...physiological need, safety, social, esteem and self actualization. Each and every step of Maslow hierarchical structure is very important, so that one can achieve the higher level of need and can fulfill an individual needs. This needs help to explain how individuals are affected and how other respond in life. On the other hand, workers need to be motivated to improve their output in the organization. Hackman Job characteristic model help the individual to be more motivated in order to fulfill their assigned task. However, employees are challenge in the organization for efficiency and their jobs are redesigned. Individuals are motivated in organization and they recognize their needs in order to be successful. For the recent presentation in Organizational Behavior, it was explained how each of us is motivated by needs. We must satisfy each need in Maslow’s hierarchy so that we can survive. From the bottom to the top of Maslow’s pyramid we need to fulfill them. At this point in time I have fulfilled most of these needs. For example, physiological need, having something to eat everyday so that I can keep my body healthy, water to sustain me in life, clothes to cover myself and shelter that embraces me from natural tension are all fulfilled. By fulfilling the physiological need I can enter the...
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... BUILDING REALISTIC RELATIONSHIPS. ABILITY TO WORK WITH AND MANAGE DIVERSITY. ABILITY TO CLARIFY ROLES. COMPETENCIES OF AN O/D FACILITATOR ‐‐‐‐‐ ‐‐‐‐‐ ‐‐‐‐ ‐‐‐‐‐ FOLLOWING ARE THE ESSENTIAL COMPETENCIES FOR AN O/D FACILITATOR – CONTD… ABILITY TO WORK WITH POWER. ABILITY TO KEEP AN OPEN MIND. ABILITY TO SEE WHOLE PICTURE. ABILITY TO INTEGRATE THEORY AND PRACTICE. ABILITY TO FOCUS ON RELEVANCE AND FLEXIBILITY. CLARIFYING OUTCOMES. IMPLIED IN THE ABOVE LIST ARE: SELF AWARENESS. CONSULTING PROCESS MANAGEMENT COMPETENCIES. ABILITY TO DIAGNOSE AND UNDERSTAND THE SYSTEM, DESIGN AND EXECUTE INTERVENTIONS, AND WORK WITH LARGE SYSTEMS. ABILITY TO TRANSFER KNOWLEDGE TO CLIENT. ACADEMIC KNOWLEDGE AND SKILLS IN ORGANIZATIONAL BEHAVIOUR, MANAGEMENT AND ORGANIZATION THEORY AND SPECIFIC KNOWLEDGE AND SKILLS IN O/D. INTERPERSONAL SKILLS. SYSTEMS THINKING RELATED COMPETENCIES. INTEGRATING, BALANCING AND APPLYING THEORY AND PRACTICE. Prof. B. Muralidhara Rao, PGDM (IIM-A) / bmdrao@gmail.com 1...
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...Organizational Behavior W. Jack Duncan Book review Meera Iyer Chapters 1. Organizational behavior: defining the field 2. Historical perspective 3. Methodological foundations of organizational behavior 4. Personality development and attitudes 5. The cognitive basis of individual behavior 6. Motivation: Theory and selected research 7. Introduction to small group behavior 8. Leadership behavior and effectiveness 9. Intergroup analysis: Co-ordination and conflict 10. The organization and the individual 11. Environments, organizations and behavior 12. Power relations in organizations 13. Performance evaluation and organizational effectiveness 14. Planned change and organizational development This book is about organizational behavior. It is also a text on management. The objective of the book is to present a research based approach to management from an applied behavioral science perspective. I have summarized each chapter of the book, explaining the main points that the authors wish to communicate. © www.hrfolks.com All Rights Reserved Organizational behavior – Defining the field Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals...
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...CONTRIBUTION OF THE BEHAVIORAL SCIENCES The behavioural science approach is concerned with the social and psychological aspects of human behaviour in organisation. The understanding of human behavior was enhanced by contributions not only from the traditional disciplines of psychology, sociology, and anthropology, but also from social economics, political science, linguistics, and education. The interrelationships of these various disciplines are now referred to collectively as the “behavioral sciences.” The behavioral science approach is oriented toward economic objectives, concerned with the total climate, and consistent with the development of interpersonal competence. It is a humanistic approach. The use of groups and employee participation in the achievement of organizational objectives, including the management of change, is now a formally recognized field of study in universities worldwide. Managers draw upon the results of these studies regularly in managing staffs. It is not just an HRM field of endeavor. Managers worldwide apply the concepts in everyday activities. Many current management ideas and practices can be traced to the behavioral science approach. Some importance elements of behavioral science approach are highlighted below 1. Individuals differ in terms of their attitudes, perception and value systems. Therefore, they react differently to the same situation. 2. People working in an organisation have their needs and goals, which may differ...
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...Industrial Organizational Psychology Paper Edward Oliver, Jr. 435/ Industrial Organizational Psychology May 23, 2012 Dr. Keisha Pou Industrial Organizational Psychology Paper In the 21st century various companies in the United States and internationally have used Industrial Organizational Psychology (I/O) in the workplace. For example, AT&T use extrinsic rewards programs to motivate their sales representative to increase sell volumes at each mobility center. Kaiser Permanente also has extrinsic rewards if the departments in the faculties have a high score in customer service they receive an expenses paid vacation to an exotic island in the Bahamas or Caribbean. In this paper the author will identify the evolution of Industrial/Organizational psychology, the difference of Industrial/Organizational psychology and other disciples of psychology, the use of Industrial/Organizational psychology in companies, and the role of Industrial/Organizational psychology in research and statistics. The evolution of Industrial/Organizational Psychology According to Spector (2008), the evolution of I/O psychology begins in the twentieth century, which started in the late 1800s. The two psychologists responsible for I/O psychology is Hugo Munsterberg and Walter Dill Scott both of these...
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...To Purchase this tutorial visit following link http://wiseamerican.us/product/psy-428-complete-class/ Contact us at: SUPPORT@WISEAMERICAN.US PSY 428 COMPLETE CLASS PSY-428 WEEK 2 DQ 1.doc PSY-428 ORGANIZATIONAL PSYCHOLOGY PAPER.doc PSY-428 PRODUCTIVE AND COUNTER PRODUCTIVE BEHAVIOR.doc PSY-428 WEEK 1 DQ 1.doc PSY-428 WEEK 1 DQ 2.doc PSY-428 WEEK 2 DQ 2.doc PSY-428 WEEK 3 INDIVIDUAL ASSIGNMENT.doc PSY-428 WEEK 3 TEAM ASSIGNMENT.doc PSY-428 WEEK 4 DQ 1.doc PSY-428 WEEK 4 DQ 2.doc PSY-428 WEEK 5 ASSIGNMENT.doc PSY-428 WEEK 5 DQ 1.doc PSY-428 WEEK 5 DQ 2.doc PSY-428-Week-5-Learning-Team-Assignment-Environmental-Proposal-and-Presentation-PLEASE-ADD-OWN-IMAGES.pptx PSY 428 COMPLETE CLASS PSY-428 WEEK 2 DQ 1.doc PSY-428 ORGANIZATIONAL PSYCHOLOGY PAPER.doc PSY-428 PRODUCTIVE AND COUNTER PRODUCTIVE BEHAVIOR.doc PSY-428 WEEK 1 DQ 1.doc PSY-428 WEEK 1 DQ 2.doc PSY-428 WEEK 2 DQ 2.doc PSY-428 WEEK 3 INDIVIDUAL ASSIGNMENT.doc PSY-428 WEEK 3 TEAM ASSIGNMENT.doc PSY-428 WEEK 4 DQ 1.doc PSY-428 WEEK 4 DQ 2.doc PSY-428 WEEK 5 ASSIGNMENT.doc PSY-428 WEEK 5 DQ 1.doc PSY-428 WEEK 5 DQ 2.doc PSY-428-Week-5-Learning-Team-Assignment-Environmental-Proposal-and-Presentation-PLEASE-ADD-OWN-IMAGES.pptx PSY 428 COMPLETE CLASS PSY-428 WEEK 2 DQ 1.doc PSY-428 ORGANIZATIONAL PSYCHOLOGY PAPER.doc PSY-428 PRODUCTIVE AND COUNTER PRODUCTIVE BEHAVIOR.doc PSY-428 WEEK 1 DQ 1.doc PSY-428 WEEK 1 DQ 2.doc PSY-428 WEEK 2 DQ 2.doc PSY-428 WEEK 3 INDIVIDUAL ASSIGNMENT.doc PSY-428...
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...The historical debate regarding nature and nurture has been going on for years and is still unresolved. Many theorists believe what we have inherited and our genes, makes us the way we are and how we develop. Other theorists believe it is the way we are brought up and our experiences, that make us the way we are and how we develop. Physical The way we look can be argued to be mainly due to nature. The genes we inherit from our parents make the basis of we look. For example, people often say ‘Don’t you look like your father/mother?’ Genetic inheritance can determine our eye colour, whether we have straight or curly hair or how tall we will be. We can also inherit certain disease which can seriously impact on our health. However, we can make decisions on how we look and change our appearance. There are many different cosmetic procedures available to alter our appearance. How we live our life and the choices we make can also have an impact on how we look. For example, eating junk food and not exercising can lead to obesity. The environment we are brought up in and the experiences we have, can influence our health which contributes to physical development. An example of how nature and nurture affect our physical development is; we may carry genes that increase our risk of developing type 2 diabetes, but if we eat a healthy diet and get sufficient exercise, we may not develop the disease. The genes for characteristics we inherit are called genotypes. The actual express of these...
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...effectiveness, including improved quality of work life and increased productivity (Cummings, & Huse, 1989). In the 1950s and 1960s a new, integrated approach originated known as Organization Development (OD): the systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change (Newstrom & Davis, 1993) Organizational development As defined by Richard Beckhard, "Organizational development" (OD) is a planned, top-down, organization-wide effort to increase the organization's effectiveness and health. OD is achieved through interventions in the organization's "processes," using behavioural science knowledge. According to Warren Bennis, OD is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Warner Burke emphasizes that OD is not just "anything done to better an organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis. Change Agent A change agent in the sense used here is not a technical expert skilled in such functional areas as accounting, production, or finance. He is a behavioral scientist who knows how to get people in an organization involved in solving their own problems. His main strength is a comprehensive knowledge of human...
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...ASSIGNMENT:1 QUESTION :What are the main foundations of Organization Development? What are the stages of OD as suggested by Kurt Lewin and subsequently modified by Lippitt, Watson &Westley? ANSWER: 1) FOUNDATION OF OD (a) The field of OD rests on a foundation of values and assumptions about people and organizations. These beliefs help to define what OD is and guide its implementation. (b) Values have always been an integral part of OD package. OD values and assumption developed from research and theory, by behavioral scientist and from the experiences and observations of practicing managers. OD values tend to be humanistic, optimistic and democratic. (d) The knowledge base of OD is extensive and is constantly being upgraded. The most important concept on which OD is constructed is as follows: i) Model & theories of planned change : Organization development is directed at bringing about planned change to increase an organization's effectiveness, generally initiated and implemented by managers, often with the help of an OD practitioner either from inside or outside of the organization. Organizations can use planned change to solve problems, to learn from experience, to reframe shared perceptions, to adapt to external environmental changes, to improve performance, and to influence future changes. The theories describe the different stages through which planned change may be effected in organizations and explain the process of applying OD methods to...
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...A behavior assessment is a change that focuses on behavior rather than the underlying traits, hypothetical causes, or presumed dimensions of personality. (Gregory,2004) The five phases of a behavior assessment are: behavioral observations, physiological assessment, biological assessment, structured interviews and analogue tests. Behavioral observations- this is what the client is doing physically and emotionally. Physiological assessment- this is based on a physical examination to check health issues and to check for various medications and their effects on the body. Biological assessment- this is check for any underlying conditions that affects the client whether inherited or from the community. Structured interviews- these are to see through various questions the duration, frequency or the intensity of the target behavior is well-defined. Analogue tests- these are tests used in behavior therapy to see if certain procedures and goals are to be used in and for various social exchanges. In the physiological phase of a behavioral assessment the behavioral analyst will look at the various gestures of the client, the body language, tone of voice and facial expressions. Behavioral observations are necessary to see if therapy is a necessity to work on the behaviors to see how they are effecting the client in a normal and proper way or are the behavior(s) going to cause trouble for the client or the family and others that are around them. The Behavioral analyst will consult with...
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...A nonshared environmental variance is when children are raised in the same household but gain different experiences. It is possible for two identical twins to grow up together, in the same household and raised by the same biological parent, yet grow up with entirely different personalities. This means that a child and their siblings can have different personalities based on the environmental features they have encountered outside of their household. Is practical that one of the twins could be more extrovert than the other twin and vice versa. There are many possible factors that could create nonshared experiences for the two twins living in the same home. One factor can be that the parents of the twins can placed them in different classrooms and prevent them from taking the same classes together because then they would not develop their own personality. In this situation one of the twins could probably end up liking different school subjects that best interest them which then can help them develop their own personality. Another nonshared environmental factor is that one of the twins can be sick while the other twin is perfectly healthy. The healthy twin can interact with the environment and can be influenced by the interaction that is being encountered. In this situation the healthy twin could become more extrovert because he or she is doing more activities without the presence of the sick twin. The sick twin would most likely be an introvert if his conditions last a bit longer...
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...Industrial and Organization Psychologist April McCormick PSY/435 April 23, 2012 Dorothy Rodwell Industrial and Organization Psychologist Industrial and organizational psychology has been the study of psychology within the workplace since the 1800”s (Spector, 2008). Industrial/Organizational Psychology is the learning of different events within the job surrounding I/O psychology is extremely important within the workplace for employees. I/O psychology helps employee’s behaviors toward each other, customers, and it helps restore the business. Industrial and organizational psychology is an incorporation of psychological principles within a workplace to solve its problems (Spector, 2008). I/O psychology is basically there to improve the environment and the quality for employees, and to increase the efficiency and effectiveness of behavior in a business (Spector, 2008). Evolution of Industrial/Organizational Psychology In the 1800s and early 1900s psychologist was applying the theories of psychology to organization of business (Spector, 2008). The two scientists who started industrial/organizational psychology are Hugo Munsterberg and Walter Dill Scott who was university professors who had an interest in employee, and application of new psychological tests of industry. Scott and Munsterberg wrote two books one in 1903 The Theory of Advertising, and in 1913 Psychology and Industrial Efficiency. In 1911Fredrick Winslow Taylor developed the theory of “Scientific Management”...
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...Scientists assume that there is only one true outcome, which we discover with our five senses because the everyday events that occur in our life are believable to us. They accept and recognize a valid principle to be true if the conditions remain relatively same. Interpretative scholars hesitate to give meaning to objective reality, they believe in interpreting the truth which is seen as subjective. Interpretative scholars are comfortable with notion that, meaning is in the mind rather than the verbal signs. Hard- line determinists believe that our actions are drive by heredity and environment. The free-will purists claim that we are responsible for making every decision and every action throughout our lifetime. According to behavioral scientists, human beings accept every stimulus which is exposed to them by their surroundings and they accept any stimuli without questioning its purpose. On the other hand, interpretive scholars choose phrase such as “in order to” or “so that” because they claim human beings to be free-agents and they are able to respond differently. It is problematic for the behavioral scientists because predictive behavior is being challenged by a higher rate of individual freedom in decision making. The professional values of communication theorists reflect the commitments they have made concerning knowledge and human nature. Being a behavioral scientist, Glenn has to maintain his objectivity. He doesn’t want people to distort their reality, based on his research...
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...Industrial and organizational (I–O) psychology is a generally youthful field. The industrial viewpoint concentrates on enhancing, assessing, and anticipating occupation execution, while the organizational perspective spotlights on how associations affect and collaborate with people. All in all, industrial and organizational psychology is the exploratory investigation of employees, working environments, and associations. Any business that has had benefits expanded by some kind of testing or meeting procedure owes its prosperity to how World War I and II happened. Since both of these contentions happened without the United States being ready for them, colossal quantities of approaching troopers should have been set in employments they were most appropriate for as fast as could be expected under the circumstances. Psychologists utilized their insight into testing to sort individuals into diverse employments in view of brief, massed appraisals and did as such with incredible exactness. At the point when these psychologists came back from the wars, they carried their insight home with them and connected their new information of selections to organizations. What we see today in each part of testing for choices is an outgrowth of this time in history. On the other hand, in one of the early studies (19241932) directed by IO psychologist Harry Landsberger, a processing plant was occupied with perceiving how changing working conditions would influence worker yield...
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...Productive and Counterproductive Behaviors PSY/428 November 21, 2011 Productive and Counterproductive Behaviors Define productive behavior and counterproductive behavior. The difference between productive behavior and counterproductive behavior is largely because of the important impact that they will have on an organization. Productive and counterproductive behaviors play a key role in an organization’s success, and this will determine if the organization will be productive or not. Productive behaviors and counterproductive behaviors are opposite of each other, working and or living in a positive behavior, and the other a negative one. Productive behavior results in increased productivity, and this type of behavior helps to define an employee as contributing to the goals of the organization in a positive productive manner. Productive behaviors encourage positive outcomes and promote success and motivation, whereas counterproductive behavior does not. Counterproductive behaviors are negative; they take away from an organization leading to no productivity within an organization. Counterproductive behavior is any behavior that does not produce any positive outcomes within an organization so that the goals of the organization are not met. Counterproductive behavior comes in many forms, examples of which are absenteeism, alcohol, drug abuse, sexual harassment, etc. just to name a few. Counterproductive behavior results in ineffective performance and has strong...
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