1–0 factors to success 1.productivity efficiency in achieving goals effectiveness in resources...
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1–1
Factors to SuccessFactors to Success
1. Productivity• Efficiency in achieving goals• Effectiveness in resources used
2. Absenteeism
3. Turnover
4. Job Satisfaction
5. Org Citizenship• Discretionary Behavior
1–2
Challenges and Opportunities for OBChallenges and Opportunities for OB
Responding to Globalization– Increased foreign assignments– Working with people from different cultures– Coping with anti-capitalism backlash– Overseeing movement of jobs to countries with
low-cost labor– National Boundaries disappearing
Managing Workforce Diversity– Embracing diversity
• Gender/Age/National Origin/Age/Disability/Domestic Partnerships/Religion
– Changing U.S. demographics– Implications for managers
• Recognizing and responding to differences
1–3
Challenges and Opportunities for OB (cont’d)Challenges and Opportunities for OB (cont’d)
Increased Competition– Quality management (QM)– Process reengineering– Increased expectation of service quality
Responding to the Labor Shortage– Changing work force demographics
• BB Gen X
– Fewer skilled laborers– Early retirements and older workers
1–4
Challenges and Opportunity for OB (cont’d)Challenges and Opportunity for OB (cont’d)
Innovation and Change
– Coping with “Temporariness”
– Moore’s Law
– Working in Networked Organizations
Balance Work/Life Conflicts Improving Ethical Behavior
1–5
Management FunctionsManagement Functions
ManagementManagementFunctionsFunctions
ManagementManagementFunctionsFunctions
PlanningPlanningPlanningPlanning OrganizingOrganizingOrganizingOrganizing
LeadingLeadingLeadingLeadingControllingControllingControllingControlling
1–6
Management SkillsManagement Skills
Technical skillsThe ability to apply specialized knowledge or expertise.
Human skillsThe ability to work with, understand, and motivate other people, both individually and in groups.
Conceptual SkillsThe mental ability to analyze and diagnose complex situations.
1–7
Effective Versus Successful Managerial Activities (Luthans)
Effective Versus Successful Managerial Activities (Luthans)
1. Traditional management• Decision making, planning, and controlling
2. Communication• Exchanging routine information and processing
paperwork
3. Human resource management• Motivating, disciplining, managing conflict, staffing,
and training
4. Networking• Socializing, politicking, and interacting with others
1. Traditional management• Decision making, planning, and controlling
2. Communication• Exchanging routine information and processing
paperwork
3. Human resource management• Motivating, disciplining, managing conflict, staffing,
and training
4. Networking• Socializing, politicking, and interacting with others
1–8
Effective vs SuccessfulEffective vs Successful
Successful managers – those promoted most quickly
2. Effective managers – performance &
commitment to employees
1–9
E X H I B I T 1–2E X H I B I T 1–2
Allocation of Activities by TimeAllocation of Activities by Time
Source: Based on F. Luthans, R.M. Hodgetts, and S.A. Rosenkrantz, Real Managers (Cambridge, MA: Ballinger, 1988).
1–10
Chapter 1Chapter 1
1. Name 3 challenges / opportunities for OB today.
2.
3.
4. Where I work, and what I do there ___________
5. Something interesting about myself is_______
1–11
ValuesValues
Values
Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
Value System
A hierarchy based on a ranking of an individual’s values in terms of their intensity.
1–12
Importance of ValuesImportance of Values
Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures.
Influence our perception of the world around us.
Represent interpretations of “right” and “wrong.”
Imply that some behaviors or outcomes are preferred over others.
1–13
Dominant Work Values in US WorkforceDominant Work Values in US Workforce
E X H I B I T 3–3E X H I B I T 3–3
1–14
Types of Values –- Rokeach Value SurveyTypes of Values –- Rokeach Value Survey
Terminal Values
Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime.
Instrumental Values
Preferable modes of behavior or means of achieving one’s terminal values.
1–15
Values in the
RokeachSurvey
Values in the
RokeachSurvey
E X H I B I T 3–1E X H I B I T 3–1
Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).
1–16
Values in the
Rokeach Survey(cont’d)
Values in the
Rokeach Survey(cont’d)
E X H I B I T 3–1 (cont’d)E X H I B I T 3–1 (cont’d)
Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).
1–17
Mean Value Rankings of Executives, Union
Members, and Activists
Mean Value Rankings of Executives, Union
Members, and Activists
E X H I B I T 3–2E X H I B I T 3–2
Source: Based on W. C. Frederick and J. Weber, “The Values of Corporate Managers and Their Critics: An Empirical Description and Normative Implications,” in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies (Greenwich, CT: JAI Press, 1990), pp. 123–44.
1–18
Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures
Late 70’s, 116k IBM employees, 40 countries
Power Distance
The extent to which a society accepts that power in institutions and organizations is distributed unequally.
low distance: relatively equal distributionhigh distance: extremely unequal distribution
1–19
Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Collectivism
A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
Individualism
The degree to which people prefer to act as individuals rather than a member of groups.
1–20
Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Achievement
The extent to which societal values are characterized by assertiveness, materialism and competition.
Nurturing
The extent to which societal values emphasize relationships and concern for others.
1–21
Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Uncertainty Avoidance
The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
1–22
Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Long-term Orientation
A national culture attribute that emphasizes the future, thrift, and persistence.
Short-term Orientation
A national culture attribute that emphasizes the past and present, respect for tradition, and fulfilling social obligations.
1–23
The GLOBE Framework
for Assessing
Cultures
The GLOBE Framework
for Assessing
Cultures
• Assertiveness
• Future Orientation
• Gender differentiation
• Uncertainty avoidance
• Power distance
• Individual/collectivism
• In-group collectivism
• Performance orientation
• Humane orientation
• Assertiveness
• Future Orientation
• Gender differentiation
• Uncertainty avoidance
• Power distance
• Individual/collectivism
• In-group collectivism
• Performance orientation
• Humane orientation
E X H I B I T 3–4E X H I B I T 3–4Source: M. Javidan and R. J. House, “Cultural Acumen for the Global Manager:
Lessons from Project GLOBE,” Organizational Dynamics, Spring 2001, pp. 289–305.
1993 - present, 825 orgs, 62 countries
1–24
AttitudesAttitudes
Attitudes
Evaluative statements or judgments concerning objects, people, or events.
Affective ComponentThe emotional or feeling segment of an attitude.
Cognitive componentThe opinion or belief segment of an attitude.
Behavioral ComponentAn intention to behave in a certain way toward someone or something.
1–25
Types of AttitudesTypes of Attitudes
Job InvolvementIdentifying with the job, actively participating in it, and considering performance important to self-worth.
Organizational CommitmentIdentifying with a particular organization and its goals, and wishing to maintain membership in the organization.
Job SatisfactionA collection of positive and/or negative feelings that an individual holds toward his or her job.
1–26
The Theory of Cognitive DissonanceThe Theory of Cognitive Dissonance
Desire to reduce dissonance
• Importance of elements creating dissonance
• Degree of individual influence over elements
• Rewards involved in dissonance
Desire to reduce dissonance
• Importance of elements creating dissonance
• Degree of individual influence over elements
• Rewards involved in dissonance
Cognitive Dissonance
Any incompatibility between two or more attitudes or between behavior and attitudes.
1–27
Measuring the A-B RelationshipMeasuring the A-B Relationship
Recent research indicates that attitudes (A) significantly predict behaviors (B) when moderating variables are taken into account.
Moderating Variables
• Importance of the attitude
• Specificity of the attitude
• Accessibility of the attitude
• Social pressures on the individual
• Direct experience with the attitude
Moderating Variables
• Importance of the attitude
• Specificity of the attitude
• Accessibility of the attitude
• Social pressures on the individual
• Direct experience with the attitude
1–28
Self-Perception TheorySelf-Perception Theory
Attitudes are used after the fact to make sense out of an action that has already occurred.
1–29
An Application: Attitude SurveysAn Application: Attitude Surveys
Attitude Surveys
Eliciting responses from employees through questionnaires about how they feel about their jobs, work groups, supervisors, and the organization.
1–30
Sample Attitude SurveySample Attitude Survey
1–31
Attitudes and Workforce DiversityAttitudes and Workforce Diversity
Training activities that can reshape employee attitudes concerning diversity:
– Participating in diversity training that provides for self-evaluation and group discussions.
– Volunteer work in community and social serve centers with individuals of diverse backgrounds.
– Exploring print and visual media that recount and portray diversity issues.
1–32
Job SatisfactionJob Satisfaction
Measuring Job Satisfaction– Single global rating– Summation score
How Satisfied Are People in Their Jobs?– Job satisfaction declined to 50.4% in 2002– Decline attributed to:
• Pressures to increase productivity and meet tighter deadlines
• Less control over work
1–33
The Effect of Job Satisfaction on Employee Performance
The Effect of Job Satisfaction on Employee Performance
Satisfaction and Productivity– Satisfied workers aren’t necessarily more
productive.– Worker productivity is higher in organizations
with more satisfied workers. Satisfaction and Absenteeism
– Satisfied employees have fewer avoidable absences.
Satisfaction and Turnover– Satisfied employees are less likely to quit.– Organizations take actions to retain high
performers and to weed out lower performers.
1–34
How Employees Can Express DissatisfactionHow Employees Can Express Dissatisfaction
Exit
Behavior directed toward leaving the organization.
Voice
Active and constructive attempts to improve conditions.
Neglect
Allowing conditions to worsen.
Loyalty
Passively waiting for conditions to improve.
1–35
Responses to Job DissatisfactionResponses to Job Dissatisfaction
E X H I B I T 3–5E X H I B I T 3–5Source: C. Rusbult and D. Lowery, “When Bureaucrats Get the Blues,” Journal
of Applied Social Psychology. 15, no. 1, 1985:83. Reprinted with permission.
1–36
Job Satisfaction and OCBJob Satisfaction and OCB
Satisfaction and Organizational Citizenship Behavior (OCB)– Satisfied employees who feel fairly treated by
and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job.
1–37
Job Satisfaction and Customer SatisfactionJob Satisfaction and Customer Satisfaction
Satisfied employees increase customer satisfaction because:– They are more friendly, upbeat, and responsive.– They are less likely to turnover which helps build
long-term customer relationships.– They are experienced.
Dissatisfied customers increase employee job dissatisfaction.
1–38
Chapter 3Chapter 3
1. Values are more permanent than attitudes
2. Veterans are known for their loyalty to their career, not their company
3. Cognitive Dissonance happens when the employee’s value conflicts with the company’s value
4. Satisfied employees aren’t necessarily more productive
5. ‘Exit’ is one way employees can express job dissatisfaction