BUSMHR 3200 Notes Part 1Robbins & Judge - Chapter 1:Definition of Organizational behavior:- A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving anorganization’s effectiveness- The goal is to understand and predict human behavior in organizations- Complexities of human behavior are not easy to predict, but neither are they randomContributing fields to Organizational behavior field- Psychology-learning, motivation, personality, emotions, perception, training, leadership effectiveness, job satisfaction, individual decision making, performance appraisal, attitude measurement, employee selection, work design, work stress- Social psychology: behavioral change, attitude change, communication, group processes, group decision making, communication, power, conflict, intergroup behavior- Sociology: formal organization theory, organizational technology, organizational change, organizational culture- Anthropology: comparative values, comparative attitudes, cross-cultural analysis, organizational culture, organizational environment, powerEvidence-based management- Complements systematic study by basing managerial decisions on the best available scientific evidence- Argues that managers should become more scientific in how they think about management questions- Adds to intuition or those “gut feelings” about what makes others “tick”Contingency Variables- Humans are complex, so the ability to make simple, accurate, and sweeping generalizations Is limited- This means that OB concepts must reflect situational, or contingency, situationsRobbins & Judge - Chapter 2:Attitudes- Evaluative statements, either favorable or unfavorable, about objects, people, or events. They reflect how we feel about something.Components of attitudes- Cognitive Component: a description of or belief in the way things areo My supervisor gave a promotion to a co-worker who deserved it less than me. My supervisor is unfair.- Affective Component: The emotional or feeling segment of an attitude o I dislike my supervisor!- Behavioral Component: Describes an intention to behave in a certain way toward someone or somethingo I’m looking for other work; I’ve complained about my supervisor to anyone who would listen.Cognitive-dissonance theory- Any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes- Humans will seek a stable state, which is a minimum of dissonanceJob satisfaction- A positive feeling about a job, resulting from an evaluation of its characteristics- High level of job satisfaction means positive feelings- Low level of job satisfactions means negative feelingsInfluence of Job satisfaction on employee behaviors - Job Involvement: measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth- Psychological Empowerment: employees’ beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomyOrganizational commitment- An employee identifies with a particular organization and its goals and wishes to remain a member- Three separate dimensionso Affective Commitment: an emotional attachment to the organization and a belief in its valueso Continuance Commitment: the perceived economic value of remaining with an organizationo Normative Commitment: an obligation to remain with the organization for moral or ethical reasons. An employee spearheading a new initiative may remain with an employer because he feels he would “leave the employer in the lurch” if he leftPerceived organizational support- The degree to which employees believe the organizations values their contribution and cares about their well-being- Perceived supportive when:o Rewards are deemed fairo Employees have a voice in decisionso When they see their supervisors as supportiveEmployee engagement- An individual’s involvement with, satisfaction with, and enthusiasm for the work she doesExit-Voice-Loyalty-Neglect framework- Helpful in understanding the consequences of dissatisfaction- Exit: The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning- Voice: The voice response includes actively and constructively attempting to improve conditions,including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity- Loyalty: The loyalty response means passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to “do the right thing”- Neglect: The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rateRobbins & Judge - Chapter 3:Affect vs. moods vs. emotions-Affect:o Defined as a broad range of feelings that people experience.o Can be experienced in the form of emotions or moods-Moods:o Cause is often general and unclearo Last longer than emotions (hours or days)o More general (two main dimensions-positive affect and negative affect-that are composed of multiple specific emotions)o Generally not indicated by distinct expressionso Cognitive in nature-Emotions:o Caused by specific evento Very brief in durationo Specific and numerous in nature (many specific emotions such as anger, fear, sadness, happiness, disgust, surprise)o Usually accompanied by distinct facial expressionso Action oriented in natureGeneral aspects of emotions- There are dozens of different emotions that can be displayed- Even emotions we rarely experience, such as shock, can have a powerful effect on us- Researchers have agreed on six essentially universal emotions: anger, fear, sadness, happiness, disgust, and surprise- Positive Effect: a mood dimension consisting of positive emotions such as excitement, self-assurance and cheerfulness- Negative Effect: a mood dimension consisting of nervousness, stress, and anxiety at the high endand relaxation, tranquility, and poise at the low endSources of emotions and moods- Personality- Day of the week and time of the day- Weathero Illusory correlation(when people associate two events that in reality have no connection) explains why people tend to think nice
View Full Document
Unlocking...