Organizational Behavior and Innovation

No prior specific knowledge is required

Classes are theoretical-practical (TP).
In approaching the themes, audiovisual and digital means will be used to present the contents and examples that illustrate them, as well as practical cases and exercises in class, individual and in groups, to encourage active participation.

The pedagogical methods used will be: the expositive, the interrogative (with questions to the students during the exposition) and the case study, allowing a practical approach, active with interaction of the students in order to facilitate the creation of ideas and confirmation of the results. apprehended contents, as well as a strong approximation to current organizational contexts.

Whenever possible and according to the themes, self-diagnoses will be proposed to students so that they better understand the application of the subjects in their own reality.

Tools that facilitate learning and stimulate students will be used, making use of educational technology, such as: Kahoot, Socrative and Mentimeter.

Organizations are the core units of economies and life in society. They constitute sets of people who work in a coordinated way to achieve common goals. The interaction between people, the coordination of their activities and the combination of organizational objectives with the individual objectives of each member of the organization, as well as the set of dynamics and resulting impacts for organizations and people are the object of study of the discipline of Organizational Behavior.

The purpose of this curricular unit is to present and discuss the main themes in the area of behavior and organizational innovation so that students can better understand organizations, and thus better integrate and contribute to their success.

At the end of this course unit, students should be able to:

• Understanding organizations and their identifying characteristics
• Understand individual characteristics and processes and the ways they influence organizational results
• Understand group characteristics and processes and the ways in which they influence organizational results
• Understand how change, learning and innovation can influence individual and group characteristics and processes in organizations

1 – Organizations, their nature and complexity
1.1. Organizational behavior and management schools
1.2. organization concept
1.3. Metaphorical images of the organization

2 – Personality, Emotion and Decision Making
2.1. Personality factors and determinants of behavior
2.2. Emotional intelligence and emotion management
2.3. Decision making models

3 – Motivation and Satisfaction at work
3.1. Concept and theories of motivation
3.2. Causes of satisfaction and dissatisfaction
3.3. Beyond Satisfaction: Performance and Happiness

4 – Leadership
4.1. Concept and theories of leadership
4.2. leadership development
4.3. Follow-up and leadership replacements

5 – Groups and Teams
5.1. Concept and types of groups
5.2. Factors influencing the effectiveness of groups
5.3. Group development and management

6 – Organizational Structure, Control and Power
6.1. Dimensions and determinants of organizational structures
6.2. Organizational control processes and strategies
6.3. Interpersonal, structural and contextual sources of power

7 – Organizational Culture, Psychological Contract and Citizenship Behaviors
7.1. Characteristics and dimensions of the Organizational Culture
7.2. Organizational socialization and psychological contract
7.3. Dimensions and paradoxes of organizational citizenship

8 – Change in organizations
8.1. Change inducers in organizations
8.2. Nature of change in organizations
8.3. Change management in organizations

9 – Sustained organizational development: learning and innovation
9.1. Modes of organizational learning and unlearning
9.2. Models and organizational innovation
9.3. Learning and innovation management

NAO

Basic Bibliography:

Cunha, M. P., Rego, A., Cunha R. C., & Cardoso, C. (2016). Manual de Comportamento Organizacional e Gestão. Lisboa, Editora RH.

Supplementary bibliography:

Becker, B., Huselid, M. & Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy and Performance. Boston: Harvard Business School Press.

Cameron, E., & Green, M. (2012). Making sense of change management: A complete guide to the models, tools and techniques of organizational change (2nd ed). Kogan Page.

Ferreira, J., Neves, J., & Caetano, A. (2011). Manual de Psicossociologia das organizações. Lisboa: Escolar Editora.

Gabarro, J. J., ed. (1992). Managing People and Organizations. Boston, MA: Harvard Business School Press

Katzenbach, J. R., & Smith, D. K. (1993). The wisdom of teams: Creating the high-performance organization. Boston, Mass: Harvard Business School Press.

Linley, P. A., Harrington, S., & Garcea, N. (2010). Oxford handbook of positive psychology and work. NY: Oxford University Press.

Mintzberg, H.(1983).Structure in fives: Designing Effective Organizations. Englewood Cliffs, NJ: Prentice Hall.

Northouse, P. G. (2019). Leadership: Theory and practice (18 Ed.). Thousand Oaks: Sage.

Russo, J. E., & Schoemaker, P. J. (2002). Decisions: Winning decisions. Danvers, MA: Crown Business

Schein, E. (2010). Organizational Culture and leadership (4 ed). S. Francisco: Jossey-Bass.

Tidd, J. & Bessant, J.R. (2018). Managing Innovation: Integrating Technological, Market and Organizational Change. New York: Wiley.

Wren, D. A. (2017). The evolution of management thought (7 ed.) New York, John Wiley.