...Introduction to the Field of Organizational Behavior People differ from each other in their needs and values. Group effort eases their task of achieving organizational goals effectively. Human relations can be defined as motivating people in organizations to work as a team. Although human relationships have existed from quite some time in the past, the study of human relations has developed only recently. Social sciences like sociology, psychology, anthropology, economics and political science have contributed to the development of OB and human relations. Human relations and OB play a significant role in the development of the skills of employees and the improvement of organizational performance. Various studies and theories in the field of organizational behavior have given new insights into the behavior of people at work. The most important studies are the Hawthorne studies, Theory X and Theory Y, and Theory Z. The Hawthorne Studies, conducted by Elton Mayo at the Western Electric Company, was the first systematic study that recognized the significance of informal groups in the workplace and its impact on productivity. The conclusion drawn from these studies was that it was security and recognition, not just good physical working conditions that bring a drastic improvement in productivity. Moreover, informal groups operating within the work settings exert strong control over work habits of individual workers. Douglas McGregor formulated two theories called Theory X and Theory...
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...of how to deal with emotions and stress in the workplace. Presented to Judy Tedford, Instructor MSD101 – Organizational Development Presented By Kimberly M. Bentley Spring Quarter, 2009 At some point, we’ve all had “one of those days”. Sometimes it’s because our manager has upset us, or maybe our co-worker has done something that you have to pay the price for. Or perhaps it’s because of trouble in our personal lives, or simply because it’s a rainy day. No matter what the circumstance, as humans we are driven by our undeniable and sometimes uncontainable emotions. So how do we really deal with all of the emotions and stresses that life may throw our way? How do our emotions affect our jobs? How do others expect us to handle our emotions? In order to answer these questions, we must first address what emotions and stress really are. This paper will focus in particular on how much our careers are affected by our personal emotions, the emotions and stresses of others, consequences of not properly dealing with emotions and stress, and possible suggestions for dealing with these issues. Organizations are emotional places. Emotions do not just effect organizations, but they also contribute to their structure. In fact, a great deal of leadership is actually about emotion management. Organizations and businesses use emotions to motivate employees to perform and to motivate consumers to buy. Various events in organizations create emotions and affect an employee's...
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...Lecture №1. Introduction, Definition and History Psychology is the study of behavior and mental processes. Psychologists use systematic scientific methods to understand behavior and human thought processes. Different branches of psychology have emerged to explore different topics and perspectives. Industrial/organizational (I/O) psychology is the specialty area within psychology that studies human behavior in work settings. It is concerned with: - The study of behavior in work settings. - The application of psychology principles to change work behavior. Therefore I/O psychology has two objectives: 1. To conduct research in an effort to increase our knowledge and understanding of human work behavior. To apply that knowledge to improve work behavior, the work environment, and the psychological conditions of the worker. Roots and History of Industrial/Organizational Psychology The Beginnings. Around the turn of the 20th century, Frederick Taylor, an engineer, believed that scientific principles could be applied to the study of work behavior. “One best method” Time-and-motion studies - work tasks are broken down into simple movements. Scientific management, a movement started by Taylor, was a method of using scientific principlesto improve the efficiency and productivity of jobs. Drawbacks of Taylor’s philosophy: - Complex jobs, demanding sophisticated skills. - Fewer and fewer people are engaged in physical labor. - For some jobs there is no “one best...
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...Behavior Emotions and Leadership: The Role of Emotional Intelligence George, Jennifer M. Human Relations 53.8 (August 2000): 1027-1055 Summary: This article discusses the correlation of a leaders Emotional Intelligence (“the ability to understand and manage moods and emotions in the self and others”) (George) and how it plays a role in how effective that manager is. The author first relates how emotions, moods and feelings play a part in how humans deal with each other on a day to day basis. Ms. George points out that positive moods and emotions can have a positive effect on how we deal with life, and on the flip side how negative moods and emotions can have the opposite effect in our social and work lives. She states that “Feelings are intimately connected to the human experience. Feelings are intricately bound up in the ways that people think, behave, and make decisions.” Many people with the inability to show emotion find life difficult as even the smallest decisions are hard to make with no gage of how others may react or “feel” about your choices. The article is not so much about how leaders behave but more so how effective that behavior is in understanding their own and others emotions and moods. The author states there are four different attributes of one’s emotional intelligence; the appraisal and expression of emotion; the use of emotion to enhance cognitive processes an decision making; knowledge about emotions; and the management of emotions. The article...
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...The James-Lange Theory, in summarization, suggests that our emotions are triggered by physiologial reactions to events. When we cry due to a loss it leads us to feel sorrowful, yelling and becoming violet towards someone who upsets us causes us to feel anger, shaking or being scared easily if someone was to jump out at us causes us to feel fear. According to James and Lange there is a physiological, or visceral experience, accompanying every major emotion. We can determine the exact pattern of these responses that can help us to reveal the emotional experience. Researchers argue with this theory. According to some, this information cannot necessarily be proved. If a stranger approaches you from a dark alley during the night, and you're walking alone, you're going to immediately feel frightened. Whereas, before a big speech you accquire the same feeling over a length of time, and it stays with you until the event is over. Some don't see how this could be pin-pointed as the exact source of immediate emotional experience. According to Feldman (2010) : The James-Lange Theory poses another difficulty: our internal organs produce a relatively limited range of sensations. Although some types of physiological changes are associated with specific emotional experiences, it is difficult to imagine how each of the myriad emotions that people are capable of experiencing could be the result of a unique visceral change. Many emotions actually are associated with relatively similar sorts of visceral...
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...Organizational Behavior and Human Decision Processes Vol. 86, No. 1, September, pp. 99–130, 2001 doi:10.1006/obhd.2001.2974, available online at http://www.idealibrary.com on Mood and Emotions in Small Groups and Work Teams Janice R. Kelly Purdue University and Sigal G. Barsade Yale University Affective influences abound in groups. In this article we propose an organizing model for understanding these affective influences and their effects on group life. We begin with individuallevel affective characteristics that members bring to their groups: moods, emotions, sentiments, and emotional intelligence. These affective characteristics then combine to form a group’s affective composition. We discuss explicit and implicit processes through which this affective combination occurs by examining the research on emotional contagion, entrainment, modeling, and the manipulation of affect. We also explore how elements of the affective context, such as organizationwide emotion norms and the group’s particular emotional history, may serve to constrain or amplify group members’ emotions. The outcome, group emotion, results from the combination of the group’s affective composition and the affective context in which the group is behaving. Last, we focus on the important interaction between nonaffective factors and affective factors in group life and suggest a possible 2001 Academic Press agenda for future research. During the past century, a tremendous amount of research attention...
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...exclusively in terms of job satisfaction (Brief & Weiss, 2002). However, Organ & Near (1985) argued that job satisfaction has both a cognitive (belief, judgement, comparison) as well as an affective (emotional, feeling) dimension, whereas most measures of job satisfaction tended to focus on the cognitive element. This distinction is important: Weiss & Cropanzano (1996) see affective experiences as antecedent to job satisfaction while it may also be regarded as a component of job satisfaction. In summary, Affect is no longer regarded as synonymous with job satisfaction. The term ‘Affect’ is broad (“a subjective feeling state” – Ashforth & Humphrey, 1995) but is typically construed as encompassing two relatively distinct phenomena – moods and emotions (Fisher (2000);...
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...dependence has recently turned into one of the most important social problems. Clinical findings have shown personality traits, social relations, attitudes and values, along with emotional intelligence factors such as emotions, feelings, emotions management, challenging with problems, problem solving, tolerating psychological pressure, impulse control, self esteem and interpersonal relations, to affect substance dependence. Consequently, understanding the meaning and developing tools for assessment of emotional intelligence are significantly vital in human psychological health. This study aimed to investigate the relation between emotional intelligence and instable personality in substance abusers. Methods The present correlational study selected 80 male addicts through available sampling. The subjects referred to the Therapeutic Community Center and Kimia, Yas, and Aban Clinics in Yazd, Iran. Their emotional intelligence and personality were evaluated by BarOn questionnaire and Eysenck personality questionnaire (EPQ) for adults, respectively. Pearson's correlation coefficient was used to assess the correlations between different factors. Findings There was a negative significant correlation (P = 0.050) between emotional intelligence and instable personality in substance abusers. Problem solving and optimism (P = 0.001), interpersonal relation (P = 0.010), self esteem (P = 0.013), and realities (P = 0.017) had significant effects on instable personality. Conclusion Based...
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...Kong Job Satisfaction can be defined as the employees’ feelings and a collection of attitudes that towards their job. The employee tendency to be satisfied or less satisfied was influence by various factors: the nature of the work, supervision, present pay, promotion opportunities and relations with co-workers; and these variables are very important. The Job Descriptive Index (JDI) and the Minnesota Satisfaction Questionnaire (MSQ) are widely used for measure job satisfaction. The theory of Discrepancy, Equity (Fairness), Disposition and Emotion can be determined the employee’ job satisfaction. Now, Hong Kong hospitals are facing the problems of nursing shortage and high turnover of nurse. Peoples are great concerned about the impact for the quality of healthcare system that threatened the safety of patient. Refer to the report of nursing manpower resources of Hospital Authority survey 2011, the job satisfaction of nurses was scored to 3 on a scale of 10. The score reflected that most of the nurse was less satisfied on their job. According to the typical factors of JDI, we can investigate more about the job satisfaction of nurse by using the theory of Discrepancy, Equity (Fairness) and Emotion. Discrepancy theory: Most of the nurses feel that their salary and workload are not proportional. The survey showed that most of the nurses were suffered a heavy workload, the current patient-to-nurse ratio during the morning shift reached 12-14:1, on the afternoon shift 14-16:1 and overnight...
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...Introduction to Management Technology BMRT 11009 - Section 300 Kent State University MANAGEMENT AMY HISSOM 10/26/2009 TABLE OF CONTENTS Introduction............................................................................................................................................ 3 Managers and Managing ........................................................................................................................ 4 What is Management?..................................................................................................................... 4 Essential Managerial Tasks............................................................................................................... 4 Levels and Skills of Managers ........................................................................................................... 4 Recent Changes in Management Practices ....................................................................................... 5 Challenges for Management in a Global Environment ...................................................................... 5 The Evolution of Management Thought ................................................................................................. 6 F. W. Taylor (1890-1940): Scientific Management ............................................................................ 6 The Gilbreths: Time-and-Motion Study ....................................................................................
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...EMOTIONS AND EMOTIONAL INTELLIGENCE FOR EDUCATORS Emotions arise most often through interactions - real or anticipated - between people. They are part of an organism's social environment. A useful way of thinking about an emotion is as a person's genetic and acquired motivational predisposition to react experientially, physiologically and behaviourally to particular internal and external variables (Carlson & Hatfield, 1992). Our emotions prepare us for taking needed actions arising from interactions with others - they make it more efficient for us to run away when we are afraid, attack when angry and cooperate when happy, for example (Darwin, 1872/1998). An emotional experience consists of several components, including the following (Carlson & Hatfield, 1992): Subjective experience: This involves feelings of pleasure or displeasure, like or dislike, or arousal. Physiological arousal: Emotions can be accompanied by dramatic physiological changes. Expressive behaviours: These are facial expressions that typically signal a person's experience of a particular emotion. Changes in cognition: Changes in thought processes can complement emotions. In general, our thoughts are consistent with and guided by our emotions. The idea that emotions can assist learning is not entirely new. There are many studies in the literature suggesting that various cognitive tasks - such as creative problem-solving or deductive reasoning - are accomplished more efficiently when a person is in a certain...
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...Alex Sander’s Organizational Behavior Review Alex Sander is the project manager at Landon Care Products, Inc. Alex is smart. Alex is self-driven. Alex is an asset to his company in that he makes intelligent decisions, faces challenges straight on, and confidently makes things happen while getting things done. In over just one year at Landon, Alex rebranded two national skin care products. Sam Glass, Alex’s supervisor, expected Alex to cause waves within the work place when he hired him, due to his aggressive personality. This is exactly what happened. What Sam failed to predict when he hired Alex a year ago, was the extent to which Alex would cause waves among co-workers. A recent 360( review conducted at Landon justifies Alex’s disregard for co-worker’s feelings. And while this performance review is the issue Glass wishes to address, Alex has recently voiced an interest in moving further up in the company to a higher, more influential position. Alex sees himself as a leader. The problem is that while his co-workers respect him, they do not see him as a team leader. In order to help Alex become a leader, Glass needs to help Alex address this critical issue. And because of Alex’s personality, this will not be easy. Alex’s personality needs to be briefly addressed to help clarify the reasons behind the problem he is having at work. Alex has the personality characteristic of Machiavellianism, which according to Robbins and Judge, this means that he is pragmatic...
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...1 Twitter mood predicts the stock market. Johan Bollen1, ,Huina Mao1, ,Xiao-Jun Zeng2 . : authors made equal contributions. arXiv:1010.3003v1 [cs.CE] 14 Oct 2010 Abstract—Behavioral economics tells us that emotions can profoundly affect individual behavior and decision-making. Does this also apply to societies at large, i.e. can societies experience mood states that affect their collective decision making? By extension is the public mood correlated or even predictive of economic indicators? Here we investigate whether measurements of collective mood states derived from large-scale Twitter feeds are correlated to the value of the Dow Jones Industrial Average (DJIA) over time. We analyze the text content of daily Twitter feeds by two mood tracking tools, namely OpinionFinder that measures positive vs. negative mood and Google-Profile of Mood States (GPOMS) that measures mood in terms of 6 dimensions (Calm, Alert, Sure, Vital, Kind, and Happy). We cross-validate the resulting mood time series by comparing their ability to detect the public’s response to the presidential election and Thanksgiving day in 2008. A Granger causality analysis and a Self-Organizing Fuzzy Neural Network are then used to investigate the hypothesis that public mood states, as measured by the OpinionFinder and GPOMS mood time series, are predictive of changes in DJIA closing values. Our results indicate that the accuracy of DJIA predictions can be significantly improved by the inclusion of specific...
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...techniques to perform their jobs. * Effectiveness – A measure of the appropriateness of the goals an organization is pursuing and the degree to which the organization achieves those goals. * Efficiency – A measure of how well or how productively resources are used to achieve a goal. * Empowerment – The expansion of employees’ knowledge, tasks and decision making responsibilities. * First-line manager – A manager who is responsible for the daily supervision of non-managerial employees. * Global organizations – Organizations that operate and compete in more than one country. * Hawthorne effect – Worker’s productivity is affected more by observation or attention received then by physical work setting. * Human relations movement – Advocates behavior and leadership training of supervisors to elicit worker cooperation and improve productivity. * Human skills – The ability to...
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... Introduction There are many definitions of styles of Leadership. In his book Primal Leadership, Goleman offers that there are six styles of leaders; Visionary, Coaching, Affliliative, Democratic, Pacesetting, and Commanding. (Goleman, 2002) He further categorizes these styles as either resonant or dissonant. Goleman uses anecdotal stories and case studies to emphasize how effective leaders use emotional intelligence and building relationships to influence people and events to bring about change. In one sense, one could say that Goleman's approach is interested in the study of how the leaders style influences the moods and emotions of those he is attempting to influence. There is also an Open Loop (Goleman, 2002, pp6) in which the moods and emotions of the leader and the moods and emotions of the subordinates affect each other. They each influence each other. Yukl approaches the study of leadership in his book Leadership In Organzations by exploring the traits and behaviors that effective leaders tend to exhibit and the differing roles and responsibilities leaders assume from time to time as situations and conditions warrant. Yukl explores Participative, Transformational, and Supportive leadership styles. (Yukl, 2013) Yukl explores how a combination of traits and behaviors associated with these styles are...
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