Principles of Management 230.70 Chapter 9

five factors contributing to employee engagement

1. respect 2. type of work 3. work/life balance 4. providing good service to customers 5. base pay

how hard we try to reduce dissonance is determined by three things

1. the importance of the factors creating the dissonance; 2. the degree of influence the individual believes he or she has over those factors; and the rewards that may be involved in dissonance

discuss contemporary issues in OB

OB focuses on three areas: individual behavior; group behavior; and organizational behavior

machiavellianism (MACH)

a measure of the degree to which people are pragmatic maintains emotional distance and believe that ends justify means

employee productivity

a performance measure of both work efficiency and effectiveness

Myers-Briggs Type Indicator (MBTI)

a personality assessment that uses four dimensions of personality to identify different personality types

big five model

a personality that trait model that examines five traits: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience

self-monitoring

a personality trait that measures the ability to adjust behavior to external situational factors

perception

a process by which we give meaning to our environment by organizing and interpreting sensory impressions

social learning

a theory of learning that says people can learn through observation and direct experience​

attribution theory

a theory used to explain how we judge people differently, based on what meaning we attribute to a given behavior

personality

a unique combination of emotional, thought and behavioral patterns that affect how a person reacts to situations and interacts with others

social skills

adapting to and handling the emotions of others

how do learning theories explain behavior

almost all behavior is learned

what are the three components of an attitude

an attitude is made up of three components: cognition, affect, and behavior

job satisfation

an employee's general attitude toward his or her job

organizational commintment

an employee's orientation toward the organization in terms of his or her loyalty to, identification with, and involvement in the organization

self-esteem

an individual's degree of like or dislike for himself or herself

assumed similarity

an observer's perception of others influenced more by the observer's own characteristics than by those of the person observed

cognitive dissanonce

any incompatibility or inconsistency between attitudes or between behavior and attitude

workplace misbehaviour

any international employee behavior that is potentially harmful to the organization or individuals within the organization

the goals of OB

are to explain, predict, and influence employee behavior

four processes determine the amount of influence these models have

attentional process; retention process; motor reproduction process; reinforcement process

individual behaviour

based predominantly on contributions from psychologists, this area includes such topics as attitudes, personality, perception, learning, and motivation

importance factor

because of the importance of the issues in this example, she can't ignore the inconsistency

operant conditioning

behavior is a function of its consequences

self-awareness

being aware of what you're feeling

what contemporary OB issues face managers

by this point, you're probably well aware of they managers need to understand how and why employees behave the way they do.

external behavior

caused behavior results from outside causes that are the person is seen as having been forced into the behavior by the situation

what is learning

considerably broader than average person's view that "it's what you do in school". occur all the time as continually from our experiences.

organizational citizenship begaviour

discretionary behavior that's not part of an employee's formal job requirements, but that promotes the effective functioning of the organization

the determination depends on three factors

distinctiveness, consensus, consistency

six important employee behaviors that managers are specifically concerned with explaining, predictirng and influencing include the following

employee productivity, absenteeism; turnover; organizational citizenship behavior; job satisfaction; workplace misbehavior

attitudes

evaluative statements, either favorable or unfavorable, concerning objects, people, or events

rewards

finally, rewards also influence how likely Tracey is to reduce dissonance

negative reingforcement

follow the desired behavior by terminating or withdrawing something unpleasant- a manager telling an employee he won't dock her pay if she starts coming to work on time.

positive reingforcement

follow the desired behavior with something pleasant a manager praising an employee for a job will be done

consensus

if everyone who is faced with a similar situation responds in the same way, we can say the behavior shows consensus

can personality traits predict work-related behaviors

in a word "YES!" Five specific personality traits have proven most powerful in explaining individual behavior in organizations

organizational aspects

including structure, culture, and human resource policies and practices

internal behavior

internal caused behavior is believed to be under the control of the individual

extincion

is not reinforcing (ignoring) behavior, making it gradually disappear

consistency

manager looks for consistency​ in an employee's actions

how can an understanding of perception help managers be more effective

managers should be interested in perception because it helps them understand employee behavior in the following ways.

how can an understanding of attitudes help managers be more effective

managers should be interested in their employee's attitudes becuase they influence behaviour in the following ways

self-management

managing your own emotions and impulses

what attitude might Employees hold

naturally, managers are not interested in every attitude an employee might hold

can attributions be distored

one of the more interesting findings drawn from attribution theory is that errors or biases distort attributions

what is OCB

organizational citizenship behavior is discretionary behavior that's not part of an employee's formal job requarements, but it promotes the effective functioning of an organiztion.

punishment

penalizes undesirable behavior suspending an employee for two days without pay for showing up drunk

four ways to shape behavior

positive reinforcement; negative reinforcement; punishment; extinction

distinctiveness

refers to whether an individual displays a behavior in many situations or whether it is particular to one situation

empathy

sensing how others are feeling

reinforcement

strengthens behavior and increases the likelihood it will be repeated

extraversion versus introversionrsion

the EI dimension describes an individual's orientation toward the external world of the environment E or the inner world of ideas and experiences

increasereliance on emotional intelligence

the ability to get along with others-coworkers, colleagues, team members, bosses, and customers- will be critical to success in most jobs

emotional intelligence

the ability to notice and to manage emotional cues and information

behaviour

the actions of people

degree if inluence

the degree of influence that Tracey believes she has also impacted how she reacts to the dissonance

job involvement

the degree to which an employee identifies with his or her job, actively participates in it, and considers his or her job performance important for self-worth

locus of control

the degree to which belief they control their own fate

risk taking

the final personality trait influencing worker behavior reflects the willingness to take chances

do personality attributes differ across coltures

the five personality factors studied in the big five model appear in almost all cross-cultural studies

cognitive component

the part of an attitude made up pf the beliefs, opinions, knowledge, and information held by a person

behavior component

the part of an attitude that refers to an intention to behave in a certain way toward someone or something

effective component

the part of an attitude that the emotional or feeling part

shaping behavior

the process of guiding learning in graduated steps, using reinforcement or lack of enforcement​

organizational behaviour

the study of the actions of people at work

self-serving bias

the tendency for individuals to attribute their successes to internal factors while putting the blame for failures on external factors

selective perception

the tendency for people to only absorb parts of what they observe, which allows us to "speed read" others

fundamental attribution error

the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others

who is Gen Y

there's no consensus about the exact time span that Gen Y comprises, but most definitions inlcude those individuals born from about 1982-1997

how do generational differences affect the workplace

they're young, smart, brash. they wear flip-flops to the office or listen to iPods at their desk. this is generation Y

turnover

voluntary and involuntary permanent withdrawal from an organization

lack of reinforcement

weakens a behavior and lessens the likelihood it will be repeated

employee engagement

when employees are connected to, satisfied with, and enthusiastic about their jobs

halo effect

when we form a general impression of a person on the basis of a single characteristic​

stereotyping

when we judge someone on the basis of our perception of a group to which that person belongs

group behaviour

which includes norms, roles, team building, leadership, and conflict