Learning and Ability
Transcript of Learning and Ability
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Foundation of Individual
BehaviorBiographic Characteristics and
Ability
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It is said that `managers, unlike parents,must work with used, not new, human
being`-whom others have already usedfirst.
So, when individuals enter anorganisation, they are a bit like usedcars. Each is different. Some are `lowmileage with a little exposure andothers are `wel-worn, having beendriven over some rough roads.
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This metaphor indicates that people enterorganisations with certain values andcharacteristics that will influence their
behaviour at work. The more obvious ofthem are personal or biographic andpersonality characteristics
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Biographical Characteristics
AgePerformance declines with increasing age(belief)? Such as, individual skills-speed, ability,strength and enthusiasm
Some say, job boredom contributes to reducedproductivity But other believe that,Older people bring experience, judgment, astrong work ethics & commitment to qualityMore experience, mature judgment, strong workethic and commitment .Age-turnover relationship: -ve correlationAge and job satisfaction positive relationship incase of professionals
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GenderThere are few, if any, important differencesbetween men and women that will affect their jobperformance
No consistent male-female differences in:Problem solving abilityAnalytical skills
Competitive drive
Motivation, sociability, learning abilityJob productivity
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GenderWomen are more willing to confirm with theauthority
Women are less aggressive than men
Some study showed that womenHave high turnover rate
Some claimed no difference
Changing role of women have made them
equally competitive and productive as men
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Some research findings suggest that:- Women between 18 -25, are the bestpredictor of whether or not they change their
jobs.- As job tenure increased; there is lesslikelihood to change job- Tenure has also found to lesson the
effects of dissatisfaction among the maleemployees
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Marital StatusResearch constantly indicate that marriedemployees haveFewer absencesUndergo less turnover
More satisfaction in the jobMarriage imposes more responsibility to women,make job more valuable and important to bothmen and women, particularly to men.
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Turn Over:Voluntary and involuntarypermanent withdrawal from the organization
Disadvantages of high rate of turnover: Itrealists in more recruitment, selection andtraining costs. It can also disrupt the efficientrunning of an organization when goodpersonnel leave.
But, like absenteeism, not all turnovers arebad. It may create the opportunity to replace underperforming personnel with some one.
But very often, voluntary turnover often involves theloss of people that the organization doesnt want toloose.
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Tenure and TurnoverSeniority productivity relationship A positive relationship between seniority and
productivity
Forming, storming, forming & performing Negatively related to turnover
Tenure and job satisfaction are positivelyrelated
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Some research findings suggest that:- Women between 18 -25, are the bestpredictor of whether or not they change their
jobs.- As job tenure increased; there is lesslikelihood to change job- Tenure has also found to lesson the effectsof dissatisfaction among the male employees
Other factors:Commitment to the organization,General economy and job market.
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Absenteeism: Failure to report to work- Not all absences are bad.- Avoidable and unavoidable absence.
If the frequencies of avoidable absence ofemployees are increased, it can reduceorganizational efficiency and effectiveness,and may increase negative impact on the
organization.But not all absences are bad.To some extent, organizations may benefit byan employees voluntary absence. For instance,
illness, fatigue or excess stress can decreasean employees productivity (e.g., surgeons,airlines pilot and ministers!).But these examples are clearly a typical. Formost part, we can assume that organizations
suffer when employees absenteeism is high.
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Satisfaction and Absenteeism:Mostly Inverse Relationship.
When satisfaction is high, absenteeism tendsto be low.
- Other factors,
Those who feel that their jobs are importantand significant has lower absenteeism.
But, low job satisfaction is likely to bring abouthigh absenteeism.
One should be concerned not only withquantity of life but also with its quality *humanelements.
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AbilityAbility refers to an individuals capacity to perform
the various tasks in a job.
Intellectual abilities are required to performmental activities
Intelligence Quotient (IQ)University admission tests SAT, ToFL,GMAT.etcIQ is not a prerequisite for all jobs
There are evidences that tests assessing verbal,numerical, spatial, perceptual abilities are validpredictors of job proficiency
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Dimension Description Job example
Number
aptitude
Ability to
speedy andaccuratearithmetic
Accountant
Verbalcommunication
Read and workability
Seniormanagers
Perceptual
speed
Identify
similarities anddifferencesquickly andaccurately
Investigaters
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Dimension Description Job example
Inductive
reasoning
Logical sequence
drawing
Market
researchers
Deductivereasoning
Ability to use logicand access the
implication of theargument
Supervisors
Spatialvisualization
Ability to imagineand draw picture in
mind
Interiordecorator
Memory Ability to recall andretain past
experiences
Sales person
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S h f
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Strength factors
Dynamic strength Ability to exert muscular force
repeatedly or continuously overtime
Trunk strength Ability to exert muscularstrength using the trunk
(Particularly abdominal) muscleStatic strength Ability to exert force against
external objects
Explosivestrength Ability to expend a maximum ofenergy in one or series ofexplosive act
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Dynamic strength
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Trunk strength
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Static strength
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Explosive strength
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Flexibility factExtent flexibility Ability to move trunk and back
muscles as for as possible
Dynamicflexibility
Ability to make rapid, repeatedflexible movements
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Other factors
Body
Coordination
Ability to coordinate the
simultaneous actions of differentpart of the body
Balance ability Ability to maintain equilibrium
despite forces pulling of balance
Stamina Ability to continue maximum
effort requiring prolonged effortover time
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