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Questions and Answers
What are the two primary types of outcomes that may result from behavior?
What are the two primary types of outcomes that may result from behavior?
Which of the following are the two primary types of forces that influence employee behavior?
Which of the following are the two primary types of forces that influence employee behavior?
The ultimate objective of HRD is to improve organizational performance.
The ultimate objective of HRD is to improve organizational performance.
True
Organizational citizenship behavior (OCB) refers to actions that are part of an employee's contractual tasks.
Organizational citizenship behavior (OCB) refers to actions that are part of an employee's contractual tasks.
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Define motivation.
Define motivation.
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What are the three main approaches to understanding motivation?
What are the three main approaches to understanding motivation?
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What are KSAs?
What are KSAs?
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Which of the following is NOT a factor that influences employee behavior within the work environment?
Which of the following is NOT a factor that influences employee behavior within the work environment?
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Which of the following theories emphasizes that people are influenced by their perceptions about the fairness of their treatment compared to others?
Which of the following theories emphasizes that people are influenced by their perceptions about the fairness of their treatment compared to others?
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According to the Equity Theory, people who perceive they are being treated unfairly will experience tension and are motivated to reduce that tension.
According to the Equity Theory, people who perceive they are being treated unfairly will experience tension and are motivated to reduce that tension.
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Which of the following is NOT a strategy for reducing feelings of inequity?
Which of the following is NOT a strategy for reducing feelings of inequity?
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The Law of Effect states that behavior followed by a pleasurable consequence will occur less frequently.
The Law of Effect states that behavior followed by a pleasurable consequence will occur less frequently.
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Which of the following is NOT a type of learning reinforcement?
Which of the following is NOT a type of learning reinforcement?
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What is the key function of Positive Reinforcement?
What is the key function of Positive Reinforcement?
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What is the key function of Extinction?
What is the key function of Extinction?
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What is the key function of Punishment?
What is the key function of Punishment?
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Which of the following is NOT one of the three key elements of the Expectancy Theory?
Which of the following is NOT one of the three key elements of the Expectancy Theory?
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The Expectancy Theory assumes that motivation is a conscious choice process.
The Expectancy Theory assumes that motivation is a conscious choice process.
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Explain the relationship between the three elements of the Expectancy Theory: Expectancy, Instrumentality, and Valence.
Explain the relationship between the three elements of the Expectancy Theory: Expectancy, Instrumentality, and Valence.
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Goals that are vague, easy, and not accepted by employees lead to better performance.
Goals that are vague, easy, and not accepted by employees lead to better performance.
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Goal setting theory suggests that feedback on goal attainment is not essential for its effectiveness.
Goal setting theory suggests that feedback on goal attainment is not essential for its effectiveness.
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The SMART goal setting acronym stands for: Specific, Measurable, Attainable, Relevant, and Time-bound.
The SMART goal setting acronym stands for: Specific, Measurable, Attainable, Relevant, and Time-bound.
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The Social Learning Theory emphasizes that only outcome expectations affect individual performance.
The Social Learning Theory emphasizes that only outcome expectations affect individual performance.
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Define self-efficacy within the context of the Social Learning Theory.
Define self-efficacy within the context of the Social Learning Theory.
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The Social Learning Theory states that a person's self-efficacy expectations influence their behavior but not the amount of effort they exert or the duration of their commitment to the behavior.
The Social Learning Theory states that a person's self-efficacy expectations influence their behavior but not the amount of effort they exert or the duration of their commitment to the behavior.
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Study Notes
Human Resource Development, 7E by Werner
- This is a textbook on Human Resource Development (HRD), specifically the 7th edition
- Copyright 2017, Cengage Learning
- All rights reserved, no copying, scanning or duplication except as permitted in a license
Chapter 2: Influences on Employee Behavior
- Learning objectives:
- Identify major external and internal factors influencing employee behavior
- Describe two primary types of employee behavior outcomes and their effect on future behavior
- Explain how supervisor leadership and expectations affect worker behavior
- Recognize the influence of coworkers and the organization on employee behavior
- Define motivation and key approaches to understanding it in the workplace
- Discuss the role of knowledge, skill, ability, and attitude in influencing employee behavior
Goals of HRD
- The ultimate objective is to improve organizational performance
- The main focus for HRD interventions is to change employee behavior
- Aimed at helping employees and organizations achieve their goals
Figure 2-1: Model of Employee Behavior
- Shows factors in the external environment (economic conditions, technological changes, labor market conditions, laws and regulations) alongside factors inside the workplace.
- This is related to employee behavior and also outcomes (personal and organizational outcomes)
2. Model of employee behavior
- Highlights the external environment factors, including economic conditions, technological changes, labor market conditions, and laws and regulations
- Internal factors within employees, including motivation, attitudes, and knowledge, skill, and ability (KSAs)
- Employee behaviors such as task performance and organizational citizenship behaviors
- Outcomes of behavior: personal and organizational outcomes
Economic Conditions
- Malaysia's economy grew 4.7% in 2018 (production side) and 4.5% in Q1 2019 (production side, except Mining & Quarrying)
- Private final consumption expenditure was a key driver
- Data presented in charts and graphs showing economic indicators like GDP, production, and expenditure.
Economic Conditions: GDP Growth Projection for Asia, 2018
- Data on projected GDP growth for several Asian countries in 2018-2020, including Malaysia
- India projected as fastest-growing Asian economy in 2018 (7.3% according to World Bank).
Economic Conditions: Malaysia's quarterly GDP since 1998
- Graph showing quarterly GDP growth in Malaysia since 1998, with fluctuations
- Includes data points for significant downturns (e.g., -11.2% and -17.1% year-on-year change).
Chart 1: GDP (RM billion) and Annual Percentage Change (%)
- Illustrates Malaysian GDP (RM billion) and annual percentage change (%).
- Shows quarterly and annual data from 2017-2020.
Malaysia's GDP grew by 16.1% in 2Q 2021
- Strong recovery from the significant decline in activity. (2020)
- Key factors include low base from 2020 and stronger external demand among others.
Malaysia's Economy Grows at Asia's Fastest Pace in 2022
- Malaysian GDP growth fastest among 13 Asian economies
- Data presented in a chart showing projected and actual GDP growth in selected Asian countries. 2022, 2023,
Technological Changes
- Data on internet users, digital device ownership, annual digital growth, and social media overview, provided in various charts.
Labour Market Conditions
- Data (for 2015 and 2016) for labour force participation rate (LFPR) and unemployment rate (%)(data presented in graphs and tables) in Malaysia (Q3 2019)showing various factors and changes
- Unemployment rate declining below 700 thousand persons.
- Q4 2021 figures for Malaysia and unemployment below 700,000 people.
Malaysian Economic Statistics Review Vol 6/2022
- Highlights key economic indicators like Production of oil palm, Natural Rubber, Manufacturing and Wholesale and Retail Trade, Exports and Imports, Labour and Prices data. Fourth Quarter (Q4) 2022 data.
Labour Force, Malaysia, June 2023
- Unemployment rate in June 2023 at 3.4% among others
- Data on labour force, employed persons, outside labour force, and unemployment rate provided in charts.
Total Population
- Various population figures (for 2017 and 2018) and data on Employment broken down into skill level
Jobs & Basic Salaries
- Breakdown of median monthly salaries by job type and nationality (Malaysian vs. Foreign based on 2017 data)
Philippines and Malaysia Are Expected to See the Highest Population Growth in ASEAN
- Projected population growth in the Philippines and Malaysia by 2050
- Also includes data for other countries in the ASEAN region.
Demographic Statistics Malaysia: Fourth Quarter 2023
- Detailed demographic data for Malaysia in Q4 2023, including population, sex ratio, age groups, ethnic distribution, and citizenship.
Live births and deaths in Quarterly 2023
- Data on live births and deaths in Q4 2023 broken down by various demographics (mother age, gender and ethnic breakdowns)
Demographic Statistics by State, Fourth Quarter 2023, Malaysia
- Provides state-level demographic data for Malaysia in Q4 2023.
- Includes data on population, live births, deaths and deaths from COVID-19
Chart 2: Labour force participation rate by sex and age group, Malaysia, third quarter (Q3) & fourth quarter (Q4) 2017
- Shows labor force participation rates by sex and age group in Malaysia for Q3 2017 and Q4 2017 (presented in graph format).
Labour Force Malaysia Fourth Quarter 2021
- Data and analysis on employment, unemployment, and labour force participation rates in Malaysia.
Major Categories of Employee Behavior
- Categories of employee behavior, including individual performance, task performance, organizational citizenship behaviors
Major Categories Affecting Behavior
- Categories of factors impacting employee behavior, including outside the organization (state of economy, employment rate) and inside the work environment (leadership, coworkers, performance outcomes).
External Influences
- General state of the economy
- Government intrusion
- Technology issues globally
- Impact of these factors on business performance (e.g downsizing)
Workforce Investment -
- Organizations need to invest in their workforce
- They should maintain their investment even during restructuring or downsizing
- Re-training employees for new roles
- Coaching and mentoring programs
- Individual development programs
- Multi-rater feedback systems
Influences on Employee Behavior
- Factors and issues in employee behavior.
Employee Perceptions Drive Behavior
- Expectancy theory, worker behavior based on perceived valued outcomes
- Equity theory, assessing outcomes by comparing them to outcomes of others
Perception
- Perception of how individuals interpret information and make judgments
Employee Motivational Theories
- Need-Based Approach, looking closely at needs such as safety, power and influence.
- Cognitive Process approach, highlighting expectancy theory, Goal-Setting Theory, Social Learning Theory and Equity Theory
- Non-cognitive Approach, focusing on reinforcement theory and how interactions and environmental factors influence employee motivation
- Importance of Need-Based Approach: needs such as safety or power drive motivation.
Additional Employee Motivational Concepts
- Goal setting theory: goals influence effort, attention, and persistence.
- Social learning theory: outcome expectations and self-efficacy impact behavior.
- Equity theory: Motivation is linked to perceived fairness and equity in treatment.
- Reinforcement theory: behaviors are influenced by their consequences (positive or negative). Specific theories and models include Mazlow's Need Hierarchy, Alderfer's ERG Theory, and Herzberg's Two-Factor Theory.
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Description
Explore the key influences on employee behavior as outlined in Chapter 2 of 'Human Resource Development, 7E' by Werner. This quiz covers external and internal factors that shape behavior, the impact of leadership, and the importance of motivation in the workplace. Test your understanding of how these elements contribute to organizational performance.
