chapter 13 Flashcards
Focus and Goals of organizational behavior
it is the study of the actions of people at work
one of the challenges in understanding BO is that it addresses issues that are not obvious just like an iceberg
OB provides managers with important hidden aspects of the organization.
organizational behavior
focuses on 3 major areas
individual behavior: they include personality, attitudes, motivation, perception and learning and which are studied by psychologits.
group behavior: they include team building, norms, roles, leadership, conflict and this knowledge come from sociologists and social psychologists.
organizational aspects: structure, culture, human resources…
goals behavior
the goals of ob are:
explain: managers should be able to explain why employees behaved in such ways rather than others.
predict : managers should be able to predict the employees reaction behaviors based on the actions and the decisions that could occur.
influence: managers should be able to influence employees to behave.
6 important behaviors that are affected by psychological factors
employee productivity: this is a measure of the effectiveness and efficiency of the employee’s performance and to be able to know what influences them
absenteeism: this is the action of not showing up to work, and when employees do not show up to work the work can not be completed.
although absenteeism can not be totally eliminated, excessive levels have direct impact on the organization’s
functioning
turnover: it is a voluntary or involuntary permanent withdrawal from an organization
it can be a problem because it increases the recruitment, training, selecting costs as well as the work disruptions.
organizational citizenship behavior:
this is an optional behavior, it is not a formal requirements from the employees in their jobs, but it promotes the effective functioning of the organization
example: helping others, volunteering in activities..)
job satisfaction: refers to an employees attitude towards his job.
workplace misbehavior:
it is any intentional behavior that would harm the organization or an individual within the organization
–> four ways: aggression, violence, antisocial, deviance from rules and regulations
Work behavior across cultures
Managers’ values, beliefs, attitudes differ from one culture to another, therefore their behaviors differ as well
variables that impact how person behaves:
national culture, personality, socio-economic status,
attitudes and job performance
attitude???
it is a personal perspective- favorable or unfavorable - concerning objects, people and events
they reflects how an individual feels about something
MBTI
personality assessment tool that measures the personality of an individual using four categories
SOCIAL INTERACTION: EXTRAVERT, INROVERT
- extravert is someone that is active and takes a lot of energy from interacting with others and gets demotivated when they are inactive
- introvert: is someone that draws energy from reflection and like quiet work environment and like to be alone
preference of gathering data
sensing- routine- is the type of person that does not like to solve new problems unless they are routine, show patience in details and tend to be good at precise work
intuitive-novelty- is a person that does not like routine and like solving new and diff problems, jumps into conclusion and impatient with details and bad with precision
preference for making decisions
feeling : empathy - they care about other people’s feelings and try not to hurt people with any
unpleasant things
thinking : rational - they take rational decisions and do not really care about people’s feelings they prefer analysis and putting things in logical order
style of making decisions
perceptive and judgmental
perceptive are curious and spontaneous they focus on starting a task and then postpone it, they need every detail related to their work
judgmental are people that needs a plan and once they start with a decision they have to complete it
they only need important details that they will use in their work
the big 5 model
extraversion people that are very sociable assertive and talkative
agreeable people that are good-natured that are trusting and cooperative
conscientiousness responsible dependent persistent and achievement oriented
emotional stability secure, calm enthusiastic or insecure, nervous and tense
openness to experience imaginative, intellectual and artistically sensitive
additional personality insights
locus if control
machiavellianism
self-esteem
locus of control
internal locus of control are people that believe that hey can control their own fate and destiny
external locus of control are those that believe that there destiny is in the hands of luck or chance
Machiavellianism
machiavellianism people with high machiavellianism are pragmatic, maintains social distance and believe that ends justify means
self-esteem
the degree to how much someone value him or herself
attitude towards its own self and how much one’s feels about one’s self
it is directly related to expectations to success
high s-e: believe in themselves and expect to succeed
take more risks and unconventional jobs
are more satisfied with their job
low s-e:
are more effected by external factors
depend on positive evaluations from others
self-monitoring
it is a person’s ability to adjust their behaviors in different situations
high level of self monitoring are sensitive to extern cues and behave differently in every situation they face
can present contradictory public persona and private selves
low level of self-monitoring are those that behave the same way in every situation and can not put on different faces they behave the same in public and in private
risk taking
people differs in their willingness to take chances
high risk takers take less time and require less information than low risk takers when making a decision
to maximize organizational effectiveness managers should try to align employee risk taking propensity with specific job demands
other personalities
type a personality
someone who continuously and aggressively try more and more to achieve in less time.
they subject themselves with continual time pressure and deadlines and have moderate to high level of stress ( (quantity over quality)
type b personality they don not really care to achieve more as long as they are presenting their best
they get the time to relax without feeling guilty
proactive personality : identify opportunities and initiatives take action and preserve until meaningful change occur
emotions
intense feelings directed to something or someone
6 universal emotions
anger, fear, happiness, disgust, sadness, surprise
people responds differently to identical emotions provoking stimuli can be related to a person’s personality
jobs make different demands on how much emotions are needed
emotional intelligence
the ability to notice and manage emotions of one’s self and others
5 dimensions of ei
self-awareness- ability to know what u are feeling
self-motivation ability to persist despite failures and setbacks
self-management ability to manage emotions and impulses
empathy ability to sense how others are feeling
social skills ability to handle emotions of others
how et is related to job performance
ei is relatively related to job performance
ei is vague and can not be measured
controversial topic of ob
managers implication
selection: personality of the employee and the job assigned to him should match
by understanding the other’s behavior managers can better work witht them
personality job fit theory
an employee’s satisfaction and likelihood of turnover depends on the compatibility of the employees personality and occupation
key points of the theory
- there are different personalities
- there are different types of jobs
- ob satisfaction and turnover are related to the match of the occupation and personality of each employee
personality types in different cultures
the big 5 model appear in almost all across-culture studies
differences are found in the emphasize on the dimensions
no common personality types for a given country, but a country’s culture does influence to dominant personality of its people
global managers need to understand personality traits that differs based on the perspective of each culture
perception
it is the process by which we give meaning to our environment by organizing and interpreting sensory impressions
research has shown that individuals may look at the same thing but might perceive differently
factors that influence perception
the perceiver personal characteristics that influence what a person sees they include personality attitudes motives , interests…
target being observed - characteristics- distinctiveness, similarity..
the relationship
