Management of People at Work

Social Inventions of groups of people urinateing to achieve their goals 2. intention Accomplishment- Individual assembled to achieve goals that faecesnot be d atomic number 53 by one existence alone 3. Group Effort By combining as a team, they give notice thus work efficiently to achieve goals What is Organizational style? Attitudes and ports of exclusive and group in governings. Involves systematic study of these attitudes and ports, and should be of chase to all students of solicitude Why study ABHOR? 1. It is interestingnessing 2. It Is giant as It helps us be more efficient .Makes a remnant because good companies atomic number 18 the one practicing It ABHOR goals 1. Predicting concourses Behavior Predicting what people unavoidablenesss to do in work life 2. Explaining Behavior- Explain wherefore people work in different counselling 3. Managing it- The art of getting things accomplished via others. If It nominate be predicted, It can be managed Early Prescr iption 2 phases to come correct way to manage organization 1. Sass, managers call back high peculiarity of labor, intensive coordination, centralized decision making to solve issue (Classical View- Authoritative) 2.Hawthorne Studies ? gentlemans gentleman relations movement was critique of classical caution and bureaucracy that advocated management styles that were more participative and oriented toward employee compulsions (Participative) Contingency Approach This approach grant there Is no best method depends on situation- No best method What Managers do? 1. Managerial Roles vary with management level and organizational technology 2. Interpersonal Roles- Roles that are used to establish and nourish social relations. Figurehead roles and spokesperson roles 3. Decisional Roles- Makes decision and the negotiator roleManagerial Activities 1. Routine communications (Exchange Info, portion out paperwork with people) 2. Traditional Management (Planning, Decision Making) 3. Net working (Socializing, politicking) 4. Human Resource Management (Managing Conflict, Staffing, training and development) One of the most fascinating findings is how emphasis on these various activities relates to management success. People who promote red-hot tends to do more networking and less(prenominal) humanity resource management. However, if success is successful managers are those who devote more eon and effort to human resource management and less networking.Managerial Agendas Successful Managers has uniform patterns via Agenda Setting, Networking and Agenda 1 . Agenda Setting- Managers tend to develop agendas of what they want to accomplish for organization. Usually In ball unwritten, more concerned with people issues and less numerical than most formal strategic plans 2. Networking- Managers established wide formal and informal network of key people inside and outside of organization to en surely cooperation inside and outside. 3. Agenda implementation- Managers use networks to implement agendas. They will go anywhere to obtain assistance. Managerial MindsIntuition- Problem identification and solve issues in a systematic manner International Managers- National Culture is one of the most important contingency variables with more ideas Contemporary Management Concerns 1. transformation Local and Global-With more diversity, people need to be treated fair and equally so that issues can be solved 2. Employee- Organization kindred Downsizing, Restructuring engineering live with been having lots of consequences of employees, lower Job satisfaction, lower morale, put ETC. ABHOR severalises its important that managers can manage these issues verificatoryly 3. cogitate on quality, Speed andFlexibility Increasing competition states Organizations have to do things faster because there is a greater need for quality, speed and flexibility to maintain standard 4. Employee Recruitment and Retention- Organizations find it difficult to sustain skilled employees in their workforce. Lack of skilled labor is a big issue for organizations and its pass judgment to get worse as baby boomers begin to retire. Recruitment work out then has to be more effective to find these employees personality and learnedness somebodyality Stable set of psychological characteristic that influence the way individual interact with his or her purlieu.It is reflected in the way people respond to other people, situations and problems. Personality and Organization behavior Individuals possess stable traits or characteristic. Interactions approach, ABHOR is a function of dispositions and situation. 5 Factor model of Personality Extroversion/Neurotics/Agreeableness/Conscientiousness/Openness to Experience Evidence state that big 5 is relate to Job performance. High conscientiousness is related to performance for all occupations and the best predictor of performance of all big 5. It is also related to motivation, Job satisfaction and career success local e ofControl- Beliefs that ones behavior is controlled by external force or internal self-importance Monitoring- Attitude of being aware of surrounding or not -High self monitors tend to be more involved in Jobs and to perform at a higher level. These Jobs usually includes sales, law, mankind relations and politics self-importance Esteem by surroundings. Higher self-importance Esteem tend to flock world more optimistically. Proactive Personality- Positive affectively tends to report world as having less stress Greater Self-Efficacy Trait that refers to individual belief that in his own cap mightiness to do well regardless of situation.They tend to have higher Job satisfaction, higher Job performance. Core Self Evaluation- Self Esteem/Self-Efficacy/Locus of control/ neurotics What is Learning? When practice or father leads to a permanent change in behavior. We assume that learning has occurred when individual behavior change. 4 types- Practical/ Interpersonal/elementariness/Cultu ral Awareness 4 types -Job Specific Skills/ Knowledge/ Technical Competence Operant Learning Theory- Subjects learns to officiate on environment to achieve certain consequences. Operant Leaning can be used to increase or reduce probability of behavior Increasing the Probability of BehaviorPromoting behavior is reinforcement?By which Stimuli strengthen behaviors. 2 Behaviors are Positive reinforcement/ cast out reinforcement Positive Reinforcement- addition or maintain probability of some behavior, this sends to be pleasant stimuli Negative Reinforcement- Increase or maintains probability of some behavior by removing them in the situation. Tends to be unpleasant experience Organizational Errors Involving Reinforcement 1. Confusing Rewards with Reinforces Stating why rewards are given clearly 2. Neglecting Diversity in Preference for Reinforces - interpret the flop benefits-Workaholic may not like holidays 3. Neglecting Important sources of reinforcement Feedback is good to let people know how well or mischievously they have do 4. Reinforcement strategies Reducing Probability of Behavior 1. Extinction- Limiting bad attitudes e. G- shorter breaks and so on2. Punishments Provide punishment deduct pay etc 3. Using punishments effectively?Make sure punishment is truly aversive/punish immediately/do not reward behaviors before/after punishments 4. Do not punish sexually attractive behavior Punishments can be effective to stop unwanted behavior and hence extinguish unwanted response.Reinforcing good behaviors is better than punishing bad behaviors Social Cognitive Theory Human behavior can be best explained through system of triadic reciprocal . Albert Bandeau social cognitive theory involves 3 parts 1. Modeling Copying others behavior, some can learn by copying others 2. Self-Efficacy- beliefs people have on their ability to successfully perform the task. 3. Self-regulation- Regulating oneself 1. Organizational behavior modification authoritative use of learning principles Can use all 3, money positive feedback to improve returns 2. Employee RecognitionProgram Publicly recognize employees- how to recognize, type of behavior encouraged, manner of public acknowledgement, token of recognition 3. Training program Positive effect on learning, skills and Job behaviors help to set goals when rewards sanctions used in trainees work environment 4. Career Development Individual progress through a serial of stages which involves certain plans and management component. Perception- Interpreting messages of our sense to provide order and subject matter of environment. Most important percept that influence organizational behavior are the perceptions of each other Components ofPerception 1. Perceiver Experience/motives/emotions can affect perception 2. Target Ambiguity or lack of target leads of greater need of interpretation of information 3. Situation 1. Social Identity Theory?People form perceptions of themselves based on characterist ics based on gender, religion, nationality, religion etc. 2. Model of the Perceptual Process Initially less cues of information from the target but as time passes, it becomes clearer and easier to decipher messages 3. Basic Biases in Person A. Primary Regency Effect Form impressions of others fairly quickly. We tend to read a lot into first impressions.B. Reliance on Central Traits- We read into others behavior based on their initial impressions C. Implicit Personality Theories- We organize our perceptions of others just about the presence of certain traits or personal characteristics of others that are particular interest to us D. Projection?If we are always honest, people tend to believe we are honest E. Stereotype- Putting players into a certain category to forecast their behavior (Page 13) 1. Consistency Cues- How consistent to his goals 2. Consensus Cues- How his actions deviate from social expectations tell us more about his behavior 3. Distinctiveness Cues- How