...Organizational Leadership January 31, 2011 A Plan for Positive Influence This week assignment was to complete three assessments and create a plan to increase motivation, satisfaction, and performance of a team that could be applied in a business setting. I will address how motivation, satisfaction, and performance are related to each other. Next, I will address specific differences in attitudes, emotions, personalities, and values in the learning team and how it influences behavior. Lastly, I will address how those differences can be implemented to positively influence the team. Motivation, Job Satisfaction, and Performance Motivation can be defined as the processes which account for an individual’s intensity, direction, and persistence of effort towards a goal (Robbins & Judges, 2007 pp. 186). Motivation positions an individual’s efforts directed to achieve goals and cultivate persistence. Persistence validates how long an individual will dedicate efforts to achieving a set goal. Job satisfaction can be defined as a positive feeling about one’s job resulting from an evaluation of its characteristics (Robbins & Judges, 2007 pp. 30). Job satisfaction is subjective towards the nature of work, promotions, salary, supervision, coworkers, and relationships. Performance is standards for an individual’s behavior in the workplace that help them perform effectively. When people are highly motivated it leads to job satisfaction and eventually to higher performance. Assessments ...
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...FEEL When and How Attitudes Guide Behavior RUSSELL H. FAZIO DAVID R. ROSKOS-EWOLDSEN The Ohio State University University of Alabama C onsider each of the following statements. Do you believe the statement to be true or false? 1. College students who disapprove of cheating do not cheat on tests; it is only the students who view cheating as acceptable who do cheat. 2. When segregation was still legal, hotel and restaurant owners with racial stereotypes toward Chinese people would not serve them food or allow them to stay at their establishments. 3. How well people like their jobs is predictive of people’s job attendance. Those who like their jobs are less likely to miss a day of work. 4. During the 1970s, people who felt that the energy crisis was a significant problem used less energy than did those who did not really believe that there was a crisis. 5. Regardless of whether an employer makes a snap judgment or deliberates extensively about a hiring decision, if the employer has a negative attitude toward working women, a female candidate will not be hired. All of these commonsense statements assume that people’s attitudes influence their actions and decisions. In fact, as we will see in this chapter, none of these five statements is correct. The basic finding of decades of research is that sometimes people act in accordance with their attitudes, and other times they act in ways that are quite inconsistent with their attitudes. In this chapter, we...
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...Organizational Behavior W. Jack Duncan Book review Meera Iyer Chapters 1. Organizational behavior: defining the field 2. Historical perspective 3. Methodological foundations of organizational behavior 4. Personality development and attitudes 5. The cognitive basis of individual behavior 6. Motivation: Theory and selected research 7. Introduction to small group behavior 8. Leadership behavior and effectiveness 9. Intergroup analysis: Co-ordination and conflict 10. The organization and the individual 11. Environments, organizations and behavior 12. Power relations in organizations 13. Performance evaluation and organizational effectiveness 14. Planned change and organizational development This book is about organizational behavior. It is also a text on management. The objective of the book is to present a research based approach to management from an applied behavioral science perspective. I have summarized each chapter of the book, explaining the main points that the authors wish to communicate. © www.hrfolks.com All Rights Reserved Organizational behavior – Defining the field Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals...
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...Title | Findings | Sabbaticals and Employee Motivation: Benefits, Concerns and Implication | There are some suggestions about the business researchers and practitioners should be study the literature on “360-degree feedback”and evaluation research or may can develop somecomprehensive survey instruments and objective measures regarding the use of sabbaticals. Besides that, there are also needs to establish reliability, validity, and measurement invariance. Finding shows that may have to develop a comprehensive theoretical model which involved question of what, how, why, who, where, and when and also test the model empiricallyin the literature. | An examination of a Factor Structure and Scale Reliability of the Work Motivation Scale, the Motivation Sources Inventory | Some weaknesses of the MSI are lack of research and development on the meta-theory of Leonard et al.’s (1999). To promote further research in this area, may can be re-examination and possible refinement of the MSI or development of an alternative instrument.. | Motivation Levels of Mis Managers Versus Those of their employees | The degree of MIS personnel are found that different from their management peers in other parts of the company. MIS managers may can consider some action to reduces the negative effects among differences. MIS management had existed a very healthy motivational environment. Try to pay some attention with a reasonable expectation of rapid resolutions on the problems. | HDM Modeling as a...
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...Theory of Reasoned Action/Planned Behavior The theory of reasoned action (TRA) was developed by Icek Ajzen and Martin Fishbein in 1975, to examine the relation between attitudes and behavior (Morisky, 2002). The intention to behave a certain way is determined by the persons attitude toward the behavior (Littlejohn, 2011). Later, behaviors appeared to not be completely voluntary and under control. This led to the addition of perceived behavioral control, and the theory got the name “the theory of planned behavior” (TPB). This theory predicts deliberate behavior. It states that only specific attitudes toward a behavior can be expected to predict the behavior. In addition to measuring attitudes toward a behavior, as the theory of reasoned actions...
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...1. Identify the elements of organizational culture and articulate the relationship between organizational culture and organizational behavior. * In order to maximize the opportunities of organizational culture, you need a complete understanding of what is it, what are its elements, what are its functions and tasks, and in what forms it can be seen. * According to P.Robbins and A.Judge(2012), there are seven elements, with the help of which you can define the culture in an organization. These elements are mostly degree to which people in organization, for example, take risks, pay attention to details, focus on team work, orient on the outcome, etc. All these characteristics can be high or low. * In my opinion, the following elements, taken together, can make a picture of the culture in an organization: Awareness of yourself and your place in the organization. For example, some cultures value hiding employee’s emotions, others - encourage their openness. In some cases, independence and creativity are demonstrated through the partnership, and in others - through individualism. Communication system and communicational language. The use of oral, written, non-verbal communication, " telephone laws" and openness of communication varies from group to group, from organization to organization. Worker’s appearance, clothing and presentation of himself at work. There is a big variety of uniforms, business styles, neatness, cosmetics, hair, etc. All these confirm the presence...
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...When referring to a 'working person' what are the underlying models and frameworks influencing and guiding a person's behavior and actions in a professional environment and impact on one's work performance in the workplace. A working person is the one who, whether skilled or unskilled, earns his living at some manual or industrial work. The people who are able and likely to work between the age group of 20-65 years comes under the category of working person and who contributes to growth of an economy of a country. Each region may have different range of ages, but generally 20-65 are used. An individual and his/her behavior cannot be understand without considering various aspects of that individual's environment i.e. social, political, familial, temporal, spiritual, and economical. A working person's behavior may be affected by any of these aspects. A person-in-environment will provide more adequate framework for assessing an individual and his/her problems and strengths than an approach which focuses only on changing an individual's behavior, or that focuses only on environment conditions. There were a number of historical developments in the first two decades of the 20th century which leads to the more formal view of the concept in the emerging profession. A person working in an organisation is affected by many factors. Decisions about right or wrong permeate everyday life. Ethics concerns person's all levels of life...
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...Organizational Behavior W. Jack Duncan Book review Meera Iyer Chapters 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. Organizational behavior: defining the field Historical perspective Methodological foundations of organizational behavior Personality development and attitudes The cognitive basis of individual behavior Motivation: Theory and selected research Introduction to small group behavior Leadership behavior and effectiveness Intergroup analysis: Co-ordination and conflict The organization and the individual Environments, organizations and behavior Power relations in organizations Performance evaluation and organizational effectiveness Planned change and organizational development This book is about organizational behavior. It is also a text on management. The objective of the book is to present a research based approach to management from an applied behavioral science perspective. I have summarized each chapter of the book, explaining the main points that the authors wish to communicate. © www.hrfolks.com All Rights Reserved Organizational behavior – Defining the field Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals in turn influence organizations. Organizational behavior is an inter-disciplinary...
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...Theory in Business Today Research Paper Marcy Adams Organizational Behavior and Theory, Bus 7000 Professor Bryan Forsythe October 15, 2012 “That’s why you get paid the big bucks!” A phrase often head in all levels of management may actually hold theoretical meaning as opposed to what was often thought as simply an excuse to get out of performing a task. Unfortunately, implications of such could be the demonstration of a much deeper feeling in inequity that could ultimately damage the motivation of an entire organization. As defined, an organization is a collection of people who work together to achieve a variety of goals (Understanding & Managing Organizational Behavior, p 1). Organizational behavior is the actions and attitudes of those people within the organization (Understanding & Managing Organizational Behavior, p 1). The attitude of an individual determines the job satisfaction or dissatisfaction, commitment to the organization and overall involvement. Attitude can be influenced by internal factors, external factors and perception. First developed by John Stacey Adams in 1963, Equity theory attempts to explain the relationship between how fairness and unfairness correspond to a persons satisfaction. It asserts that employees seek a need to maintain balance between their inputs and outputs, all in comparison to that of a “referent” other (McShane & Von Gilnow p.151). Further, it suggests people...
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...IMPACT OF TRAINING AND MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN A PUBLIC SECTOR BANK IN INDIA INTRODUCTION Human resources or the work force, is the key to any organization’s performance even in today’s highly automated environment. The output given by employees is dependent on many factors like training, motivation, technology and management behavior. This study aims to establish the impact of training and motivation on the employees productivity. Performance is normally measured in terms of the output given by the employees to a given amount of input; i.e., the performance can be defined as the ratio of the output to input. There are certain methods to measure the productivity of employees, the major one being the turnover per employee. However this may not be truly reflecting on the profitability of the firm. Performance is also said to be a process of continuous improvement in the production/output/services through efficient use of the inputs with emphasis on team work. Banks usually measure the productivity by the ratio Total Volume of business/ No of employees, which is also truly reflecting on the profitability of any bank if profitability is said to be a parameter for productivity. Training: Training is needed to improve the performance of the employees. Training is the learning process which provides knowledge required for the specified job, skills required for performing the job, and change in attitude and behavior to suit the job requirements...
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... Psychology in simple terms is the studies the minds of human beings and their behaviors. It is difficult to capture about psychology in a brief definition, but topics such as personality development, emotions, motivations and social behavior represents briefly, what psychology explains. It widely entails other scientific discipline and provides appropriate knowledge to solve problems (Pastorino, & Doyle-Portillo, 2011). For example, applications of psychology include mental health treatment, performance enhancement, ergonomics and many other areas affecting daily life of an individual. The different concepts that help to explain psychology include motivation, behaviorism and cognition. How psychological motivation influences Human life. Psychology studies what motivation means to human beings. It explains how secondary motivation to human life and how it influences their behaviors. This intends that human behavior change in different ways and at different circumstances. Motivation is considered an important factor on how people respond to different cases (Elliot, 2008). For example, in an organization where individuals have learned the organization culture and has worked for many years, it is through motivation that they will perform much better than before. It is motivation that encourages a person’s behavior towards their actions. Therefore, psychology major focuses on human behavior based on what can motivate them to act much better. The study of emotions gives...
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...of human resources within organizations requires an understanding of various behavior and processes. Managers need to know why people behave as they do in relation to their jobs, their work groups and their organizations. This knowledge of individuals’ perceptions, motivational attitudes and behavior will enable managers to not only understand themselves better, but also to adopt appropriate managerial policies and leadership styles to increase their effectiveness. The focus of instruction in this course will move progressively through the individual, group and organizational levels of behavior and will examine the interrelationships of behavioral phenomena among these levels. In addition, concepts such as motivation, leadership and communication and their relevance to organizational behavior will be examined Objectives At the end of this course you should be able to: * develop your skills in analyzing organizational issues and developing appropriate recommendations to enhance organizational performance; * enhance your understanding of human behavior at the individual, interpersonal and organizational levels; * acquire knowledge about concepts and frameworks that can be used to build your management effectiveness; * develop skills in diagnosis and problem solving by applying the learned material to given situations; * develop interest in, an application of, and positive attitude toward the many aspects of the subject matter of management; * identify...
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...education is the very answer to poverty, corruption, hate and ignorance but it is always the educational system that takes the biggest share of the blame. According to Ibon facts and figures (2009), the literacy rate in the Philippines has regressed a lot over the last ten years. This is attributed to the declining quality, relevance and accessibility of education, the very basic rights of the Filipino youth. Many problems are mentioned except the problem regarding the attitudes of the students toward their academic performance. There is a usual observation and protest of the secondary school teachers regarding the products of the elementary level of education or the foundation of their learning. They said that the pupils do not know how to study on their own initiative. Some cannot work out their assignments; others cannot take part actively in the class recitation, and others do not know the art of note taking. There have been many instances which showed that majority of the students display inability to discriminate between relevant and irrelevant information they got from their references. Quite a number of students simply pick up the words from the pages of the books or printed materials while comprehending the meaning of it. These and many others are results of poor method of study habits. Thus, developing the youth requires early training in the schools. According to Covey (1989), “To focus on technique is like cramming your way through school. You sometimes get by, perhaps even...
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...SIVA K. BALASUBRAMANIAN & GOUTAM CHAKRABORTY Article review and analysis: 1 – Motivation, goals, contribution. 2- Context. 3 - Elaboration and illumination of theory and results. 4 - Critical review, limitations and further thought. Group: 3.08 Assignment Theoretical assignment Date: 5.11.2014 1 1. Motivation, goals, contribution The article aims at making a comparative analysis between three different communication formats used in advertising, and assess their relative effectiveness on a continuum. The three communication formats are direct experience (DE), television ads, and infomercials. The authors build on previous work to explain the similarities and differences of infomercials and ads / DE, and imply that it is interesting to examine the moderating / mediating effects each medium’s features has on consumer attitudes and intentions. (For example, length, persuasive intent, physical interaction, etc. – how does each effect consumer’s attitudes?). The reasoning behind the choice of these specific formats is that infomercials are a “natural” middle ground, as they combine both television advertisements and DE features (while, they assume beforehand, most likely closer to DE, which is also what they find in their experiments). The motivation for the study is twofold: novelty and useful practical implications. Novelty / research gap: Previous studies discussed differences between ads and DE, while articles about infomercials did not elaborate on other formats....
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...ORGANISATIONAL BEHAVIOUR MBA 1.2 ORGANISATIONAL BEHAVIOUR SYLLABUS UNIT 1 Introduction to Organisational Behaviour, Meaning; Elements; Need; Approaches; Models; Global scenario. UNIT 2 Individual Behaviour; Personality; Learning; Attitudes; Perception; Motivation; Ability; Their relevant organizational behaviour. UNIT 3 Group dynamics; Group norms; Group cohesiveness; Group Behance to organizational behaviour. UNIT 4 Leadership Styles; Qualities; Organisational communication; Meaning importance, process, barriers; Methods to reduce barriers; Principle of effective communication. UNIT 5 Stress; Meaning; Types; Sources; Consequences; Management of stress. Power and Politics; Definition; Types of Powers; Sources; Characteristics; Effective use of Power. UNIT 6 Organisational Dynamics; Organisational design; Organisational effectiveness; Meaning, approaches; Organisational culture; Meaning, significance; Organisational Climate; Implications on organizational behaviour. Organisational Change; Meaning; Nature; Causes of change; Resistance of change; Management of change; Organisational development; Meaning; OD Interventions. REFERENCE BOOKS 1. Fred Luthans, Organisational Behaviour, McGraw Hill Book Co., 1995. 2. Stephen P. Bobbins, Organisational Behaviour, Prentice Hall, 1997. 3. Keith Davis, Human Behaviour at Wor/c,.-M.cGraw Hill Book Co., 1991. 4. Gregory Moorehead and R.S. Griffin, Organisational...
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