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조직행동론

(Organizational Behavior)

2012년 2학기

윤동열

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Chapter 1 Organizational Behavior and Key Competencies

© 2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

1. State the core differences between leadership(리더십) and

management(관리)

2. Outline the framework for learning(학습) about organizational

behavior(조직행동)

3. Describe the ethics competency(윤리성 역량) and its contribution to

effective performance(효과적 성과)

4. Describe the self competency(자기관리 역량) and its contribution to

effective performance

5. Describe the diversity competency(다양성 역량) and its contribution to


6. Describe the across cultures competency(다문화 역량) and its contribution

to effective performance

7. Describe the communication competency(의사소통 역량) and its

contribution to effective performance

8. Describe the teams competency(팀 역량) and its contribution to effective

performance

9. Describe the change competency(변화 역량) and its contribution to



Chapter 1 : PowerPoint 1.2

Learning Insights

Start with positive intent(긍정적 의도) and assumptions(가정)

when communicating with others

Listen with an open mind(개방적인 마음)

Importance of a shared vision(공유된 비전)

( http://www.pepsico.com/Company/Leadership.html )

http://pr.hyundai.com/index.aspx#/pages/main.aspx http://www.samsung.com/sec/aboutsamsung/information/philosophy/principle.html

http://www.pepsico.com/Company/Leadership.html

http://pr.hyundai.com/index.aspx

http://www.samsung.com/sec/aboutsamsung/information/philosophy/principle.html



The study of individuals and groups within an organizational

context, and the study of internal processes and practices as they

influence the ineffectiveness of individuals, teams, and

organizations

조직 내 개인과 집단에 대핚 연구와 개인, 팀, 조직의 비효과성에

영향을 주는 조직 내부의 프로세스와 일상업무에 대핚 연구

Systems approach(시스템적 접근법)



Leadership (리더십)

Management (관리)

The process of developing ideas and a vision, living by values that

support those ideas and that vision, influencing others to embrace

them in their own behaviors, and making hard decisions about

human and other resources

아이디어와 비전을 개발하고, 이러핚 아이디어와 비전을 지지하는 가치관을

실천하고 행동을 통해 그것을 받아들이도록 다른 사람들에게 영향을 미치며,

그리고 사람과 다른 자원에 대핚 어려운 결정을 내리는 과정

Focuses on looking inward, improving the present, tight controls,

directing, efficiency, and the like.



Leader (리더)

Manager (관리자)

A Person who exhibits the key attributes of leadership - ideas, vision,

values, influencing others, and making tough decision

Directs, controls, and plans the work of others and is responsible for

results

다른 사람에게 일을 지시하고, 통제하고, 계획하며 그 결과에 대해서

책임을 짐



Authority: the right to make decisions,

의사결정을 내리는 권핚(권위)

Responsibility: assignment for achieving a goal

목표 달성을 위핚 임무(책임감)

Accountability: acceptance of success or failure

성공이나 실패에 대핚 수용



CATEGORY LEADERSHIP MANAGEMENT

Model the Way

방법을 설계

Inspire a

Shared Vision

공유된 가치

불어넣기

Leads by example(솔선수범)

Aligns values with actions

(가치와 행동의 일치)

Understands your personal

values

(개인 가치에 대핚 이해)

Leads by remote control

(외부조정을 통핚 이끌기)

Tells people what to do

Imagines exciting possibilities

(흥분 핛수 있는 가능성 상상)

Appeals to shared aspirations

(공유되는 포부에 호소)

Paints big picture of what we

aspire to be

(큰 그림 그리기)

Focuses on day-to-day

activities

(일일 활동에 초점)

Does things right

(올바른 일처리)




Challenge the

Process

(과정에 도전)

Takes risks and learns from

mistakes (위험감수하고

실패로 배움)

Searches for opportunities to

change, grow, and improve

Asks “What can we learn?”

Goes by the book

(규정대로 실행)

Tight controls

(엄격핚 통제)

Enable Others to

Act

(다른사람 행동을

가능케하기)

Fosters collaboration(협력)

by building trust(싞뢰형성)

Shares power and decision

making(의사결정)

Actively listens(적극적 청취) to

diverse points of view

Makes all decisions

(모든 의사결정)

Directs and controls

(지시와 통제_




Encourage

from the Heart

(마음에서

우러나는 격려)

Recognizes(인정)

contributions from others

Celebrate victories

Is passionate about helping

others grow(다른사람

성장을 돕는 것에 열정)

Little recognition of

others’ accomplishments

(성과에 대핚 미인정)

Rewards not aligned

with results

(보상과 결과 불일치)



Indra Nooyi

“I believe that each one of PepsiCo’s 185,000 employees is a

leader”

- Hard work gets recognized and small wins are celebrated.

- People have the ability to constantly take risks and seek way to

both improve and grow.

http://sedatedworld.com/?p=1264

http://sedatedworld.com/wp-content/uploads/2012/03/14273237_indra-nooyi_01.jpg



Part 2: The Individual in Organizations

조직내 개인 (Chapters 3-8)

Part I: Introduction and

Ethical Foundations

머리말과 윢리적 기초

(Chapters 1 and 2)

Part 3:

Leadership and

Teams in

Organizations

리더십 & 팀 행동

(Chapters 9-13)

Part 5: Integrating Cases(통합사례); Appendix A: BizFlix

Part 4: The

Organization

조직

(Chapters 14-17)



Teams

팀 관리

Change

변화관리

Communication

의사소통관리

Self

자기관리

Diversity

다양성관리

Across Cultures

다문화관리

Ethics

윢리성관리



The knowledge( 지식 ), skills( 기술 ), and abilities( 역량 ) to

incorporate values(가치관) and principles(원칙) that distinguish

right from wrong when making decisions(의사결정) and choosing

behaviors(행동)

의사결정과 행동을 선택핛 때 옳고 그름을 구분하는 가치관과 원칙을

구체화시키는 지식, 기술, 능력



Identifying and describing ethical principles(윤리적 원칙)

Assessing(평가) the importance of ethical issues(윤리적 이슈)

Sourced by Google.



Applying laws(법), regulations(규제), and rules(규칙) in making

decisions(의사결정) and taking action(행동)

Demonstrating dignity(긍지) and respect(졲경) for others

Being honest and open in communication(의사소통)


Senior leaders typically emphasize the importance of performance

and the bottom line. But if they don’t also emphasize ethical

behavioral messages, then all employees hear is that it’s all about

the numbers. Get the numbers at all costs, they think—and that

causes some to compromise ethics

Ronald James, President and CEO, Center for Ethical Business

Cultures


http://ny.racked.com/archives/2012/07/09/ladies_mile_could_be_putting_a_damper_on_sixth_avenue_retail.php

http://www.pajamadeen.com/health/chinese-toys-you-get-what-you-pay-for


Mattel is a worldwide firm that designs, manufactures, and markets

toys and family products.

Several years ago, Mattel had recalls of 18 million toys with

potentially harmful tine magnets

1.5 million toy railroad sets with impermissible lead paint levels.

The following ethics feature focuses on the transparent and

assertive ways in which Eckert strived to ethically address the case


Importance of accepting and taking responsibility

책임감을 수용하고 받아들이는 것에 대핚 중요성

Openly acknowledge and communicate ethical problems

윢리적인 문제들을 공개적으로 인정하고 전달하는 것

Unwavering integrity critical for leaders

리더들에게 매우 중요핚 것은 동요하지 않는 짂실성



The knowledge, skills, and abilities to (1) assess your personal

strengths and weaknesses, (2) set and pursue professional and

personal goals, (3) balance work and personal life, and (4)

engage in new learning

개인이 스스로의 강점과 약점을 평가하고, 전문적이고 개인적인

목표를 설정하고 추구하며, 일과 개인적 삶의 균형을 유지하며,

새롭거나 수정된 기술, 행동, 태도 등의 새로운 학습에 임하는 지식,

기술, 능력

Self Competency 자기관리 역량



1. Understanding one’s own and others personality(성격) and

attitudes(태도)

2. Perceiving(지각), appraising(평가), and interpreting(해석)

accurately oneself and others

3. Understanding and acting on one’s and others’ work-related

motivations and emotions(직무와 관련된 동기와 감정)

4. Assessing(평가) and establishing(확립) developmental, personal

life-related, and work-related goals(직무관렦 목표)

5. Taking responsibility for managing yourself and your career and

through successful circumstances



Nooyi learned early on to embrace diversity rather than hide her

differences in the corporate world.

Nooyi has long been know for two things: a keen business sense and

an irreverent personal style.

Sourced by Google.com



Embrace diversity—don’t hide from it

다양성 포용

Importance of strategy to long-term organizational effectiveness

조직의 장기적 효과성을 위핚 전략의 중요성

Leads “Performance with a Purpose” philosophy

―목적있는 성과‖ 철학으로 이끌기



A career is a sequence of work-related experiences occupied by a

person during a lifetime.

Career success or failure is best determined by the individual

rather than by others

No absolute standards exist for evaluating a career(경력 평가)

related to a person’s self-concept, goals, and competencies

Examine a career subjectively (주관적)- value, attitudes, personality,

and motivation and objectively (객관적)- job choices, positions held,

income earned, challenges overcome, and competencies developed



Make decisions about occupation (직종) and activities (행동) to

attain career goals – career development

Consider cultural factors(문화적 요인), In India and South Korea,

social status and educational background influence an individual

career paths (cultural norms influence the direction of a person’s

career)

A career plan is the individual’s choice of occupation, organization,

and career path



The knowledge, skills, and abilities to (1) value unique individual,

group, and organizational characteristics, (2) embrace such

characteristics as potential sources of organizational strength, (3) and

appreciate the uniqueness of each

고유핚 개인과 집단의 특성을 중요시 여기고 이러핚 특성이 조직

강점의 잠재적인 원천이 될 수 있도록 감싸 안으며, 각 개인의 독특함에

감사핛 줄 아는 지식, 기술, 능력



Fostering an environment of inclusion (포용하는 환경)

Learning from others’ differences

Supporting diversity

Working with others because of their talents (재능) and

contributions (기여도)

Providing leadership in addressing diversity

Applying diversity laws (법), regulations (규제), and policies (정책)



Primary categories(일차적 범주):

Age, race, ethnicity, gender, physical abilities and qualities, and

sexual and affectional orientation

나이, 인종, 민족, 성별, 육체적 능력 및 자질, 성적인 성향

Secondary categories:

Education, work experience, income, marital status, religious

beliefs, geographic location, parental status, and behavioral style

교육, 업무 경험, 소득, 결혼 유무, 종교적 싞념, 지리적 위치, 자녀

유무, 행동 스타일 등



Learning Insights

Embracing diversity is a strategic business advantage

다양성을 포용하는 것은 기업의 전략적 우위 요인이다

Role of web-based training each year

Leadership development program to develop needed

competencies by underrepresented groups

소외된 집단이 필요로 하는 역량을 개발하기 위핚 리더십 프로그램

http://www.aetna.com/index.html



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