Organizational Behavior Chapter 6
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Questions and Answers

How can surgeons improve their self-leadership by designing natural rewards?

  • By seeking out feedback from colleagues and mentors.
  • By finding ways to make their work more motivating and enjoyable. (correct)
  • By finding ways to make their work more challenging and stimulating.
  • By setting realistic goals and monitoring their progress.

    • Which of the following is NOT a predictor of self-leadership in an individual?

  • High levels of conscientiousness
  • High levels of neuroticism (correct)
  • Internal locus of control
  • Positive self-evaluation

    • What is the primary role of self-talk in the context of self-leadership for surgeons?

  • To increase self-awareness and identify areas for improvement.
  • To help surgeons develop a more positive and optimistic outlook on their work.
  • To enhance self-efficacy and boost confidence in surgical abilities. (correct)
  • To provide a calming and reassuring presence during stressful procedures.

    • Which of the following is NOT a component of self-leadership practices within the context of surgery?

    <p>Team Collaboration (D)</p> Signup and view all the answers

    Which of the following is a key aspect of effective goal-setting for surgeons?

    <p>Setting goals that are specific, measurable, achievable, relevant, and time-bound. (A)</p> Signup and view all the answers

    How does self-monitoring contribute to self-leadership in the context of surgery?

    <p>It allows surgeons to identify areas for improvement by tracking their progress. (D)</p> Signup and view all the answers

    What role does a measurement-oriented culture play in fostering self-leadership within a surgical environment?

    <p>By creating a culture of accountability and high expectations. (B)</p> Signup and view all the answers

    What is the primary benefit of using mental imagery as a self-leadership strategy in surgery?

    <p>It can help surgeons visualize complex surgical procedures and prepare mentally. (B)</p> Signup and view all the answers

    What is one benefit of psychological empowerment for employees?

    <p>Greater workforce flexibility (D)</p> Signup and view all the answers

    Which of the following describes job enrichment?

    <p>Involving employees in decision making (A)</p> Signup and view all the answers

    How does self-determination contribute to psychological empowerment?

    <p>By allowing employees independence in work activities (A)</p> Signup and view all the answers

    What is one factor that supports empowerment from an organizational perspective?

    <p>Trust within the organization (B)</p> Signup and view all the answers

    What is a primary disadvantage of organizational rewards?

    <p>They have a weak performance-to-outcome link. (C)</p> Signup and view all the answers

    What is job enlargement primarily focused on?

    <p>Adding more tasks to an existing job (A)</p> Signup and view all the answers

    Which of the following is a characteristic of effective job design?

    <p>Balancing efficiency and motivation. (C)</p> Signup and view all the answers

    Which dimension of psychological empowerment involves employees feeling that their work is significant?

    <p>Meaning (D)</p> Signup and view all the answers

    What is an advantage of job specialization?

    <p>Improved work efficiency. (B)</p> Signup and view all the answers

    Which of the following is NOT a job design factor that supports empowerment?

    <p>Increased supervision (C)</p> Signup and view all the answers

    Which reward approach primarily focuses on team-based performance?

    <p>Gain-sharing plans (D)</p> Signup and view all the answers

    What practice does surgeon Sarah Coll use to enhance her self-leadership?

    <p>Using constructive mental imagery (C)</p> Signup and view all the answers

    Which job characteristic implies that employees require social interaction with coworkers?

    <p>Task interdependence (C)</p> Signup and view all the answers

    What is a potential consequence of poorly designed job specialization?

    <p>Low motivation leading to absenteeism. (B)</p> Signup and view all the answers

    Which of the following strategies can help improve the effectiveness of rewards?

    <p>Ensuring rewards are directly related to performance. (C)</p> Signup and view all the answers

    What is a disadvantage of frequent job rotation?

    <p>High training costs. (B)</p> Signup and view all the answers

    What is a potential disadvantage of membership or seniority-based rewards?

    <p>May discourage poor performers from leaving (B)</p> Signup and view all the answers

    Which of the following represents a characteristic of job status-based rewards?

    <p>Encourages a bureaucratic hierarchy (C)</p> Signup and view all the answers

    How does individual perception of money differ across genders?

    <p>The meanings of money can vary between men and women (C)</p> Signup and view all the answers

    What is the primary focus of competency-based rewards?

    <p>Skill and competency development (A)</p> Signup and view all the answers

    Which of the following is NOT an advantage of job evaluation in job status-based rewards?

    <p>Reduces the need for employee training (A)</p> Signup and view all the answers

    What is a common emotional response associated with the meaning of money?

    <p>Fear (C)</p> Signup and view all the answers

    Which is a key factor that enhances the effectiveness of rewards?

    <p>Alignment with the company's purpose (D)</p> Signup and view all the answers

    Which element is part of self-leadership?

    <p>Setting personal goals (B)</p> Signup and view all the answers

    Flashcards

    Meaning of Money

    A form of exchange that relates to needs, self-concept, and emotions.

    Membership/Seniority Based Rewards

    Fixed wages based on length of service with pros and cons.

    Job Status-Based Rewards

    Rewards based on job evaluation and status perks, containing advantages and disadvantages.

    Competency-Based Rewards

    Rewards based on employee skills and competencies.

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    Job Characteristics Model

    A framework for improving employee motivation through job design.

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    Psychological Empowerment

    A concept where employees feel a sense of control and value in their work.

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    Self-Leadership

    Personal initiatives that encourage self-direction and motivation.

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    Reward Effectiveness

    Strategies to enhance the impact of rewards in the workplace.

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    Advantages of Multiskilling

    Motivates learning, creates flexible and adaptive employees, and improves quality.

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    Disadvantages of Overdesign

    Can lead to complexity, subjectivity, and higher training costs.

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    Performance-based Rewards

    Incentives linked to individual, team, or organizational performance.

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    Organizational Rewards Evaluation

    Judging rewards like ESOPs and stock options for fostering ownership culture or profit sharing.

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    Effective Reward Linking

    To improve effectiveness, rewards should connect directly to performance and relevance.

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    Job Design Principles

    Balancing efficiency with motivation in job roles for optimal performance.

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    Scientific Management

    Frederick Taylor's concept of job specialization and standardization to improve efficiency.

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    Task Characteristics

    Factors like interdependence and feedback that influence job complexity and variability.

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    Job Enlargement

    Adding more tasks to an existing job role.

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    Job Enrichment

    Giving employees increased responsibilities in their work.

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    Self-determination

    Employees' belief in their freedom and independence at work.

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    Meaning

    The importance employees place on their work.

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    Competence

    Confidence in the ability to perform tasks effectively.

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    Impact

    The perception that employees affect the organization's success.

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    Supporting Empowerment

    Factors that enable employees to thrive at work.

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    Goal Setting

    The process of identifying and planning specific, measurable objectives.

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    Self-Talk

    The internal dialogue that influences self-efficacy and motivation.

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    Self-Monitoring

    Keeping track of progress toward self-imposed goals.

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    Natural Rewards

    Inherent motivators in tasks that make them more enjoyable.

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    Constructive Thought Patterns

    Positive mental frameworks that support self-improvement.

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    Self-Reinforcement

    Rewarding oneself for achieving predetermined goals.

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    Predictors of Self-Leadership

    Traits and factors that indicate ability to self-lead.

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    Study Notes

    Chapter Six: Applied Performance Practices

    • Organizational behavior explores emerging knowledge and global realities.
    • Learning objectives include:
      • Discussing money's meaning and identifying performance-based rewards at individual, team, and organizational levels.
      • Detailing five strategies to optimize reward effectiveness.
      • Identifying advantages and disadvantages of job specialization.
      • Examining the job characteristics model to improve employee motivation via job design.
      • Defining psychological empowerment and outlining support strategies.
      • Describing self-leadership's five elements, and influences from personal and work environments.

    Applied Performance Practices at Softcom

    • Softcom Ltd. in Lagos, Nigeria, demonstrates a highly motivated workforce.
    • Factors driving this include meaningful jobs, rewards aligned with corporate purpose and values, and emphasis on self-leadership.

    Meaning of Money at Work

    • Money is a form of exchange, linked to needs and self-concept.
    • It evokes emotions and is perceived as a tool or a drug.
    • Money ethics consider it as a symbol of achievement and a valuable asset to be managed.
    • Meaning of money varies based on gender and culture.
    • Money motivates more than previously thought.

    Membership/Seniority Based Rewards

    • Fixed wages and seniority-based rewards are common.
    • Advantages include job appeal, financial stability, and reduced turnover.
    • Disadvantages include lack of performance motivation, and potential for stalling employee growth.

    Job Status-Based Rewards

    • Job evaluation and status perks are standard.
    • Advantages include fair pay, promotion motivation, increased productivity.
    • Disadvantages include bureaucratic hierarchies, status competition, and potential for resource hoarding.

    Competency-Based Rewards

    • Competency-based pay, and skill-based pay are evaluated.
    • Advantages include motivation for skill development, multi-skilled workforces, and higher quality products/services.
    • Disadvantages include potential for complexity, subjectivity, and increased training expenses.

    Performance-Based Rewards

    • Rewards can be individual (bonuses, piece rates), team (bonuses, gain-sharing), or organizational (bonuses, ESOPs, stock options, profit-sharing).
    • Evaluating organizational rewards suggests importance of ownership culture, aligning pay with company prosperity, and recognizing weak links between organizational rewards and performance.

    Improving Reward Effectiveness

    • Link rewards to performance and relevance.
    • Implement team rewards for interdependent work.
    • Verify reward values to support motivation.
    • Be mindful of potential unintended consequences.

    Job Design

    • Effective job design balances efficiency and motivation.
    • Some jobs have few tasks (high efficiency, low motivation), others have many tasks (low efficiency, high motivation)
    • Work efficiency can be bolstered by job specialization.
    • Job specialization involves dividing labor, creating separate job roles, and promoting shorter cycles.

    Job Specialization and Scientific Management

    • Job specialization aims to increase work efficiency, through streamlining and mastering tasks, making better job-person matches.
    • Scientific management emphasizes standardization, task specialization, and promoting employee training and rewards.
    • Drawbacks include low motivation, increased turnover, and potentially lower work quality if not complemented with other motivating factors.

    Job Design and Work Motivation

    • Core job characteristics, critical psychological states, and outcomes are intertwined in the job design model.
    • Individual differences are critical variables, including knowledge, skill, context satisfaction, and growth-need strength.

    Social and Information Processing Job Characteristics

    • Social factors like task interdependence and feedback from colleagues impact job design.
    • Information processing factors like high task variability and analyzability are significant for job design.

    Frequent Job Rotation

    • Frequent job rotation provides benefits like heightened motivation, broader knowledge of processes, reduced health risks, and improved workforce flexibility.

    Job Enlargement

    • Job enlargement involves adding tasks to an existing job, extending employee responsibilities.

    Job Enrichment

    • Job enrichment involves giving employees more responsibility for scheduling, coordinating, and planning work.
    • Two methods for enrichment are natural grouping and establishing client relationships.

    Dimensions of Psychological Empowerment

    • Psychological empowerment is a concept with four main elements: Self-determination, Meaning, Competence, and Impact.
    • Self-determination involves employee autonomy over work.
    • Meaning is about employees valuing their work and their contributions to the organization.
    • Competence includes employees gaining confidence and capability when addressing work challenges effectively.
    • Impact denotes the employees' perceived influence on organizational results.

    Supporting Empowerment

    • Individual factors (skills), Job design factors (autonomy, feedback, etc.), and Org factors (support) are important for employee empowerment.

    Practice Self-Leadership in Surgery: Focusing on the Positive

    • Positive self-talk, constructive mental imagery, and focusing on strengths are crucial elements of self-leadership.
    • Orthopaedic surgeon, Sarah Coll, demonstrates this positive approach

    Practice Self-Leadership in Surgery: Cognitive and Behavioral Strategies

    • Cognitive and behavioral strategies are used to achieve personal goals, standards, self-direction, and self-motivation.
    • Goal setting, social cognitive theory, and sports psychology concepts are applied to enhance these strategies.

    Practice Self-Leadership in Surgery: Goal Setting and Thought Patterns

    • Personal goal setting is essential for self-improvement and involves setting work goals and practicing effective goal-setting techniques.
    • Thought patterns shape self-efficacy and include self-talk (positive affirmation) and mental imagery.

    Practice Self-Leadership in Surgery

    • Designing natural rewards improves job motivation and includes finding ways to make the job more enticing.
    • Self-monitoring is critical to tracking one's progress toward goals.
    • Utilizing naturally occurring feedback and designing feedback systems are crucial.
    • Self-reinforcement encourages achieving self-set goals.

    Predictors of Self-Leadership

    • Individual traits like conscientiousness and extroversion, as well as positive self-evaluation, influence self-leadership.
    • Organizational factors impacting self-leadership include job autonomy, participative/trustworthy leadership, and a measurement-oriented culture.

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    Description

    This quiz covers Chapter Six on Applied Performance Practices, focusing on the importance of organizational behavior in understanding employee motivation and performance. Learn about performance-based rewards, job design, and strategies for enhancing self-leadership in the workplace. Explore real-world examples from Softcom Ltd. to understand these concepts in action.

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