Please enable JavaScript.

Coggle requires JavaScript to display documents.

Organisational Behaviour (5 anchors (Multiple level analysis (Individual …

- - - - culture
      - political environmnet
      - economy
  - - - Emotion and job attitudes
        
        emotions
        
        felt vs displayed
        
        emotional labour
        
        effort, planning and control needed to display organisationally desired emotions
        
        deep vs surface acting
        
        trying to feel specific emotion they are thinking about
        
        fakes emotion to meet work rules
        
        emotional intelligence
        
        ability to monitor own and other people's emotions, to discriminate between different emotions and label them, and to use emotional information to guide thinking and behaviour
        
        intense feelings directed at something or someone
        
        stress
        
        Work related
        
        work overload
        
        hours
        
        lack of sleep
        
        intensity
        
        low task control
        
        worse coupled with high responsibility
        
        harassment and incivility
        
        psychological and sexual harassment
        
        stress management
        
        social support
        
        emotional
        
        informational
        
        control stress consequences
        
        relaxation and meditation
        
        fitness and wellness programs
        
        increase amount of sleep
        
        adaptive response to situations that is perceived as challenging or threatening to wellbeing
        
        fight or flight
        
        individual differences in stress
        
        coping strategy
        
        levels of resilience
        
        personality traits (neuroticism)
        
        competencies (EI)
        
        resistance threshold
        
        attitudes
        
        evaluation of target, representative of overall assessment of whether target is positive or negative
        
        attitudes in the workplace
        
        cognitive dissonance
        
        conflict between 2 attitudes or behaviour and attitude
        
        seek to decrease conflict
        
        reduce
        
        deny conflict to beliefs
        
        justify by adding new cognitions
        
        change behaviour
        
        organisational commitment
        
        continuance
        
        'have to'
        
        normative
        
        'should'
        
        Affective
        
        'want'
        
        job satisfaction
        
        responses to dissatifaction
        
        neglect
        
        lyoalty
        
        exit
        
        voice
        
        factors
        
        career progress
        
        job conditions
        
        content
        
        people
        
        personality
        
        pay and benefits
      - Motivation
        
        major theories
        
        early theories
        
        Maslow
        
        hierarchy of 5 needs
        
        physical, safety, social, esteem, self actualisation
        
        as each need is substantially satisfied, the next need becomes dominant
        
        McClelland
        
        need for
        
        achievement
        
        power
        
        affiliation
        
        vs Maslow
        
        more likely motivating factors than strict needs for survival
        
        contemporary theories
        
        equity
        
        elements
        
        comparison other
        
        outcome/input ratio
        
        equity evaluation
        
        both over reward and under reward induce discomfort and aversive feelings
        
        over
        
        2 more items...
        
        under
        
        7 more items...
        
        actively try to correct inequity
        
        theory of how people develop perceptions of fairness in distribution and exchange of resources
        
        compare inputs and outcomes in job with others then respond to eliminate ANY inequities
        
        justice in organisations
        
        distributive
        
        amount and allocation of rewards
        
        criteria
        
        3 more items...
        
        procedural
        
        process to determine distribution
        
        criteria
        
        3 more items...
        
        goal setting
        
        process of motivating employees by clarifying the role perceptions by establishing performance objectives
        
        increase intensity of effort
        
        increase persistence of effort
        
        clarify role perceptions
        
        setting specific and difficult goal with feedback lead to motivation, commitment and higher performance
        
        goal difficulty and performance
        
        2 more items...
        
        effective feedback
        
        5 more items...
        
        motivation at work
        
        5 job characteristics
        
        task identity
        
        degree to which job requires the whole and completion of a piece of work
        
        psychological state: experienced meaningfulness of work done
        
        task significance
        
        the degree to which the job has an impact on other people's lives
        
        psychological state: experienced meaningfulness of work done
        
        skill variety
        
        pros
        
        higher productivity
        
        less time wasted between changing activites
        
        low training costs
        
        easy job matching
        
        masters job quickly
        
        cons
        
        psychological state: experienced meaningfulness of work done
        
        autonomy
        
        the degree of which the job provides substantial freedom and discretion in the scheduling and procedure determining
        
        psychological state: experienced responsibility for the outcome of the work
        
        feedback
        
        teh degree to which carrying out the job requirements results in obtaining clear and direct information on their performance on the job
        
        knowledge of actual results and job activities
        
        personal and work outcomes from good implementation of the job characteristics
        
        High internal work performance
        
        High work satisfaction
        
        High internal work motivation
        
        low absenteeism and turnover
        
        alternative work arrangements
        
        telecommuting
        
        pros
        
        higher productivity
        
        higher morale
        
        less office space cost
        
        good for environment
        
        larger work pool
        
        cons
        
        increase in isolation may reduce job satisfaction
        
        less information exchange in workplace
        
        difficult to coordinate team tasks
        
        less direct supervision
        
        staff are allowed to work anywhere outside the workplace
        
        implications to managers
        
        use a variety of motivation tools
        
        allow for employees to make decisions that affect them
        
        check system for equity
        
        use goals and feedback
        
        link rewards to performance
        
        provide opportunities for every employee to thrive
        
        recognise individual differences
        
        flexible work schedules
        
        pros
        
        more 'family-friendly'
        
        increase profitability
        
        less absenteeism
        
        cons
        
        not applicable to every job or worker
        
        specific hours per week required, but varied work hours within limits
        
        using rewards
        
        merit based pay
        
        pay for individual performance based on performance, appraisal ratings, link performance to rewards
        
        cons
        
        introduce bias and discrimination
        
        profit sharing plan
        
        pros
        
        higher productivity and employee commitment
        
        cons
        
        doesn't work when organisation doesn't have reported profit per se (non profit org)
        
        distributes compensation (cash or stock options) based on some established formula designed around company productivity
        
        piece rate pay
        
        pros
        
        higher production rates and wages
        
        works if outputs are similar enough
        
        cons
        
        not feasible for all jobs
        
        compensate workers with fixed sum per each piece of product, focus on quantity
        
        basic concepts
        
        internal forces that direct an individuals' behaviour
        
        intensity
        
        level of effot
        
        direction
        
        towards a goal
        
        persistence
        
        amount of time
        
        the processes that account for an individual's direction, intensity and persistence of effort towards attaining a goal
      - Perception and learning
        
        perception
        
        person perception
        
        stereotyping
        
        assigning traits based on the membership to social categories
        
        unconscious energy saving process to help fill in the blank of the unknown
        
        block recognition of new info
        
        attribution theory
        
        assign credit/blame
        
        internal vs external
        
        tendency for people to blame external
        
        social identity
        
        categorisation
        
        of people into similar groups
        
        homogenisation
        
        attributing same characteristics to people of the same group
        
        Differentiation
        
        assigning favourable characteristics to own groups
        
        How people define themselves in terms of group membership
        
        High status groups for positive self image
        
        emotional attachments
        
        process of receiving info about and making sense of the world around us
        
        change blindness
        
        demonstrates the limitation of human attention
        
        learning
        
        learning perspectives
        
        social learning theory
        
        behaviour modeling
        
        types of reinforcement
        
        4 more items...
        
        behaviour modification
        
        Alter behaviour to maximise positive and minimise negative consequences
        
        operant conditioning
        
        relatively permanent change in behaviour as a result of interacting with the environment
      - Individual decision making
        
        How decisions SHOULD be made
        
        rational choice paradigm
        
        process
        
        identify>choose>develop alternative>choose best alternative>implement selected alternative>evaluate outcomes
        
        rational choice assumptions
        
        choices evaluated simultaneously
        
        evaluate against absolute standards
        
        people can process all information
        
        rely on factual info
        
        clear, comparable goals that are agreed upon
        
        maximisation, the optimal choice
        
        How decisions are ACTUALLY made
        
        bounded rationality and decision biases
        
        bounded rationality limited by:
        
        finite amount of time they have to make the decision
        
        cognitive limit of minds
        
        the information they have
        
        decision biases
        
        Escalation of commitment
        
        tendency to repeat a bad decision or allocate more resources as a to a failing course of action
        
        Risk aversion
        
        Prospect theory: people take fewer risks to receive gains and bigger risks to avoid losses
        
        Represented heuristic
        
        used when making judgements on the probability of an event under uncertainty: when people rely on representativeness to make judgements, they are likely to judge wrongly as being representative doesn't necessarily make it more likely
        
        Gambler's fallacy
        
        1 more item...
        
        Role of emotions
        
        Feelings as information: when people make judgements about a target they rely upon their feelings as a diagnostic information about their target
        
        Availability heuristic
        
        a mental shortcut that relies on the available examples that first come to mind when evaluating a decision
        
        Self fulfilling prophecy
        
        A prediction that directly or indirectly causes itself to come true, by the terms of the prediction itself due to positive feedback between belief and behaviour
        
        Overconfidence
        
        a person's subjective confidence in their judgements is reliably greater than the objective accuracy of those judgements
        
        3 forms
        
        3 more items...
        
        Confirmation bias
        
        people tend to create opportunities for themselves to 'confirm' that their beliefs are correct, this biases the opportunities, hence creates likelihood for occurrence to happen
        
        more generalised phenomenon of self fulfilling prophecy
        
        Anchoring
        
        The anchoring effect: people tend to rely too heavily on the first piece of information they were provided with
        
        once the anchor is set, judgements are made by adjusting away from that anchor, and there is a bias toward interpreting other information around that anchor
        
        reality of making decisions
        
        choices evaluated sequentially
        
        evaluated against implicit favourites
        
        process only limited info
        
        rely on perpetually distorted info
        
        ambiguous and conflicting goals that lack agreement
        
        satisficing, a 'good enough' option
        
        continuous process of making choices among one or more alternatives with the incentive of moving toward desired state of affairs
        
        How to make better decisions?
        
        bias awareness
        
        other ideas
        
        wisdom of crowds
        
        choice architecture
        
        design of different ways in which choices can be presented to impact decision making
        
        using algorithms
      - Personality and values
        
        MARS model of individual behaviour
        
        Ability
        
        Role perception
        
        relative importance
        
        preferred behaviours
        
        what tasks
        
        Motivation
        
        Situational factors
        
        Internal factors that affect voluntary choice of behaviours
        
        intensity
        
        persistence
        
        direction
        
        Values
        
        Across cultures
        
        uncertainty avoidance
        
        masculinity vs femininity
        
        individualism vs collectivism
        
        long term vs short term orientation
        
        power distance
        
        Personal values
        
        stable, evaluative belief that guide our preferences
        
        Value system: hierarchy of values
        
        Values at work
        
        Enacted
        
        1 more item...
        
        Espoused
        
        1 more item...
        
        Personality
        
        CANOE/Big 5
        
        Agreeableness
        
        Neuroticism
        
        Openness
        
        Conscienciousness
        
        Biggest indicator of achievements
        
        Extroversion
        
        Nature vs nurture
        
        pattern of relatively enduring ways in which an individual reacts to and interacts with others
- - - - Conflict, miscommunication, discrimination
    - - understand customer needs, diverse ideas
  - - - new organisational structure
      - different forms of communication
      - increase competition, mergers, work intensification