foundations of behavior

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foundations of behavior

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ninth edition STEPHEN P. ROBBINS © 2007 Prentice Hall, Inc. © 2007 Prentice Hall, Inc. All rights reserved. All rights reserved. PowerPoint Presentation by Charlie Cook PowerPoint Presentation by Charlie Cook The University of West Alabama The University of West Alabama MARY COULTER Foundations Foundations of Behavior of Behavior Chapter Chapter 14 14 © 2007 Prentice Hall, Inc. All rights reserved. 14–2 L E A R N I N G O U T L I N E L E A R N I N G O U T L I N E Follow this Learning Outline as you read and study this chapter. Follow this Learning Outline as you read and study this chapter. Why Look at Individual Behavior? Why Look at Individual Behavior? • Explain why the concept of an organization as an iceberg Explain why the concept of an organization as an iceberg is important to understanding organizational behavior. is important to understanding organizational behavior. • Describe the focus and the goals of organizational Describe the focus and the goals of organizational behavior. behavior. • Define the six important employee behaviors that Define the six important employee behaviors that managers want to explain, predict, and influence. managers want to explain, predict, and influence. Attitudes Attitudes • Describe the three components of an attitude. Describe the three components of an attitude. • Discuss three job-related attitudes. Discuss three job-related attitudes. • Describe the impact job satisfaction has on employee Describe the impact job satisfaction has on employee behavior. behavior. © 2007 Prentice Hall, Inc. All rights reserved. 14–3 L E A R N I N G O U T L I N E (cont’d) L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Follow this Learning Outline as you read and study this chapter. Attitudes (cont’d) Attitudes (cont’d) • Explain how individuals reconcile inconsistencies Explain how individuals reconcile inconsistencies between attitudes and behavior. between attitudes and behavior. • Personality Personality • Contrast the MBTI and the big-five model of personality. Contrast the MBTI and the big-five model of personality. • Describe the five personality traits that have proved to be Describe the five personality traits that have proved to be most powerful in explaining individual behavior in most powerful in explaining individual behavior in organizations. organizations. • Explain how emotions and emotional intelligence impact Explain how emotions and emotional intelligence impact behavior. behavior. © 2007 Prentice Hall, Inc. All rights reserved. 14–4 L E A R N I N G O U T L I N E (cont’d) L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Follow this Learning Outline as you read and study this chapter. Perception Perception • Explain how an understanding of perception can help Explain how an understanding of perception can help managers. managers. • Describe the key elements of attribution theory. Describe the key elements of attribution theory. • Discuss how the fundamental attribution error and self- Discuss how the fundamental attribution error and self- serving bias can distort attributions. serving bias can distort attributions. • Name three shortcuts used in judging others. Name three shortcuts used in judging others. Learning Learning • Explain how operant conditioning helps managers Explain how operant conditioning helps managers understand, predict, and influence behavior. understand, predict, and influence behavior. • Describe the implications of social learning theory for Describe the implications of social learning theory for managing people at work. managing people at work. © 2007 Prentice Hall, Inc. All rights reserved. 14–5 L E A R N I N G O U T L I N E (cont’d) L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Follow this Learning Outline as you read and study this chapter. Learning Learning • Discuss how managers can shape behavior. Discuss how managers can shape behavior. Contemporary OB Issues Contemporary OB Issues • Describe the challenges managers face in managing Gen Describe the challenges managers face in managing Gen Y workers. Y workers. • Explain what managers can do to deal with workplace Explain what managers can do to deal with workplace misbehavior. misbehavior. © 2007 Prentice Hall, Inc. All rights reserved. 14–6 Why Look at Individual Behavior? Why Look at Individual Behavior? • Organizational Behavior (OB) Organizational Behavior (OB)  The actions of people at work The actions of people at work • Focus of Organizational Behavior Focus of Organizational Behavior  Individual behavior Individual behavior  Attitudes, personality, perception, learning, and motivation Attitudes, personality, perception, learning, and motivation  Group behavior Group behavior  Norms, roles, team building, leadership, and conflict Norms, roles, team building, leadership, and conflict • Goals of Organizational Behavior Goals of Organizational Behavior  To explain, predict and influence behavior. To explain, predict and influence behavior. © 2007 Prentice Hall, Inc. All rights reserved. 14–7 Exhibit 14.1 Exhibit 14.1 The Organization as an Iceberg The Organization as an Iceberg © 2007 Prentice Hall, Inc. All rights reserved. 14–8 Important Employee Behaviors Important Employee Behaviors • Employee Productivity Employee Productivity  A performance measure of both efficiency and A performance measure of both efficiency and effectiveness effectiveness • Absenteeism Absenteeism  The failure to report to work when expected The failure to report to work when expected • Turnover Turnover  The voluntary and involuntary The voluntary and involuntary permanent withdrawal from permanent withdrawal from an organization an organization © 2007 Prentice Hall, Inc. All rights reserved. 14–9 Important Employee Behaviors (cont’d) Important Employee Behaviors (cont’d) • Organizational Citizenship Behavior (OCB) Organizational Citizenship Behavior (OCB)  Discretionary behavior that is not a part of an employee’s Discretionary behavior that is not a part of an employee’s formal job requirements, but which promotes the effective formal job requirements, but which promotes the effective functioning of the organization. functioning of the organization. • Job Satisfaction Job Satisfaction  The individual’s general attitude The individual’s general attitude toward his or her job toward his or her job © 2007 Prentice Hall, Inc. All rights reserved. 14–10 Important Employee Behaviors (cont’d) Important Employee Behaviors (cont’d) • Workplace Misbehavior Workplace Misbehavior  Any intentional employee behavior that has negative Any intentional employee behavior that has negative consequences for the organization or individuals within the consequences for the organization or individuals within the organization. organization.  Types of Misbehavior Types of Misbehavior  Deviance Deviance  Aggression Aggression  Antisocial behavior Antisocial behavior  Violence Violence [...]... Lammers, “The Essential Employee Survey,” Inc., December 1992, pp 159–161 14–23 The Importance of Attitudes • Implication for Managers  Attitudes warn of potential behavioral problems:  Managers should do things that generate the positive attitudes that reduce absenteeism and turnover  Attitudes influence behaviors of employees:  Managers should focus on helping employees become more productive to increase... Psychological Factors (cont’d) • Job Satisfaction and Absenteeism  Satisfied employees tend to have lower levels of absenteeism • Job Satisfaction and Turnover  Satisfied employees have lower levels of turnover; dissatisfied employees have higher levels of turnover  Turnover is affected by the level of employee performance  The preferential treatment afforded superior employees makes satisfaction less important... levels of both absenteeism and turnover  Could be becoming an outmoded measure as the number of workers who change employers increases © 2007 Prentice Hall, Inc All rights reserved 14–18 Psychological Factors (cont’d) • Perceived Organizational Support  Is the general belief of employees that their organization values their contribution and cares about their well-being  Represents the commitment of. .. Theory • Cognitive Dissonance  Any incompatibility or inconsistency between attitudes or between behavior and attitudes  Any form of inconsistency is uncomfortable and individuals will try to reduce the dissonance  The intensity of the desire to reduce the dissonance is influenced by:  The importance of the factors creating the dissonance  The degree to which an individual believes that the factors... Components Of An Attitude  Cognitive component: the beliefs, opinions, knowledge, or information held by a person  Affective component: the emotional or feeling part of an attitude  Behavioral component: the intention to behave in a certain way © 2007 Prentice Hall, Inc All rights reserved 14–12 Psychological Factors (cont’d) • Job Satisfaction  Job satisfaction is affected by level of income earned... emotions of others © 2007 Prentice Hall, Inc All rights reserved 14–34 Implications for Managers • Employee selection • Helps in understanding employee behavior( s) • By understanding others’ behavior( s), can work better with them © 2007 Prentice Hall, Inc All rights reserved 14–35 Understanding Personality Differences • Personality-Job Fit Theory (Holland)  An employee’s job satisfaction and likelihood of. .. employee  Providing high levels of support increases job satisfaction and lower turnover © 2007 Prentice Hall, Inc All rights reserved 14–19 Attitudes and Consistency • People seek consistency in two ways:  Consistency among their attitudes  Consistency between their attitudes and behaviors • If an inconsistency arises, individuals:  Alter their attitudes or  Alter their behavior or  Develop a rationalization... measures the personality of an individual using four categories:  Social interaction: Extrovert or Introvert (E or I)  Preference for gathering data: Sensing or Intuitive (S or N)  Preference for decision making: Feeling or Thinking (F or T)  Style of decision making: Perceptive or Judgmental (P or J) © 2007 Prentice Hall, Inc All rights reserved 14–26 Exhibit 14.3 Examples of MBTI® Types Type Description... Self-Monitoring  An individual’s ability to adjust his or her behavior to external, situational factors  High self-monitors: Are sensitive to external cues and behave differently in different situations  Can present contradictory public persona and private selves —impression management   Low self-monitors  Do not adjust their behavior to the situation  Are behaviorally consistent in public and private © 2007... Affecting Employee Behavior •• Attitudes Attitudes •• Personality Personality •• Perception Perception •• Learning Learning © 2007 Prentice Hall, Inc All rights reserved •• Employee Employee Productivity Productivity •• Absenteeism Absenteeism •• Turnover Turnover •• Organizational Organizational Citizenship Citizenship •• Job Satisfaction Job Satisfaction •• Workplace Workplace Misbehavior Misbehavior 14–11 . (OB) Organizational Behavior (OB)  The actions of people at work The actions of people at work • Focus of Organizational Behavior Focus of Organizational Behavior  Individual behavior Individual behavior  Attitudes,. Cook PowerPoint Presentation by Charlie Cook The University of West Alabama The University of West Alabama MARY COULTER Foundations Foundations of Behavior of Behavior Chapter Chapter 14 14 © 2007 Prentice. organizational behavior. is important to understanding organizational behavior. • Describe the focus and the goals of organizational Describe the focus and the goals of organizational behavior. behavior. • Define

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  • Foundations of Behavior

  • L E A R N I N G O U T L I N E Follow this Learning Outline as you read and study this chapter.

  • L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter.

  • Slide 4

  • Slide 5

  • Why Look at Individual Behavior?

  • Exhibit 14.1 The Organization as an Iceberg

  • Important Employee Behaviors

  • Important Employee Behaviors (cont’d)

  • Slide 10

  • Psychological Factors Affecting Employee Behavior

  • Psychological Factors

  • Psychological Factors (cont’d)

  • Slide 14

  • Slide 15

  • Slide 16

  • Slide 17

  • Slide 18

  • Slide 19

  • Attitudes and Consistency

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