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Organizational Behavior (OB) is the study of how individuals, groups, and structures impact behavior within an organization. It seeks to understand and predict human behavior in organizations to improve organizational effectiveness. Organizational behavior models are frameworks used to explain how individuals and groups behave in organizations and the factors that influence their behavior. There are several models in organizational behavior that focus on different aspects of human behavior, including individual behavior, group dynamics, motivation, leadership, and decision-making. One of the earliest and most significant models of organizational behavior is the classical model, which focuses on efficiency and task performance. This model emphasizes structured work processes, specialization, and a hierarchical structure. It advocates that organizations should operate like machines, where tasks are divided and workers are seen as cogs in the machine. The classical model is rooted in the principles of scientific management developed by Frederick Taylor, who believed that there was one best way to perform a job. This model focuses on maximizing productivity by optimizing the physical work environment, standardizing tasks, and using performance-based rewards. In contrast to the classical model, the human relations model emerged in the early 20th century, influenced by the Hawthorne Studies conducted by Elton Mayo. This model emphasizes the importance of human needs and social interactions in the workplace. It recognizes that workers are not merely motivated by financial incentives but also by psychological factors, such as job satisfaction, social relationships, and a sense of belonging. According to this model, managers should focus on creating a supportive and positive work environment, promoting communication, and addressing the social needs of employees. The human relations model suggests that when employees feel valued and respected, they are more likely to perform better and remain loyal to the organization. The contingency model of organizational behavior, _____ ___ ___ _________ ___ _____ _____ _______ ___ ___ _________ ___.
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