Organisational Behaviour (OB) models describe frameworks for understanding and managing employee–employer relationships, focusing on power, resources, leadership, and psychological dynamics to optimise workplace performance.
Five Primary Models of OB
Autocratic Model
Relies on managerial authority and power; employees obey for subsistence needs, resulting in minimal performance.
Custodial Model
Emphasises economic security and benefits such as pensions; fosters dependence but limits teamwork.
Supportive Model
Centres on leadership and employee development; promotes high performance through encouragement.
Collegial Model
Builds partnership and teamwork; encourages self-discipline and moderate enthusiasm.
System Model
Based on trust, self-motivation, and community; drives high performance and loyalty.
Examples in Practice
Fast-food chains like McDonald's use the autocratic model with strict supervision for repetitive tasks, ensuring efficiency but low employee initiative. Service firms apply the custodial model by offering health benefits for security, reducing turnover, as in many retail jobs. Google exemplifies the supportive model with mentoring and flexible hours, boosting innovation and satisfaction. Tech teams in software companies follow the collegial model through collaborative projects, fostering responsibility. Toyota's production system reflects the system model, aligning employees via trust for continuous improvement.