...case study focuses on an employee, Paul Keller, who is being affected by a number of factors. His job performance is hindered by constraints such as his work environment, his home environment, stressors, mood, and the management style of his superior. The case study demonstrates how his job performance is affected and what the consequences could be as a result of his poor job performance and lack of concentration. II. Problems Paul is not able to perform his job well due to, in his opinion, being tired. The conversations with his wife that replays in his thoughts show how he is conflicted at home. He apparently does not have a strong, supportive home environment. The case study also shows that he does not receive much support from his superior at work either. He possesses many stressors that are affecting his personal and work life. Stressors are any demands, either physical or psychological in nature, that are created by external events encountered during the course of living (Greenberg, 2010). Stressors can lead to job strains. According to Greenberg in his text Managing Behavior in Organizations, strain is an alteration from normal states of human functioning that results from exposure to stress that can be psychological (e.g., depression), physical (e.g., headache, muscle aches), physiological changes (e.g., increased blood pressure), or behavioral (e.g., smoking or withdrawal from work). Paul is displaying a dimension of mood known as negative affectivity, which refers...
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...CHAPTER 2 FOUNDATIONS OF INDIVIDUAL BEHAVIOR "Intelligence is but one characteristic that people bring with them when they join an organization. In this chapter, we look at how biographical characteristics (such as gender and age) and ability (which includes intelligence) affect employee performance and satisfaction. Then we show how people learn behaviors and what management can do to shape those behaviors" (p. 33). 1 BIOGRAPHICAL CHARACTERISTICS Personal characteristics – such as age, gender, and marital status – that are objective and easily obtained from personnel records. AGE "The relationship between age and job performance is likely to be an issue of increasing importance during the next decade. Why? There are at least three reasons. First, there is a widespread belief that job performance declines with increasing age. Regardless of whether it's true or not, a lot of people believe it and act on it. Second is the reality that the workforce is aging… The third reason is recent U.S. legislation that, for all intents and purposes, outlaws mandatory retirement. Most U.S. workers today no longer have to retire at the age of 70" (p. 34). 2 "The older you get, the less likely you are to quit your job. That conclusion is based on studies of the age-turnover relationship" (p. 34). "In general, older employees have lower rates of avoidable absence than do younger employees. However, they have higher rates of unavoidable absence, probably due to the poorer health...
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...CHAPTER 2 FOUNDATIONS OF INDIVIDUAL BEHAVIOR "Intelligence is but one characteristic that people bring with them when they join an organization. In this chapter, we look at how biographical characteristics (such as gender and age) and ability (which includes intelligence) affect employee performance and satisfaction. Then we show how people learn behaviors and what management can do to shape those behaviors" (p. 33). 1 BIOGRAPHICAL CHARACTERISTICS Personal characteristics – such as age, gender, and marital status – that are objective and easily obtained from personnel records. AGE "The relationship between age and job performance is likely to be an issue of increasing importance during the next decade. Why? There are at least three reasons. First, there is a widespread belief that job performance declines with increasing age. Regardless of whether it's true or not, a lot of people believe it and act on it. Second is the reality that the workforce is aging… The third reason is recent U.S. legislation that, for all intents and purposes, outlaws mandatory retirement. Most U.S. workers today no longer have to retire at the age of 70" (p. 34). 2 "The older you get, the less likely you are to quit your job. That conclusion is based on studies of the age-turnover relationship" (p. 34). "In general, older employees have lower rates of avoidable absence than do younger employees. However, they have higher rates of unavoidable absence, probably due to the poorer health...
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...CHAPTER 2 FOUNDATIONS OF INDIVIDUAL BEHAVIOR "Intelligence is but one characteristic that people bring with them when they join an organization. In this chapter, we look at how biographical characteristics (such as gender and age) and ability (which includes intelligence) affect employee performance and satisfaction. Then we show how people learn behaviors and what management can do to shape those behaviors" (p. 33). 1 BIOGRAPHICAL CHARACTERISTICS Personal characteristics – such as age, gender, and marital status – that are objective and easily obtained from personnel records. AGE "The relationship between age and job performance is likely to be an issue of increasing importance during the next decade. Why? There are at least three reasons. First, there is a widespread belief that job performance declines with increasing age. Regardless of whether it's true or not, a lot of people believe it and act on it. Second is the reality that the workforce is aging… The third reason is recent U.S. legislation that, for all intents and purposes, outlaws mandatory retirement. Most U.S. workers today no longer have to retire at the age of 70" (p. 34). 2 "The older you get, the less likely you are to quit your job. That conclusion is based on studies of the age-turnover relationship" (p. 34). "In general, older employees have lower rates of avoidable absence than do younger employees. However, they have higher rates of unavoidable absence, probably due to the poorer health...
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...Question 1 .4 out of 4 points Correct Which of the following is an enduring change of behavior that results from experience? Answer Selected Answer: Learning Correct Answer: Learning . Question 2 .0 out of 4 points Incorrect A manager who is using spreadsheet software to prepare a departmental budget is using which managerial skill according to Katz? Answer Selected Answer: Creative Correct Answer: Technical . Question 3 .4 out of 4 points Correct which managerial skill involves the capacity to analyze and solve complex and interrelated problems? Answer Selected Answer: Conceptual Correct Answer: Conceptual . Question 4 .4 out of 4 points Correct An individual who helps others achieve high levels of both performance and satisfaction is a(n): Answer Selected Answer: effective manager. Correct Answer: effective manager. . Question 5 .4 out of 4 points Correct __________ in organizations emphasizes appreciation of differences in creating a setting where everyone feels valued and accepted. Answer Selected Answer: Valuing diversity Correct Answer: Valuing diversity . Question 6 .0 out of 4 points Incorrect Common work-related stressors include all of the following EXCEPT: Answer Selected Answer: ethical dilemmas. Correct Answer: economic difficulties. . Question 7 .4 out of 4 points Correct __________ occurs when individuals express positive feelings...
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...Part-A Objective Questions 1. The two distinct dimensions of leadership behavior, job-centered and employee-centered was developed by a. IOWA studies b. Michigan studies c. Ohio state university studies d. Situational leadership e. Hawthorne studies 2. --------------- is a process by which people come to know about and understand each other a. Social perception b. Self perception c. Perceptual distortion d. perceptual selectivity e. Halo effect 3. Blake and Mouton’s contribution to leadership studies is a. Trait approach b. Path-goal model c. Managerial grid d. group approach e. individual approach 4. “Leaders and followers raise one another to higher level of morality and motivation” describes a. Situational leadership b. Transactional leadership c. Transformational leadership d. charismatic leadership e. referent leader 5. The potential ability to influence behaviour to change the course of events, to overcome resistance and to get people do things that they would not otherwise do is a. Power b. Control c. Motivation d. authority e. delegation 6. The power that comes by virtue of fact that the person holds a position is a. Reward power b. Referent power c. legitimate power d. legal power e. political power 7. -------------- refers to the use of deceit in relationship and manipulating others. ...
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...Behavior Foundations of Individual Behavior Contents: Individual behavior 03 Foundations of Individual Behavior 04 Biographical characteristics 05 Age 05 Gender 06 Marital status 06 Tenure 07 Ability 07 intellectual 08 physical 08 The Ability-Job Fit 09 Learning 10 Definition of Learning 10 Theories of Learning 10 classical conditioning 10 operant conditioning 10 Social learning. 11 Operant Conditioning 12 Social Learning 12 Shaping: A Managerial Tool 14 Schedules of Reinforcement 14 Behavior Modification 16 Specific Organizational Applications 17 Using lotteries to reduce absenteeism 18 Well pay vs. sick pay 18 Employee discipline 18 Developing training programs 18 Social-learning theory suggests that training should 19 SSelf-management 19 Individual Behavior Individual behavior refers to how individual behaves at work place, his behavior is influenced by his attitude, personality, perception, learning and motivating. This also refers to the combination of responses to internal and external stimuli. Foundations of Individual Behavior Three individual variables * biographical characteristics * ability * learning Biographical characteristics are readily available to managers. Generally, they include data that are contained in an employee’s personnel file. The most important conclusions are that age seems to have no relationship...
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...Short notes of ORGANIZATIONAL BEHAVIOUR 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...
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...Introduction An organization’s behavior determines by culture, structure, leadership, internal and external factors of organization; therefore, the manager must be able to recognize and react to the factors in order to achieve the organization’s goals. Human behavior in the organization is complex and it differs from every individual to another. Organizations face challenges to match the task, manager and subordinate in an efficient and effective way. Manager or Management in the organization should analyze the tasks, required skills and assemble a team that match each other skills; therefore the management can create an enrich and conflict free team which need to perform the job well. This report is based on XYZ Company’s challenges such as declining of Sales, low level of employee morale and low level of motivation. Also other behavioral issues observations such as conflicts in the work place, absenteeism, lack of trust and integrity between the superior and the subordinates, occasional sabotage, high temper people with severe stress. This report is primarily based on the study of the MARS model, type of individual behavior in organizations and ethics and values in the workplace. Also this report contains the solution for the above problem. Literature Review a. MARS Model MARS model is a model explain individual behavior as a result of internal and external factors or influences acting together. The name of the model is an acronym for individual...
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... - 1945-1979 HR focus was on Personnel Management - making sure employees comply with law…conditions - 1980-1990s HR focus was on management of human capital Strategic Human Resource Management (SHRM) - Plans activities for organisations to achieve its goals - To receive ultimate employee performance, they need to be linked to organisational goals and strategy - Achieved by consistently influencing employee attitudes and behaviours - HRM policies are linked towards organisational goals, HRM contribute to them in a meaningful way. Theoretical bases for HRM Behavioural view - HRM controls employee attitudes and behaviours to suit the situation - Suggesting HR focuses on behaviour rather than skills / knowledge of the job Resource Based view - HR are seen as a resource which give an upper hand for the reason they keep employees in right mind of frame for the goals set Political – influence view HR act as a Political leader through - Social communication through one and another - there to prevent negative social influences and maintain positive environment Harvard framework for HRM -HR take raw influences in business - Tune them providing an organisation that has positive, individual wellbeing, effectiveness and social wellbeing. Roles for HR professionals - Strategic focus on systems (Strategic partner) - Strategic focus on people(Change agent) - Operational focus on systems(Administrative expert) - Operational focus on people(Employee...
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...BUS 322 All Quiz http://workbank247.com/q/bus-322-all-quiz/10427 http://workbank247.com/q/bus-322-all-quiz/10427 BUS 322 Week 1 Quiz •Question 1 An organization's suppliers, customers, and federal regulators are called the: •Question 2 The task of an organization is reflected in its ________. •Question 3 The study of organizational behavior is concerned with: Answer •Question 4 The wide range of tools, knowledge, and/or techniques used to transform inputs into outputs in an organization is called the organization's: •Question 5 The Hawthorne studies uncovered the importance of: •Question 6 Culture and the study of learned behavior comprise the domain of: •Question 7 A significant aspect of total quality management is: •Question 8 The first discipline to take the modern corporation as the unit of analysis and emphasize the design, implementation, and coordination of various administrative and organization systems is: •Question 9 Troubleshooting is an example of ________. •Question 10 The science of human behavior is: •Question 11 The human, informational, material, and financial resources of an organization system would be considered ________. •Question 12 ________ is defined as the study of individual behavior and group dynamics in organizations. •Question 13 The recent emphasis on sources and treatment of hypertension with respect to occupational health and well-being is an example of a contribution from the discipline of ________. •Question...
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...CHAPTER 1: INTRODUCTION * Background of the study This term paper is prepared as a requirement of the course curriculum of “organizational behaviour in the context of a local company” by studying organizational behaviour practice in INCEPTA PHARMACEUTICALS CO. LTD. After studying on this company, we came to know about various factors of employee’s organizational behaviour. * Objective The objective of our study is to find out the expected organizational behaviour on the basis of OB model. The company that we studied is INCEPTA PHARMACEUTICALS. The study is focused on the following aims: * To identify the specific goals of the company. * To achieve knowledge about the company profile. * To know about the present business scenario of the company. * To know the level of the employee’s organizational behaviour. By evaluating these topics we will identify the organizational behaviour on the context of this company. * Methodology There are two types of sources of methodology. One is primary and another is secondary sources while conducting the study both primary and secondary information were explored. But hardly any primary information could be found. In the absence of primary information the majority of the study has been based on secondary information. We went for the answers in the analytic point of view, which provides the mitigation of our requirements. For the procurement of data, we had to take support of some specific methods as follows: Sometimes we...
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...the fundamentals of organizational structure and design. From the smallest nonprofit to the largest multinational conglomerate, firms and organizations all have to deal with the concept of organizational behavior. Knowledge about organizational behavior can provide managers with a better understanding of how their firm or organization attempts to accomplish its goals. This knowledge may also lead to ways in which a firm or organization can make its processes more effective and efficient, thus allowing the firm or organization to successfully adapt to changing circumstances. This chapter will help you better understand the theories and structures of organizational behavior. The chapter begins by discussing some of the basic characteristics of managers and management. It then Chapter 18 TLFeBOOK describes some of the popular theories and practical applications related to motivation and helps answer the question “What motivates employees and why does it motivate them?” The chapter then examines some of the fundamentals of organizational structure and describes ways in which organizational structures differ from one another. Finally it discusses a few methods by which organizations can control processes and outcomes. MANAGEMENT As discussed in the next chapter, “Leadership and Team Building,” management used...
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...Contents Preface………………………………………...…………….…………………………….2 1. Introduction…………………….……..…………….…………………………………….3 2. Definition of Organisation……………………………………..………………………….3 3. Organisational Behavoiur…………………………………………….......……………….4 4. Definitions of Learning……………………………………………………………...…….4 1. Classical Conditioning Theory………………………………...………………….5 2. Operant Conditioning Theory……………………………….…………………….5 3. Social Learning Theory………………………………….………………………..6 4. Cognitive Theory……………………………………...…………………………..6 5. Organisational Learning…………………………………………………………………..6 1. Organisational Learning contribution from Educational Psychology………….....7 2. Organisational Learning contribution from Sociology…………………………....7 3. Organisational Learning contribution from Economics…………………………..7 4. Organisational Learning contribution from Anthropology………….…………….8 5. Organisational Learning contribution from Political Science…………...………..8 6. Organisational Learning contribution from Management Science………….…….8 6. Learning Organisation…………………………………………………………………….9 1. Team Learning……………………………………………………….……………9 2. Shared Visions…………………………………………………………………….9 3. Mental Models…………………………………………………….………………9 4. Personal Mastery……………………………………………………...………….10 7. Executive Summary on Organisational Behaviour within Kyambogo University……....10 1. Manifestation of Organisational Behavoiur Learning...
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...1 LESSON NO. 1 ORGANISATION BEHAVIOUR INTRODUCTION Org. Behaviour (in short called as OB) is concerned with the study of the behaviour and interaction of people in restricted or organised settings. It involves understanding people and predicting their behaviour, and knowledge of the means by which their behaviour is influenced and shaped. Organisations are bodies or entities created for a stated purpose They may consist of one or more people. In the case of a sole trader or single operator, he needs to build relationships with suppliers, contractors, customers, clients, and the community. For those that consist of more than one person, internal as well as external relationships have to be created and maintained. Organisations therefore consist of individuals, groups, and relationships. Objectives, structures, systems and processes are then created to give direction and order to activities and interactions. OB is thus of great concern to anyone who organises, creates, orders, directs, manages, or supervises the activities of others. It is also of concern to those who build relationships between individuals, groups of people, different parts of organisation between different organisation, for all these activities are founded on human interactions. OB is therefore concerned with:1. The purposes for which organisations are created 2. The behaviour of individuals, and an understanding of the pressures and influences that cause them to act and react in particular ways. 3. The qualities...
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