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Foundations of Individual Behavior (Role attitude play in job performance,…
Foundations of Individual Behavior
OB issues face
Gen Y workers
1982~1997
Bring new attitudes to workplace
Challenge to manage
Want open mind bosses
Deal negative behavior in workplace
Respond
Role attitude play in job performance
Individuals' attitudes need to be consistent
Cognitive Dissonance Theory
To explain the relationship between attitudes and behavior
To reduce dissonance
Degree of influence
Rewards
Importance of factors
Employee might held
Job-related attitudes
Employee engagement
Work/Life balance
Providing good service to customers
Base pay
Type of work
Respect
An understanding of attitudes help be more effective
Happy workers are productive workers
Surveying employees about their attitudes
Satisfied and committed employees have lower rates of turnover and absenteeism
Employees will try to reduce dissonance
Components
Affective
The emotional or feeling part
Behavior
An intention to behave in certain way toward someone or something
Cognitive
Made up of the beliefs, opinions, knowledge, and information
Held by person
Theories explain behavior
Operant conditioning
Behavior is a function of its consequences
Reinforcement
Strengthens
Lack of reinforcement
Weakens
Social learning theory
Influence this model
Retention processes
Motor reproduction processes
Attentional processes
Reinforcement processes
Shaping behavior
Guide learning=Shaping behavior
Four ways
Negative reinforcement
Punishment
Positive reinforcement
Extinction
Manager can teach employees's behavior which is benefit
Need to know about personality
To match personalities and jobs
Social
Helping and developing others
Conventional
Rule-regulated, orderly,and unambiguous activities
Investigative
Thinking, organizing, and understanding
Enerprising
Verbal activities which offer opportunities to influence others and attain power
Realistic
Skill, strength, and coordination
Artistic
Allow creative expression
Attributes differ across cultures
Big five model
Global
Personality traits predict practical work-related behaviors
Self-esteem (SE)
Self-monitoring
Machiavellianism ( Mach)
Risk taking
Control
Internal
Locus of control
External
Understanding personality help be more effective
Understanding different approaches to work
Being a better manager
Job-person compatibility
More-satisfied
Higher-performing
Best describe
Big five model
Conscientiousness
Emotional stability
Agreeableness
Openness to experience
Extraversion
Emotional Intelligence
Good to reading others' emotions
More effective in job
Self-motivation
Empathy
Self-management
Social skills
Self-awareness
More widely used method
Myers-Briggs Type Indicator (MBTI)
Sensing versus Intuition (SN)
Thinking verse Feeling (TF)
Judging versus Perceiving (JP)
Extraversion versus Introversion (EI)
The focus and goals of organization behavior
The focus of OB
Individual behavior
Attitude
Personality
Group behavior
Norms
Roles
Organizational
Human resource policies
Culture
The goals of OB
To explain, predict, and influence behavior
Turnover
The voluntary and involuntary permanent withdrawal from an organization
Organizational citizenship behavior
Promoting the effective functioning of the oranization
Absenteeism
The failure to show up for work
Job satisfaction
A general attitude toward job
Satisfied
Having higher levels of performance
Stay with an organization
Employee productivity
Effectiveness
Efficiency
Workplace misbehavior
Deviance
Aggression
Antisocial behavior
Violence
Definition
The study of the actions of people at work
As a Iceberg
Visible aspects
Hidden aspects
The impact of perception
Influences perception
Factors
The object or target being perceived
The context of the situation in which the perception is made
The perceiver
Judge employees
Distorting attributions
Error
Using what perceptual shortcuts
Makng tasks more manageable
Selectivity
Speed reading
Assumed similarity
Stereotyping
Halo effect
Attribution theory
Consistency
Consensus
Distinctiveness
Helping managers be more effective
Needing to recognize that their employees react to this
The valuable employee who quits