14. Manager style Technology Noise Peers Reward system Compensation plan Career opportunities Beliefs and values Feelings and emotions Intended behavior Stimuli Work environment factors Cognition Affect Behavior “ My supervisor is unfair.” “ Having a fair supervisor is important to me.” “ I don’t like my supervisor.” “ I’ve submitted a formal request to transfer.” The Three Components of Attitudes: Cognition, Affect, Behavior
22. Satisfaction-Performance Relationships: Three Views 2. Job Performance 1. Job Satisfaction 3. Job Performance Job Satisfaction Job Performance Job Satisfaction Causes Causes “ The satisfied worker is more productive.” “ The more productive worker is satisfied.” Rewards Perceived Equity
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24. Some Major Forces Influencing Personality Individual Personality Cultural forces Hereditary forces Family relationship forces Social class / group membership forces
25. Personality and Behavior in Organizations The Big Five Personality Dimensions Locus of Control Self-efficacy Creativity
26. The Big Five Personality Dimensions Conscientiousness Extroversion Emotional Stability Agreeableness Openness to Experience
27. Big Five Personality Dimensions 1. Extroversion- refers to the tendency to be sociable, gregarious, assertive, talkative and active. 2. Emotional stability- is the tendency to experience positive emotional states, such as feeling psychologically secure, calm and relaxed. Anxiety, depression, anger and embarrassment are characteristics of low emotional stability. 3. Agreeableness- it is the tendency to be courteous, forgiving, tolerant, trusting and soft-hearted. Someone who gets along with others. Individuals low on agreeableness are often described as rude, cold, uncaring, unsympathetic, and antagonistic.
28. 4. Conscientiousness- it is the tendency to be dependable, organized, thorough and responsible They tend to persevere, work hard and enjoy achieving and accomplishing things. Employees who are low in conscientiousness tend to be sloppy, inefficient, careless and even lazy. 5. Openness to Experience- it reflects the extent to which an individual is broad-minded, creative, curious and intelligent. Individuals low in openness to experience tend to be unimaginative, conventional and habit-bound.
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Notes de l'éditeur
9 Contracting protects the organization from changes in quantity or price on either the input or output side. We see this strategy used when management agrees to a long-term fixed contract to purchase materials and supplies or to sell a certain part of the organization’s output. Lobbying using influence to achieve favorable outcomes is a widespread practice used by organizations to manage their environment.
