult-at least at the time it occurs-and it becomes public interest with the help of the press. This problem is then known as a Crisis, where the company is faced with legal, political, financial and governmental impact on its business. The most serious property of crises is the element of surprise. The worst part in their handling is being unprepared. Crisis can come from nowhere at any time; natural disasters, human error, and industrial accidents can all cause crisis. Sometimes the cause of a crisis is management itself; managers may insist that they face no crisis, and they fall into the brink of lying and rejection of its existence. Then, when the time of the deadline comes their answer to why the job is not finished will be: “We faced trouble Continue reading
4 Phases of Hawthorne Experiment – Explained
At the beginning of the 20th century, companies were using scientific approaches to improve worker productivity. But that all began to change in 1924 with the start of the Hawthorne Studies, a 9-year research program at Western Electric Companies. The program, of which Elton Mayo and Fritz Roethlisberger played a major role, concluded that an organization’s undocumented social system was a powerful motivator of employee behavior. The Hawthorne Studies led to the development of the Human Relations Movement in business management. The experiment was about measuring the impact of different working conditions by the company itself (such as levels of lighting, payment systems, and hours of work) on the output of the employees. The researchers concluded that variations in output were not caused by changing physical conditions or material rewards only but partly by the experiments themselves. The special treatment required by experimental participation convinced workers that management had a Continue reading