Organizational Behavior Model: Comprehensive Guide to Understanding and Application

Why do some workplaces thrive while others seem stuck in chaos? The answer often lies in understanding the organizational behavior model. This field examines how people interact within an organization, uncovering the hidden drivers to improve productivity and morale. Surprisingly, many businesses overlook that a structured approach to behavior can turn a struggling team into a high-performing one. 

From leadership strategies to employee engagement, organizational behavior forms the backbone of effective management. This article dives into the types of the organizational behavior model. It explores its foundational theories, practical applications, and transformative power in improving organizational effectiveness.

Types of Organizational Behavior Models

Various organizational behavior models provide frameworks for understanding, analyzing, and predicting human behavior within organizations. These models guide leaders in creating effective management strategies.

Here’s a concise breakdown of the key models.

Each of these models sheds light on distinct aspects of organizational behavior. Delve deeper into each model to understand their unique principles and applications.

1. Feudal Model

The Feudal Model of organizational behavior originates from early hierarchical systems resembling monarchies. It emphasizes a strict chain of command where loyalty and obedience are paramount. 

This model emerged during periods when organizations prioritized order and control over innovation. It addressed the challenge of managing large workforces with minimal resistance. It fits within the broader spectrum of organizational behavior models by highlighting authority as a key driver of employee behavior.

Characteristics of the Feudal Model

The following traits define this model.

• Centralized authority with absolute power vested in leaders.
• Subordinates seen as loyal followers rather than independent thinkers.
• Emphasis on long-term service and reward through status rather than financial gains.

Advantages of the Feudal Model

This model has unique strengths, as mentioned below.

• Provides clear roles and responsibilities, reducing confusion.
• Ensures rapid decision-making in management in times of crisis.
• Encourages loyalty, fostering a sense of belonging.

Limitations of the Feudal Model

Challenges of this model include the following.

• Stifles creativity and innovation among employees.
• Creates power imbalances that may lead to discontent.
• Ineffective in dynamic, modern work environments.

Application of Feudal Model with Examples

Traditional feudalism is reflected in hierarchical companies like McDonald's, where control is centralized with franchise owners who exert strong control over operations. This ensures consistency across franchises but limits flexibility for local adaptations.

2. Autocratic Model

The Autocratic Model relies on centralized power, where leaders dictate policies, and employees follow orders without question. Historically, it emerged to manage unskilled labor in industrial setups. 

It addresses challenges like enforcing discipline and ensuring compliance. Compared to the collegial model of organizational behavior, this model limits collaboration but excels in authority-driven contexts.

Characteristics of the Autocratic Model

Here are the characteristics of this model.

• Leadership with absolute control over decisions.
• Minimal employee autonomy or participation in decision-making.
• Focus on compliance, with rewards tied to obedience.

Advantages of the Autocratic Model

This model proves beneficial in certain scenarios. Here are some of those benefits.

• Effective for managing inexperienced teams or high-risk industries.
• Simplifies decision-making with one central authority.
• Maintains strict discipline, reducing chaos.

Limitations of the Autocratic Model

Here are some of the limitations of this model.

• Fosters resentment and disengagement among employees.
• Inhibits creativity, leaving no room for innovation.
• Unsustainable in modern, knowledge-driven workplaces.

Application of Autocratic Model with Examples

Companies like Foxconn exhibit an autocratic structure, where decision-making is centralized, and employee roles are strictly controlled. While this ensures efficiency, it often restricts employee autonomy and flexibility.

Also Read: What is Autocratic Leadership? Benefits, Skills & Examples

3. Custodial Model

The Custodial Model of organizational behavior focuses on employee welfare and security, emphasizing benefits over authority. In response to dissatisfaction with autocratic systems, it prioritizes financial rewards and job stability. This model arose in the mid-20th century when organizations sought to improve morale through economic incentives. 

It fits within the broader spectrum of organizational behavior models by offering a structured, security-driven approach, contrasting with the collaborative, collegial model of organizational behavior.

Characteristics of the Custodial Model

Several features define this model. Have a look at them.

• Dependence on organizational benefits rather than leadership.
• Focus on financial security, healthcare, and pensions.
• Employees exhibit passive cooperation, often feeling obligated to stay.

Advantages of the Custodial Model

The custodial model offers notable benefits. Here are some of them.

• Reduces employee turnover through enhanced job security.
• Boosts morale by addressing financial and personal needs.
• Creates a stable and predictable workforce.

Limitations of the Custodial Model

While effective, it has drawbacks, as mentioned below.

• Discourages innovation and initiative among employees.
• Promotes complacency rather than engagement.
• Financially burdensome for organizations.

Application of Custodial Model with Examples

IBM uses the custodial approach, focusing on job security, benefits, and pensions to create a stable work environment. This model leads to employee loyalty but may lack motivation for innovation.

4. Supportive Model

The Supportive Model shifts the focus to leadership, which shapes organizational behavior. Unlike autocratic systems, this model empowers individuals by fostering personal growth. Originating during the human relations movement, it addresses the need for job satisfaction. 

It fits within the spectrum of organizational behavior models as a balanced alternative, bridging authoritarian and collegial approaches.

 Characteristics of the Supportive Model

The following traits define this approach.

• Emphasis on leadership fostering trust and motivation.
• Encourages employee participation in decision-making.
• Builds a culture of respect and recognition.

Advantages of the Supportive Model

The key benefits of this model are as follows.

• Enhances employee morale and improve productivity.
• Encourages innovation through a supportive environment.
• Builds loyalty and reduces turnover.

Limitations of the Supportive Model

Here are some of the challenges that arise in implementation.

• Requires skilled and empathetic leadership.
• Ineffective in organizations resistant to change.
• It may fail in high-pressure environments that require rapid decisions.

Application of Supportive Model with Examples

Google exemplifies this model by fostering employee development and satisfaction through flexible working conditions and employee support programs. This boosts morale and encourages innovation and productivity.

5. Collegial Model

The Collegial Model represents a paradigm shift in organizational behavior. It focuses on teamwork and shared responsibility. Employees and leaders function as partners rather than subordinates, fostering mutual respect. 

Developed as a response to rigid hierarchical structures, it addresses the need for collaboration in modern, dynamic organizations. This model stands out among organizational behavior models for promoting a culture of trust and unity.

Characteristics of the Collegial Model

Here are some of the traits that distinguish this model.

• Team-based structure with shared authority and accountability.
• High levels of mutual respect and trust.
• Employees are motivated by intrinsic factors like recognition and achievement.

Advantages of the Collegial Model

Key strengths of this model include the following.

• Encourages innovation and collaboration.
• Builds a solid organizational culture and loyalty.
• Enhances job satisfaction and productivity.

Limitations of the Collegial Model

Here are some of the potential challenges of the Collegial Model.

• Difficult to implement in hierarchical organizations.
• It requires significant time and effort to build trust.
• They may struggle in high-pressure or rigid industries.

Application of Collegial Model with Examples

At Gore-Tex, a collegial structure supports a team-oriented approach where employees work as partners, fostering creativity and accountability. This structure empowers employees and enhances collaborative innovation.

6. System Model

The System Model of organizational behavior views an organization as an interconnected, dynamic system. This model emphasizes harmony, synergy, and alignment between all components: people, processes, and the external environment. It emerged as organizations faced increasing complexity, requiring more adaptive and collaborative approaches. 

By recognizing that actions in one area influence the whole, this model stands out as a holistic organizational behavior model, complementing the collaborative, collegial model of organizational behavior.

Characteristics of the System Model

Have a look at the key characteristics of this model.

• A focus on interdependence among departments and roles.
• Dynamic adaptability to internal and external changes.
• Applying employee engagement strategies through meaningful contributions to the system.

Advantages of the System Model

Here are some of the benefits offered by this model. 

• It enhances collaboration and reduces silos within organizations.
• Encourages innovation by promoting system-wide thinking.
• Adapts effectively to changes in market or industry conditions.

Limitations of the System Model

However, it presents particular challenges. Here are some of them.

• Complex to implement in traditional, rigid organizations.
• Demands high levels of communication and trust.
• Risks inefficiency if one part of the system underperforms.

Application of System Model with Examples

Toyota employs a system model where every employee’s role contributes to overall organizational goals. Through methods like the Toyota Production System, it achieves continuous improvement and efficiency.

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7. Human Value Model

The Human Value Model centers on respecting and leveraging human potential. This model emphasizes individual dignity, self-worth, and growth, fostering an environment where employees thrive. It gained prominence during the rise of the human relations movement, addressing the need for ethical treatment and intrinsic motivation. 

As part of the spectrum of organizational behavior models, it aligns with the empathetic collegial model of organizational behavior but focuses more on individual growth.

Characteristics of the Human Value Model

Here are some key characteristics of the Human Value Model.

• Prioritization of employee well-being and empowerment.
• Recognition of diversity and individuality in the workplace.
• Focus on personal and professional development opportunities.

Advantages of the Human Value Model

The strengths of this model include the following.

• Fosters a highly motivated and engaged workforce.
• Reduces workplace conflicts by emphasizing respect.
• Builds long-term loyalty and reduces turnover rates.

Limitations of the Human Value Model

Despite its appeal, it has limitations, which are as follows.

• It is time-intensive to develop meaningful employee relationships.
• Difficult to implement in highly competitive or cutthroat industries.
• It may conflict with profit-driven organizational goals.

Application of Human Value Model with Examples

Patagonia focuses on respect, transparency, and employee well-being. This model integrates corporate social responsibility and employee welfare, resulting in high job satisfaction and commitment to company values.

Also Read: Importance of Business Environment: Definition and Features

8. Contingency Model

The Contingency Model asserts that no single management approach fits all situations. This model tailors strategies to specific organizational contexts, emphasizing flexibility. 

Developed as businesses encountered diverse challenges, it bridges gaps by considering variables like culture, size, and external pressures. Among organizational behavior models, it complements the adaptable collegial model of organizational behavior by offering a situational perspective.

Characteristics of the Contingency Model

Here are some of the features of the Contingency Model.

• Context-dependent decision-making and strategies.
• Emphasis on environmental, structural, and leadership variables.
• A dynamic approach to aligning goals with circumstances.

Advantages of the Contingency Model

This model excels in several areas, including the following.

• Promotes flexibility in navigating complex challenges.
• Enhances decision-making by addressing specific needs.
• Accommodates cultural and industry diversity.

Limitations of the Contingency Model

Its drawbacks are as follows.

• Requires skilled leaders capable of assessing dynamic variables.
• This may lead to inconsistency in employee expectations.
• It is challenging to implement across global organizations with varied contexts.

Application of Contingency Model with Examples

General Electric (GE) applies the contingency model, adapting its approach based on changes in the business environment. It has shifted between structures as needed, adapting to market demands and internal capacities.

Levels of Study in Organizational Behavior

Organizational behavior is studied across multiple levels, including individual behavior, group dynamics, organizational structure, and external influences. Each level provides unique insights into the factors that shape and drive organizational behaviors, offering a comprehensive view of workplace functioning.

Understanding these levels enhances the ability to effectively predict, manage, and optimize performance. Let’s delve into each level to explore its role in organizational behavior.

Individual Behavior

Several factors influence individual behavior within an organization, shaping how employees perceive, act, and make decisions. 

Some key factors influencing individual behavior include the following.

• Personality:

  Determines how one responds to various situations.

• Motivation:

  Drives individuals to achieve personal and organizational goals.

• Perception:

  Affects how one interprets and reacts to their environment.

• Decision-making:

  Reflects individual reasoning, impacted by biases and past experiences.

These factors are the foundation of an organizational behavior model, providing insights into each individual's unique behaviors.

Group Behavior

In an organization, group behavior encapsulates the interactions and relationships among team members. It influences communication patterns, team dynamics, and overall productivity. The complexity of group behavior is often managed through different organizational behavior models, like the collegial model, which fosters trust and collaboration among team members.

Here are the critical dynamics within group behavior.

• Communication: Determines how effectively information flows within a team.
• Leadership roles: Influence group direction and morale.
• Conflict resolution: Essential for maintaining harmony and efficiency.
• Team structure: Shapes the organization and effectiveness of the group.

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Organizational Structure

Organizational structure shapes how roles, power, and responsibilities are distributed and coordinated. The structure can influence efficiency, employee morale, and overall organizational success. Hierarchical, flat, and matrix structures each affect employees’ behavior differently and contribute to creating a fitting organizational behavior model.

Here are the characteristics impacted by organizational structure.

• Hierarchy: Defines authority and command chains.
• Role clarity: Helps reduce confusion and overlaps.
• Efficiency: Varies based on structural alignment with organizational goals.
• Adaptability: Affects how swiftly an organization can respond to changes.

External Environment

External factors such as economic conditions, societal trends, and market shifts are crucial in shaping organizational behavior. Organizations must adapt to these influences, often adjusting their structures or behavior models, like moving toward a collegial model, to remain competitive in a changing landscape.

Key external influences include the following.

• Market trends: Shape organizational goals and strategies.
• Economic conditions: Impact financial resources and growth potential.
• Societal changes: Drive shifts in corporate values and policies.
• Technological advancements: Push organizations to innovate and adapt rapidly.

Each level contributes unique insights, forming a comprehensive view of how organizational behavior functions.

Important Theories in Organizational Behavior Models

Key theories in organizational behavior models offer foundational frameworks to understand workplace behavior, shaping how organizations manage and motivate their workforce.

Some of these essential theories include the following.

• Maslow’s Hierarchy of Needs
• Herzberg’s Two-Factor Theory
• McGregor’s Theory X and Theory Y
• Expectancy Theory
• Equity Theory

Next, you will explore each theory in detail to understand how it contributes to organizational behavior models.

McGregor's Theory X and Theory Y

Douglas McGregor’s Theory X and Theory Y outline two contrasting assumptions about employees. Theory X views employees as lazy and requiring strict supervision, while Theory Y sees them as self-motivated and creative when given autonomy. This theory highlights how managerial beliefs influence organizational behavior.

Consider the following key points to understand the contrast between these two theories.

• Theory X assumptions:

  Employees dislike work, avoid responsibility, and need control.

• Theory Y assumptions:

  Employees find work natural, seek responsibility, and need motivation.

• Impact on management style:

  Theory X promotes micromanagement, while Theory Y encourages empowerment.

McGregor's theories have fueled many discussions on which organizational behavior model is ideal for fostering innovation and productivity.

Also Read: 10 Different Types of Management Styles

Contingency Theory

Contingency Theory argues that there’s no “one-size-fits-all” approach in management; effectiveness depends on situational factors. This theory posits that an organization must adapt its strategies based on its specific circumstances, considering variables such as environment, workforce, and tasks.

Here’s a closer look at critical principles in Contingency Theory.

• Adaptability:

  Managers must tailor strategies based on context, not rigid rules.

• Dynamic approach:

  Unlike the collegial model of organizational behavior, which values mutual trust, Contingency Theory stresses flexibility.

• Real-world example:

  A tech startup may adopt a flexible hierarchy to foster innovation, while a manufacturing firm might rely on structured processes for efficiency.

Contingency Theory embraces unpredictability, recognizing that an effective organizational behavior model must pivot as needed.

Social Learning Theory

Albert Bandura pioneered Social Learning Theory, which suggests that employees learn behaviors by observing others and imitating their actions. This theory emphasizes that role models and environments shape workplace behavior through observation rather than formal training.

Consider these main concepts within Social Learning Theory.

• Observational learning:

  Employees learn behavior by watching peers and managers.

• Reinforcement:

  Positive reinforcement strengthens behaviors, creating a cohesive organizational behavior model.

• Application in organizations:

  A new employee might adopt the collegial model of organizational behavior after observing a team’s cooperative work style.

Social Learning Theory emphasizes the power of influence, showing how colleagues' actions shape individual behaviors.

Maslow's Hierarchy of Needs

Maslow’s theory divides human needs into five levels: physiological, safety, social, esteem, and self-actualization. Addressing these needs can foster motivation and employee satisfaction in organizations.

Key points to understand Maslow’s application in the workplace include the following.

• Basic needs:

  Ensuring fair wages and safe working conditions.

• Social needs:

  Encouraging team bonding and a collegial model of organizational behavior.

• Self-actualization:

  Offering opportunities for growth, aligning with the organizational behavior model of empowerment.

Maslow’s theory underscores that a fulfilled employee is productive, and this approach influences various organizational behavior models.

Also Read: What are Motivation Theories? Top 5 Motivation Theories Explained

Herzberg's Two-Factor Theory

Herzberg’s Two-Factor Theory differentiates between hygiene factors (salary and job security) and motivators (achievement and recognition). The absence of hygiene factors causes dissatisfaction, while motivators drive job satisfaction and performance.

Consider these insights from Herzberg’s theory.

• Hygiene factors:

  Basic needs, such as salary and work conditions, prevent dissatisfaction.

• Motivators:

  Growth and recognition promote employee satisfaction.

• Organizational application:

  Companies blend both to create a balanced organizational behavior model.

Herzberg’s theory reveals that a suitable organizational behavior model requires both stability and opportunity for growth.

McClelland's Theory of Needs

McClelland’s Theory identifies three core needs that drive behavior: achievement, affiliation, and power. Each individual has dominant needs that influence how they perform and interact in the workplace.

Here are the critical points of McClelland’s Theory.

• Need for achievement: Motivates goal-oriented behavior.
• Need for affiliation: Encourages collaborative work akin to the collegial model of organizational behavior.
• Need for power: Drives leadership potential and influence.

McClelland’s theory highlights that recognizing employees' needs is essential in building a robust organizational behavior model.

Transactional and Transformational Leadership Models

Transactional and Transformational Leadership Models offer two contrasting approaches to managing teams. Transactional leadership focuses on structured exchanges, while transformational leadership inspires employees to exceed expectations and reach their potential.

Here are the key differences to note.

• Transactional leadership:

  Emphasizes rewards and clear roles.

• Transformational leadership:

  Inspires motivation and growth, aligning with a collegial model of organizational behavior.

• Organizational Impact:

  Transactional leaders maintain structure; transformational leaders encourage innovation.

These leadership styles illustrate how an organizational behavior model can shape a company’s culture and employee engagement.

Also Read: Top 5 Types of Leadership in Management

Key Elements of Organizational Behavior

Organizational behavior revolves around essential elements — people, structure, technology, and environment — that shape how organizations operate. These factors contribute to an organization’s unique culture, performance, and dynamics. Understanding these elements forms the foundation of effective organizational behavior.

Dive deeper into each element for a comprehensive view.

People

People are the heartbeat of any organization. They bring diversity, skills, motivation, and personality into the workplace, directly influencing productivity and morale. Employee relationships are crucial to establishing a positive, collegial model of organizational behavior that fosters collaboration and mutual respect.

Here are vital ways people impact the organizational behavior model.

• Talent recruitment and nurturing
• Employee attitudes and motivation
• Building trust through relationships

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People bring an organization to life, making their management pivotal to success.

Structure

An organization’s structure shapes its communication channels, workflows, and decision-making processes. Whether hierarchical, flat, or matrixed, structure determines who reports to whom and how tasks are coordinated. The structure also plays a significant role in creating an organizational behavior model supporting authority or autonomy.

Consider the following aspects of the structure.

• Defines reporting relationships
• Shapes information sharing
• Clarifies employee roles

In short, structure can make or break efficiency, morale, and employee engagement.

Technology

Technology has transformed organizational processes, driving efficiency, accuracy, and connectivity. It has also changed how employees interact, from virtual meetings to instant messaging, bridging communication gaps and speeding up workflows. The organizational behavior model in tech-savvy companies reflects adaptability and innovation, especially when adopting a collegial model.

Key impacts of technology include the following.

• Automation frees up tasks
• Enhanced communication with tools
• Virtual workspaces require adaptability

Also Read: 5 Ways Intelligent Automation Helps Your Business Grow Faster

Technology pushes organizations to evolve but also demands continuous learning and flexibility.

Want to master the latest tech skills? Join UpGrad's tech courses and lead the digital revolution!

Environment

The environment encompasses internal culture and external influences like market trends and economic conditions. Internal culture shapes daily behaviors, while external factors push organizations to adapt, directly impacting the organizational behavior model. When employees feel supported and aligned with their environment, a collegial model of organizational behavior flourishes.

Key factors shaping organizational behavior include the following.

• A strong culture supports automation.
• Market demands drive adaptation.
• Automation influences decision-making strategies.

An adaptable organizational behavior model is a vital survival tool in an ever-evolving landscape.

Main Objectives of Organizational Behavior

Organizational behavior studies focus on goals that drive efficiency and workplace happiness. They aim to optimize productivity, boost employee satisfaction, and cultivate a harmonious, supportive culture. 

By applying a suitable organizational behavior model, companies can align individual motivations with corporate goals, creating a win-win for all.

Here’s how the collegial model of organizational behavior and other models achieve these goals.

• Enhances productivity
• Increases employee satisfaction
• Promotes a positive culture

This balanced approach keeps the workplace thriving and future-ready.

Significance of Organizational Behavior Models

Organizational behavior models are invaluable tools for shaping successful workplaces. They guide leaders in managing diverse workforces, enhancing productivity, and promoting employee satisfaction. These models are more than just theories — they’re blueprints for achieving practical results in real-world settings.

Enhancing Managerial Effectiveness

An effective organizational behavior model enables managers to navigate complex human dynamics with finesse. These models become the manager's secret weapon in a landscape where decision-making and conflict resolution are daily realities. 

These models don’t just help managers keep things running — they elevate their effectiveness to new heights.

Promoting a Positive Organizational Culture

An organizational behavior model sets the tone for a company’s culture. This foundation influences morale, engagement, and overall work satisfaction. A positive culture isn’t accidental; it’s crafted, and OB models are the tools that craft it.

Facilitating Change Management

Change is inevitable, but resistance is optional. OB models, particularly those centered on adaptability, make change management smoother and more efficient. Implementation of Effective change management is a dance between continuity and innovation — OB models set the rhythm.

Enhancing Organizational Performance

OB models are not just about people — they’re about results. From productivity to innovation, these models drive performance and efficiency. The suitable OB model is the backbone of a successful, high-performing organization.

Personal Development and Leadership

OB models are powerful tools for individual growth. They encourage skills development, leadership, and career advancement and equip individuals to lead, learn, and excel in a competitive landscape.

If you're curious about how skill development plays a crucial role in shaping effective leadership, read upGrad’s detailed blog on The Importance of Skill Development to learn more.

Characteristics of Organizational Behavior

Organizational behavior revolves around adaptability, communication, leadership, and motivation. Each trait plays a pivotal role in shaping how effectively an organization operates. Here’s how.

• Adaptability:

  Flexibility in processes keeps teams agile amid change.

• Effective Communication:

  Clarity in messaging fosters the collegial model of organizational behavior, reducing misunderstandings.

• Leadership:

  Strong leaders set examples, driving motivation and performance.

• Motivation:

  Engaged teams align with the organizational behavior model, enhancing productivity.

Also Read: Listening is Important for Effective Communication

Conclusion

Understanding and applying an organizational behavior model can be a game-changer in the ever-evolving corporate landscape. For instance, the collegial model of organizational behavior fosters a sense of community and shared purpose, boosting morale and productivity.

Models like these go beyond theory — shaping culture, driving performance, and creating influential leaders. Investing in such knowledge isn’t optional; it’s essential.

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Key Details:

• Certificate Type: Professional Certification
• Start Date: February 15, 2025
• Duration: 6 Months

Why Choose This Program?

• Understand and implement impactful organizational models.
• Master analytics tools to optimize workforce management.
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Enhance your ability to structure teams, refine leadership strategies, and align organizational goals with HR practices. Apply now and start building the organizational models of the future!

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