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