Organisational Behaviour is of multidisciplinary nature. Name 10 disciplines including emerging disciplines which contributed to make organisational behaviour. Give one example for each of the disciplines.

1. Psychology

Psychology, particularly industrial and organizational (I/O) psychology, provides the foundational understanding of individual behaviour, including motivation, learning, perception, personality, and attitudes. It helps in understanding employee satisfaction, stress management, and leadership effectiveness. Example: Using Maslow’s Hierarchy of Needs to understand employee motivation and tailor reward systems accordingly.

2. Sociology

Sociology focuses on group dynamics, organizational culture, power structures, and communication patterns within organizations. It examines how social norms, values, and roles influence behaviour. Example: Studying the impact of team cohesion on productivity, as highlighted by research on groupthink and social loafing.

3. Social Psychology

Social psychology bridges the gap between individual psychology and sociology, examining how individuals’ thoughts, feelings, and behaviours are influenced by the actual, imagined, or implied presence of others. Example: Understanding how conformity and obedience affect decision-making in organizational settings, as demonstrated by the Asch conformity experiments.

4. Anthropology

Anthropology studies the impact of culture on organizational behaviour. It helps understand differences in values, beliefs, and behaviours across different cultures, crucial for managing diverse workforces and global organizations. Example: A multinational corporation adapting its management style to align with the cultural norms of its employees in Japan, emphasizing collectivism and long-term relationships.

5. Political Science

Political science contributes to OB by providing insights into power, conflict, negotiation, and organizational politics. It helps understand how individuals and groups compete for resources and influence within organizations. Example: Analyzing the use of lobbying and coalition-building tactics within an organization to gain support for a particular project or initiative.

6. Economics

Economics provides frameworks for understanding rational decision-making, incentives, and resource allocation within organizations. Behavioral economics, in particular, challenges the assumption of perfect rationality and explores cognitive biases. Example: Using economic principles of supply and demand to determine optimal compensation levels for employees based on their skills and experience.

7. Systems Theory

Systems theory views organizations as complex, interconnected systems where each part influences the others. It emphasizes the importance of understanding the whole system rather than focusing on isolated components. Example: Analyzing how changes in one department (e.g., marketing) can impact other departments (e.g., production and finance) and the overall organizational performance.

8. Communication Studies

Effective communication is vital for organizational success. Communication studies provides insights into the processes of encoding, decoding, and transmitting information, as well as the impact of communication on relationships and performance. Example: Implementing active listening training programs to improve communication between managers and employees, leading to increased trust and collaboration.

9. Neuroscience (Emerging Discipline)

Neuroscience is increasingly informing OB by providing insights into the biological basis of behaviour, including emotions, decision-making, and social interactions. Neuroleadership applies these findings to improve leadership effectiveness. Example: Utilizing fMRI studies to understand how different leadership styles activate different brain regions in followers, influencing their engagement and motivation.

10. Data Science/Analytics (Emerging Discipline)

Data science and analytics are revolutionizing OB by enabling organizations to collect, analyze, and interpret large datasets to identify patterns and trends in employee behaviour. This allows for more evidence-based decision-making in areas such as talent management and performance improvement. Example: Using predictive analytics to identify employees at risk of leaving the organization and implementing targeted retention strategies.