...What is Organizational Psychology? Organizational psychology has become a prominent necessity within companies all over the world, regardless of size. With the growing number of competitors providing similar services and stressful expectations of continued success, this position proves time and again to be one of crucial significance. Organizational Psychologists offer a corporation unbiased, fresh ideas in the area of improvement and advancement using various methods of analysis and research. The following paper will examine the field of organization psychology by defining, explaining the evolution, comparing and contrasting organizational psychology with related disciplines and analyzing the role of research and statistics. Defining Organizational Psychology Organizational psychology as defined by Jex & Brit(2008) is a “field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings” (p. 1). In the most basic terms, organizational psychology uses the scientific psychological principles and research methodology to study numerous topics that are vital to comprehending human behavior in different organizations. An applied field, organizational psychology is relevant to numerous work settings and applies research in the effort to increase productivity in the workplace. Organizational psychology focuses on specific conduct and behaviors employees exhibit on the job; particularly ones in need of intervention...
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...Environment 6 New Orgaizational Structure 10 Developing Organizational Culture 13 References 16 Appendix A 18 Reorganization The City of Kelsey is a town with a population of approximately 625,000 residents. The City prides itself on being an earth-friendly community (City of Kelsey, 2011). In order to maintain this lifestyle, it has been determined that all potential candidates for city positions should take a personality test and those tests be made public. The reason for this is that the city wishes to maintain the earth-friendly atmosphere as well as the superior communities (City of Kelsey, 2011) that have been built. Unlike a business which may reorganize occasionally or not at all, the City of Kelsey basically reorganizes each time there are city elections. In order to meet the profile requirement, the city has chosen to use a Visual DNA profile test. The Visual DNA test works by having a series of questions that the person taking the test must answer. However, the answers that are available are pictures rather than words. According to the VisualDNA Understanding People website, the visual responses allow one to express their true selves instinctively without the need for precise wording (VisualDNA Understanding People, 2013). The Visual DNA test was chosen not only for the ease of taking the test, but for a more subtle reason of more accurate results. The test itself gives the person taking the test a “single-click visual answer interface” that does not...
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...Introduction Organizational behavior as a concept is broad and refers to the study of individual and group activities which take place in an organization setting and reflect the nature of that organization. The subject is becoming more and more popular as people with diverse backgrounds and cultural values have to work together effectively and efficiently. Organizational behavior seeks to emphasize the understanding of behavior competencies in order to have an insight into how people are likely to behave as this knowledge is essential in controlling these behaviors and ensuring they are befitting to the achievement of organizational objectives. Whenever people interact in an organization many factors come into play and in this write up¸ we would be looking at a lot of factors associated with organizational behavior like culture, motivation, attitude and personalities, leadership and so on. We would be using wings café as our case study in understanding this concept while trying to bring fresh suggestions and ideas on how we think it should be managed and operated. Literature review The introduction of the concept of organizational culture has generally been attributed to several individuals, including Hofstede (1980) and Schein (1985). Although organizational culture has been defined in various ways, the definitions share a common view that “culture consists of some combination of artifacts (also called practices, expressive symbols, or forms), values and beliefs, and underlying...
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...Running head: ORGANIZATIONAL COMMITMENT 1 Organizational Commitment of Part-Time and Full-Time Employees Julia A. Teahen Baker College ORGANIZATIONAL COMMITMENT Abstract In recent years many educational institutions have increased their use of part-time adjuncts, especially with the introduction of distance learning courses. With this growing use questions about the efficacy of part-time and distance faculty have arisen. This paper tests whether organizational commitment, as described by Mowday (1979), differs between three groups of faculty: full-time, part-time, and part-time who work full-time for another organization. The 2 authors used a 15 item, seven-point scale instrument to measure commitment of a sample of 479 full and part-time faculty at two midwestern universities. Those that worked full-time for another organization are more committed to organizations for whom they work part-time than are those working only part-time. No significant difference in commitment was observed between full-time and part-time employees. ORGANIZATIONAL COMMITMENT Organizational Commitment of Part-Time and Full-Time Employees With the rapid growth of non-traditional educational institutions and enrollment, many educational institutions have added significant numbers of part-time adjuncts to teach courses. With this growth a number of questions and rhetoric have arisen about the quality of instruction from part-timers (Fulton, 2000; Leatherman, 1998; Rewick, 2001), "overuse...
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...Organizational Environment and Employees Performance With Reference to Multan, Pakistan Muhammad Arif Bahauddin Zakariya University, Multan Email:- arifkhokhar50@gmail.com M.Irfan Khan Bahauddin Zakariya University, Multan Email:- iffibzuen@gmail.com Faisal Saeed Bahauddin Zakariya University, Multan Email:-faisalsaeed364@yahoo.com Muhammad Zain Bahauddin Zakariya University, Multan Email:-muhammadzain_12@hotmail.com Seemab Zehra Bahauddin Zakariya University, Multan Email:-seemabzahra@rocketmail.com ABSTRACT This study measures the impact of organizational environment on the employees’ performance. We have conducted a general survey by well structured questionnaire through convenience sampling. Survey has been conducted across a sample of 100 employees. We have selected six various organizations of Multan as sample case including HBL, Bank Al Habib, Toyota Motors, Mehran Traders and Packages Limited and data has been collected from the employees of various department of the above mentioned organizations. We have taken five major factors (work load, satisfaction, job insecurity, creativity and counterproductive work behavior to measure the influence of organizational environment on the performance of employees. The mean analysis of employees suggests that organizational environment has a strong influence on the performance of employees. It is very interesting to know that there exists no significant difference between both male and female...
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...IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS ON EMPLOYEES’ JOB SATISFACTION IN THE COMMERCIAL BANKING SECTOR OF SRI LANKA K.A.M.S. Kodisinghe Faculty of Business Studies and Finance, Wayamba University, Kuliyapitiya, Sri Lanka menakakodisinghe@yahoo.com ABSTRACT This research has been mainly based on the model of perceived organizational politics proposed by Ferris, Russ and Fandt (1989). Four constructs namely perceptions of organizational politics, job satisfaction, perceived control and understanding have been taken into consideration. Further the locus of control introduced by Robbins (2005) was also taken as the next construct. The research studies carried out on the relationships between the above mentioned variables seem to be inconsistent. Some researchers have found that no correlation exists between these variables whereas other studies indicate a weak to moderate relationship between these variables. Many theoretical findings and researches on the perception of organizational politics – job satisfaction relationship have been originated from the western organizational context. It seems that information about Sri Lankan environment is almost nil. The researcher has attempted to find out whether there is a relationship, positive or negative among the above mentioned five constructs in the Sri Lankan environment. The researcher selected the commercial banking sector for this study as it is the most developed and promising sector. The sample of the study consists of 300...
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...IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS ON EMPLOYEES’ JOB SATISFACTION IN THE COMMERCIAL BANKING SECTOR OF SRI LANKA K.A.M.S. Kodisinghe Faculty of Business Studies and Finance, Wayamba University, Kuliyapitiya, Sri Lanka menakakodisinghe@yahoo.com ABSTRACT This research has been mainly based on the model of perceived organizational politics proposed by Ferris, Russ and Fandt (1989). Four constructs namely perceptions of organizational politics, job satisfaction, perceived control and understanding have been taken into consideration. Further the locus of control introduced by Robbins (2005) was also taken as the next construct. The research studies carried out on the relationships between the above mentioned variables seem to be inconsistent. Some researchers have found that no correlation exists between these variables whereas other studies indicate a weak to moderate relationship between these variables. Many theoretical findings and researches on the perception of organizational politics – job satisfaction relationship have been originated from the western organizational context. It seems that information about Sri Lankan environment is almost nil. The researcher has attempted to find out whether there is a relationship, positive or negative among the above mentioned five constructs in the Sri Lankan environment. The researcher selected the commercial banking sector for this study as it is the most developed and promising sector. The sample of the study consists of 300...
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...Assignments Case: "Managing Motivation in a Difficult Economy" Due Sep 7, 2014 11:59 PM ERA OF THE DISPOSABLE WORKER Learning Objectives: Define organizational behavior (OB); Show the value to OB of systematic study; Demonstrate the importance of interpersonal skills in the workplace; Describe the manager’s functions, roles, and skills; Identify the challenges and opportunities managers have in applying IB concepts; Demonstrate why few absolutes apply to OB Learning Outcomes: Define organizational behavior and identify the variables associated with its study; Describe the factors that influence the formation of individual attitudes and values; Apply the study of perception and attribution to the workplace; Define diversity and describe the effects of diversity in the workforce; Describe the nature of conflict and the negotiation process; Describe best practices for creating and sustaining organizational cultures; Describe best practices for creating and sustaining organizational cultures; Describe the components of human resource practices The Scenario The great global recession has claimed many victims. In many countries, unemployment is at near-historic highs, and even those who have managed to keep their jobs have often been asked to accept reduced work hours or pay cuts. Another consequence of the current business and economic environment is an increase in the number of individuals employed on a temporary or contingent basis. The statistics on U.S. temporary workers...
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...level--but first things first. My initial desire is to go into the field. My choices, whether be radio, television, cable, or multimedia, grow as fast as the technology in this digital age we live in. To be a successful manager— and this is increasing in the telecommunications field—a proper understanding of how peoples’ attitudes and actions shape their behavior within the organization is a necessity. The following paper will highlight core aspects of organizational behavior, how they connect within the context of organizational behavior—touching on key matters—and how the information from the assessments might apply in my development toward a future career. Additionally, the paper will reflect and highlight the results of the Self-Assessment and how they connect with my experiences in daily life. The paper will follow the order of the assessments in relation to the chapters they pertain to. All quotations from Essentials of Organizational Behavior by Stephen P. Robbins, 7th edition, 2003, will be indicated throughout this paper unless otherwise noted. Many themes involve themselves with organizational behavior. In the context of this course, my view of the central issues encompasses several aspects. Diversity, improving quality and productivity, empowering people, decision making, teamwork and communication are just a small sample of these themes. Increasingly, the workplace contains employees from many ethnicities and cultures. Workforce diversity “encompasses...
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...AUTHENTIC VERSUS TRANSFORMATIONAL LEADERSHIP: ASSESSING THEIR EFFECTIVENESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF FOLLOWERS Thomas H. Tonkin Regent University ABSTRACT With the corporate scandals of the 2000s, many employees in organizations are clamoring for authenticity in their leaders. Though authenticity appears to be a noble trait, how effective is this as a leadership approach, specifically in increasing altruistic employee organizational citizenship behaviors? Is authentic leadership more effective than other leadership approaches, such as transformational leadership? This study examined the extent to which authentic leadership is a stronger predictor of employee organizational citizenship behavior (OCBs) compared to transformational leadership. The analysis also investigated the extent to which overall job satisfaction mediated the relationship between authentic leadership and OCBs. The findings suggest that in fact three out of the fours sub scales in authentic leadership had a positive effect on both overall job satisfaction and the OCB of altruism. This study implies suggestions for practical interventions based on the associated theories found in this paper. Keywords: Authentic leadership, transformational leadership, job satisfaction OCBs INTRODUCTION Though there are many theories on leadership, one view is agreed by most scholars, leadership is a real phenomenon that is critical for the effectiveness of organizations (Bennis, 2003; Yukl...
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...Personality and Values Organizational Behavior Chapter Outline I. Personality A. B. Definition of Personality Personality Determinants II. The Myers-Briggs Type Indicator A. B. C. D. Extraverted/Introverted Sensing/Intuition Thinking/Feeling Judging/Perceiving III. The Big 5 Personality Model A. B. C. D. E. Openness Conscientiousness Extraversion Agreeableness Emotional Stability or Neuroticism Chapter Outline IV. Other Personality Traits Relevant to Organizational Behavior A. B. C. D. E. F. G. Core Self-Evaluation Machiavellianism Narcissism Self-Monitoring Risk Taking Proactive Personality Other Orientation V. Values A. B. Definition and Importance Terminal vs Instrumental Values 1. Rokeach Value Survey Chapter Outline VI. Generational Values A. B. Dominant Values in the Workplace Linking an Individual’s Personality and Values to the Workplace 1. Person-Job Fit 2. Person-Organization Fit VII. International Values A. B. Hofstede’s Five Dimensions of National Culture 1. Power Distance 2. Individualism vs Collectivism 3. Masculinity vs Femininity 4. Uncertainty Avoidance 5. Long-term vs Short-term Orientation The GLOBE Framework for Assessing Cultures I. Personality ● Personality includes the relatively stable feelings, thoughts, and behavioral patterns a person has ○ ● makes us distinct from other people, and understanding someone’s personality gives us clues about...
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...325 Test #1 Study Guide This test is comprised of 60 Multiple Choice questions. Some are definitional and some are application questions. You will need to read the book as well as review the PPTs. Use the PPTs/lecture notes to help you focus your reading and studying. Chapter 1 and Management History PPTs (13 questions) What is OB? Organizational Behavior Mintzberg’s Managerial Roles (there are 10) Interpersonal Figurehead Leader Liason Informational Monitor Disseminator Spokesperson Decisional Entreprenuer Disturbance Handler Resource Allocator Negotiator Management Functions: Planning: Decide on goals, Organizing: Establish rules, Leading (Directing): Coordinate individuals, Controlling: Evaluate and improve History of Management (From lecture) (You will need to know names!) Current issues Levels of study in OB and the course Chapter 2 – Diversity (14 questions) Current workforce Aging workforce Surface-level vs. deep-level diversity Forms and effects of discrimination Diversity and ability tests Intelligence dimensions Ensuring a diverse workforce Good and bad metaphors for diversity True Colors video Chapter 3 (12 questions) 3 Components of Attitudes: ABC Affective: Emotion or feeling of a attitude Behavioral: How we behave Cognitive: How it relates to me or my beliefs Festinger’s Cognitive Dissonance Theory: Incompatibility between people; seeking to reduce the gap Perceived Organizational Support:...
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...Organizational Behavior, 15e (Robbins/Judge) Chapter 14 Conflict and Negotiation 1) ________ is defined as a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. A) Problem solving B) Assessment C) Conflict D) Negotiation E) Collective bargaining Answer: C 2) Conservationists have had a perpetual conflict with the government of the United States over the fast and rampant depletion of the earth's natural resources. They argue that the United States must reduce its consumption level significantly to rectify this problem. Which of the following, if true, would most strengthen the conservationists' argument? A) The United States has been conserving forests for several years. B) Most countries have not taken any measures to reduce their consumption levels of natural resources. C) There are several countries that have more requirements for resources than the United States. D) The United States accounts for one-third of the total world resource consumption. E) New resource deposits are constantly being discovered. Answer: D 3) According to the traditional view of conflict, all conflict is ________. A) harmful and must be avoided B) natural and helps generate discussion C) necessary and improves creativity of a group D) healthy and improves productivity E) rational and cannot be avoided Answer: A 4) According to the ________ view of conflict, conflict can be a positive force in a group and some...
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...Focus: Regulating individual behavior is the basic yet essential approach to managing organizational output. Analysis: Value and personality + other factors e.g. cultural or physical environments → Individual behavior → Organizational output Content 1. Organizational Output by Individual Behavior 2. Individual Behavior 2.1 Definition 2.2 Types & Causes 2.2.1 Task Performance 2.2.2 Organizational Citizenship 2.2.3 Counterproductive Work Behaviors 2.2.4 Joining and Staying with the Organization 2.2.5 Maintaining Work Attendance 3. Value & Individual Behavior 4. Personality & Individual Behavior 5. Conclusion 1. Organizational Output by Individual Behavior Some people say organizational output is affected by individual behavior. To examine the statement, let us firstly take a look at individual behavior. 2.2.3 Counterproductive Work Behaviors (CWBs) Counterproductive work behaviors are known as voluntary behaviors that have the potential to directly or indirectly harm the organization1. These behaviors can be intentional or unintentional and result from a wide range of underlying causes and motivations. The variety of acts that are considered CWBs has led to attempts by researchers to create a coherent typology of CWBs. One four-class typology of CWBs divided the CWBs into the following categories: 1. Production deviance - involving poor attendance behaviors like leaving early, intentionally working slow, or taking unnecessarily long breaks; 2. Property deviance...
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...the leaders. This trustworthiness will allow the leader to be identified as ethical stewards. Caldwell, Hayes, and Long (2010) contend that these ethical stewards can direct an organization’s efforts toward fortune for all stakeholders. Leadership In understanding leadership’s role within an organization, its role must be clearly defined. There are many definitions of leadership. Each definition has its own characteristic based on the perspective of the individual providing it. Lussier and Achua (2004; as cited by Caldwell, Hayes, & Long, 2010) define leadership as “the process of influencing leaders and followers to achieve organizational objectives through change” (p. 5). This translates to mean that the leader must have the ability to make decisions that will be beneficial for the organization and not promote their own self-interest. Their decisions will impact many different stakeholders such as the company, venders, customers, economy and themselves. In order for the leader to be effective in making decisions they must have specific skills. These specific skills include project management, technical expertise, cognitive, and interpersonal (Yukl, 2006). Leadership is the major factor in determining how and if an organization will perform well. The leader must have the ability to develop plans to focus on the company’s requirements for short-term and long-term objectives. It is also necessary for the leader to address strengths and weaknesses, core competencies, current...
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