Organisational Behaviour
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Organisational Behaviour

University course being teached as at Swedish universities that will give insights about employees in organisations!
4.5 (8 ratings)
Instead of using a simple lifetime average, Udemy calculates a course's star rating by considering a number of different factors such as the number of ratings, the age of ratings, and the likelihood of fraudulent ratings.
475 students enrolled
Created by Robert Barcik
Last updated 9/2015
Price: $20
30-Day Money-Back Guarantee
  • 4.5 hours on-demand video
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
What Will I Learn?
  • Explain basic concepts, models and theoretical foundations in the area of leadership and organisational behaviour
  • Discuss the impact of leadership for the individual and the organisation
  • Identify and analyze the principal factors that prevent groups perseverance and dedication at work
View Curriculum
  • No requirements of prior knowledge

What motivates employees in an organisation? Why are they having good or bad moods? How can this be improved? To answer these questions we need to combine the fields of Psychology, Sociology and Business Administration - and so Organisational Behavior arises.

Researchers and practitioners provide us with an intense amount of beautiful concepts that allow us to understand members of organization much better. We even have specific concepts on how we should motivate these!

Have you ever wondered how it would look like if you studied this subject at the university? We allow you to do so now! This course is designed after the materials as being taught at Swedish universities. Even better, if you are currently a student of such university course anywhere around the world, we will definitely make your studies easier and more fun.

This course covers the full scope or Organisational Behavior divided into three main areas. We focus on individual in organisations, groups in organisations and organisation as a whole. You can expect to find here up to 50 videos that will lead you through the subject in an intuitive way within 4-6 hours of your time.
Who is the target audience?
  • Business students
  • Managers seeking to enlarge their scope of expertise
Compare to Other Organizational Behavior Courses
Curriculum For This Course
52 Lectures
Introduction To Organizational Behavior
6 Lectures 34:19

So what is awaiting for us in the beginning of the course? Of course - interesting introduction to the field.

Preview 01:13

Organisational Behaviour should be studiet at three levels - individual, groups and organisation wide. Why is it so? We will explore it in this video and that will set the basics for the whole course.

Introduction to Organisational Behaviour

The discipline of Organisational Behaviour is not a single - outstanding discipline. It is more of a mixture between psychology, business and sociology studies. All of these disciplines are adding important dimensions to our field and that is why we review them briefly in this lecture.

Disciplines Contributing To OB

Throughout the years, approaches to the management itself has changed. And these changed A LOT. A big role in this shift plays Organisational Behavior as it revealed that human resources are one of the most important aspects that shall be considered while managing an organisation.

Main Approaches To Management

Hawthorne Experiments changed the management as we know it some 100 years ago. These helped us to realise that we should focus on people as individuals in our organisations. In this lecture, we will discover the main parts of the experiments and what the outcomes have been.

Hawthorne Studies

Mr Parkinson came to British Navy and found that something strange was going on. Even though the number of ships have decreased, the number of managers and officers increased. Ain´t that really weird? In this video, we will give you an answer.

Preview 04:23

So, did you grasp the basics of the field?

Introduction to OB
2 questions
Individual In Organization
23 Lectures 02:17:31

Let´s have a brief overview of section two - the individual in an organization!

Preview 00:49

"Attitudes" are simple statements through which one can express how does he/she feel about something. However, these are constructed on three different levels. We have some evaluation, feeling and action so let´s explore that!


You can trust me with one simple fact - the attitudes you have are going to strongly influence your behavior. Well, we all know this but is there something more? Yes! There are some moderating variables that are allowing this phenomena to happen and as well we will talk about cognitive dissonance.

Behavior Follows Attitudes

How are employees going to behave when they are either satisfied or dissatisfied? There are four main responses that can be classified according to two dimensions.

Preview 07:04

There is quite a big difference between emotions and moods. the main one is that emotions are very short in duration compared to moods which last for a longer time. Moreover, if we experience several emotions (bad weather, un-nice collegue, broken lamp), these can add up to bad mood.

What are Emotions and Moods

Researchers have been able to classify basic emotions into one nice and simple graph. Let´s draw it and explore two dimensions according to which can be these emotions classified.

The Basic Emotions

There was a man called Phineas Gage who have been badly injured, but survived his injury. However, he lost the ability to experience emotions. Thanks to this example, we are able to show you what the function of emotions really is.

Function Of Emotions

We experience something called "Emotional Dissonance", which happens when we have to project one emotion, while feeling another. This can be a very serious problem sometimes so let´s explore how we can solve it.

Emotional Labor

It is called "Big" because it really influenced the decades of management. Thanks to this model, we are really able to characterise ANY kind of personality!

The Big Five Personality Model

This nice little concept will let us know why we sometimes feel like "nah...this job does not really fit me". Or even at broader scale, person and organization might be in an improper fit.

Person-Job Fit and Person-Organisation Fit

The environment around us is very complex. When we are perceiving it, through perceptions, we are giving meaning to the environment around us. But of course, this can be influenced by some factors such as characteristics of perceiver, target or situation!

What is Perception

To highlight the importance of perceptions for the sake of our study, we bring on a short video with some nice psychological examples about how can different people perceive reality differently.

Working With Perceptions

We judge people according to their behavior. When we look at how someone behaved we try to "attribute" the behaviour either to internal or external factors that influenced that person. Well, we have an attribution theory over here!

Attribution Theory

When it coms to the decision making of an individual, researchers have developed three basic understandings herein. Rational Model is the idealistic situation, becoming more realistic in Bounded Rationality and even more practical in Intuition.

Rational Model, Bounded Rationality and Intuition

We are not perfect. When we make decisions, we are influenced by biases due to which significant errors can occur. Well then let´s find out some of such biases.

Biases and Errors In Decision Making

And here it comes! The most important and the most crucial concept or organisational behaviour - the motivation.

What Is Motivation

Probably you have already seen this pyramid shape and heard about the theory of Mr Maslow. However, why is it so relevant for the field of organisational behaviour?

Hierarchy Of Needs Theory

Frederick Herzberg developed a so called "Two Factor Theory". According to him, there are two kinds of factors that add up to either dissatisfaction or satisfaction of employees.

Two Factor Theory

We as humans have three needs when it comes to our behaviour in organisations (according to McClelland). If we focus on the Need For Achievement, we are able to explain why some of us choose the options with 50-50 percent chances and much more!

McClelland´s Theory Of Needs

If we feel like what we are doing is our own choice, not an obligation, we are much more motivated. Self Determination Theroy at least argues so.

Self Determination Theory

Do you think that you are capable to complete this course? If yes, than you are most likely more productive and learning faster! Why? Self Efficacy Theory will give us an answer.

Self-Efficiacy Theory

One of the most important concepts in the field of Organisational Behaviour! Employees can feel inequal tretment ina given organisation and because of that become unmotivated or upset. We of course don´t want that and we try to fulfill Distributive Justice, Procedural Justice and Interactional Justice!

Equity Theory and Organisational Justice

What do you expect from your job? Is it financial reward, general satisfaction, social aspect or soemthing else? Expectancy Theory will explain us why are expectations of individuals so important for managers to grasp.

Expectancy Theory

By now you should now how to work with individuals in organisations. Do you?

Individual in an organisation
7 questions
Groups In Organization
11 Lectures 51:59

Brief introduction to section 3 where we discover the wonderful world of groups in organizations!

Preview 00:37

There are many kinds of groups that can be formed within an organisation. Let´s explora and grasp the basic stratification and characteristics!

Defining and Classifying Groups

Groups are some sort of living organisms - they are born, evolve and even dissolve. Scholars defined a Five Stage model that describes and analyses such "life of a group".

The Five-Stage Model Of Group Development

We begin with the first property of groups - roles of its members. We have to "perform" several roles at the same time and occasionally, these can go against each other.

Group Property 1 - Roles

Norms that evolve within groups can be beneficial but at the same time very dangerous for our organisation. Why is it so? We will give you an answer for this in a nice drawn example of two workers.

Group Property 2 - Norms

Status is basically describing how others in a society perceive us - or group that we belong to. But how can we, or our group, get to a higher social status? It is not that easy as you will see.

Group Property 3 - Status

What is influencing size of the groups? Why are groups growing or decreasing in the number of their members? Is it bad when a group becomes significantly large? We will give you an answer for these!

Group Property 4 - Size

In this lecture, we will compare the decision making of an individual with the one done by a group. Of course both have certain strengths and weaknesses.

Group Decision Making

Groupthink is a very, but trust me, very dangerous phenomena for any organisation that is out there. Groups can exert power over an individual and he/she, with the desire to fit the group will conform to the general opinion of the others, even if it is wrong.


Be careful, there is a very big difference between groups and teams. In this lecture, we will explore these differences and introduce ourselves to a wonders of teams.

Teams vs Groups

If we want to construct teams, what are our options? We have several, though our choice should be tailored to our expectations from a team that we are designing.

Types of Teams

Can you explain and describe phenomena such as social loafing or groupthink?

Groups in an organisation
5 questions
Organization As a Whole
12 Lectures 56:07

And we came to section 4 where we will udertake an organisation-wide perspective!

Preview 00:49

We all can sort of imagine what power means. But if someone asks you to define it with words, it becomes quite tricky doesn´t it? Let´s try to do it in this lecture.

Definition of Power

So once we defined ourselves what power means, where does it come from? There are certain Bases of Power which we are going to describe in this lecture.

Bases of Power

When people exert their power over others, they use something that we call a Power Tactic. There are more of them, so let´s list them in this lecture.

Power Tactics

Employees may not be very happy with the practice of managers exerting power over them, Especially, if managers do it in wrong and unethical ways.

How People Respond To Organisational Politics

Impression Management is simply a individual´s attempt to control impression that others hold of them.

Impression Management

Throughout the years, the view of a Conflict has changed. Even nowadays, managers and organisations may perceive conflict differently.

Three Views Of Conflict

We start with the grand model describing the Conflict Process and in this video we will look at stages I and II. These are called Potential Opposition and Cognition.

Conflict Process - Stages I and II

What intentions one has when it comes to the actual conflict? This lecture will give us an answer, as it describes the third stage of Conflict Process called Intentions.

Conflict Process - Stage III

The last two stages of Confliict Process talk about the Behavior that one shows and as well the outcomes of a given conflict.

Conflict Process - Stages IV and V

Exertion of power as well as the rise of a conflict are natural in organisations. When either of these happens, the Negotiation must take place!


Let´s assure ourselves that we know what power is and how can we solve conflicts.

Organisation as a whole
5 questions

Thank You a lot for Your time and attention! We hope that we were engaging and that studies of Organisational Behaviour have been the right choice for You!

Thank You!
About the Instructor
Robert Barcik
4.3 Average rating
416 Reviews
10,969 Students
6 Courses
Business Lecturer

Robert Barcik is a co-founder of MeanThat, the educational platform that helped more than quarter million students to learn efficiently. In 2014 he got inspired by KhanAcademy and created his first own videos and after placing them on YouTube he reached a global audience in a heartbeat, all eager to learn! Several universities and as well MBA students from all over the world started to use the videos for their lecturing.

With this, he jumped the educational train and in the upcoming months became a university lecturer and developer of Flipped Teaching with a focus on Marketing, Organisational Theory and Business. Along with that, Robert is a Business graduate and Data Analysis student at Swedish Dalarna University. Here, he cooperates with the educational institutes to promote an innovative ways of teaching.