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Foundation of Individual OB
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LOGO
Foundation Of Foundation Of IndividualIndividual
& & Organizational Organizational
BehaviorBehavior
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LOGO
MBA( Business Economics ) MBA( Business Economics )
Shubha Shrivastava
Jasvinder Kaur
Inayat Hussain
Rajesh Gautam
Sameer Goswami
Submitted To
Mrs.………………
Submitted By
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Individual Behavior
Companies who are looking for employees look for individual characteristics that will improve the chances of success
Individual differences exist Biographical characteristics Abilities Personality Perception Attitudes Emotions Moods
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So, lets look at the task and try to decide what kind of person we need to successfully accomplish it. – A task/ability fit.
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Lets start with ability
Physical ability Intellectual or mental ability Companies measure both and use the results to help
with the hiring decisions
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Physical AbilitiesThe capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics
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Nine Physical Abilities
Other Factors
7. Body coordination
8. Balance
9. Stamina
Other Factors
7. Body coordination
8. Balance
9. Stamina
Strength Factors
1. Dynamic strength
2. Trunk strength
3. Static strength
4. Explosive strength
Strength Factors
1. Dynamic strength
2. Trunk strength
3. Static strength
4. Explosive strength Flexibility Factors
5. Extent flexibility
6. Dynamic flexibility
Flexibility Factors
5. Extent flexibility
6. Dynamic flexibility
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Intellect, and Intelligence
Intellectual Ability
The capacity to do mental activities
Multiple Intelligences
Intelligence contains four subparts: cognitive, social, emotional, and cultural
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Cognitive Intelligence
Intelligence tests are supposed to measure Abstract reasoning Practical reasoning
Declarative knowledge Context free Episodic- autobiographical
Procedural knowledge Rules, skills, strategies to manipulate declarative
knowledge
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• Number aptitude
• Verbal comprehension
• Perceptual speed
• Inductive reasoning
• Deductive reasoning
• Spatial visualization
• Memory
• Number aptitude
• Verbal comprehension
• Perceptual speed
• Inductive reasoning
• Deductive reasoning
• Spatial visualization
• Memory
Dimensions of Intellectual Ability
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Social Intelligence How well we get along with each other. Dimensions central to the concept of Social Intelligence
Understands people’s thoughts, feelings and intentions well
Is good at dealing with people Has extensive knowledge of rules and norms in
human relations Is good at taking the perspective of other people Adapts well in social situations Is warm and caring Is open to new experiences, ideas and values
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Social Intelligence
Social Competence depends on Extraversion Warmth Social influence Social insight Social openness Social appropriateness Social maladjustment
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Emotional Intelligence
Definitions Affect
• Generic term covers a broad range of feelings people experience
Emotions • Intense feelings directed at someone or something
Moods• Feelings that tend to be less intense and lack context.
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Emotional Intelligence
Jennifer George Feelings (moods and emotions) play an important
role in the leadership process Moods and emotions affect the way people think,
their motivations, decisions made and behaviors engaged in.
Emotional Intelligence• The ability to manage moods and emotions in self and
others.
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Cultural Intelligence
The ability to function in a cultural environment that is different than your own.
The ability to recognize cultures different than your own and adjust your behavior
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Biographical Characteristics
Measuring the impact of intelligence or physical ability on productivity, absence, turnover and satisfaction is often complicated
Other factors are easily definable and readily available from historical data
Age, gender, job tenure.
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Learning
• Involves change
• Is relatively permanent
• Is acquired through experience
Learning
• Involves change
• Is relatively permanent
• Is acquired through experience
LearningAny relatively permanent change in behavior that occurs as a result of experience.
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Theories of Learning
Key Concepts
• Unconditioned stimulus
• Unconditioned response
• Conditioned stimulus
• Conditioned response
Key Concepts
• Unconditioned stimulus
• Unconditioned response
• Conditioned stimulus
• Conditioned response
Classical Conditioning
A type of conditioning in which an individual responds to some stimulus that would not ordinarily produce such a response.
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Theories of Learning (cont’d)
Key Concepts
• Reflexive (unlearned) behavior
• Conditioned (learned) behavior
• Reinforcement
Key Concepts
• Reflexive (unlearned) behavior
• Conditioned (learned) behavior
• Reinforcement
Operant Conditioning
A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment.
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Theories of Learning (cont’d)
Key Concepts
• Attentional processes
• Retention processes
• Motor reproduction processes
• Reinforcement processes
Key Concepts
• Attentional processes
• Retention processes
• Motor reproduction processes
• Reinforcement processes
Social-Learning Theory
People can learn through observation and direct experience.
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Theories of Learning (cont’d)
Key Concepts
• Reinforcement is required to change behavior.
• Some rewards are more effective than others.
• The timing of reinforcement affects learning speed and permanence.
Key Concepts
• Reinforcement is required to change behavior.
• Some rewards are more effective than others.
• The timing of reinforcement affects learning speed and permanence.
Shaping Behavior
Systematically reinforcing each successive step that moves an individual closer to the desired response.
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Companies look for employees that have the capabilities to do the job the company needs done….
But nobody comes with everything that is needed.
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Behaviorism
All complex behavior is learned A theory about human behavior (explain and predict)
must address how humans learn Definition
Permanent changes in behavior as a result of experiences Learning is inferred – we see the result-change-and infer
that learning has taken place
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The learning process Conditioning is the universal learning process according
to this theory of learning Two different types of conditioning yield different
behavior pattern Classical conditioning –Pavlov’s dogs and The
Manchurian Candidate Operant conditioning – Reward and punishment to train
animals and people to perform. A feedback system
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Learning Styles Theory
This approach to learning emphasizes the fact that individuals perceive and process information in very different ways. The learning styles theory implies that how much individuals learn has to do with whether the educational experience is geared toward their particular style of learning
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Learning Styles Theory Different individuals have a tendency to both perceive
and process information differently. Because of different heredity, upbringing, and current
environmental demands Perceive information
Concrete – doing, acting, sensing, feeling Abstract – analysis, observation, thinking
Process information-make sense of information Active processor- do something with the information now Reflective processor – reflect on and think about
information
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Traditional schooling tends to favor abstract perceiving and reflective processing. Other kinds of learning aren't rewarded and reflected in curriculum, instruction, and assessment nearly as much
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Constructivism
Constructivism is a philosophy of learning founded on the premise that, by reflecting on our experiences, we construct our own understanding of the world we live in. Each of us generates our own "rules" and "mental models," which we use to make sense of our experiences. Learning, therefore, is simply the process of adjusting our mental models to accommodate new experiences.
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Discussion Learning is a search for meaning. Meaning requires understanding wholes as well as
parts. And parts must be understood in the context of wholes. Therefore, the learning process focuses on primary concepts, not isolated facts.
In order to teach well, we must understand the mental models that students use to perceive the world and the assumptions they make to support those models.
The purpose of learning is for an individual to construct his or her own meaning, not just memorize the "right" answers and regurgitate someone else's meaning.
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Organizational BehaviorOrganizational Behavior
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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 an organization’s effectiveness.
Organization Behavior
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The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals
Psychology
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The study of people in relation to their fellow human beings
Sociology
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An area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another
Social Psychology
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The study of societies to learn about human beings and their activities
Anthropology
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x y
Contingency variables: “It Depends!”
Situational factors that make the main relationship between two variables change—e.g., the relationship may hold for one condition but not another
Country 1
x yCountry 2
May be related to
May NOT be related to
In
In
There Are Few Absolutes in OB
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Responding to Globalization Increased foreign assignments Working with people from different cultures Coping with anti-capitalism backlash Overseeing movement of jobs to countries with low-
cost labor Managing people during the war on terror
Managing Workforce Diversity Embracing diversity Changing U.S. demographics Implications for managers
• Recognizing and responding to differences
Challenges and Opportunities for OB
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DomesticPartners
DomesticPartners
RaceRaceNon-ChristianNon-Christian
NationalOrigin
NationalOrigin
AgeAge
DisabilityDisability
GenderGender
Major Workforce Diversity Categories
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Improving Quality and Productivity Quality management (QM) Process reengineering
Responding to the Labor Shortage Changing work force demographics Fewer skilled laborers Early retirements and older workers
Improving Customer Service Increased expectation of service quality Customer-responsive cultures
Challenges and Opportunities for OB (cont’d)
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1. Intense focus on the customer
2. Concern for continuous improvement
3. Improvement in the quality of everything the organization does
4. Accurate measurement
5. Empowerment of employees
What Is Quality Management?
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Improving people skills Empowering people Stimulating innovation and change Coping with “temporariness” Working in networked organizations Helping employees balance work/life conflicts Improving ethical behavior Managing people during the war on terrorism
Challenges and Opportunity for OB (cont’d)
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A Downside to Empowerment?
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Basic OB Model, Stage I
An abstraction of reality
A simplified representation of some real-world phenomenon
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x
y
A response that is affected by an independent variable (what organizational behavior researchers try to understand)
The Dependent Variables
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Productivity
A performance measure that includes effectiveness and efficiency
Effectiveness
Achievement of goals
Efficiency
Meeting goals at a low cost
The Dependent Variables (cont’d)
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Absenteeism
The failure to report to work
Turnover
The voluntary and involuntary permanent withdrawal from an organization
The Dependent Variables (cont’d)
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Deviant Workplace Behavior
Voluntary behavior that violates significant organizational norms and thereby threatens the well-being of the organization and/or any of its members
The Dependent Variables (cont’d)
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Organizational Citizenship Behavior (OCB)
Discretionary behavior that is not part of an employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization
The Dependent Variables (cont’d)
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Job Satisfaction
A general attitude (not a behavior) toward one’s job; a positive feeling of one's job resulting from an evaluation of its characteristics
The Dependent Variables (cont’d)
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IndependentVariables Can Be
IndependentVariables Can Be
Individual-Level Variables
Individual-Level Variables
OrganizationSystem-Level
Variables
OrganizationSystem-Level
Variables
Group-LevelVariables
Group-LevelVariables
The presumed cause of some change in the dependent variable; major determinants of a dependent variable
The Independent Variables
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Basic OB Model, Stage II
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LOGO
Questions?Questions?
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LOGO