VISHWAJEET.ORG
VISHWAJEET.ORG
MBA Curriculum
Mastering
Organizational Behavior
for Future Leaders.
A comprehensive, forensic audit of the OB curriculum. Bridging Western theory with pragmatic, examination-oriented insights.
18+
VIDEO MODULES
Exam Focused • Theory to Practice
Module 1
The Scientific Roots of
Management.
Establishing the epistemological boundaries of Organizational Behavior. We define the academic scope for examinations and articulate the practical value for your career.
Psychology
Sociology
Anthropology
Political Science
Key Concepts
- The 3 Levels of Analysis
- Management Functions (POLSC)
- Utility of the MBA Degree
Module 1 & Models
Fundamentals & Models
Core concepts, definitions, and the evolution of organizational models.
Intro to OB: Psychology, Sociology & Politics
Key Concepts
The 4 Pillars of OB:
1. Psychology: The individual mind.
2. Sociology: Group dynamics.
3. Anthropology: Culture.
4. Political Science: Power.
1. Psychology: The individual mind.
2. Sociology: Group dynamics.
3. Anthropology: Culture.
4. Political Science: Power.
What is Organizational Behavior?
Key Concepts
Definition: Systematic study of actions/attitudes in organizations.
Exam Tip: Draw a diagram splitting OB into Individual, Group, and Org levels.
Exam Tip: Draw a diagram splitting OB into Individual, Group, and Org levels.
Why OB Matters for Managers?
Key Concepts
Utility: Degrees without skills = low salary.
Emotional Labor: managing internal frustration to maintain professional etiquette.
Emotional Labor: managing internal frustration to maintain professional etiquette.
Five Functions of Management (POLSC)
Key Concepts
Planning, Organizing, Leading, Staffing, Controlling. OB powers the "Leading" and "Staffing" functions.
The Autocratic Model
Key Concepts
Basis: Power.
Employee: Dependent on boss.
Result: Minimum performance.
"You do it because I said so."
Employee: Dependent on boss.
Result: Minimum performance.
"You do it because I said so."
The Custodial Model
Key Concepts
Basis: Money/Resources.
Employee: Dependent on Organization (Security).
Result: Passive cooperation.
"I stay because the benefits are good."
Employee: Dependent on Organization (Security).
Result: Passive cooperation.
"I stay because the benefits are good."
The Supportive Model
Key Concepts
Basis: Leadership.
Employee: Participation.
Result: Awakened drives.
Example: ISRO/APJ Abdul Kalam.
Employee: Participation.
Result: Awakened drives.
Example: ISRO/APJ Abdul Kalam.
Module 2 & 3
The Individual Level
Understanding the internal psychological machinery of the employee.
Personality & Emotions
MBTI, Big Five Model, and managing emotional labor in the workplace.
Type Theory
Perception & Bias
How selective perception, halo effects, and stereotyping influence decisions.
Attribution
Motivation Theories
Maslow, Herzberg, Vroom, and Equity Theory. The engine of performance.
Process & Content
Modules 2 & 3
The Individual Level
Deep dive into the "Human Operating System": Personality, Perception, and Motivation.
Part A: The Self (Personality & Affect)
Personality: MBTI & Big Five
Key Concepts
MBTI: 16 Types (Introvert vs Extrovert, Sensing vs Intuition).
Big 5 (OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism.
Big 5 (OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism.
Values, Attitude & Satisfaction
Key Concepts
Cognitive Dissonance: The mental discomfort when actions don't match beliefs.
Application: aligning personal values with organizational culture.
Application: aligning personal values with organizational culture.
Emotions, Moods & Affect
Key Concepts
Emotion: Intense, directed at someone.
Mood: Less intense, lacks context.
Emotional Labor: Masking feelings for the job.
Mood: Less intense, lacks context.
Emotional Labor: Masking feelings for the job.
Emotional Intelligence (EQ)
Key Concepts
5 Components: Self-awareness, Self-regulation, Motivation, Empathy, Social Skills.
Insight: EQ often predicts leadership success better than IQ.
Insight: EQ often predicts leadership success better than IQ.
Part B: The Lens (Perception & Bias)
The Perception Process
Key Concepts
Process: Selection → Organization → Interpretation.
Reality: We don't see things as they are; we see them as we are (Selective Perception).
Reality: We don't see things as they are; we see them as we are (Selective Perception).
The Halo & Horn Effect
Key Concepts
Halo: Letting one good trait (e.g., appearance) overshadow all faults.
Horn: Letting one bad trait darken the whole evaluation.
Horn: Letting one bad trait darken the whole evaluation.
Stereotyping & Attribution
Key Concepts
Stereotyping: Judging someone based on the group they belong to.
Attribution: Internal vs External cause (Blaming people vs Blaming luck).
Attribution: Internal vs External cause (Blaming people vs Blaming luck).
Part C: The Engine (Motivation)
Maslow & Herzberg Two-Factor
Key Concepts
Hygiene Factors: Salary, Policy (Prevents dissatisfaction).
Motivators: Growth, Recognition (Creates satisfaction).
Motivators: Growth, Recognition (Creates satisfaction).
McGregor's Theory X & Y
Key Concepts
Theory X: Assumes employees are lazy; requires strict control.
Theory Y: Assumes employees are self-driven; requires empowerment.
Theory Y: Assumes employees are self-driven; requires empowerment.
Vroom's Expectancy Theory
Key Concepts
Formula: Motivation = Expectancy × Instrumentality × Valence.
If any variable is zero, total motivation is zero.
If any variable is zero, total motivation is zero.
Equity Theory
Key Concepts
Core Idea: We compare our Input/Output ratio with others.
Inequity: Leads to anger (under-rewarded) or guilt (over-rewarded).
Inequity: Leads to anger (under-rewarded) or guilt (over-rewarded).
Organizational Justice
Key Concepts
Distributive: Fairness of outcome (Salary).
Procedural: Fairness of the process used to decide outcome.
Procedural: Fairness of the process used to decide outcome.
Personality: MBTI & Big Five
Key Concepts
[Image of Big Five personality traits diagram]
MBTI: 16 Types (Introvert vs Extrovert).
Big 5 (OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism.
MBTI: 16 Types (Introvert vs Extrovert).
Big 5 (OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism.
Values, Attitude & Job Satisfaction
Key Concepts
Cognitive Dissonance: The discomfort when actions don't match beliefs.
Application: How to align personal values with organizational culture.
Application: How to align personal values with organizational culture.
Emotions, Moods & Affect
Key Concepts
Emotion: Intense, directed at someone.
Mood: Less intense, lacks context.
Emotional Labor: Masking feelings for the job (e.g., customer service).
Mood: Less intense, lacks context.
Emotional Labor: Masking feelings for the job (e.g., customer service).
Emotional Intelligence (EQ)
Key Concepts
5 Components: Self-awareness, Self-regulation, Motivation, Empathy, Social Skills.
Insight: EQ often predicts leadership success better than IQ.
Insight: EQ often predicts leadership success better than IQ.
The Perception Process
Key Concepts
Process: Selection → Organization → Interpretation.
Reality: We don't see things as they are; we see them as we are.
Reality: We don't see things as they are; we see them as we are.
The Halo & Horn Effect
Key Concepts
Halo: Letting one good trait (e.g., appearance) overshadow all faults.
Horn: Letting one bad trait darken the whole evaluation.
Horn: Letting one bad trait darken the whole evaluation.
Stereotyping & Attribution
Key Concepts
Stereotyping: Judging someone based on the group they belong to.
Attribution Error: Blaming people for accidents (Internal) but blaming luck for our own failures (External).
Attribution Error: Blaming people for accidents (Internal) but blaming luck for our own failures (External).
Maslow & Herzberg Two-Factor
Key Concepts
[Image of Maslow's hierarchy of needs pyramid]Hygiene Factors: Salary, Policy (Prevents dissatisfaction).
Motivators: Growth, Recognition (Creates satisfaction).
Motivators: Growth, Recognition (Creates satisfaction).
McGregor's Theory X & Y
Key Concepts
Theory X: Assumes employees are lazy; requires strict control.
Theory Y: Assumes employees are self-driven; requires empowerment.
Theory Y: Assumes employees are self-driven; requires empowerment.
Vroom's Expectancy Theory
Key Concepts
Formula: Motivation = Expectancy × Instrumentality × Valence.
If any one is zero, motivation is zero.
If any one is zero, motivation is zero.
Equity Theory
Key Concepts
Core Idea: We compare our Input/Output ratio with others.
Inequity: Leads to anger (under-rewarded) or guilt (over-rewarded).
Inequity: Leads to anger (under-rewarded) or guilt (over-rewarded).
Organizational Justice
Key Concepts
Distributive: Fairness of outcome (Salary).
Procedural: Fairness of the process used to decide outcome.
Procedural: Fairness of the process used to decide outcome.
Module 4
Group Dynamics & Formation.
01
The Hiring Dilemma
Selecting for Competence (Arjun) vs. Culture Fit (Kapil).
02
Tuckman's 5 Stages
Forming, Storming, Norming, Performing, Adjourning.
03
Power & Politics
Formal Authority vs. The Informal "Grapevine".
Module 5
Evolution of Organizational Models.
Autocratic Model
Power & Authority
Basis
Power (The Boss is Law)
Result
Minimum Performance
Common in industrial revolution contexts. Creates dependency.
Custodial Model
Money & Security
Basis
Economic Resources
Result
Passive Cooperation
The "Government Job" archetype. Golden handcuffs.
Collegial Model
Partnership
Basis
Mutual Contribution
Result
Moderate Enthusiasm
Self-discipline and teamwork. E.g., Steve Jobs & Wozniak.
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Are these videos sufficient for MBA exams?
Yes, the content is specifically curated for standard MBA syllabi in the Indian subcontinent.
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