Lecture 10 Understanding and Managing Individual Behaviour

Содержание

1. Lecture 10 Understanding and Managing Individual Behaviour
2. Learning ObjectivesIdentify the focus and goals of
3. Focus and Goals of Organizational BehaviorBehavior
4. Exhibit 15-1 Organization as IcebergCopyright © 2016 Pearson Education, Ltd.
5. Focus of Organizational BehaviorOrganizational
6. Goals of Organizational BehaviorThe
7. Goals of Organizational Behavior (cont.)Organizational Citizenship Behavior
8. Goals of Organizational Behavior (cont.)Workplace misbehavior –
9. Attitudes and Job PerformanceAttitudes – evaluative statements,
10. Attitudes and Job Performance (cont.)Cognitive component –
11. Job SatisfactionA person with a high level
12. Job Involvement and Organizational CommitmentJob involvement –
13. Job Involvement and Organizational Commitment (cont.)Perceived organizational
14. Employee EngagementEmployee
15. Cognitive Dissonance TheoryCognitive dissonance – any incompatibility
16. Exhibit 15-2 Sample Employee Attitude SurveyCopyright © 2016 Pearson Education, Ltd.
17. PersonalityPersonality
18. MBTI®MBTI®
19. Exhibit 15-3 Examples of MBTI® Personality TypesCopyright © 2016 Pearson Education, Ltd.
20. The Big Five ModelBig
21. Additional Personality InsightsLocus of control – the
22. Additional Personality Insights (cont.)Self-esteem – an individual’s
23. Other Personality TraitsProactive personality – a trait
24. Emotions and Emotional IntelligenceEmotions – intense feelings
25. Five Dimensions of Emotional Intelligence (EI)Emotional Intelligence
26. Five Dimensions of Emotional Intelligence (EI) (cont.)Empathy:
27. Exhibit 15-4 Holland’s Personality–Job FitCopyright © 2016 Pearson Education, Ltd.
28. PerceptionPerception – a process by which we
29. Exhibit 15-5 What Do You See?Copyright © 2016 Pearson Education, Ltd.
30. Attribution TheoryAttribution Theory
31. Attribution Theory (cont.)Fundamental attribution error – the
32. Exhibit 15-6 Attribution TheoryCopyright © 2016 Pearson Education, Ltd.
33. Shortcuts Used in Judging OthersAssumed similarity –
34. LearningLearning
35. Operant ConditioningOperant conditioning
36. Social LearningSocial learning theory
37. Shaping: A Managerial ToolShaping behavior
38. Contemporary Issues in Organizational BehaviorManaging
39. Managing Negative Behavior in the WorkplaceWhat
40. Скачать презентанцию

Learning ObjectivesIdentify the focus and goals of individual behavior within organizations.Explain the role that attitudes play in job performance.Describe different personality theories.Know how to be more self-aware.Describe perception and factors that

Главная
Разное
Lecture 10 Understanding and Managing Individual Behaviour

Слайды и текст этой презентации

Слайд 1 Lecture 10 Understanding and Managing Individual Behaviour
Course Instructor: Diana Amirbekova
March

27, 2018
Introduction to Management– Week 11

Слайд 2Learning Objectives
Identify the focus and goals of individual behavior within

organizations.
Explain the role that attitudes play in job performance.
Describe different

personality theories.
Know how to be more self-aware.
Describe perception and factors that influence it.
Discuss learning theories and their relevance in shaping behavior.
Develop your skill at shaping behavior.
Discuss contemporary issues in organizational behavior.

Learning ObjectivesIdentify the focus and goals of individual behavior within organizations.Explain the role that attitudes play in

Слайд 3Focus and Goals of Organizational Behavior
Behavior – the actions of

people.
Organizational behavior – the study of the actions of people

at work.

Focus and Goals of Organizational BehaviorBehavior – the actions of people.Organizational behavior – the study of

Слайд 4Exhibit 15-1 Organization as Iceberg
Copyright © 2016 Pearson Education, Ltd.

Слайд 5Focus of Organizational Behavior
Organizational

behavior focuses

on three major areas:
Individual behavior including attitudes, personality, perception, learning, and motivation.
Group behavior including norms, roles, team building, leadership, and conflict.
Organizational aspects including structure, culture, and human resource policies and practices.

Focus of Organizational BehaviorOrganizational

Слайд 6Goals of Organizational Behavior
The
goals

of OB are to explain, predict, and influence behaviors such

as
Employee productivity – a performance measure of both efficiency and effectiveness.
Absenteeism – the failure to show up for work.
Turnover – the voluntary and involuntary permanent withdrawal from an organization.

Goals of Organizational BehaviorThe goals of OB are to explain, predict, and

Слайд 7Goals of Organizational Behavior (cont.)
Organizational Citizenship Behavior (OCB) – discretionary

behavior that is not part of an employee’s formal job

requirements, but which promotes the effective functioning of the organization.
Job satisfaction – an employee’s general attitude toward his or her job.

Goals of Organizational Behavior (cont.)Organizational Citizenship Behavior (OCB) – discretionary behavior that is not part of an

Слайд 8Goals of Organizational Behavior (cont.)
Workplace misbehavior – any intentional employee

behavior that is potentially damaging to the organization or to

individuals within the organization.

Goals of Organizational Behavior (cont.)Workplace misbehavior – any intentional employee behavior that is potentially damaging to the

Слайд 9Attitudes and Job Performance
Attitudes – evaluative statements, either favorable or

unfavorable, concerning objects, people, or events.
An attitude is made up

of three components: cognition, affect, and behavior.

Attitudes and Job PerformanceAttitudes – evaluative statements, either favorable or unfavorable, concerning objects, people, or events.An attitude

Слайд 10Attitudes and Job Performance (cont.)
Cognitive component – that part of

an attitude that’s made up of the beliefs, opinions, knowledge,

or information held by a person.
Affective component – that part of an attitude that’s the emotional or feeling part.
Behavioral component – that part of an attitude that refers to an intention to behave in a certain way toward someone or something.

Attitudes and Job Performance (cont.)Cognitive component – that part of an attitude that’s made up of the

Слайд 11Job Satisfaction
A person with a high level of job satisfaction

has a positive attitude toward his or her job.
A

person who is dissatisfied has a negative attitude.
Job satisfaction is linked to productivity, absenteeism, turnover, customer satisfaction, OCB, and workplace misbehavior.

Job SatisfactionA person with a high level of job satisfaction has a positive attitude toward his or

Слайд 12Job Involvement and Organizational Commitment
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 to be important to self-worth.
Organizational commitment – the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in that organization.

Job Involvement and Organizational CommitmentJob involvement – the degree to which an employee identifies with his or

Слайд 13Job Involvement and Organizational Commitment (cont.)
Perceived organizational support – employees’

general belief that their organization values their contribution and cares

about their well-being.

Job Involvement and Organizational Commitment (cont.)Perceived organizational support – employees’ general belief that their organization values their

Слайд 14Employee Engagement
Employee
engagement –

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

their jobs.

Employee EngagementEmployee engagement – when employees are connected to, satisfied with,

Слайд 15Cognitive Dissonance Theory
Cognitive dissonance – any incompatibility or inconsistency between

attitudes or between behavior and attitudes.
Attitude surveys – surveys that

elicit responses from employees through questions about how they feel about their jobs, work groups, supervisors, or the organization.

Cognitive Dissonance TheoryCognitive dissonance – any incompatibility or inconsistency between attitudes or between behavior and attitudes.Attitude surveys

Слайд 16Exhibit 15-2 Sample Employee Attitude Survey
Copyright © 2016 Pearson Education, Ltd.

Слайд 17Personality
Personality

– the unique combination of emotional, thought,

and behavioral patterns that affect how a person reacts to situations and interacts with others.

PersonalityPersonality – the unique combination

Слайд 18MBTI®
MBTI®
- a

popular personality-assessment instrument.
Classifies individuals as exhibiting a preference in four

categories:
Extraversion or introversion (E or I)
Sensing or intuition (S or N)
Thinking or feeling (T or F)
Judging or perceiving (J or P).

MBTI®MBTI® - a popular personality-assessment instrument.Classifies individuals as exhibiting a

Слайд 19Exhibit 15-3 Examples of MBTI® Personality Types
Copyright © 2016 Pearson Education,

Ltd.

Exhibit 15-3 Examples of MBTI® Personality TypesCopyright © 2016 Pearson Education, Ltd.

Слайд 20The Big Five Model
Big
Five

Model – a personality trait model that includes:
Extraversion
Agreeableness
Conscientiousness
Emotional stability
Openness to

experience

The Big Five ModelBig Five Model – a personality trait model that

Слайд 21Additional Personality Insights
Locus of control – the degree to which

people believe they are masters of their own fate.
Machiavellianism –

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

Additional Personality InsightsLocus of control – the degree to which people believe they are masters of their

Слайд 22Additional Personality Insights (cont.)
Self-esteem – an individual’s degree of like

or dislike for him/herself.
Self-monitoring – a personality trait that measures

the ability to adjust behavior to external situational factors.

Additional Personality Insights (cont.)Self-esteem – an individual’s degree of like or dislike for him/herself.Self-monitoring – a personality

Слайд 23Other Personality Traits
Proactive personality – a trait belonging to people

who identify opportunities, show initiative, take action, and persevere until

meaningful change occurs.
Resilience – an individual’s ability to overcome challenges and turn them into opportunities.

Other Personality TraitsProactive personality – a trait belonging to people who identify opportunities, show initiative, take action,

Слайд 24Emotions and Emotional Intelligence
Emotions – intense feelings that are directed

at someone or something.
Emotional Intelligence (EI) – the ability to

notice and to manage emotional cues and information.

Emotions and Emotional IntelligenceEmotions – intense feelings that are directed at someone or something.Emotional Intelligence (EI) –

Слайд 25Five Dimensions of Emotional Intelligence (EI)
Emotional Intelligence (EI) is composed

of five dimensions:
Self-awareness: The ability to be aware of what

you’re feeling.
Self-management: The ability to manage one’s own emotions and impulses.
Self-motivation: The ability to persist in the face of setbacks and failures.

Five Dimensions of Emotional Intelligence (EI)Emotional Intelligence (EI) is composed of five dimensions:Self-awareness: The ability to be

Слайд 26Five Dimensions of Emotional Intelligence (EI) (cont.)
Empathy: The ability to

sense how others are feeling.
Social skills: The ability to handle

the emotions of others.

Five Dimensions of Emotional Intelligence (EI) (cont.)Empathy: The ability to sense how others are feeling.Social skills: The

Exhibit 15-4 Holland’s Personality–Job FitCopyright © 2016 Pearson Education, Ltd.

Слайд 28Perception
Perception – a process by which we give meaning to

our environment by organizing and interpreting sensory impressions.
A number of

factors act to shape and sometimes distort perception including:
Perceiver
Target
Situation

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

Exhibit 15-5 What Do You See?Copyright © 2016 Pearson Education, Ltd.

Слайд 30Attribution Theory
Attribution Theory

– how the actions of individuals are perceived by others depends on what meaning (causation) we attribute to a given behavior.
Attribution depends on three factors: distinctiveness, consensus, and consistency.

Слайд 31Attribution Theory (cont.)
Fundamental attribution error – the tendency to underestimate

the influence of external factors and to overestimate the influence

of internal or personal factors.
Self-serving bias – the tendency of individuals to attribute their successes to internal factors while blaming personal failures on external factors.

Attribution Theory (cont.)Fundamental attribution error – the tendency to underestimate the influence of external factors and to

Exhibit 15-6 Attribution TheoryCopyright © 2016 Pearson Education, Ltd.

Слайд 33Shortcuts Used in Judging Others
Assumed similarity – the assumption that

others are like oneself.
Stereotyping – judging a person on the

basis of one’s perception of a group to which he or she belongs.
Halo effect – a general impression of an individual based on a single characteristic.

Shortcuts Used in Judging OthersAssumed similarity – the assumption that others are like oneself.Stereotyping – judging a

Слайд 34Learning
Learning

– any relatively permanent change in behavior that occurs

as a result of experience.
Two theories of learning:
Operant conditioning
Social learning

LearningLearning – any relatively permanent change in

Слайд 35Operant Conditioning
Operant conditioning

– a theory of learning that says behavior is a function of its consequences.
Behaviors are learned by making rewards contingent to behaviors.
Behavior that is rewarded (positively reinforced) is likely to be repeated.
Behavior that is punished or ignored is less likely to be repeated.

Слайд 36Social Learning
Social learning theory

– a theory of learning that says people can learn through observation and direct experience.
The influence that these models have on an individual is determined by four processes:
Attentional processes
Retention processes
Motor reproduction processes
Reinforcement processes

Слайд 37Shaping: A Managerial Tool
Shaping behavior

– the process of guiding learning in graduated steps using reinforcement or lack of reinforcement.
Positive reinforcement: rewarding desired behaviors
Negative reinforcement: removing an unpleasant consequence once the desired behavior is exhibited
Punishment: penalizing an undesired behavior
Extinction: eliminating a reinforcement for an undesired behavior

Слайд 38Contemporary Issues in Organizational Behavior
Managing

Generational Differences in the Workplace
Gen

Y: individuals born after 1978
Bring new attitudes to the workplace that reflect wide arrays of experiences and opportunities
Want to work, but don’t want work to be their life
Challenge the status quo
Have grown up with technology

Contemporary Issues in Organizational BehaviorManaging Generational Differences

Слайд 39Managing Negative Behavior in the Workplace
What

can managers do to manage negative behavior in

the workplace?
Screening potential employees for certain personality traits.
Responding immediately and decisively to unacceptable negative behaviors.

Managing Negative Behavior in the WorkplaceWhat can managers do to manage

Скачать презентацию

Разделы презентаций

Lecture 10 Understanding and Managing Individual Behaviour

Содержание

Слайды и текст этой презентации

Слайд 1 Lecture 10 Understanding and Managing Individual BehaviourCourse Instructor: Diana AmirbekovaMarch

27, 2018Introduction to Management– Week 11

Слайд 2Learning ObjectivesIdentify the focus and goals of individual behavior within

organizations.Explain the role that attitudes play in job performance.Describe different

Слайд 3Focus and Goals of Organizational BehaviorBehavior – the actions of

people.Organizational behavior – the study of the actions of people

Слайд 4Exhibit 15-1 Organization as IcebergCopyright © 2016 Pearson Education, Ltd.

Слайд 5Focus of Organizational BehaviorOrganizational

behavior focuses

Слайд 6Goals of Organizational BehaviorThe goals

of OB are to explain, predict, and influence behaviors such

Слайд 7Goals of Organizational Behavior (cont.)Organizational Citizenship Behavior (OCB) – discretionary

behavior that is not part of an employee’s formal job

Слайд 8Goals of Organizational Behavior (cont.)Workplace misbehavior – any intentional employee

behavior that is potentially damaging to the organization or to

Слайд 9Attitudes and Job PerformanceAttitudes – evaluative statements, either favorable or

unfavorable, concerning objects, people, or events.An attitude is made up

Слайд 10Attitudes and Job Performance (cont.)Cognitive component – that part of

an attitude that’s made up of the beliefs, opinions, knowledge,

Слайд 11Job SatisfactionA person with a high level of job satisfaction

has a positive attitude toward his or her job. A

Слайд 12Job Involvement and Organizational CommitmentJob involvement – the degree to

which an employee identifies with his or her job, actively

Слайд 13Job Involvement and Organizational Commitment (cont.)Perceived organizational support – employees’

general belief that their organization values their contribution and cares

Слайд 14Employee EngagementEmployee engagement –

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

Слайд 15Cognitive Dissonance TheoryCognitive dissonance – any incompatibility or inconsistency between

attitudes or between behavior and attitudes.Attitude surveys – surveys that

Слайд 16Exhibit 15-2 Sample Employee Attitude SurveyCopyright © 2016 Pearson Education, Ltd.

Слайд 17PersonalityPersonality

– the unique combination of emotional, thought,

Слайд 18MBTI®MBTI® - a

popular personality-assessment instrument.Classifies individuals as exhibiting a preference in four

Слайд 19Exhibit 15-3 Examples of MBTI® Personality TypesCopyright © 2016 Pearson Education,

Ltd.

Слайд 20The Big Five ModelBig Five

Model – a personality trait model that includes:ExtraversionAgreeablenessConscientiousnessEmotional stabilityOpenness to

Слайд 21Additional Personality InsightsLocus of control – the degree to which

people believe they are masters of their own fate.Machiavellianism –

Слайд 22Additional Personality Insights (cont.)Self-esteem – an individual’s degree of like

or dislike for him/herself.Self-monitoring – a personality trait that measures

Слайд 23Other Personality TraitsProactive personality – a trait belonging to people

who identify opportunities, show initiative, take action, and persevere until

Слайд 24Emotions and Emotional IntelligenceEmotions – intense feelings that are directed

at someone or something.Emotional Intelligence (EI) – the ability to

Слайд 25Five Dimensions of Emotional Intelligence (EI)Emotional Intelligence (EI) is composed

of five dimensions:Self-awareness: The ability to be aware of what

Слайд 26Five Dimensions of Emotional Intelligence (EI) (cont.)Empathy: The ability to

sense how others are feeling.Social skills: The ability to handle

Слайд 27Exhibit 15-4 Holland’s Personality–Job FitCopyright © 2016 Pearson Education, Ltd.

Слайд 28PerceptionPerception – a process by which we give meaning to

our environment by organizing and interpreting sensory impressions.A number of

Слайд 29Exhibit 15-5 What Do You See?Copyright © 2016 Pearson Education, Ltd.

Слайд 30Attribution TheoryAttribution Theory

Слайд 31Attribution Theory (cont.)Fundamental attribution error – the tendency to underestimate