1-1 course synopsis nama kursus:gelagat organisasi kod kursus:mgm 3113 jam kredit:3 jam (3+0) jam :4...
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COURSE SYNOPSIS
NAMA KURSUS : GELAGAT ORGANISASIKOD KURSUS : MGM 3113JAM KREDIT : 3 JAM (3+0)
JAM : 4 jam x 1 semester PRASYARAT : MGM 2111/MGM 3101 PENSYARAH : Dahlia Zawawi (Dr) OBJEKTIF : Pada akhir kursus ini, pelajar dapat: menerangkan fenomena-fenomena tingkah laku di peringkat individu, kumpulan, dan organisasi (C2, CS5). mengaplikasikan teori-teori gelagat organisasi kepada keadaan persekitaran kerja (C3, A3, CT4, LL3). mempamerkan kefahaman mengenai pengurusan profesional dan beretika (C3, A3, EM3). mempamerkan kemahiran komunikasi, kerja kumpulan, pengurusan dan kepemimpinan (C3, P2, CS5, TS4, LS4).
SINOPSIS : Kursus ini membincangkan fenomena-fenomena tingkah laku serta isu-isu di peringkat individu, kumpulan dan sistem atau amalan dalam organisasi merangkumi isu-isu seperti personaliti, sikap, nilai, persepsi, pembelajaran dan motivasi; dinamik kumpulan, komunikasi, kepimpinan dan konflik; dan reka bentuk organisasi, reka bentuk kerja, budaya organisasi dan perubahan organisasi.
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COURSE SYNOPSIS
PEPERIKSAAN PERTENGAHAN SEMESTER (Ch 2-6 atau topik yang setara di dalam modul)PEPERIKSAAN AKHIR (Ch. 7- 14 atau topik yang setara di dalam modul)
PENILAIAN : Kerja Kursus 60%
Peperiksaan Pertengahan Tahun: 30%Tugasan: 30%
Peperiksaan akhir 40% RUJUKAN UTAMA :
1. Mc Shane and Von Glinow (2009) “Organizational Behavior [Essentials]”, (2nd Edition), Sydney: McGraw Hill. 2. Idris and Manickiam (2002) “Gelagat Organisasi,” Serdang: IDEAL.
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ASSIGNMENT 1
ASSIGNMENT 1: "WHAT ARE MY VALUES?"
This assignment gives you the chance to write about you. Look at the list and choose FIVE values that you think best describe who you "really" are. You can also choose any values that are not in the list but are relevant to you. Analyze. Provide reasons how you come about to have those values that you chose through your past experiences or the teachings that you received from anyone. Please do not censor your thoughts as you write them down. That kind of "caution" will only limit your learning and undermine a major purpose of the assignment. Instructions: Paper is 2-5 pages typed with standard 1” or 1.25” margins, 1.5 line spacing, 12-point Times New Roman font. Assessment: 15 % Deadline: Week 13 Statement:
"This class will adhere to zero tolerance for using someone else's work as your own."
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ASSIGNMENT 2
ASSIGNMENT 2: MOTIVATION
Main Task: For this assignment, students are requested to choose ONE organization. Students are then required to identify and explain in detail about the selected organization’s methods used in motivating their employees and relate those methods to the relevant theories of motivation found in the text. Instructions: Paper is 2-5 pages typed with standard 1” or 1.25” margins, 1.5 line spacing, 12-point Times New Roman font. Assessment: 15 % Deadline: Week 13 Statement: "This class will adhere to zero tolerance for using someone else's work as your own."
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Introduction tothe Field of
Organizational Behavior
Chapter OneChapter One
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John LassiterChief Creative Officerof Pixar and Disney
Organizational Behavior and Organizations
Organizational behavior The study of what people think,
feel, and do in and around organizations
Organizations Groups of people who work
interdependently toward some purpose— Structured patterns of
interaction — Coordinated tasks— Have common objectives (even
if not fully agreed)
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Contemporary Challenges
for Organizations
Introduction to the Field of Organizational Behavior
Introduction to the Field of Organizational Behavior
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Globalization
Economic, social, and cultural connectivity with people in other parts of the world
Higher connectivity (and interdependence) due to better information technology and transportation systems
Globalization has many effects on organizations, as discussed throughout this book e.g., leadership, diversity, conflict, org structures
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Increasing Workforce Diversity
Surface-level diversity Observable demographic or physiological differences in
people (e.g. race, ethnicity, gender, age, physical disabilities)
Increasing surface-level diversity in U.S. and other countries Shifting demographics of Americans
Deep-level diversity Differences in the psychological characteristics of employees
(e.g. personalities, beliefs, values, and attitudes) Example: Differences across age cohorts (e.g. Gen-X, Gen-Y)
Implications Leveraging the diversity advantage Also challenges of diversity (e.g. team development,
conflict) Ethical imperative of diversity
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Employment Relationships
Work hours Less separation from work 24/7 work schedule Due mainly to info technology and globalization Push for more work-life balance
— minimizing conflict between work and nonwork demands
Virtual work Perform jobs away from traditional workplace
(e.g. telecommuting) Some benefits, but also suited more to some
types of people
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Individual Behavior,
Personality, and Values
Chapter TwoChapter Two
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MARS Model of Individual Behavior
Individual behavior and
results
Individual behavior and
results
Situationalfactors
Situationalfactors
Values
Personality
Perceptions
Emotions
Attitudes
Stress
Values
Personality
Perceptions
Emotions
Attitudes
Stress Role perceptions
Role perceptions
MotivationMotivation
AbilityAbility
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Employee Motivation
Internal forces that affect a person’s voluntary choice of behavior direction intensity persistence
RR
BARBAR
SSMM
AA
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Employee Ability
Natural aptitudes and learned capabilities required to successfully complete a task
Competencies personal characteristics that lead to superior performance
Person job matching selecting developing redesigning
RR
BARBAR
SSMM
AA
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Employee Role Perceptions
Beliefs about what behavior is required to achieve the desired results: understanding what tasks to perform understanding relative importance of tasks understanding preferred
behaviors to accomplish tasks
RR
BARBAR
SSMM
AA
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Situational Factors
Environmental conditions beyond the individual’s short-term control that constrain or facilitate behavior time people budget work facilities
RR
BARBAR
SSMM
AA
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Defining Personality
Relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics Behavior patterns reflect underlying stable traits Some variability, adjust to suit the situation
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Big Five Personality Dimensions (CANOE)
Outgoing, talkative
Sensitive, flexible
Careful, dependable
Courteous, caring
Anxious, hostile
ConscientiousnessConscientiousness
AgreeablenessAgreeableness
NeuroticismNeuroticism
Openness to ExperienceOpenness to Experience
ExtroversionExtroversion
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The Social Self
Personal identity -- defining ourselves in terms of things that make us unique in a situation
Social identity -- defining ourselves in terms of groups to which we belong or have an emotional attachment
We identify with groups that have high status -- aids self-enhancement
Employees at other firms
People living in other countries
Graduates of other schools
An individual’s
social identity
An individual’s
social identity
Cisco Systems Employee
Live in theUnited States
University of Denver Graduate
Contrasting Groups
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Values in the Workplace
Individual Behavior, Personality, and Values
Individual Behavior, Personality, and Values
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Values in the Workplace
Stable, evaluative beliefs that guide our preferences
Define right or wrong, good or bad
Value system -- hierarchy of values
Espoused vs. enacted values: Espoused -- the values we say and often think we
use Enacted -- values we actually rely on to guide our
decisions and actions
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Schwartz’s Values Model
Openness to change
Self-enhanceme
nt
Self-transcendenc
e
Conservation
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Schwartz’s Values Model
Openness to change -- extent to which a person is motivated to pursue innovative ways
Conservation -- the extent to which a person is motivated to preserve the status quo
Self-enhancement -- how much a person is motivated by self-interest
Self-transcendence -- the motivation to promote the welfare of others and nature
Self-enhancement
Openness to
change
Self-transcendenc
e
Conservation
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Individualism
The degree that people value independence and personal uniqueness
Denmark
Taiwan
Italy
High IndividualismU.S.
Low Individualism
India
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Collectivism
The degree that people value their duty to groups to which they belong and to group harmony
India
U.S.
Taiwan
High Collectivism
Italy
Low Collectivism
Denmark
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Power Distance
The degree that people accept an unequal distribution of power in society
Japan
IsraelDenmark
Venezuela
High Power DistanceMalaysia
Low Power Distance
U.S.
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Uncertainty Avoidance
High U. A.
Low U. A.
JapanGreece
U.S.
The degree that people tolerate ambiguity (low) or feel threatened by ambiguity and uncertainty (high uncertainty avoidance).
Italy
Singapore
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Achievement-Nurturing
Achievement
Nurturing
Japan
U.S.
Sweden
The degree that people value assertiveness, competitiveness, and materialism (achievement) versus relationships and well-being of others (nurturing)
China
Chile
France
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Utilitarianism
Individual Rights
Greatest good for the greatest number of people
Fundamental entitlementsin society
Distributive Justice
People who are similar should receive similar benefits
Three Ethical Principles
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Perception and Learning in
Organizations
Chapter ThreeChapter Three
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Perception Defined
The process of receiving information about and making sense of the world around us
deciding which information to notice
how to categorize this information
how to interpret information within our existing knowledge framework
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Selective Attention
Characteristics of the object size, intensity, motion,
repetition, novelty
Characteristics of the perceiver Emotional marker process expectations self-concept and beliefs
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Stereotyping
Assigning traits to people based on their membership in a social category
Occurs because: Categorical thinking Innate drive to understand and anticipate others’
behavior Enhances our self-concept
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Attribution Process
Internal Attribution Perception that person’s behavior is due to
motivation/ability rather than situation or fate
External Attribution Perception that behavior is due to situation or
fate rather than the person
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Rules of Attribution
External Attribution
Frequently
Consistency
Seldom
Internal Attribution
Frequently
Distinctiveness
Seldom
Seldom
Consensus
Frequently
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Attribution Errors
Fundamental Attribution Error attributing own actions to external factors and
other’s actions to internal factors
Self-Serving Bias attributing our successes to internal factors
and our failures to external factors
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Self-Fulfilling Prophecy Cycle
Supervisorforms
expectations
Expectationsaffect supervisor’s
behavior
Supervisor’sbehavior affects
employee
Employee’sbehavior matches
expectations
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Other Perceptual Errors
Halo effect one trait forms a general impression
Primacy effect first impressions
Recency effect most recent information dominates perceptions
False-consensus effect overestimate the extent to which others have beliefs and
characteristics similar to our own
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Learning in Organizations
Perception and Learningin Organizations
Perception and Learningin Organizations
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Definition of Learning
A relatively permanent change in
behavior (or behavior tendency) that
occurs as a result of a person’s
interaction with the environment
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Explicit vs.Tacit Knowledge
Explicit knowledge Knowledge that is articulated through language,
such as documents
Tacit knowledge Knowledge acquired through observation and
direct experience
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Behavior Modification
We “operate” on the environment alter behavior to maximize positive and minimize
adverse consequences
Learning is viewed as completely dependent on the environment
Human thoughts are viewed as unimportant
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Contingencies of Reinforcement
Behaviorincreases/maintained
Behaviordecreases
Consequenceis introduced
Consequenceis removed
Punishment
Positivereinforcement
Extinction Punishment
Negativereinforcement
Noconsequence
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Workplace Emotions,
Attitudes, and Stress
Chapter FourChapter Four
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Emotions Defined
Psychological, behavioral, and physiological episodes experienced toward an object, person, or event that create a state of readiness.
Most emotions occur
without our awarenessCourtesy of CXtec
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Attitudes versus Emotions
Attitudes Emotions
Judgments about anattitude object
Judgments about anattitude object
Based mainly onrational logic
Based mainly onrational logic
Usually stable for daysor longer
Usually stable for daysor longer
Experiences related to anattitude object
Experiences related to anattitude object
Based on innate and learned responses to environment
Based on innate and learned responses to environment
Usually experienced forseconds or less
Usually experienced forseconds or less
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Behavior
Emotions, Attitudes and Behavior
Perceived Environment
Attitude Feelings
Beliefs
BehavioralIntentions
Cognitive process
Emotional process
Emotional Episodes
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Cognitive Dissonance
A state of anxiety that occurs when an individual’s beliefs, feelings and behaviors are inconsistent with one another
Most common when behavior is: known to others done voluntarily can’t be undone
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Emotional Labor and Emotional
Intelligence
Workplace Emotions, Attitudes, and StressWorkplace Emotions, Attitudes, and Stress
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Emotional Labor
Effort, planning and control needed to express organizationally desired emotions during interpersonal transactions.
Emotional labor higher when job requires: frequent and long duration display of emotions displaying a variety of emotions displaying more intense emotions
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Emotional Labor Across Cultures
Displaying or hiding emotions varies across cultures Minimal emotional expression and monotonic
voice in Korea, Japan, Austria Encourage emotional expression in Kuwait, Egypt,
Spain, Russia
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Emotional Intelligence Defined
Ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others
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Social Awareness
Self-management
Understanding and sensitivity to the feelings, thoughts, and
situation of others
Controlling or redirecting our internal states, impulses, and
resources
Self-awarenessUnderstanding your own
emotions, strengths, weaknesses, values, and motives
Relationship Management
Managing other people’s emotions
Lowest
Highest
Model of Emotional Intelligence
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Emotional Intelligence Competencies
Self-awareness Social awareness
Self-managementRelationship management
Self(personal competence)
Other(social competence)
Recognition of emotions
Regulationof emotions
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Job Satisfaction and Organizational
Commitment
Workplace Emotions, Attitudes, and StressWorkplace Emotions, Attitudes, and Stress
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© Photodisc. With permission.
Individual Differences in Stress
Different threshold levels of resistance to stressor
Use different stress coping strategies
Resilience to stress Due to personality and
coping strategies
Workaholism Highly involved in work Inner pressure to work Low enjoyment of work
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Managing Work-Related Stress
Remove the stressor Minimize/remove stressors
Withdraw from the stressor Vacation, rest breaks
Change stress perceptions Positive self-concept, humor
Control stress consequences Healthy lifestyle, fitness, wellness
Receive social support
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Employee Motivation:
Foundations and Practices
Chapter FiveChapter Five
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Motivation Defined
The forces within a person that affect the direction, intensity, and persistence of voluntary behavior
Exerting particular effort level (intensity), for a certain amount of time (persistence), toward a particular goal (direction).
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Self-actual-ization
Physiological
Safety
Belongingness
Esteem
Need toknow
Need for beauty
Maslow’s Needs Hierarchy Theory
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Learned Needs Theory
Drives are innate (universal)
Needs are amplified or suppressed through self-concept, social norms, and past experience
Therefore, needs can be “learned” (i.e. strengthened or weakened through training)
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Three Learned Needs
Need for achievement Values competition against a standard of
excellence; Want reasonably challenging goals
Need for affiliation Desire to seek approval, conform to others wishes Avoid conflicts
Need for power Desire to control one’s environment Personalized versus socialized power
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Four-Drive Theory
Drive to Bond
Drive to Learn
• Drive to form relationships and social commitments
• Basis of social identity
• Drive to satisfy curiosity and resolve conflicting information
Drive to Defend• Need to protect ourselves
• Reactive (not proactive) drive• Basis of fight or flight
Drive to Acquire• Drive to take/keep objects and
experiences• Basis of hierarchy and status
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Expectancy Theory of Motivation
Employee Motivation: Foundations and Practices
Employee Motivation: Foundations and Practices
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E-to-PExpectancy
P-to-OExpectancy
Outcomes& Valences
Outcome 1+ or -
Effort Performance
Outcome 3+ or -
Outcome 2+ or -
Expectancy Theory of Motivation
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Goal Setting and Feedback
Employee Motivation: Foundations and Practices
Employee Motivation: Foundations and Practices
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Characteristics of Effective Feedback
EffectiveFeedbackEffective
Feedback
SpecificSpecific
RelevantRelevant
TimelyTimely
CredibleCredible
Sufficientlyfrequent
Sufficientlyfrequent
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Organizational Justice
Employee Motivation: Foundations and Practices
Employee Motivation: Foundations and Practices
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Elements of Equity Theory
Outcome/input ratio inputs -- what employee contributes (e.g., skill) outcomes -- what employee receives (e.g., pay)
Comparison other person/people against whom we compare our
ratio not easily identifiable
Equity evaluation compare outcome/input ratio with the comparison
other
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Correcting Inequity Feelings
Reduce our inputs Less organizational citizenship
Increase our outcomes Ask for pay increase
Increase other’s inputs Ask coworker to work harder
Reduce other’s outputs Ask boss to stop giving other preferred treatment
Change our perceptions Start thinking that other’s perks aren’t really so valuable
Change comparison other Compare self to someone closer to your situation
Leave the field Quit job
Actions to correct inequity Example
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Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Job Design and Empowerment
Employee Motivation: Foundations and Practices
Employee Motivation: Foundations and Practices
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Job Design
Assigning tasks to a job, including the interdependency of those tasks with other jobs
Organization's goal -- to create jobs that allow work to be performed efficiently yet employees are motivated and engaged
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Job Specialization
Dividing work into separate jobs that include a subset of the tasks required to complete the product or service
Scientific management advocates job specialization also emphasized person-job matching, training,
goal setting, work incentives
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Workmotivation
Growthsatisfaction
Generalsatisfaction
Workeffectiveness
Job Characteristics Model
Feedbackfrom job
Knowledgeof results
Skill varietyTask identity
Task significanceMeaningfulness
Autonomy Responsibility
Individualdifferences
CriticalPsychological
States
Core JobCharacteristics Outcomes
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Job Enrichment
Given more responsibility for scheduling, coordinating, and planning one’s own work
1. Clustering tasks into natural groups Stitching highly interdependent tasks into one job e.g., video journalist, assembling entire product
2. Establishing client relationships Directly responsible for specific clients Communicate directly with those clients
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Decision Making and Creativity
Chapter SixChapter Six
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Decision Making Defined
Decision making is a conscious process of making choices among one or more alternatives with the intention of moving toward some desired state of affairs.
Ron Sangha/ BC Business
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Rational Choice Decision Process
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Rational Choice Decision Process
Identify problem/opportunity Problem is a gap between
what is and what ought to be
Choose decision process Meta-decision -- e.g.
programmed?, involve others?
Develop (and identify) alternatives Search, then build
Choose best alternative Alternative that maximizes
payoff
Implement choice
Evaluate choice
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Problem Identification Process
Problems and opportunities are not announced or pre-defined need to interpret ambiguous information
Problem identification uses both logical analysis and unconscious emotional reaction during perceptual process need to pay attention to both logic and emotional
reaction in problem identification
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Emotions and Making Choices
Emotional marker process forms preferences before we consciously think about choices
Moods and emotions influence the decision process affects vigilance, risk aversion, etc.
We ‘listen in’ on our emotions and use that information to make our choices
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Escalation of Commitment
The tendency to repeat an apparently bad decision or allocate more resources to a failing course of action
Four main causes of escalation: Self-justification Prospect theory effect Perceptual blinders Closing costs