Introduction To Organizational Behavior PDF

MULTICULTURAL DIVERSITY IN WORKPLACE INTRODUCTION TO ORGANIZATIONAL BEHAVIOR  THE CONCEPT OF ORGANIZATIONAL BEHAVIOR: THE CONCEPT OF OB IS BASED ON TWO KEY ELEMENTS NAMELY − NATURE OF PEOPLE NATURE OF THE ORGANIZATION  NATURE OF PEOPLE NATURE OF PEOPLE I...

MULTICULTURAL DIVERSITY IN WORKPLACE INTRODUCTION TO ORGANIZATIONAL BEHAVIOR  THE CONCEPT OF ORGANIZATIONAL BEHAVIOR: THE CONCEPT OF OB IS BASED ON TWO KEY ELEMENTS NAMELY − NATURE OF PEOPLE NATURE OF THE ORGANIZATION  NATURE OF PEOPLE NATURE OF PEOPLE IS THE BASIC QUALITIES OF A PERSON, OR THE CHARACTER THAT PERSONIFIES AN INDIVIDUAL THEY CAN BE SIMILAR OR UNIQUE. FACTORS AFFECTING NATURE OF PEOPLE: § INDIVIDUAL DIFFERENCE § PERCEPTION − IT IS A UNIQUE ABILITY TO OBSERVE, LISTEN AND CONCLUDE SOMETHING. IT IS BELIEVING IN OUR SENSES. IN SHORT, THE WAY WE INTERPRET THINGS AND HAVE OUR POINT OF VIEW IS OUR PERCEPTION. § A WHOLE PERSON  FACTORS: § MOTIVATED BEHAVIOR − IT IS THE BEHAVIOR IMPLANTED OR CAUSED BY SOME MOTIVATION FROM SOME PERSON, GROUP OR EVEN A SITUATION. (POSITIVE MOTIVATION VS. NEGATIVE MOTIVATION) § VALUE OF PERSON − EMPLOYEES WANT TO BE VALUED AND APPRECIATED FOR THEIR SKILLS AND ABILITIES FOLLOWED BY OPPORTUNITIES WHICH HELP THEM DEVELOP THEMSELVES.  NATURE OF ORGANIZATION NATURE OF ORGANIZATION STATES THE MOTIVE OF THE FIRM. IT IS THE OPPORTUNITIES IT PROVIDES IN THE GLOBAL MARKET. IT ALSO DEFINES THE EMPLOYEES’ STANDARD IT DEFINES THE CHARACTER OF THE COMPANY BY ACTING AS A MIRROR REFLECTION OF THE COMPANY  FACTORS AFFECTING NATURE OF ORGANIZATION: SOCIAL SYSTEM − EVERY ORGANIZATION SOCIALIZES WITH OTHER FIRMS, ITS CUSTOMERS, OR SIMPLY THE OUTER WORLD, AND ALL OF ITS EMPLOYEES - THEIR OWN SOCIAL ROLES AND STATUS. THEIR BEHAVIOR IS MAINLY INFLUENCED BY THEIR GROUP AS WELL AS INDIVIDUAL DRIVES. TYPES OF SOCIAL SYSTEM: FORMAL − GROUPS FORMED BY PEOPLE WORKING TOGETHER IN A FIRM OR PEOPLE THAT BELONG TO THE SAME CLUB IS CONSIDERED AS FORMAL SOCIAL SYSTEM. (EX − A SUCCESS PARTY AFTER GETTING A PROJECT.) INFORMAL − A GROUP OF FRIENDS, PEOPLE SOCIALIZING WITH OTHERS FREELY, ENJOYING, PARTYING OR CHILLING. (EX - BIRTHDAY PARTY.)  FACTORS AFFECTING NATURE OF ORGANIZATION MUTUAL INTEREST − EVERY ORGANIZATION NEEDS PEOPLE AND PEOPLE NEED ORGANIZATIONS TO SURVIVE AND PROSPER. (A MUTUAL UNDERSTANDING BETWEEN THE ORGANIZATION AND THE EMPLOYEES THAT HELPS BOTH REACH THEIR RESPECTIVE OBJECTIVES.) ETHICS − THEY ARE THE MORAL PRINCIPLES OF AN INDIVIDUAL, GROUP, AND ORGANIZATION. HUMAN RESOURCES  HUMAN RESOURCES PEOPLE IN THE ORGANIZATION OR OPERATION OTHER NAMES: PERSONNEL, EMPLOYEES, WORKERS, LABORERS, MANPOWER, WORKFORCE, LABOR FORCE. üNO MATTER THE INDUSTRY, ALL COMPANIES HAVE ONE THING IN COMMON: THEY MUST HAVE PEOPLE TO MAKE THEIR CAPITAL WORK FOR THEM. EXTERNAL CUSTOMERS  EXTERNAL CUSTOMERS PEOPLE WHO DIRECTLY RECEIVE THE COMPANY’S PRODUCTS, SERVICES AND IDEAS CLIENTS, GUESTS, CUSTOMERS, CONSUMERS AND BUYERS  INTERNAL CUSTOMERS  INTERNAL CUSTOMERS EMPLOYEES WHO USE THE SERVICES PROVIDED BY THE COMPANY TO BRING SMOOTH FLOW OF PRODUCTS, SERVICES AND IDEAS.  HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES DEPARTMENT POLICIES, PLANS AND PROGRAMS. MOTIVATE, REWARD, RETAIN, FIRE OR TERMINATE PEOPLE AIM: GET THE BEST PEOPLE üGENERATION OF REVENUE THROUGH THE USE OF PEOPLE’S SKILLS AND ABILITIES.  HUMAN RESOURCES DEVELOPMENT CONSIST OF ORGANIZE LEARNING EXPERIENCES THAT INCREASE THE POSSIBILITY OF JOB PERFORMANCE. EXAMPLES: TRAININGS, SEMINARS, WORKSHOP, ETC. MOST EXPENSIVE ORGANIZED LEARNING EXPERIENCE : ________________________  HUMAN BEHAVIOR – FLOWS FROM 3 MAIN SOURCES: - DESIRE - EMOTION - KNOWLEDGE  HUMAN BEHAVIOR THE RESPONSE OF AN INDIVIDUAL OR GROUP TO A STIMULUS. BASIC INCLUSIONS: FEELINGS, THOUGHTS, MOTIVES, ATTITUDE, VALUES  THREE MOST IMPORTANT CHARACTERISTICS OF HUMAN BEHAVIOR  THREE MOST IMPORTANT CHARACTERISTICS OF HUMAN BEHAVIOR IT IS CAUSED IT IS MOTIVATED IT IS INTEGRATED WHAT IS AN ORGANIZATION?  ORGANIZATION COLLECTION OF PEOPLE WHO WORK TOGETHER TO ACHIEVE INDIVIDUAL AND ORGANIZATIONAL GOALS.  ORGANIZATIONAL BEHAVIOR STUDY OF WHAT PEOPLE THINK, FEEL AND DO IN AND AROUND ORGANIZATION. DEPENDENT ON HUMAN BEHAVIOR WHY STUDY ORGANIZATIONAL BEHAVIOR?  ORGANIZATIONAL BEHAVIOR TRENDS GLOBALIZATION CHANGING WORKFORCE EVOLVING EMPLOYEE RELATIONSHIPS VIRTUAL WORK WORKPLACE VALUES AND ETHICS GLOBALIZATION  GLOBALIZATION ECONOMIC, SOCIAL AND CULTURE CONNECTIVITY WITH PEOPLE IN OTHER PARTS OF THE WORLD.  CHANGING WORKFORCE DIVERSITY RACIAL/ETHNIC GENDER  EVOLVING EMPLOYEE RELATIONSHIPS GLOBALIZATION CHANGING WORKFORCE EMPLOYERS TODAY DEMAND MORE WORKFORCE FLEXIBILITY TO REMAIN COMPETITIVE IN THE GLOBAL MARKET PLACE EMPLOYABILITY CONTINGENT WORK VIRTUAL WORK TELEWORKING OR TELECOMMUTING VIRTUAL TEAMS  WORKPLACE VALUES AND ETHICS VALUES – STABLE AND LONG LASTING BELIEFS ABOUT WHAT IS IMPORTANT IN A VARIETY OF SITUATIONS. a. PERSONAL VALUES – WITHIN b. SHARED VALUES – GROUPS  ETHICS – STUDY OF MORAL PRINCIPLES (RIGHT OR WRONG) CORPORATE SOCIAL RESPONSIBILITY – ORGANIZATION’S MORAL OBLIGATION TOWARD ITS STAKEHOLDERS STAKEHOLDERS FIVE CONCEPTUAL ANCHORS OF ORGANIZATIONAL BEHAVIOR  MULTIDISCIPLINARY ANCHOR - ORGANIZATIONAL BEHAVIOR IS ANCHORED AROUND THE IDEA THAT THE FIELD SHOULD FREELY BORROW KNOWLEDGE FROM OTHER DISCIPLINES. SYSTEMATIC RESEARCH ANCHOR – ORGANIZATIONAL BEHAVIOR SHOULD RELY ON SCIENTIFIC METHODS AND RELATED STANDARDS OF SYSTEMATIC RESEARCH TO ADVANCE KNOWLEDGE. CONTINGENCY ANCHOR – STATES THAT NO SINGLE SOLUTION IS BEST IN ALL CIRCUMSTANCES. OPEN SYSTEMS ANCHOR – ORGANIZATIONS TAKE THEIR SUSTENANCE FROM THE ENVIRONMENT AND IN TURN AFFECT THAT ENVIRONMENT THROUGH THEIR OUTPUT. MULTIPLE LEVELS OF individual team level organizational ANALYSIS analysis analysis analysis ANCHOR