“This subject focuses on how to improve productivity; reduce absenteeism, turnover, and deviant workplace behaviour; and increase organizational citizenship behaviour and job satisfaction.” Chapter 1 What is Organizational Behaviour? Organizational Behaviour (OB): Organizational behaviour is the study of both group and individual performance and activity within an organization. What Managers Do? Management Functions: Planning Organizing Heading Controlling Management Roles: Management Skills: Technical Skills Human Skills Conceptual Skills Miscellaneous Terms: Task Performance: The combination of effectiveness and efficiency at doing your core job tasks. Citizenship Behaviour: Person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. Group Cohesion: The extent to which group members support and validate one another while at work. Withdrawal Behaviour: The set of actions employees take to separate themselves from organization Chapter 2 Diversity in Organization Diversity: Workplace diversity refers to the variety of differences between people in an organization. It encompasses race, gender, ethnic group, age, personality, tenure, education, background and more. It not only involves how people perceive themselves, but how they perceive others. Levels of Diversity Surface-level diversity Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disabilitythat does not necessarily reflect the ways people think or feel but may activate certain stereotypes Deep-level diversity Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better Discrimination: Making judgments about individuals based on stereotypes regarding their demographic group. Some forms of discrimination are Sexual harassment, Intimidation, Exclusion, Incivility, Mockery and Insults. Biographical characteristics (Surface-level abilities): Personal characteristics such as age, gender, race, that is objective and easily obtained from personnel records. Ability (Deep-level abilities): An individual’s capacity to perform the various tasks in a job. Age Sex Race & Ethnicity Disability Tenure Religion Sexual Orientation & Gender diversity Cultural identity Intellectual abilities: The capacity to do mental activities- thinking reasoning, and problem solving. Some dimensions of intellectual abilities are Number aptitude, Verbal comprehension, Memory etc. General mental ability (GMA): An overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions. Physical abilities: The capacity to do tasks that demand stamina, strength, and similar characteristics. Basic physical abilities are Body coordination, Dynamic Strength, Flexibility, Balance etc. Diversity Management: The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others. Diversity Management Strategies: Attracting Selecting Developing Retaining Diverse Employees Chapter 3 Attitudes & Job Satisfaction Attitudes: Evaluative statements or judgements concerning objects, people or events. Main components of attitudes: 1. Cognitive Component: The opinion or belief segment of an attitude. 2. Affective component: The emotional or feeling segment of an attitude 3. Behavioural Component: An intention to behave in a certain way towards someone or something. Major Job Attitudes: 1. Job Satisfaction: A positive feeling about one’s job resulting from an evaluation of its characteristics. 2. Job Involvement: The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth. 3. Psychological empowerment: Employees’ belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job and their perceived autonomy on their work. 4. Organizational Commitment: The degree to which an employee identifies with organization and its goal, and wishes to maintain membership in the organization. 5. Perceived organizational support: The degree to which employees believe an organization values their contribution and cares about their well-being. 6. Employee Engagement: An individual’s involvement with, satisfaction with, and enthusiasm for the work he or she does. The impact of satisfied & dissatisfied employees on the workplace: a. Exit: Dissatisfaction expressed through behaviour directed towards leaving the organization. b. Voice: Dissatisfaction expressed through active and constructive attempts to improve conditions. c. Loyalty: Dissatisfaction expressed by passively waiting for conditions to improve. d. Neglect: Dissatisfaction expressed through allowing conditions to worsen. Miscellaneous Terms: 1. Cognitive Dissonance: Any incompatibility between two or more attitudes or between behavior and attitudes. 2. Core Self-Evaluations: Bottom line conclusions individuals have about their capability, competence and worth as a person. Chapter4 Emotions & Moods Affect: A broad range of feelings that people experience. Emotions Moods ▪ Intense feelings that are directed at someone or ▪ Feelings that tend to be less intense than emotions and that ▪ ▪ ▪ ▪ something lack a contextual stimulus. Cause is general, and unclear & it lasts longer ▪ (hours) Not indicated by distinct expressions Caused by specific event & brief (mins) Accompanied by distinct facial expressions ▪ E.G: Anger, fear, sadness, happiness, surprise E.G. positive (excitement) & negative Positive affect of mood: A mood dimension that consists of specific positive emotions such as excitement, self-assurance, and cheerfulness at the high end and boredom, sluggish-ness, and tiredness at the low end Negative affect of mood: A mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and relaxation, poise at the low end. Positive offset: The tendency of most individuals to experience a mildly positive mood at zero input (when nothing is going on) Sources of Emotions & Moods: Personality Time Day Social activities Sleep of the Day of week Exercise the Weather Stress Age Gender Affect intensity: Individual differences in the strengths with which individuals experience their emotions. Illusory correlation: The tendency of people to associate two events when there is no connection. (E.g. people tend to think nice weather improves their mood) Emotional labor: A situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work Emotional dissonance: Inconsistencies between the emotions people feel and the emotions they project Felt emotions: An individual’s actual emotions Displayed emotions: Emotions that are organizationally required & considered appropriate in given job Surface acting: Hiding one’s feelings & forgoing emotional expressions in response to display rules. Deep acting: Trying to modify one’s true feelings based on display rules. Affective events theory: Emotional Intelligence (EI): The ability to detect and to manage emotional cues and information. It is a person’s ability to: Perceive emotions in self and others, Understanding the meaning of emotions, regulate emotions Effects of Emotions & Moods in an organization: Selection Decision Making Negotiation Customer Service Creativity Motivation Leadership Job attitudes Workplace behaviour Safety & Injury at work Chapter 5 PERSONALITY AND VALUES PERSONALITY- “The dynamic organization within the individual of those psychological systems that determine his unique adjustments to his environment.” MYERS-BRIGGS TYPE INDICATOR- A 100 question personality test that taps four characteristics and classifies people into 1 to 16 personality types. Respondents are classified as Extraverted v/s Introverted Sensing (Practical) v/s Intuitive (unconscious processes) Thinking (reason) v/s Feeling Judging v/s perceiving (flexible) BIG FIVE PERSONALITY MODEL- 5 dimensions are- Extraversion (sociable, gregarious, assertive) Agreeableness (good natured, cooperative) Conscientiousness (Responsible, Dependable, persistent, organized) Emotional stability (calm, self-confident) Openness to experience (creative, curious) THE DARK TRAID THEORY- A constellation of negative personality traits consisting of Machiavellianism- The degree to which an individual is pragmatic, maintains emotional distance, and believes that end can justify means. Narcissism- The tendency to be arrogant, have a grandiose sense of self- importance requires excessive admiration and have a sense of entitlement. Psychopathy- The tendency for a lack of concern for others and a lack of guilt or remorse when their actions cause harm. SITUATION STRENGTH THEORY-A theory indicating that the way personality translates into behaviour depends on the strength of the situation. TRAIT ACTIVATION THEORY- A theory that predicts that some situations, events, or interventions „activate‟ a trait more than others. 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. There are two types of values Terminal values- Refers to desirable end states. Instrumental value- Preferable modes of behaviour or means of achieving one’s terminal values PERSON JOB THEORY- It proposes that the fit between personality type and occupational environment determines satisfaction and turnover. PERSON- ORGANIZATION FIT- People are attracted to and selected by organizations that match their values, and they leave organizations that are not compatible with their personalities. Five Value dimensions of National Culture Power Distance- Extent to which a society accepts that power in institutions is distributed unequally Individualism v/s Collectivism- People prefer to act as individuals rather than as members of groups Masculinity v/s femininity- The culture favours traditional masculine work roles of achievement, power Uncertainty avoidance- Society feels threatened by uncertain situations & tries to avoid them Long term v/s short term orientation- Emphasis on the future, thrift, and persistence (long term) Emphasizes the past and present, respect for tradition, and fulfilment of social obligations (short term) NOTE: This document is not exhaustive and does not guarantee complete preparation for exams. It is just a reference document.
