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Worker Div
Transcript of Worker Div
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Workplace diversity exists when companieshire employees from various backgroundsand experiences.
A diverse workplace is made up of employees
of different races, genders, abilities, ages andcultural differences.
Many companies see workplace diversity asan investment toward building a betterbusiness.
Although workplace diversity provides manybenefits, it also poses many challenges to
employees and managers.
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Communication barriers lead to problems in acompany attempting to create a diverseworkplace.
Employees who oppose workforce diversityusually reject new ideas and make workenvironments more difficult.
Age diversity in working groups or teams is
crucial in producing creative, innovativesolutions in all areas of business.
It is unlawful for a company to discriminateagainst people based on gender.
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Top-managementcommitment andrewards for the
support of diversityare critical ingredientsfor the success ofdiversitymanagementinitiatives
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Insert Table 5.2
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What a Diversity of Employees Provides A variety of points of view and approaches to problems and
opportunities can improve managerial decision making.
Diverse employees can provide a wider range of creativeideas.
Diverse employees are more attuned to the needs of diversecustomers.
Diversity can increase the retention of valued organizational
members. Diversity is expected/required by other firms
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The sum total of ways in which an individualreacts and interacts with others, the measurabletraits a person exhibits.
Personality is the sum total of ways in which anindividual REACTS and INTERACTS with others.
Importance of Measuring Personality of employees
at the work place is ensure hiring decisions aremore objective than subjective.
4-10 2009 Prentice-Hall Inc. All rights reserved.
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Heredity SituationEnvironment
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Style of
Decision Making Judgmental (J)
Perceptive (P)
Preference for
Decision Making Thinking (T)
Feeling (F)
Type of Social
Interaction Introvert (I)
Extrovert (E)
Preference for
Gathering Data Intuitive (N)
Sensing (S)
Myers-Briggs Type Indicator
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Extroversion Introversion
Interest Orientation
E ITalkative,Sociable,
Friendly,
Outspoken
Shy,
Reserved,
Quite,
Myers-Briggs Type Indicator
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Sensing iNtuition
Information
S NOrganised,Focus Detail
Require moreinformation
Prefer tointerpret from
less information,
Able to takeforesee
Myers-Briggs Type Indicator
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Thinking Feeling
Decision
T FReliability oflogical order
cause and effect,
Logic andconsistency
Priorities basedon personal
importance and
values,First look at the
people andspecial
circumstances
Myers-Briggs Type Indicator
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Judgment Perception
Environment Orientation
J PPrefer to getthings decided
systematic
planning
Less Flexible
Spontaneity
Curious
Stay open tonew
information,
Flexible
Myers-Briggs Type Indicator
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ExtroversionAgreeableness
Conscientiousness
Emotional
stability
Openness to
Experience
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The Big Five Personality
Dimensions Extroversion:Outgoing, talkative, sociable, assertive
Agreeableness:Trusting, good natured, cooperative, softhearted
Conscientiousness:Dependable, responsible, achievementoriented, persistent
Emotional stability: Relaxed, secure, unworried
Openness to experience:Intellectual, imaginative,
curious, broad minded
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Major Personality Attributes Influencing
OB
Other KeyPersonalityAttributes
Locusof Control
Self-Esteem
RiskPropensity
Type A and Type BPersonality
MachiavellianPersonality
SelfMonitoring
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Locus of Control
Internal locus of control:belief that one controls
key events and consequences in ones life.
External locus of control: Ones life outcomesattributed to environmental factors such as luck or fate.
As per 11th Edition
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JOB SUITABILITY
INTERNALS
Professional jobs
Managerial jobs
EXTERNALS
Structured jobs
Routine jobs
As per 11th Edition
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Characteristics:
PragmaticMaintains emotional distance
Believes that ends can justify the means
Manipulate moreWin more
Persuaded less
Persuade others more
As 11th per Edition
Machiavellianism
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Job Suitability
For High Machs
Job requiring bargaining skills
Or that offer substantial rewards for winning
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Self Esteem
The degree to which a person likes or dislikes himself
They believe that they possess the ability they need tosucceed at work
And more likely to choose unconventional jobs thanpeople with low self esteem
It is directly related to expectations for success
Two types
1. High Self Esteem
2. Low self Esteem
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High Self Esteem
They believe that they possess the ability they need tosucceed at work
And more likely to choose unconventional jobs thanpeople with low self esteem
They will not be susceptible to the external influences
They are more satisfied with their job
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High Self Monitoring
Capable of presenting striking contradictionsbetween their public persona & private self
Capable of putting different faces for differentaudiences