...Perception is a process by which people select, organize, interpret and retrieve information to respond to stimulus from their environment. Perception according to many management theories plays a vital role in work output through a series of connections. Perception directly and indirectly affects behavior and in turn affects the individual at a micro and macro level. There is a need to understand the role that a manager plays. It’s just to place a high premium on understanding what factors are responsible for perceptions , the factors affecting perception and the perception process thereby helping us to understand how it affects behavior and in turn the organization. Factors that affect our perception can be classified into 3 categories. Firstly, factors related to the perceiver, which includes interests, experience, motives, attitude and expectations. Secondly, factors that are related to the stimuli, factors including motion, size, proximity, sound and background. Thirdly, factors related to the situation or the environment, which includes time, work setting and social setting. A leap in the field of understanding ways to make the best of employee’s strengths was through a new perspective of the science of psychology itself; Martin Seligman wanted psychology to be thought of as the study of the best things in life. The aim of positive psychology is to use scientific methodology to discover factors that allow individuals, group, organizations and communities to thrive...
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...1.0 Introduction Many companies at different levels strive to achieve a positive attitude towards their organizations, companies such as Coca Cola, Estee Lauder Companies Incorporation (Estee Lauder) and many others. Estee Lauder is a globally recognized manufacturer and marketer of prestige skin care, makeup, and fragrance and hair care products. Estee Lauder founded the Estee Lauder Company in 1946 and it’s headquarter is located in Midtown, New York. Estee Lauder comprises of popular brands such as Estee Lauder, Clinique, MAC Cosmetics and many others. According to Estee Lauder (2011), the purpose of Advance Night Repair (ANR), is it frees skin from the visible accumulation of excessive damage and helps dramatically boost skin's natural ability to repair the visible effects of this accumulation and restoring skin of past damage. 1.1 Consumer Behavior Models ‘Consumer behavior reflects the totality of consumers’ decisions with respect to the acquisition, consumption, and disposition of goods, services, activities, experiences, people and idea by (human) decision-making units (overtime),’ (Hoyer and Macinnis, 2008, p.3). Consumer behavior toward a brand influence their purchase which can be shown through the Hierarchy of Effects Models (see Figure 1.1) propose that consumers become aware of, learn about a brand, develop an attitude towards it, a desire to purchase it which then leads to trial and adoption or rejection. Title: Hierarchy of Effects Models Purchase ...
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...Perception plays an important part in determining whether or not an applicant will get a job offer following an employment interview.The perceptual error that is affecting recruiters’ perceptions in this case is the halo perceptual error. The halo effect influences the interviewer’s perceptions of the applicant based the applicant’s answers to questions. The recruiter then develops a corresponding overall positive or negative impression of the applicant. According to Rosenweig (2007), applicants answers can and have been judged as either intelligent or unintelligent based simply on the name of the university they attended and how well known it is. Of course name recognition is not the only instance in which the halo effect can determine employment selection. Looks or attractiveness tend to lead to the halo effect in hiring too. Attractive candidates are perceived as having more favorable and agreeable qualities, they are trusted more and the expectations of them are higher. The unfortunate thing is that these halo errors can and have caused the right candidate to be overlooked while the wrong candidate is chosen due to nothing more than another person’s skewed perception. While there is actually nothing in the case study that deals directly with stereotyping in a technical sense, there is still conscious and unconscious stereotyping that occurs during the interview and job selection process. In an article by Elizabeth Umphress (2008), if selection decisions are made by someone...
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...social perception The process of combining, integrating, and interpreting information about others to gain an accurate understanding of them. Meeting New People: An Opportunity for Social Perception Meeting new people presents many opportunities to combine, integrate, and interpret a great deal of information about them—the process of social perception. Attribution The process through which individuals attempt to determine the causes behind others’ behavior. Personal identity The characteristics that define a particular individual. social identity Who a person is, as defined in terms of his or her membership in various social groups. social identity theory A conceptualization recognizing that the way we perceive others and ourselves is based on both our unique characteristics (see personal identity) and our membership in various groups Social Identity Theory: An Overview According to social identity theory, people identify themselves in terms of their individual characteristics and their own group memberships. They then compare themselves to other individuals and groups to help define who they are, both to themselves and others. correspondent inferences Judgments about people’s dispositions, their traits and characteristics, that correspond to what we have observed of their actions. internal causes of behavior Explanations based on actions for which the individual is responsible. external causes of behavior Explanations based on situations...
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...Skinner developed the theory of “radical behaviorism” which stated that people do not have free will, instead they react to the consequences brought about by the decisions they make. Skinner’s philosophy insists that individuals’ behaviors come from the process of stimulus, reinforcement, and consequences; however, Skinner does not account for the fact that humans have cognition, and incorporate their attitude, perception, values, and beliefs into their decision making. Despite this oversight, Skinner is responsible for developing many observations about the learning behaviors of individuals, as well as ideas on how to effectively create a positive learning environment for students and employees. Many scholars and managers have learned from Skinner’s philosophies, and added to them over the years to produce the modern day insights on the different motivations that drive human behavior. B. F. Skinner is claimed as the ‘father of reinforcement theory.’ He proposed that people do not make their own choices; instead they behave according to their exposure to their external environment. Ivan Pavlov and John Watson suggested that a stimulus leads to a response, and Skinner (along with Edwin Thorndike) took this theory a step farther to say that responses lead to consequences. Skinner believed these consequences shape an individual’s decision making, and ultimately determine their course of action in the future. There are a couple discrepancies with this philosophy. First, if Skinner...
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...Running head: Organizational Behavior and Communication Paper Organizational Behavior and Communication Paper Jeffrey Kernag University of Phoenix COM/530 Communications for Accountants July 23, 2013 Organizational Behavior and Communication Paper In this paper I will discuss Google’s values, both espoused and enacted. I will also discuss the role communication plays in perception and organizational culture as well as identifying the role of conflict in group communication and how Google could use conflict to improve communication within and among groups. Google’s espoused values are made up of the “Ten things we know to be true” (Google, n.d.) and their mission statement. The ten things they know to be true are: 1. “Focus on the user and all else will follow. 2. It’s best to do one thing really, really well. 3. Fast is better than slow. 4. Democracy on the web works. 5. You don’t need to be at your desk to need an answer. 6. You can make money without doing evil. 7. There’s always more information out there. 8. The need for information crosses all borders. 9. You can be serious without a suit. 10. Great just isn’t good enough.” (Google, n.d.) They use these ten statements as an outline on how to conduct their day to day business for their customers. The other part of their espoused values is their mission statement. The mission statement is defined as “a written declaration of an organization's core purpose and focus that...
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...ATTITUDES AND ORGANIZATIONAL BEHAVIORS Nancy Hoosier Rasmussen College Author Note This research is being submitted on October 6, 2012 for Nancy Hoosier’s B370 Organizational Behavioral Analysis Course. In this assignment we will be going over four main objectives. The first one being what are some challenges and opportunities for Organizational Behavior. The second point we will discuss will be what are the main components of attitudes and how consistent are they. The fourth will be defining the self-perception theory. Some of the different challenges and opportunities for Organizational Behavior are employees aging, corporate downsizing, temporary working employees, and global competition. Managing workforce diversity is a huge challenge now in this day and age. For managers OB offers insights to improve a manager’s people skills, and helps to see the value of workforce diversity. (Robbins & Judge, 2010) The three main components of attitude are Cognitive, Affective and Behavioral. These components are all very closely related. An example of the Cognitive Component would be my supervisor playing favorites. This would be very unfair. The component Affective example would be a feeling of disliking your supervisor. And Behavioral results...
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...Corporate Social Responsibility and Employees An insight into the relationship between CSR and companies’ own employees Corporate Social Responsibility vs. Employees Most of the current researches and data available today regarding Corporate Social Responsibility (CSR) initiatives are on the cause and effect of CSR initiatives on the customers’ perception of the company. According to those data, it is apparent that the more companies are involved with CSR initiatives, the better they perform in terms of customers’ brand and product evaluations (Klein). There is also quite a bit of information on how customers nowadays view company’s CSR with increasing weight and importance. However, there seems to be a shortage of information on how companies’ CSR initiatives affect their own employees. Because employees are the primary stakeholders who directly contribute to the success of the company, understanding employee reactions to CSR is helpful in discovering potential effects of CSR on firms and causes leading up to these effects (Bauman). Through observing employees’ perception on CSR and their attitude change due to their company’s investment in CSR, we can delve deeper into the intrinsic motivation behind companies’ CSR initiatives, rather than purely focusing on the results. The purpose of this research paper is to address this specific topic: relationship between CSR and companies’ employees. In addition to providing you with great insights on CSR’s impact on employees...
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...also the process that causes an individual to act in a certain way, or to have reason for ones behavior. (Business Dictionary, 2012). Whether it be negative or positive behavior, there is some force behind why individuals make the choices that they do. Some people are motivated to behave in ways that are productive and others are motivated to chose behaviors that are undesirable, inappropriate, or that will cause themselves or others harm. Examining the reasons behind what motivates individuals, whether it be emotions, basic needs, incentives, drive, arousal, survival, safety, or financial reasons, among many others, will help to understand motivation and how it relates to every behavior one exhibits. The basic motivations of humans have been examined over many centuries and several philosophers (Socrates, Locke, Bentham, Thorndike, and Freud, etc) all have theories of human motivation which have been examined and put forth, mostly in variations of the concept of hedonism. Hedonism is “the pursuit of pleasure and the avoidance of pain.”(Deckers, 2010) These include basic reactions to pleasure and pain, but are complicated by human decisions to forgo instant pleasure in order to achieve longer term goals that could possibly bring more pleasure over a period of time, this was Freud's reality principle. Freud also believed that pleasure is gained from unconscious or impulsive behavior in order to reduce tension or displeasure from an immediately previous increase in tension, this...
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...Contents Organizational justice: 1 1: Distributive justice: 1 2: procedural justice: 2 3 interactional justice: 2 Importance of organizational justice: 2 CONDITIONS OF ORGANIZATIONAL JUSTICE IN PAKISTAN 3 Organizational citizenship behavior: 3 Definition and concept: 3 Kinds of organizational citizenship Behavior: 3 Altruism: 3 Conscientiousness: 4 Civic virtue: 4 Importance of organization citizenship behavior: 4 Organizational justice: Organizational justice shows the thinking of the employees that are working in the organization how they are being treated fair or unfair. Organizational justice word was first used by green burg (1987) which reflects the behaviors of individuals towards fair practices in the organization. Justice define the action or judgement that is ethically and properly right in terms of injustice we can take an example of a women doing the same job as a man can do but getting the low salary. This play an important in role in making organization reputation and their working environment. Their behaviors are also associated with their working environment, and the main thing the job satisfaction and their attitudes towards the company development if organizational justice is not there in any organization their overall working environment and all the things are being disturbed, turnover is on high and the workers who are worthy will leave the organization and organization have really impact of it and there will be the culture...
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...(learning by observing behavior) is the single most important form of learning. He argues that people learn most of their behavior through observation and only a little through direct contact. The reason for this is the complexity of most behavior, and that this can’t be learned through verbal instructions. This essay will focus on the principles of observational learning, highlight the strength and weaknesses, and also how observational learning can promote positive intergroup relations on campus at the University of Stellenbosch. Observation is a common learning tool and many, if not most do it unconsciously. The term modeling is used to describe this. This is when an observer observes the behavior of a model and then repeats the behavior. There are a few factors that influence this observational learning. They are the nature of the modeled behavior, the characteristics of the model, the characteristics of the observer, the result of the models behavior and the self-efficacy perception of the observer. The nature of the modeled behavior refers to the actual behavior. The situation in which the behavior takes place and if it is new or old behavior. New behavior attracts more attention than old behavior. The characteristics of the model plays an important role in observation learning. This includes age, sex, race and status. A model with high status is more likely to be imitated. The observer’s characteristics also play a major role in learning new behavior. The motivation and...
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...The Application of Equity Theory in Business Today Research Paper Marcy Adams Organizational Behavior and Theory, Bus 7000 Professor Bryan Forsythe October 15, 2012 “That’s why you get paid the big bucks!” A phrase often head in all levels of management may actually hold theoretical meaning as opposed to what was often thought as simply an excuse to get out of performing a task. Unfortunately, implications of such could be the demonstration of a much deeper feeling in inequity that could ultimately damage the motivation of an entire organization. As defined, an organization is a collection of people who work together to achieve a variety of goals (Understanding & Managing Organizational Behavior, p 1). Organizational behavior is the actions and attitudes of those people within the organization (Understanding & Managing Organizational Behavior, p 1). The attitude of an individual determines the job satisfaction or dissatisfaction, commitment to the organization and overall involvement. Attitude can be influenced by internal factors, external factors and perception. First developed by John Stacey Adams in 1963, Equity theory attempts to explain the relationship between how fairness and unfairness correspond to a persons satisfaction. It asserts that employees seek a need to maintain balance between their inputs and outputs, all in comparison to that of a “referent” other (McShane & Von Gilnow p.151)...
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...leadership styles on job satisfaction and the accountability of customer service personnel. The research suggests that some styles of management, such as transformational leadership, may be more effective in the dedication of customer service employees. Daniel Koys’ article, “The Effects of Employee Satisfaction, Organizational Citizenship Behavior, and Turnover on Organizational Effectiveness: A Unit-Level, Longitudinal Study”, addresses the issue of whether business outcomes are influenced by employee attitudes and behaviors or vice versa. In addition, the researchers concentrate on organizational citizenship as well as employee turnover. Each research study in this paper will be addressed as Article 1 and Article 2 respectively throughout this paper. Comparison of Research Questions Both of these topics examine employee outlook and job gratification in the workplace as well as the impact employees have on customer mindsets and business outcomes. In article 1, transformational leadership and its relationship with employee attitude was also questioned. These researchers further hypothesized that transformational leadership would result in a positive employee attitude and overall job satisfaction. More specifically, Emery and Barker (2007) examined the impact charisma, intellectual stimulation, and...
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...Chapters 1 to 15 www.vustudents.ning.com ORGANIZATIONAL BEHAVIOUR Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. Contributing disciplines to the OB field: Organizational behavior is an applied behavioral science that is built upon contributions from a number of behavioral disciplines. Psychology is the science that seeks to measure, explain, and sometimes change the behavior of humans and other animals. it may be the mental and behavour characteristic of an individual or group Sociology is study the social system in which individuals fill their roles; that is, sociology studies people in relation to their fellow human beings. Social psychology is the area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another. it deal with the fulfilment of social needs in a phycological sense of interpretations.it cause different socio phycho conditions and affaire for the modificationof OB. Anthropology is the study of societies to learn about human beings and their activities. we also define anthropology as "science of human beings especialy of their environment and social relations and there culture" environment play a pivotal role in the improvement and modification of OB Political science is the study of the behavior of individuals and groups within a political environment. Management Functions (Henry Fayol) ...
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...2: INDIVIDUAL BEHAVIOR, PERSONALITY, AND VALUES MARS Model And Individual Behavior – The MARS model consists of: * Motivation = Personality & Value – Motivation, * Ability = Self-Concept & Perception – Ability, * Role Perception = Emotions & Attitudes / Stress – Role Perceptions These three factors come together during situational factors that lead to behavioral result such as task preference & performance, organizational citizenship (cooperation and helpfulness beyond required job duties), CWBs (Counterproductive Work Behaviors / harm organization), joining/staying with an organization and maintaining attendance. All of these factors reflect individual behavior because each individual is different and will use these in different ways. Four Factors Of Voluntary Individual Behavior And Performance * Motivation – the forces within a person that affect their direction, intensity, and persistence of voluntary behavior. Think of it as a car; directions refers to where you steer the car, intensity is how much you put your foot down on the pedal, and persistence is how close do you get to your destination. Do you have the persistence to make it all the way or do you fall short? * Ability – Includes both the natural aptitudes and learned capabilities required to successfully complete a task. Aptitudes are the natural talents that help employees learn specific task more quickly or perform better at them. Learned capabilities are skills...
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