organization_behavior

Organization Behavior Organization Behavior is the systematic study of the actions and attitudes that people exhibit within organizations. 3 Goals of Organization Behavior • Explanation • Prediction • Control Level of Organization Behavior Analysis • Individual Level (chapters 3-6) • Group Level (chapters 7-11) • Organization System Behavior (chapters 12-16) Actions (behavior) • Productivity • Absenteeism • Turnover Attitude • Job Satisfaction (link between satisfaction and productivity) • Job Satisfaction (related to absenteeism and turnover) • Job involvement • Loyalty, Organizational commitment Management Cycle Forecast Follow-up Variance Plan Assign SMART Goal • • • • • S = Specific M = Measurable A = Agreed, Acceptable, Ambitious R = Realistic T = Trackable Exercise 1 • Group of 5 • Discuss & select one company • Identified Management Cycle • Presentation Maslow’s Hierachy of Needs Self-actualization Esteem Social Safety Physiological Early Theories of Motivation • Hierachy of Needs Theory • Theory X and Y • Motivation-Hygygiene Theory Hierachy of Needs Theory • Physiological-includes hunger, thirst, shelter, sex, and other bodily needs • Safety-includes security and protection from physical and emotional harm • Social-includes affection, a sense of belonging, acceptance and friendship Hierachy of Needs Theory • Esteem-includes internal factors such as self-respect, autonomy, and ahievement, and external factors such as status, recognition, and attention • Self-actualiazation-the drive to become what one is capable of becoming; includes growth, achieving one’s potential, and selffulfillment Theory X • Employees inherently dislike work and whenever possible, will attemp to avoid it • Employees must be coerced, control, or threatened with punishment to achieve desired goals Theory Y • Employees can view work as being as natural as rest or play • A person will exercise self-direction and self-control if he/she is committed to the objectives • Responsibility, Learn to Accept • Creativity Motivation-Hygiene Theory • Individual’s attitude to his work can very well determine his success or failure • Comparison of Satisfiers (Achievement, Recognition, Workitself, Responsibility, Advancement, Growth) and Dissatisfiers (Company policy and administration, Supervision, Relationship with supervisor, subordinates, and peers, Work conditions, Salary, Personal life, Status, Security Contemporary Theories of Motivation • • • • • Three-Needs Theory Goal-Setting Theory Reinforcement Theory Equity Theory Expectancy Theory Three-Needs Theory • The need for achievement-the drive to excel, to achieve in relation to a set of standards, to strive to succeed • The need for Power-the need to make others bahave in a way they would not have behaved otherwise • The need for Affiliation-the desire for friendly and close interpersonal relationships Goal-Setting Theory • Specific goals lead to increased performance and that difficult goals, when accepted, result in higher performance than easy goals Equity Theory Employees perceive what they get from a job situation (outcomes) in relation to what they put into it (inputs), and they compare their input-outcomr ratioto be equal to the relevant others with whom they compare themselves, a state of equity is said to exist Expectancy Theory • Attractiveness • Performance-reward linkage • Effort-performance linkage Don’t ignore Money • Goal-Setting alone increasing productivity 16% • Redesign Jobs (8-16% increases) • Employee participation in decision making (less than 1% increases) • Money incentives led to an average increase of 30% Implications of Managers • • • • • • • • Recognize Individual Differences Match people to jobs Use Goals Ensure that goals are perceived as attainable Individualize rewards Link rewards to performance Check the system for equity Don’t ignore money