Fundamentals of
Management
‫ﻣﺒﺎﻧﻲ ﻣﺪﻳﺮﻳﺖ‬
Chapter VIII:
‫ﻓﺼﻞ ﻫﺸﺘﻢ‬
Foundations of Individual and Group Behavior ‫ﻣﺒﺎﻧﻲ رﻓﺘﺎر ﻓﺮدي وﮔﺮوﻫﻲ‬
Learning Outcomes
After reading this chapter, One
can:
‫اﻫﺪاف اﻳﻦ ﻓﺼﻞ از ﻛﺘﺎب‬
‫ داﻧﺸﺠﻮ ﻗﺎدر‬،‫ﭘﺲ از ﻣﻄﺎﻟﻌﻪ اﻳﻦ ﻓﺼﻞ‬
:‫ﺧﻮاﻫﺪ ﺑﻮد‬
1. Define the focus and goals of
organizational behavior.
.‫ ﻛﺎﻧﻮن واﻫﺪاف رﻓﺘﺎر ﺳﺎزﻣﺎﻧﻲ را ﺗﻌﺮﻳﻒ ﻛﻨﺪ‬.1
2. Identify and describe the three
components of attitudes.
.‫ ﺳﻪ ﺟﺰء ﺗﺸﻜﻴﻞ دﻫﻨﺪه ﻧﮕﺮش را ﻣﺸﺨﺺ ﻛﻨﺪ‬.2
3. Explain cognitive dissonance.
.‫ ﻧﺎ ﻫﻤﺴﺎﻧﻲ ﺷﻨﺎﺧﺘﻲ را ﺗﻮﺿﻴﺢ دﻫﺪ‬.3
4. Describe the Myers-Briggs
personality type framework and
its use in organizations.
‫ ﺑﺮﻳﮕﺮ‬-‫ ﭼﺎرﭼﻮب اﺻﻮل ﺷﺨﺼﻴﺘﻲ ﻣﺎﻳﺮز‬.4
‫(و ﻛﺎرﺑﺮد آن را در ﺳﺎزﻣﺎن ﺷﺮح‬MBIT)
.‫دﻫﺪ‬
5. Define perception and describe
the factors that can shape or
distort perception.
‫ ادراك را ﺗﻌﺮﻳﻒ ﻛﻨﺪ وﻋﻮاﻣﻞ ﺷﻜﻞ دﻫﻨﺪه و‬.5
‫ﺗﺤﺮﻳﻒ ﻛﻨﻨﺪه آن را ﺷﺮح دﻫﺪ‬
‫اﻫﺪاف اﻳﻦ ﻓﺼﻞ از ﻛﺘﺎب‬
‫)اداﻣﻪ(‬
‫ﭘﺲ از ﻣﻄﺎﻟﻌﻪ اﻳﻦ ﻓﺼﻞ‪ ،‬داﻧﺸﺠﻮ ﻗﺎدر‬
‫ﺧﻮاﻫﺪ ﺑﻮد‪:‬‬
‫‪ .6‬ﺗﻮﺿﻴﺢ دﻫﺪ ﭼﮕﻮﻧﻪ ﻣﺪﻳﺮان ﻣﻲ ﺗﻮاﻧﻨﺪ رﻓﺘﺎر‬
‫ﻛﺎرﻣﻨﺪ را ﺷﻜﻞ دﻫﺪ‪.‬‬
‫‪ .7‬ﮔﺮوه ﻫﺎي رﺳﻤﻲ و ﻏﻴﺮ رﺳﻤﻲ را ﻣﻘﺎﻳﺴﻪ ﻛﻨﺪ‪.‬‬
‫‪Learning Outcomes‬‬
‫)‪(cont’d‬‬
‫‪After reading this chapter, One‬‬
‫‪can:‬‬
‫‪Explain how managers can shape‬‬
‫‪employee behavior.‬‬
‫‪6.‬‬
‫‪Contrast formal and informal‬‬
‫‪groups‬‬
‫‪7.‬‬
‫‪Explain why people join groups.‬‬
‫‪ .8‬ﺗﻮﺿﻴﺢ دﻫﺪ ﻛﻪ ﭼﺮا اﻓﺮاد ﺑﻪ ﮔﺮوه ﻫﺎ ﻣﻲ ﭘﻴﻮﻧﺪﻧﺪ‪.‬‬
‫‪ .9‬ﭼﮕﻮﻧﮕﻲ اﺛﺮ ﻧﻘﺶ ﻫﺎ و ﻫﻨﺠﺎرﻫﺎ ﺑﺮ رﻓﺘﺎر ﻛﺎرﻛﻨﺎن‬
‫را ﺑﻴﺎن ﻛﻨﺪ‪.‬‬
‫‪ .10‬اﺛﺮ اﻧﺪازه ﮔﺮوه ﺑﺮ رﻓﺘﺎر ﮔﺮوﻫﻲ را ﺷﺮح دﻫﺪ‪.‬‬
‫‪8.‬‬
‫‪State how roles and norms‬‬
‫‪influence employees’ behavior.‬‬
‫‪9.‬‬
‫‪Describe how group size affects‬‬
‫‪group behavior.‬‬
‫‪10.‬‬
Organizational Behavior (OB) Defined
(OB) ‫رﻓﺘﺎر ﺳﺎزﻣﺎﻧﻲ‬
‫ﻣﻄﺎﻟﻌﻪ ﻋﻤﻠﻜﺮد اﻓﺮاد در ﻫﻨﮕﺎم ﻛﺎر‬
The study of the actions of people
at work
The focus of OB
‫ﻛﺎﻧﻮن ﺗﻮﺟﻪ رﻓﺘﺎر ﺳﺎزﻣﺎﻧﻲ‬
Individual behaviors Personality, ‫ﻳﺎدﮔﻴﺮي و‬،‫ ادراك‬،‫رﻓﺘﺎر ﻓﺮدي ﺷﺨﺼﻴﺖ‬
perception, learning, and
‫ﺗﺤﺮك‬
motivation
Group behaviors
،‫ وﻇﺎﻳﻒ‬،‫رﻓﺘﺎر ﮔﺮوﻫﻲ ﻫﻨﺠﺎرﻫﺎ‬
Norms, roles, team-and conflict
‫ﺳﺎﺧﺘﻤﺎن ﺗﻴﻤﻲ و ﺗﻌﺎرض ﻫﺎ‬
The goals of OB
To explain
To predict behavior
‫اﻫﺪاف رﻓﺘﺎر ﺳﺎزﻣﺎﻧﻲ‬
‫ﺗﺒﻴﻴﻦ رﻓﺘﺎر‬
‫ﭘﻴﺸﮕﻮﻳﻲ رﻓﺘﺎر‬
The Organization as an Iceberg Metaphor
‫ﺳﺎزﻣﺎن ﺑﻪ ﻣﺜﺎﺑﻪ ﻳﻚ ﻛﻮه ﻳﺨﻲ‬
Visible Aspect ‫
ر‬
Strategies ‫ا
ا ه‬
Objectives ‫اهاف‬
Policies and Procedures ‫روش ه و د
را ه‬
Structure ‫
ر‬
Technology ‫ور‬
Formal authority ‫اار ر‬
Chains of command ‫ز"! ه‬
Hidden Aspects ‫ن‬%& Attitudes
‫'ش‬
Perceptions (‫ادرا‬
Group norms
Informal interaction
Interpersonal and intergroup conflicts
‫ه"ره )وه‬
‫ * ر‬+, ‫رر‬
‫رض ن )وه و ن د‬
Behaviors of Interest to OB
‫رﻓﺘﺎر ﺳﺎزﻣﺎﻧﻲ‬
Employee productivity
The efficiency and effectiveness
of employees
Absenteeism
The election by employees to
attend work
Turnover
The exit of an employee from an
organization
Organizational citizenship
Employee behaviors that promote
the welfare of the organization
‫ﺑﻬﺮه وري ﻛﺎرﻣﻨﺪ‬
‫ﻛﺎراﻳﻲ و ﻛﺎرآﻣﺪي ﻛﺎرﻣﻨﺪان‬
‫ﻏﻴﺒﺖ ﻛﺎرﻣﻨﺪ‬
‫ﮔﺰﻳﻨﺶ ﻛﺎرﻣﻨﺪان ﺑﺮاي ﺗﻮﺟﻪ ﺑﻪ ﻛﺎر‬
‫ﺟﺎﻳﮕﺰﻳﻨﻲ ﻛﺎرﻣﻨﺪ‬
‫ﺧﺮوج ﻳﻚ ﻛﺎرﻣﻨﺪ از ﻳﻚ ﺳﺎزﻣﺎن‬
‫ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﻲ ﻛﺎرﻣﻨﺪ‬
‫رﻓﺘﺎرﻫﺎي ﻛﺎرﻣﻨﺪان ﻛﻪ ﻣﻨﺠﺮ ﺑﻪ ﺗﺮﻓﻴﻊ رﻓﺎه‬
.‫ﺳﺎزﻣﺎﻧﻲ ﻣﻲ ﺷﻮد‬
Understanding Employees
‫درك ﻧﻤﻮدن ﻛﺎرﻣﻨﺪان‬
Attitudes
Valuative statements
concerning objects, people,
or events
Cognitive component
– The beliefs, opinions,
knowledge, and
information held by a
person
Affective component
– The emotional, or feeling,
segment of an attitude
‫ﻧﮕﺮش ﻫﺎ‬
، ‫ﮔﻔﺘﻪ ﻫﺎﻳﻲ ﺑﺎ ارزش در راﺑﻄﻪ ﺑﺎ اﻫﺪاف‬
.‫ﻣﺮدم ﻳﺎ ﺣﻮادث‬
‫ﺟﺰء ﺷﻨﺎﺧﺖ‬
‫ داﻧﺶ و ﻣﺠﻤﻮﻋﻪ‬، ‫ ﻧﻈﺮات‬، ‫_ﺑﺎورﻫﺎ‬
‫اﻃﻼﻋﺎت ﺷﺨﺺ‬
‫ﺟﺰء ﻋﺎﻃﻔﻲ‬
‫ ﺑﺨﺸﻲ از‬، ‫_ﻫﻴﺠﺎن ﻳﺎ اﺣﺴﺎس‬
Behavioral component
– An intention to behave in
a certain way toward
someone or something
‫ﻳﻚ ﻧﮕﺮش‬
‫ﺟﺰء رﻓﺘﺎري‬
‫ ﻳﺎ رﻓﺘﺎري وﻳﮋه‬، ‫ ﻧﻴﺖ‬، ‫_ﻗﺼﺪ‬
‫در ﻣﻮرد ﻛﺴﻲ ﻳﺎ ﭼﻴﺰي‬
Job--Related Attitudes
Job
‫ﻧﮕﺮش ﻫﺎي ﻛﺎري‬
Job satisfaction
An employee’s general attitude
toward his or her job.
Job involvement
The degree to which an employee
identifies with his or her job,
actively participates in it, and
considers his or her job
performance important for selfworth.
Organizational commitment
An employee’s orientation toward
the organization in terms of his or
her loyalty to, identification with,
and involvement in the
organization.
‫رﺿﺎﻳﺖ ﺷﻐﻠﻲ‬
‫ﻧﮕﺮش ﻛﻠﻲ ﻛﺎرﻣﻨﺪ ﻧﺴﺒﺖ ﺑﻪ ﺷﻐﻞ ﺧﻮد‬
.‫ﻣﻲ ﺑﺎﺷﺪ‬
‫ﺟﺎذﺑﻪ ﺷﻐﻠﻲ‬
‫درﺟﻪ اي اﺳﺖ ﻛﻪ ﻛﺎرﻣﻨﺪ ﺑﻪ ﻃﻮر ﻓﻌﺎل ﺑﻪ‬
‫ﻛﺎر ﺧﻮد ﺑﭙﺮدازد و اﻧﺠﺎم ﻛﺎر و ﻣﺴﺌﻮﻟﻴﺖ ﺧﻮد‬
.‫را ﻣﻬﻢ ﺗﺮ از ﻣﻨﺎﻓﻊ ﺷﺨﺼﻲ ﺧﻮﻳﺶ ﻣﻲ ﭘﻨﺪارد‬
‫ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﻲ‬
، ‫ﻋﻼﻗﻪ ﻣﻨﺪي ﻛﺎرﻣﻨﺪ ﻧﺴﺒﺖ ﺑﻪ ﺳﺎزﻣﺎن اﺳﺖ‬
‫ ﺷﻨﺎﺳﺎﻳﻲ و ﺟﺬب ﻧﺴﺒﺖ‬، ‫ﻛﻪ در ﻗﺎﻟﺐ وﻓﺎداري‬
.‫ﺑﻪ ﺳﺎزﻣﺎن ﺗﻌﺮﻳﻒ ﻣﻲ ﺷﻮد‬
Cognitive Dissonance Theory
‫ﻧﻈﺮﻳﻪ ﻧﺎﻫﻤﺴﺎﻧﻲ ﺷﻨﺎﺧﺘﻲ‬
Cognitive dissonance
Any incompatibility between two or
more attitudes or between behavior
and attitudes
Inconsistency is uncomfortable
and individuals will seek a stable
state with a minimum of
dissonance.
The desire to reduce dissonance
is determined by:
– The importance of the elements
creating the dissonance
– The degree of influence the
individual believes he or she has
over the elements
– The rewards that may be
involved.
‫ﻧﺎﻫﻤﺴﺎﻧﻲ ﺷﻨﺎﺧﺘﻲ‬
‫ﻫﺮ ﻧﻮع ﻧﺎﺳﺎزﮔﺎري ﻛﻪ ﻓﺮد ﻣﻤﻜﻦ اﺳﺖ ﺑﻴﻦ‬
‫دو ﻳﺎ ﭼﻨﺪ ﻧﮕﺮش ﺧﻮد ﻳﺎ ﺑﻴﻦ رﻓﺘﺎر و ﻧﮕﺮش ﻫﺎي‬
.‫ﺧﻮﻳﺶ ﺑﻴﺎﺑﺪ‬
‫ از‬.‫ﻫﺮ ﻧﻮع ﻧﺎﻣﻮزوﻧﻲ آزاردﻫﻨﺪه اﺳﺖ‬
.‫اﻳﻦ رو اﻓﺮاد ﺟﻮﻳﺎي ﺣﺎﻟﺘﻲ ﺛﺎﺑﺖ و ﭘﺎﻳﺪارﻧﺪ‬
‫ﺣﺎﻟﺘﻲ ﻛﻪ در ﺑﺮﮔﻴﺮﻧﺪه ﺣﺪاﻗﻞ ﻧﺎﻫﻤﺴﺎﻧﻲ‬
.‫ﺑﺎﺷﺪ‬
‫ﻋﻮاﻣﻞ ﺗﻌﻴﻴﻦ ﻛﻨﻨﺪه ﺗﻤﺎﻳﻞ ﺑﻪ ﻛﺎﻫﺶ‬
:‫ﻧﺎﻫﻤﺴﺎﻧﻲ ﻋﺒﺎرﺗﻨﺪ از‬
‫ﻣﻴﺰان اﻫﻤﻴﺖ ﻋﻨﺎﺻﺮ ﺑﻪ وﺟﻮدآورﻧﺪه‬
‫ﻧﺎﻫﻤﺴﺎﻧﻲ‬
‒
‫ﻣﻴﺰان اﺛﺮي ﻛﻪ ﺑﺎورﻫﺎي ﻣﺮﺑﻮﻃﻪ روي ﻓﺮد‬
.‫دارﻧﺪ‬
‒
Fostering Positive Job Attitudes
‫ﭘﺮورش ﻧﮕﺮش ﻫﺎي ﻣﺜﺒﺖ ﻛﺎري‬
Managers can reduce dissonance
by:
Creating the perception that the
source of the dissonance is externally
imposed and uncontrollable.
Increasing employee rewards for
engaging in the behaviors related to
the dissonance.
Satisfied workers are not
necessarily more productive
workers.
Assisting employees in successful
performance of their jobs will
increase their desired outcomes and
lead to increased job satisfaction—
focusing on productivity as a means
rather than an ends.
‫ﻣﺪﻳﺮان ﻗﺎدر ﺑﻪ ﻛﺎﻫﺶ ﻧﺎﻫﻤﺴﺎﻧﻲ ﻣﻲ‬
.‫ﺑﺎﺷﻨﺪ‬
:‫از ﻃﺮﻳﻖ‬
‫ ﻛﻪ‬، ‫اﻳﺠﺎد اﻳﻦ آﮔﺎﻫﻲ ﺑﺮاي ﻛﺎرﻣﻨﺪان‬
‫ از ﺧﺎرج ﺗﺤﻤﻴﻞ ﺷﺪه و‬، ‫اﻳﻦ ﻧﺎﻫﻤﺴﺎﻧﻲ‬
.‫ﻏﻴﺮﻗﺎﺑﻞ ﻛﻨﺘﺮل اﺳﺖ‬
‫اﻓﺰاﻳﺶ ﭘﺎداش ﺑﺮاي ﺟﻠﺐ ﺗﻮﺟﻪ‬
.‫ﻛﺎرﻣﻨﺪان ﺑﻪ اوﺿﺎع ﻣﺮﺑﻮط ﺑﻪ ﻧﺎﻫﻤﺴﺎﻧﻲ‬
‫ﻛﺎرﮔﺮان راﺿﻲ ﻟﺰوﻣﺎً ﺗﻮﻟﻴﺪﻛﻨﻨﺪه ﺗﺮﻳﻦ‬
.‫ﻛﺎرﮔﺮان ﻧﻴﺴﺘﻨﺪ‬
‫ﻛﻤﻚ ﺑﻪ ﻛﺎرﻣﻨﺪان در اﻧﺠﺎم وﻇﻴﻔﻪ‬
‫ ﺳﺒﺐ اﻓﺰاﻳﺶ‬، ‫ﺑﻪ ﻧﺤﻮ ﻣﻮﻓﻘﻴﺖ آﻣﻴﺰ‬
‫دﺳﺘﺎورد ﻫﺎي ﻣﻄﻠﻮب و ﻧﻴﺰ رﺿﺎﻳﺖ‬
‫ﺷﻐﻠﻲ ﺧﻮاﻫﺪ ﺷﺪ _ﺗﻤﺮﻛﺰ ﺑﺮ ﺑﻬﺮه وري‬
‫ﺑﻪ ﻋﻨﻮان اﺑﺰاري ﺑﺮاي رﺳﻴﺪن ﺑﻪ ﻫﺪف‬
.‫ ﻧﻪ ﺧﻮد ﻫﺪف‬، ‫اﺳﺖ‬
Personality and Behavior
‫ﺷﺨﺼﻴﺖ و رﻓﺘﺎر‬
Personality is the combination
of the psychological traits that
characterize that person.
Myers-Briggs Type Indicator
(MBTI)
A method of identifying personality
types uses four dimensions of
personality to identify 16 different
personality types.
Big Five model
Five-factor model of personality
that includes extroversion,
agreeableness,
conscientiousness, emotional
stability, and openness to
experience.
‫ﺷﺨﺼﻴﺖ اﻓﺮاد ﺗﺮﻛﻴﺒﻲ از وﻳﮋﮔﻲ‬
‫ﻫﺎي رواﻧﻲ اﺳﺖ ﻛﻪ ﺟﺎﻳﮕﺎه ﺷﺨﺺ را‬
.‫ﻣﺸﺨﺺ ﻣﻲ ﻛﻨﺪ‬
‫ ﺑﺮﻳﮕﺰ‬-‫ﺷﺎﺧﺺ اﺻﻮل ﻣﺎﻳﺮز‬
(MBIT)
‫ﻳﻜﻲ از روش ﻫﺎي ﺗﺸﺨﻴﺺ‬
‫ ﭼﻬﺎر ﺑﻌﺪ ﺷﺨﺼﻴﺘﻲ را ﺑﻪ‬، ‫ﺷﺨﺼﻴﺖ‬
‫ﻛﺎر ﻣﻲ ﮔﻴﺮد ﺗﺎ ﺷﺎﻧﺰده وﻳﮋﮔﻲ‬
‫ﺷﺨﺼﻴﺘﻲ ﺑﺰرگ‬
‫ﭘﻨﺞ وﻳﮋﮔﻲ‬
.‫ﻣﺨﺘﻠﻒ را ﺷﻨﺎﺳﺎﻳﻲ ﻛﻨﺪ‬
‫اﻟﮕﻮي ﭘﻨﺞ وﻳﮋﮔﻲ ﺷﺨﺼﻴﺘﻲ‬
‫ ﺗﻮاﻓﻖ‬،‫اﺳﺖ ﻛﻪ ﺷﺎﻣﻞ ﺑﺮون ﮔﺮاﻳﻲ‬
،‫ دوام ﻋﺎﻃﻔﻲ‬،‫ وﻇﻴﻔﻪ ﺷﻨﺎﺳﻲ‬،‫ﭘﺬﻳﺮي‬
.‫ﺻﺪاﻗﺖ ﻧﺴﺒﺖ ﺑﻪ ﺗﺠﺎرب ﻣﻲ ﺑﺎﺷﺪ‬
Myers-Briggs Type Indicator (MBTI)
Myers(MBIT)‫ ﺑﺮﻳﮕﺰ‬-‫ﺷﺎﺧﺺ اﺻﻮل ﻣﺎﻳﺮز‬
Extroversion versus
introversion (EI)
An individual’s orientation
toward the inner world of
ideas (I) or the external world
of the environment (E).
Sensing versus intuitive
(SN)
An individual’s reliance on
information gathered from
the external world (S) or from
the world of ideas (N).
‫ﺑﺮون ﮔﺮاﻳﻲ در ﺑﺮاﺑﺮ درون‬
‫ﮔﺮاﻳﻲ‬
(EI)
‫ﺟﻬﺖ ﮔﻴﺮي ﻓﺮد در ﺑﺮاﺑﺮ دﻧﻴﺎي دروﻧﻲ‬
.‫اﻧﺪﻳﺸﻪ ﻫﺎ ﻳﺎ ﻣﺤﻴﻂ دﻧﻴﺎي ﺧﺎرج ﻣﻲ ﺑﺎﺷﺪ‬
(SN) ‫ﺣﺴﻲ در ﺑﺮاﺑﺮ ﺷﻬﻮدي‬
‫ﻣﻴﺰان اﻋﺘﻤﺎد ﻓﺮد ﺑﻪ اﻃﻼﻋﺎﺗﻲ ﻛﻪ از‬
(N)‫(ﻳﺎ از دﻧﻴﺎي اﻧﺪﻳﺸﻪ ﻫﺎ‬S) ‫دﻧﻴﺎي ﺧﺎرج‬
.‫ﮔﺮد آﻣﺪه اﺳﺖ‬
Myers-Briggs Type Indicator (MBTI) (cont’d)
Myers(‫()اداﻣﻪ‬MBIT) ‫ ﺑﺮﻳﮕﺰ‬-‫ﺷﺎﺧﺺ اﺻﻮل ﻣﺎﻳﺮز‬
Thinking versus feeling
(TF)
One’s preference for
evaluating information in an
analytical manner (T) or on
the basis of values and
beliefs (F).
Judging versus perceiving
(JP).
Reflects an attitude toward
the external world that is
either task completion
oriented (J) or information
seeking (P).
‫ﺗﻔﻜﺮ در ﺑﺮاﺑﺮ اﺣﺴﺎس‬
(TF)
‫ارﺟﺤﻴﺖ ﻓﺮد ﺑﻪ ارزﻳﺎﺑﻲ اﻃﻼﻋﺎت‬
‫ﺑﻪ ﺷﻴﻮه ﺗﺨﻴﻠﻲ ﻳﺎ ﺑﺮ ﻣﺒﻨﺎي ارزش‬
. ‫ﻫﺎ و ﺑﺎورﻫﺎ‬
‫ﻗﻀﺎوت در ﺑﺮاﺑﺮ ادراك‬
(JP)
‫ﻧﮕﺮش ﻧﺴﺒﺖ ﺑﻪ دﻧﻴﺎي ﺧﺎرج را‬
‫ﻛﻪ در ﺟﻬﺖ ﺗﻜﻤﻴﻞ وﻇﻴﻔﻪ ﻳﺎ‬
‫ﺟﺴﺘﺠﻮي اﻃﻼﻋﺎت اﺳﺖ ﻧﺸﺎن ﻣﻲ‬
.‫دﻫﺪ‬
Big Five Model of Personality Factors
‫ﭘﻨﺞ وﻳﮋﮔﻲ ﺑﺰرگ ﺷﺨﺼﻴﺘﻲ‬
Extroversion
Agreeableness
‫ﺑﺮون ﮔﺮاﻳﻲ‬
‫ﺗﻮاﻓﻖ ﭘﺬ ﻳﺮي‬
Conscientiousness
‫وﻇﻴﻔﻪ ﺷﻨﺎﺳﻲ‬
Emotional stability
‫دوام ﻋﺎﻃﻔﻲ‬
Openness to experience
‫ﺻﺪاﻗﺖ ﻧﺴﺒﺖ ﺑﻪ ﺗﺠﺎرب‬
The Big Five Model of Personality
‫ﭘﻨﺞ وﻳﮋﮔﻲ ﺑﺰرگ ﺷﺨﺼﻴﺘﻲ‬
Extroversion
A personality dimension that describes the
degree to which someone is sociable,
talkative, and assertive.
Agreeableness
A personality dimension that describes the
degree to which someone is goodnatured, cooperative, and trusting.
Conscientiousness
A personality dimension that describes the
degree to which someone is responsible,
dependable, persistent, and achievement
oriented.
Emotional stability
A personality dimension that describes the
degree to which someone is calm,
enthusiastic, and secure (positive) or
tense, nervous, depressed, and insecure
(negative).
Openness to experience
A personality dimension that describes the
degree to which someone is imaginative,
artistically sensitive, and intellectual.
‫ﺑﺮون ﮔﺮاﻳﻲ‬
،‫ﻳﻚ ﺑﻌﺪ ﺷﺨﺼﻴﺘﻲ اﺳﺖ ﻛﻪ درﺟﻪ اﺟﺘﻤﺎﻋﻲ ﺑﻮدن‬
.‫ﺟﺮأت داﺷﺘﻦ و ﭘﺮﭼﺎﻧﮕﻲ را ﺗﻮﺻﻴﻒ ﻣﻲ ﻛﻨﺪ‬
‫ﺗﻮاﻓﻖ ﭘﺬﻳﺮي‬
،‫ﺑﻌﺪي ﺷﺨﺼﻴﺘﻲ اﺳﺖ ﻛﻪ درﺟﻪ ﺧﻮش ﺧﻠﻘﻲ‬
.‫ﺗﻌﺎون و اﻋﺘﻤﺎد ﭘﺬﻳﺮي ﻓﺮد را ﺷﺮح ﻣﻲ دﻫﺪ‬
‫وﻇﻴﻔﻪ ﺷﻨﺎﺳﻲ‬
‫ﻳﻚ ﺑﻌﺪ ﺷﺨﺼﻴﺘﻲ اﺳﺖ ﻛﻪ ﻣﻴﺰان ﻣﺴﺌﻮﻟﻴﺖ‬
‫ ﭘﺸﺘﻜﺎر و ﻫﺪﻓﮕﺮا ﺑﻮدن ﻓﺮد‬،‫ ﻗﺎﺑﻠﻴﺖ اﻋﺘﻤﺎد‬،‫ﭘﺬﻳﺮي‬
.‫را ﺗﻮﺻﻴﻒ ﻣﻲ ﻛﻨﺪ‬
‫دوام ﻋﺎﻃﻔﻲ‬
‫ اﺷﺘﻴﺎق و‬،‫ﻳﻚ ﺑﻌﺪ ﺷﺨﺼﻴﺘﻲ اﺳﺖ ﻛﻪ درﺟﻪ آراﻣﻲ‬
‫ اﻓﺴﺮدﮔﻲ و ﻧﺎ‬،‫ﻋﺼﺒﺎﻧﻴﺖ‬،‫اﻳﻤﻨﻲ)ﻣﺜﺒﺖ( ﻳﺎ ﺧﺸﻮﻧﺖ‬
.‫اﻣﻨﻲ)ﻣﻨﻔﻲ( ﺷﺨﺺ را ﺷﺮح ﻣﻲ دﻫﺪ‬
‫ﺻﺪاﻗﺖ ﻧﺴﺒﺖ ﺑﻪ ﺗﺠﺎرب‬
،‫ﻳﻚ ﺑﻌﺪ ﺷﺨﺼﻴﺘﻲ اﺳﺖ ﻛﻪ درﺟﻪ ﺧﻼﻗﻴﺖ‬
‫ﺣﺴﺎﺳﻴﺖ ﻫﻨﺮي و روﺷﻦ ﻓﻜﺮي ﺷﺨﺺ را‬
Emotional intelligence (EI)
(EI)) ‫ﻫﻮش ﻋﺎﻃﻔﻲ‬
(EI
An assortment of non cognitive
skills, capabilities, and
competencies that influence a
person’s ability to cope with
environmental demands and
pressures.
Dimensions of EI
- Self-awareness own feelings
- Self-management of own emotions
- Self-motivation in face of setbacks
- Empathy for others’ feelings
- Social skills to handle others’
emotions
‫ﻳﻚ ﻃﺒﻘﻪ ﺑﻨﺪي از ﻣﻬﺎرت ﻫﺎي ﻏﻴﺮ‬
،‫ ﺗﻮان رﻗﺎﺑﺖ‬،‫ اﻣﻜﺎﻧﺎت‬،‫ﺷﻨﺎﺧﺘﻲ‬
‫ﻛﻪ ﺑﺮ ﺗﻮاﻧﺎﻳﻲ ﺷﺨﺺ ﺑﻪ ﻫﻨﮕﺎم‬
‫روﻳﺎروﻳﻲ ﺑﺎ ﻧﻴﺎز ﻫﺎ و ﻓﺸﺎرﻫﺎي‬
.‫ ﺗﺄﺛﻴﺮ ﻣﻲ ﮔﺬارد‬،‫ﻣﺤﻴﻄﻲ‬
‫اﺑﻌﺎد ﻫﻮش ﻋﺎﻃﻔﻲ‬
‫ ﺧﻮد آﮔﺎﻫﻲ اﺣﺴﺎﺳﺎت ﺷﺨﺼﻲ‬‫ ﺧﻮدﻣﺪﻳﺮﻳﺘﻲ ﻫﻴﺠﺎﻧﺎت‬‫ ﺧﻮداﻧﮕﻴﺰي در ﻣﻘﺎﺑﻞ ﻋﻘﺐ ﻧﺸﻴﻨﻲ‬‫ ﻫﻤﺪ ﻟﻲ ﺑﺎ اﺣﺴﺎﺳﺎت دﻳﮕﺮان‬‫ ﻣﻬﺎرت ﻫﺎي اﺟﺘﻤﺎﻋﻲ ﺑﺮاي اداره‬‫ﻫﻴﺠﺎﻧﺎت دﻳﮕﺮان‬
Personality Traits And WorkWork-related Behaviors
‫وﻳﮋﮔﻲ ﻫﺎي ﺷﺨﺼﻴﺘﻲ و ﻋﻤﻠﻜﺮدﻫﺎي ﺷﻐﻠﻲ‬
Locus of control
A personality attribute that
measures the degree to which
people believe that they are
masters of their own fate.
Machiavellianism (“Mach”)
A measure of the degree to
which people are pragmatic,
maintain emotional distance,
and believe that ends can
justify means.
‫ﺧﻮدﻛﻨﺘﺮﻟﻲ‬
‫ﺑﻌﻀﻲ ﺑﺮ اﻳﻦ ﺑﺎورﻧﺪ ﻛﻪ ﺑﺮ‬
‫ﺳﺮﻧﻮﺷﺖ ﺧﻮﻳﺶ ﻧﻈﺎرت‬
‫ﻳﻚ وﻳﮋﮔﻲ‬.،‫ﺧﻮدﻛﻨﺘﺮﻟﻲ‬.‫دارﻧﺪ‬
‫ﻛﻪ درﺟﻪ اﻳﻦ‬،‫ﺷﺨﺼﻴﺘﻲ اﺳﺖ‬
.‫ﺑﺎور را ﻣﻲ ﺳﻨﺠﺪ‬
(“Mach”) ‫ﻣﺎﻛﻴﺎوﻟﻲ ﮔﺮي‬
‫ﻣﻌﻴﺎر ﺳﻨﺠﺶ ﺑﺮاي ﻣﺮدﻣﻲ ﻛﻪ‬
‫ و‬،‫ﻋﻤﻠﮕﺮا وﻛﻤﺘﺮ ﻋﺎﻃﻔﻲ ﻫﺴﺘﻨﺪ‬
‫ﻣﻌﺘﻘﺪ ﻧﺪ ﻛﻪ ﻫﺪف ﻣﻲ ﺗﻮاﻧﺪ‬
.‫وﺳﻴﻠﻪ را ﺗﻮﺟﻴﻪ ﻛﻨﺪ‬
Personality Traits And WorkWork-related Behaviors
(‫وﻳﮋﮔﻲ ﻫﺎي ﺷﺨﺼﻴﺘﻲ و ﻋﻤﻠﻜﺮدﻫﺎي ﺷﻐﻠﻲ )اداﻣﻪ‬
Self-esteem (SE)
An individual’s degree of life
dislike for him- or herself
Self-monitoring
A measure of an individual’s
ability to adjust his or her
behavior to external,
situational factors
Propensity for risk taking
The willingness to take
chances—a preference to
assume or avoid risk
(SE) ‫ﻋﺰت ﻧﻔﺲ‬
‫ﻣﻴﺰان ﻋﻼﻗﻪ ﻳﺎ ﻋﺪم ﻋﻼﻗﻪ ﻣﺮدم‬
‫ﻧﺴﺒﺖ ﺑﻪ ﺧﻮدﺷﺎن‬
‫ﺳﺎزش ﭘﺬﻳﺮي‬
‫ﻣﻌﻴﺎري ﺑﺮاي ﺳﻨﺠﺶ ﺗﻮاﻧﺎﻳﻲ ﻓﺮد‬
‫در ﺟﻬﺖ ﺗﻌﺪﻳﻞ رﻓﺘﺎرش ﻧﺴﺒﺖ ﺑﻪ‬
.‫ﻋﻮاﻣﻞ ﻣﻮﻗﻌﻴﺘﻲ و ﺧﺎرﺟﻲ‬
‫رﻳﺴﻚ ﭘﺬﻳﺮي‬
‫ﺗﻤﺎﻳﻞ ﺑﻪ ﺧﻄﺮﭘﺬﻳﺮي– ارﺟﺤﻴﺖ دادن‬
.‫ﺑﻪ ﻗﺒﻮل ﻳﺎ ﻋﺪم ﭘﺬﻳﺮش رﻳﺴﻚ‬
Matching Personalities And Jobs
‫ﺗﻄﺒﻴﻖ ﺷﺨﺼﻴﺖ و ﻛﺎر‬
Person
/0
Job Job
3
Person
Performance
‫د‬12
Holland’s Typology of Personality
and Sample Occupations
‫ﺳﻨﺦ ﺷﻨﺎﺳﻲ ﺷﺨﺼﻴﺘﻲ و ﻧﻤﻮﻧﻪ ﺷﻐﻠﻲ ﻫﺎﻟﻨﺪ‬
Realistic
Prefers physical
activities that require
skill, strength, and
coordination
Investigative
Prefers activities
involving thinking,
organizing, and
understanding
Social
Prefers activities that
involve helping and
developing others
‫واﻗﻊ ﮔﺮا‬
‫ﻓﻌﺎﻟﻴﺖ ﻫﺎي ﻓﻴﺰﻳﻜﻲ را ﺗﺮﺟﻴﺢ ﻣﻲ‬
‫ ﺗﻮاﻧﺎﻳﻲ و‬،‫دﻫﺪ ﻛﻪ ﻧﻴﺎز ﺑﻪ ﻣﻬﺎرت‬
.‫ﻫﻤﺎﻫﻨﮕﻲ دارﻧﺪ‬
‫ﺳﻨﺖ ﮔﺮا‬
،‫ﻓﻌﺎﻟﻴﺖ ﻫﺎي آﻳﻴﻦ ﻧﺎﻣﻪ اي‬
‫دﺳﺘﻮراﻟﻌﻤﻠﻲ و ﻏﻴﺮ ﺟﺎه ﻃﻠﺒﺎﻧﻪ را ﺗﺮﺟﻴﺢ‬
.‫ﻣﻲ دﻫﺪ‬
‫ﻛﺎوش ﮔﺮا‬
‫ﻓﻌﺎﻟﻴﺖ ﻫﺎﻳﻲ را ﺗﺮﺟﻴﺢ ﻣﻲ دﻫﺪ ﻛﻪ ﺑﻪ‬
‫ ﺳﺎزﻣﺎن دﻫﻲ و درك ﻣﻮﺿﻮع ﻧﻴﺎز‬،‫ﺗﻔﻜﺮ‬
‫دارد‬
Holland’s Typology of Personality
and Sample Occupations (cont’d)
(‫ﺳﻨﺦ ﺷﻨﺎﺳﻲ ﺷﺨﺼﻴﺘﻲ و ﻧﻤﻮﻧﻪ ﺷﻐﻠﻲ ﻫﺎﻟﻨﺪ)اداﻣﻪ‬
Conventional
Prefers rule-regulated,
orderly and unambiguous
activities
Enterprising
Prefers verbal activities
where there are
opportunities to influence
others and attain power
Artistic
Prefers ambiguous and
unsystematic activities that
allow creative expression
‫ﺳﻮداﮔﺮا‬
‫ﻓﻌﺎﻟﻴﺖ ﻫﺎي ﻛﻼﻣﻲ و ﻟﻔﻈﻲ را ﺗﺮﺟﻴﺢ ﻣﻲ‬
‫ ﻛﻪ ﻓﺮﺻﺖ ﺗﺤﺖ ﺗﺄﺛﻴﺮ ﻗﺮار دادن‬،‫دﻫﺪ‬
.‫دﻳﮕﺮان وﻛﺴﺐ ﻗﺪرت را داﺷﺘﻪ ﺑﺎﺷﺪ‬
‫اﺟﺘﻤﺎﻋﻲ‬
‫ﻓﻌﺎﻟﻴﺖ ﻫﺎﻳﻲ را ﺗﺮﺟﻴﺢ ﻣﻲ دﻫﺪ ﻛﻪ‬
‫ﺷﺎﻣﻞ ﻛﻤﻚ ﺑﻪ دﻳﮕﺮان و ﺑﻬﺒﻮد ﺣﺎل آن ﻫﺎ‬
.‫ﻣﻲ ﺷﻮد‬
‫ﻫﻨﺮ ﮔﺮا‬
‫ﻓﻌﺎﻟﻴﺖ ﻫﺎي ﻣﺒﻬﻢ و ﻏﻴﺮ ﻣﻨﻈﻢ را ﻛﻪ ﺑﻴﺎن‬
‫ ﺗﺮﺟﻴﺢ‬،‫ﺧﻼﻗﻴﺖ در آن روا داﺷﺘﻪ ﻣﻲ ﺷﻮد‬
.‫ﻣﻲ دﻫﺪ‬
Artistic (A)
‫ﻫﻨﺮﮔﺮا‬
Conventional (C)
‫ﺳﻨﺖ ﮔﺮا‬
Relationship Among Occupational Personality Types
‫راﺑﻄﻪ ي ﺑﻴﻦ ﺷﺨﺼﻴﺖ و ﺷﻐﻞ‬
Key Points of Holland’s Model
‫ﻧﻜﺎت ﻛﻠﻴﺪي اﻟﮕﻮي ﻫﺎﻟﻨﺪ‬
There do appear to be
intrinsic differences in
personality among
individuals.
There are different types of
jobs.
People in job environments
congruent with their
personality types should be
more satisfied and less
likely to resign voluntarily
than people in incongruent
jobs.
‫ﻛﺎﻣﻼ ﻣﺸﻬﻮد اﺳﺖ ﻛﻪ اﺧﺘﻼﻓﻲ‬
‫ذاﺗﻲ ﺑﻴﻦ ﺷﺨﺼﻴﺖ ﻫﺎ وﺟﻮد‬
.‫دارد‬
.‫ﻣﺸﺎﻏﻞ اﻧﻮاع ﻣﺨﺘﻠﻒ دارﻧﺪ‬
‫اﻓﺮادي ﻛﻪ در ﻣﺤﻴﻂ ﻛﺎري‬
‫ﺳﺎزﮔﺎر ﺑﺎ ﺳﻨﺦ ﺷﺨﺼﻴﺘﻲ‬
‫ ﻧﺴﺒﺖ ﺑﻪ‬،‫ﺷﺎن ﻛﺎر ﻣﻲ ﻛﻨﻨﺪ‬
‫اﻓﺮادي ﻛﻪ ﻧﻮع ﺷﻐﻞ را ﻣﺘﻨﺎﺳﺐ‬
،‫ﺑﺎ ﺷﺨﺼﻴﺖ ﺧﻮد ﻧﻤﻲ داﻧﻨﺪ‬
‫رﺿﺎﻳﺖ ﺑﻴﺸﺘﺮي دارﻧﺪ وﻛﻤﺘﺮ‬
‫ﻣﺎﻳﻠﻨﺪ ﻛﻪ داوﻃﻠﺒﺎﻧﻪ آن را ﺗﺮك‬
.‫ﻛﻨﻨﺪ‬
Personality Characteristics of Entrepreneurs
‫وﻳﮋﮔﻲ ﻫﺎي ﺷﺨﺼﻴﺘﻲ ﻣﺪﻳﺮان‬
Proactive personality
High level of motivation
Internal locus of control
Need for autonomy
Abundance of self-confidence
Self-esteem
High energy levels
Persistence
Moderate risk taker
Problem solver
‫ﺷﺨﺼﻴﺖ‬
‫ﺳﻄﺢ ﺑﺎﻻي اﻧﮕﻴﺰش‬
‫ﺧﻮدﻛﻨﺘﺮﻟﻲ دروﻧﻲ‬
‫ﻧﻴﺎز ﺑﻪ ﺧﻮدﻣﺨﺘﺎري‬
‫ﻓﺮاواﻧﻲ اﻋﺘﻤﺎد ﺑﻪ ﻧﻔﺲ‬
‫ﻋﺰت ﻧﻔﺲ‬
‫ﺳﻄﻮح ﺑﺎﻻي اﻧﺮژي‬
‫ﭘﻴﮕﻴﺮي‬
‫رﻳﺴﻚ ﭘﺬﻳﺮِ ﻣﻴﺎﻧﻪ رو‬
‫ﻣﺸﻜﻞ ﮔﺸﺎ‬
Perception
‫ادراك‬
Perception
A process by which
individuals organize and
interpret their sensory
impressions in order to give
meaning to their
environment.
‫ادراك‬
‫ﻓﺮاﻳﻨﺪي اﺳﺖ ﻛﻪ اﻓﺮاد از‬
‫ﻃﺮﻳﻖ آن ﺑﺮداﺷﺖ ﻫﺎي‬
‫ﺣﺴﻲ ﺧﻮد را ﺗﻨﻈﻴﻢ‬
‫وﺗﻔﺴﻴﺮ ﻣﻲ ﻛﻨﻨﺪ ﺗﺎ ﺑﻪ‬
.‫ﻣﺤﻴﻂ ﺧﻮد ﻣﻌﻨﺎ دﻫﻨﺪ‬
Influences on Perception
‫ﭼﻪ ﭼﻴﺰ ﺑﺮ ادراك اﺛﺮ ﻣﻲ ﮔﺬارد؟‬
Personal characteristics
Attitudes
Personality
Motives
Interests
Past experiences
Expectations
Target characteristics
Relationship of a target to its
background
Closeness and/or similarity to
other things
The context in objects is seen
Other situational factors.
‫وﻳﮋﮔﻲ ﻫﺎي ﺷﺨﺼﻲ‬
‫ﻧﮕﺮش‬
‫ﺷﺨﺼﻴﺖ‬
‫اﻧﮕﻴﺰه ﻫﺎ‬
‫ﻋﻼﻳﻖ‬
‫ﺗﺠﺮﺑﻪ ﻫﺎي ﮔﺬﺷﺘﻪ‬
‫ﺗﻤﺎﻳﻼت ﺷﺨﺼﻲ‬
‫وﻳﮋﮔﻲ ﻫﺎي ﻫﺪف‬
‫راﺑﻄﻪ ﻣﻮﺿﻮع ﺑﺎ زﻣﻴﻨﻪ ي آن‬
‫ﻧﺰدﻳﻜﻲ وﻳﺎ ﺷﺒﺎﻫﺖ ﺑﻪ ﭼﻴﺰﻫﺎي دﻳﮕﺮ‬
‫ﻣﻔﺎد ﻫﺪف‬
‫ﺳﺎﻳﺮ ﻋﻮاﻣﻞ ﻣﻮﻗﻌﻴﺘﻲ‬
Perceptual Challenges:
What Do You See?
‫ ﭼﻪ ﻣﻲ ﺑﻴﻨﻴﺪ؟‬:‫ﭼﺎﻟﺶ ﻫﺎي ادراﻛﻲ‬
Old woman or young woman?
‫زن ﭘﻴﺮ ﻳﺎ زن ﺟﻮان؟‬
Two faces or an run?
A knight on a horse?
‫دو ﺻﻮرت ﻳﺎ ﻳﻚ ﮔﻠﺪان؟‬
‫ﻳﻚ ﺷﻮاﻟﻴﻪ ﺳﻮار ﺑﺮ اﺳﺐ؟‬
Interpreting Behavior
‫ﺗﻔﺴﻴﺮ رﻓﺘﺎر‬
Distinctiveness
Whether an individual
displays a behavior in many
situations or whether it is
particular to one situation.
Consensus
If the individual responds in
the same way as everyone
else faced with a similar
situation responds.
Consistency
The individual engages in
the same behaviors
regularly and consistently
over time.
‫ﺗﻤﺎﻳﺰ‬
‫آﻳﺎ ﻳﻚ رﻓﺘﺎر ﺑﻪ ﺧﺼﻮص در‬
‫ﺑﺴﻴﺎري از وﺿﻌﻴﺖ ﻫﺎ ﺗﻜﺮار ﻣﻲ ﺷﻮد‬
.‫ﻳﺎ وﻳﮋه ﻳﻚ وﺿﻌﻴﺖ اﺳﺖ‬
‫ﻫﻤﺎﻧﻨﺪي‬
‫ﻫﺮﻛﺴﻲ ﻛﻪ ﺑﺎ ﭼﻨﻴﻦ وﺿﻌﻴﺖ‬
‫ ﻫﻤﻴﻦ‬،‫ﻣﺸﺎﺑﻬﻲ روﺑﻪ روﻣﻲ ﺷﻮد‬
‫ اﻳﻦ رﻓﺘﺎر‬،‫واﻛﻨﺶ را ﻧﺸﺎن ﻣﻲ دﻫﺪ‬
.‫ﻧﺸﺎن دﻫﻨﺪه ﻫﻤﺎﻧﻨﺪي اﺳﺖ‬
‫ﺗﺪاوم‬
‫ﻓﺮد ﺑﻪ ﻃﻮر ﻣﺮﺗﺐ و ﻣﺪام درﮔﻴﺮ‬
.‫اﻳﻦ رﻓﺘﺎرﻫﺎﺳﺖ‬
How Managers Judge Employees
‫ﭼﮕﻮﻧﻪ ﻣﺪﻳﺮان در ﻣﻮرد ﻛﺎرﻛﻨﺎن ﻗﻀﺎوت ﻣﻲ ﻛﻨﻨﺪ؟‬
Attribution theory
A theory based on the premise
that we judge people
differently depending on the
meaning we attribute to a
given behavior
Internally caused behavior is
believed to be under the
control of the individual.
Externally caused behavior
results from outside causes;
that is, the person is seen as
having been forced into the
behavior by the situation.
‫ﺗﺌﻮري اﺳﻨﺎد‬
‫ﻳﻚ ﺗﺌﻮري ﺑﺮاﺳﺎس ﻓﺮﺿﻴﺎﺗﻲ‬
‫اﺳﺖ ﻛﻪ ﻗﻀﺎوت ﻫﺎي ﻣﺘﻔﺎوت ﻣﺎ‬
‫ ﺑﻪ ﺗﻔﺴﻴﺮ ﻣﺎ از ﻧﻮع‬،‫درﺑﺎره دﻳﮕﺮان‬
.‫رﻓﺘﺎر ﻓﺮد ﺑﺴﺘﮕﻲ دارد‬
‫ رﻓﺘﺎرﻫﺎﻳﻲ‬،‫رﻓﺘﺎرﻫﺎي دروﻧﻲ‬
‫ﻫﺴﺘﻨﺪ ﻛﻪ ﻣﻌﺘﻘﺪﻳﻢ ﺗﺤﺖ ﻛﻨﺘﺮل‬
.‫ﻓﺮد ﻗﺮار دارﻧﺪ‬
‫رﻓﺘﺎري ﻛﻪ ﻋﻠﺖ ﺑﻴﺮوﻧﻲ دارد‬
،‫از ﻋﻮاﻣﻞ ﺑﻴﺮوﻧﻲ ﻣﻨﺘﺞ ﻣﻲ ﺷﻮد‬
‫ﻳﻌﻨﻲ ﺷﺨﺺ ﺑﻪ ﺧﺎﻃﺮ ﺷﺮاﻳﻂ‬
‫ﻣﻌﻴﻦ ﻣﺠﺒﻮر ﺷﺪه اﺳﺖ ﻛﻪ ﭼﻨﻴﻦ‬
.‫رﻓﺘﺎري داﺷﺘﻪ ﺑﺎﺷﺪ‬
The Process of Attribution Theory
‫ﻓﺮاﻳﻨﺪ ﺗﺌﻮري اﺳﻨﺎد‬
Observation
‫ﻣﺸﺎﻫﺪه‬
Attribution of Cause
Interpretation
‫ﺗﺨﺼﻴﺺ ﻋﻠﺖ‬
‫ﺗﻔﺴﻴﺮ‬
High
Distinctiveness
‫ﺗﻤﺎﻳﺰ‬
Individual behavior
‫رﻓﺘﺎر ﻓﺮدي‬
Consensus
‫ﻫﻤﺎﻧﻨﺪي‬
Consistency
‫ﺗﺪاوم‬
External
‫زﻳﺎد‬
‫ﺑﻴﺮوﻧﻲ‬
Low
Internal
‫ﻛﻢ‬
‫دروﻧﻲ‬
High
External
‫زﻳﺎد‬
‫ﺑﻴﺮوﻧﻲ‬
Low
Internal
‫ﻛﻢ‬
‫دروﻧﻲ‬
High
External
‫زﻳﺎد‬
‫ﺑﻴﺮوﻧﻲ‬
Low
Internal
‫ﻛﻢ‬
‫دروﻧﻲ‬
Judgment Errors
‫ﺧﻄﺎي ﻗﻀﺎوت‬
Fundamental attribution
error
The tendency to underestimate
the influence of external factors
and overestimate the influence
of internal or personal factors
when making judgments about
the behavior of others.
Self-serving bias
The tendency for individuals to
attribute their own successes to
internal factors while putting the
blame for failures on external
factors.
‫ﺧﻄﺎي ﻣﺒﺎﻧﻲ اﺳﻨﺎدي‬
‫ﺗﻤﺎﻳﻞ ﺑﻪ دﺳﺖ ﻛﻢ ﮔﺮﻓﺘﻦ ﺗﺎﺛﻴﺮ‬
‫ﻋﻮاﻣﻞ ﺧﺎرﺟﻲ و دﺳﺖ ﺑﺎﻻ ﮔﺮﻓﺘﻦ‬
‫ ﺑﻪ ﻫﻨﮕﺎم‬، ‫ﻋﻮاﻣﻞ دروﻧﻲ و اﻧﺴﺎﻧﻲ‬
.‫ﻗﻀﺎوت درﻣﻮرد رﻓﺘﺎر دﻳﮕﺮان‬
‫ﺟﻬﺖ ﮔﻴﺮي ﺧﻮدﺧﺪﻣﺘﻲ‬
‫اﻓﺮاد ﺗﻤﺎﻳﻞ دارﻧﺪ ﻣﻮﻓﻘﻴﺖ ﺧﻮد را‬
‫ﺑﻪ ﻋﻮاﻣﻞ دروﻧﻲ )ﻣﺎﻧﻨﺪ ﺗﻮاﻧﺎﻳﻲ ﻳﺎ‬
‫ در ﺣﺎﻟﻲ ﻛﻪ در‬،‫ﺗﻼش( ﻧﺴﺒﺖ دﻫﻨﺪ‬
‫ﻫﻨﮕﺎم ﺷﻜﺴﺖ ﻋﻮاﻣﻞ ﺑﻴﺮوﻧﻲ ﻣﺎﻧﻨﺪ‬
.‫ﺑﺨﺖ ﺧﻮد را ﻣﻘﺼﺮ ﻣﻲ داﻧﻨﺪ‬
Distortions in Shortcut Methods
in Judging Others
‫ﺗﺤﺮﻳﻒ در ﺷﻴﻮه ﻫﺎي ﻣﻴﺎن ﺑﺮ ﻗﻀﺎوت در ﻣﻮرد دﻳﮕﺮان‬
Selectivity
Assumed similarity
Stereotyping
Halo effect
Self-fulfilling prophecy
‫ﮔﺰﻳﻨﺶ ﮔﺮي‬
‫ﺷﺒﺎﻫﺖ ﻓﺮﺿﻲ‬
‫ﺗﺼﻮر ﻛﻠﻴﺸﻪ اي‬
‫ﺗﺎُﺛﻴﺮ ﻫﺎﻟﻪ اي‬
‫ﭘﻴﺸﮕﻮﻳﻲ دﻟﺨﻮاه‬
Learning
‫ﻳﺎدﮔﻴﺮي‬
Learning defined
Any relatively permanent change
in behavior that occurs as a result
of experience.
Operant conditioning (B. F.
Skinner)
A behavioral theory that argues
that voluntary, or learned, behavior
is a function of its consequences.
Reinforcement increases the
likelihood that behavior will be
repeated; behavior that is not
rewarded or is punished is less
likely to be repeated.
Rewards are most effective if they
immediately follow the desired
response.
‫ﻣﻔﻬﻮم ﻳﺎدﮔﻴﺮي‬
‫ﻫﺮﮔﻮﻧﻪ ﺗﻐﻴﻴﺮات ﻧﺴﺒﺘﺎً داﺋﻢ‬
‫در رﻓﺘﺎر ﻛﻪ در اﺛﺮ ﺗﺠﺮﺑﻪ اﻳﺠﺎد‬
‫ﻣﻲ ﺷﻮد‬
B. F. ) ‫ﺷﺮﻃﻲ ﻛﺮدن ﻋﺎﻣﻞ‬
(Skinner
‫ﻳﻚ ﻧﻈﺮﻳﻪ رﻓﺘﺎري ﻛﻪ ﭼﻨﻴﻦ‬
‫اﺳﺘﺪﻻل ﻣﻲ ﻛﻨﺪ ﻛﻪ رﻓﺘﺎر داوﻃﻠﺒﺎﻧﻪ ﻳﺎ‬
.‫ﻓﺮاﮔﺮﻓﺘﻪ ﺷﺪه ﺗﺎﺑﻊ ﻧﺘﺎﻳﺞ آن اﺳﺖ‬
،‫ رﻓﺘﺎر را اﺳﺘﺤﻜﺎم ﺑﺨﺸﻴﺪه‬،‫ﺗﻘﻮﻳﺖ‬
‫اﺣﺘﻤﺎل ﺗﻜﺮار آن را اﻓﺰاﻳﺶ ﻣﻲ دﻫﺪ؛‬
‫رﻓﺘﺎري ﻛﻪ ﭘﺎداش ﺑﻪ آن ﺗﻌﻠﻖ ﻧﮕﻴﺮد ﻳﺎ‬
‫ ﻛﻤﺘﺮ اﺣﺘﻤﺎل ﺗﻜﺮار‬،‫ﺑﺎ ﺗﻨﺒﻴﻪ ﺗﻮأم ﺑﺎﺷﺪ‬
‫دارد‬
‫اﮔﺮ ﭘﺎداش ﻫﺎ ﺑﻼﻓﺎﺻﻠﻪ ﺑﻌﺪ از‬
Learning (cont’d)
(‫ﻳﺎدﮔﻴﺮي)اداﻣﻪ‬
Social learning theory
The theory that people can
learn through observation and
direct experience; by modeling
the behavior of others.
Modeling processes
Attentive processes.
Retention processes
Motor reproduction processes
Reinforcement processes
‫ﻧﻈﺮﻳﻪ ي ﻳﺎدﮔﻴﺮي اﺟﺘﻤﺎﻋﻲ‬
‫ﻧﻈﺮﻳﻪ اي ﻛﻪ ﻣﻲ ﮔﻮﻳﺪ اﻓﺮاد ﻣﻲ ﺗﻮاﻧﻨﺪ‬
‫ﻫﻢ از ﻃﺮﻳﻖ ﻣﺸﺎﻫﺪه ﻫﻢ از ﻃﺮﻳﻖ ﺗﺠﺮﺑﻪ‬
‫ﻣﺴﺘﻘﻴﻢ آﻣﻮزش ﺑﺒﻴﻨﻨﺪ ؛ از ﻃﺮﻳﻖ‬
.‫ﻣﺪﻟﺴﺎزي از رﻓﺘﺎرﻫﺎي دﻳﮕﺮان‬
‫ﻓﺮاﻳﻨﺪ ﻫﺎي ﻣﺪ ﻟﺴﺎزي‬
‫ﻓﺮاﻳﻨﺪﻫﺎي ﻗﺎﺑﻞ ﺗﻮﺟﻪ‬
‫ﻓﺮاﻳﻨﺪﻫﺎي ﻳﺎدآوري‬
‫ﻓﺮاﻳﻨﺪﻫﺎي اﻟﮕﻮﺑﺮداري‬
‫ﻓﺮاﻳﻨﺪﻫﺎي ﺗﻘﻮﻳﺘﻲ‬
Shaping Behavior
‫ﺷﻜﻞ ﮔﻴﺮي رﻓﺘﺎر‬
Shaping behavior
Systematically reinforcing
each successive step that
moves an individual closer
to a desired behavior
Four ways in which to
shape behavior:
Positive reinforcement
Negative reinforcement
Punishment
Extinction.
‫ﺷﻜﻞ ﮔﻴﺮي رﻓﺘﺎر‬
‫ﺗﻘﻮﻳﺖ ﻫﺪﻓﻤﻨﺪ ِ ﻫﺮ ﮔﺎم ﻣﻮﻓﻘﻴﺖ آﻣﻴﺰ ﻛﻪ‬
.‫ﻓﺮد را ﺑﻪ رﻓﺘﺎر ﻣﻄﻠﻮب ﻧﺰدﻳﻚ ﺗﺮ ﻣﻲ ﻛﻨﺪ‬
‫ﭼﻬﺎر ﺷﻴﻮه ﺑﺮاي ﺷﻜﻞ ﮔﻴﺮي رﻓﺘﺎر‬
‫ﺗﻘﻮﻳﺖ ﻣﺜﺒﺖ‬
‫ﺗﻘﻮﻳﺖ ﻣﻨﻔﻲ‬
‫ﺗﻨﺒﻴﻪ‬
(‫ﺧﺎﻣﻮش ﺳﺎزي)ﺗﻀﻌﻴﻒ رﻓﺘﺎر ﻧﺎﻣﻄﻠﻮب‬
Foundations Of Group Behavior
‫ﻣﺒﺎﻧﻲ رﻓﺘﺎر ﮔﺮوﻫﻲ‬
Group
Two or more interacting and
interdependent individuals
who come together to
achieve particular objectives
Role
A set of expected behavior
patterns attributed to
someone in a given position
in a social unit
Norms
Acceptable standards (e.g.,
effort and performance,
dress, and loyalty) shared
and enforced by the
members of a group
‫ﮔﺮوه‬
‫ﮔﺮوه ﻣﺘﺸﻜﻞ از دو ﻳﺎ ﭼﻨﺪ ﻧﻔﺮ اﺳﺖ ﻛﻪ‬
‫دور ﻫﻢ ﮔﺮد آﻣﺪه اﻧﺪ و ﺗﻌﺎﻣﻞ و واﺑﺴﺘﮕﻲ‬
‫ﻣﺘﻘﺎﺑﻞ دارﻧﺪ ﺗﺎ اﻫﺪاف وﻳﮋه اي را ﺑﻪ دﺳﺖ‬
.‫آورﻧﺪ‬
‫ﻧﻘﺶ‬
‫ﻧﻘﺶ ﺑﻪ ﻳﻚ ﺳﺮي از اﻟﮕﻮﻫﺎي رﻓﺘﺎري‬
‫ﻣﺸﺨﺺ ﮔﻔﺘﻪ ﻣﻲ ﺷﻮد ﻛﻪ ﻳﻚ ﻓﺮد در راﺑﻄﻪ‬
‫ﺑﺎ ﭘﺴﺖ ﻳﺎ ﺷﻐﻞ ﺧﻮد در ﻳﻚ واﺣﺪ اﺟﺘﻤﺎﻋﻲ‬
.‫اﻳﻔﺎ ﻣﻲ ﻛﻨﺪ‬
‫ﻫﻨﺠﺎر ﻫﺎ‬
‫اﺳﺘﺎﻧﺪارد ﻫﺎي ﭘﺬﻳﺮﻓﺘﻪ ﺷﺪه اي)ﺑﺮاي ﻣﺜﺎل‬
‫ ﻟﺒﺎس رﺳﻤﻲ ﺷﻐﻞ و‬،‫ﺗﻼش و ﻋﻤﻠﻜﺮد‬
‫وﻓﺎداري( ﻛﻪ ﻫﻤﻪ اﻋﻀﺎي ﮔﺮوه در آن ﺷﺮﻳﻚ‬
Foundations Of Group Behavior (cont’d)
(‫ﻣﺒﺎﻧﻲ رﻓﺘﺎرﮔﺮوﻫﻲ)اداﻣﻪ‬
Status
A prestige grading, position,
or rank within a group
May be informally conferred
by characteristics such as
education, age, skill, or
experience.
Anything can have status
value if others in the group
admire it.
‫ﻣﻘﺎم‬
‫ ﻣﻮﻗﻌﻴﺖ ﻳﺎ‬،‫ﻳﻚ درﺟﻪ ﺣﻴﺜﻴﺘﻲ‬
.‫رده در ﻳﻚ ﮔﺮوه اﺳﺖ‬
‫ﻣﻘﺎم ﻣﻤﻜﻦ اﺳﺖ ﺑﻪ ﻃﻮر ﻏﻴﺮ‬
‫رﺳﻤﻲ و ﺑﻪ ﺧﺎﻃﺮ وﻳﮋﮔﻲ ﻫﺎﻳﻲ‬
‫ﻣﻬﺎرت ﻳﺎ‬،‫ ﺳﻦ‬،‫ﻣﺎﻧﻨﺪ ﺗﺤﺼﻴﻼت‬
.‫ﺗﺠﺮﺑﻪ ﺑﻪ دﺳﺖ آﻳﺪ‬
‫ﻫﺮ ﭼﻴﺰ وﻗﺘﻲ اﻓﺮاد ﮔﺮوه آن را‬
‫ ﻣﻲ ﺗﻮاﻧﺪ واﺟﺪ ارزش‬،‫ﺗﺤﺴﻴﻦ ﻛﻨﻨﺪ‬
.‫و اﻋﺘﺒﺎر ﺷﻮد‬
Reasons Why People Join Groups
‫دﻻﻳﻞ ﭘﻴﻮﺳﺘﻦ اﻓﺮاد ﺑﻪ ﮔﺮوه ﻫﺎ‬
Security
Status
Self-esteem
Affiliation
Power
Goal achievement
‫اﻣﻨﻴﺖ‬
‫ﻣﻘﺎم‬
‫ﻋﺰت ﻧﻔﺲ‬
‫واﺑﺴﺘﮕﻲ‬
‫ﻗﺪرت‬
‫ﺗﺄﻣﻴﻦ ﻫﺪف‬
Examples of Cards Used in Asch Study
‫ﻣﺜﺎل ﻫﺎﻳﻲ از ﻛﺎرت ﻫﺎي ﻣﻮرد اﺳﺘﻔﺎده در ﻣﻄﺎﻟﻌﺎت اَش‬
Solomon Asch and Group Conformity:
Does the desire to be accepted as a part of a
group leave one susceptible to conforming to
the group’s norms? Will the group exert
pressure that is strong enough to change a
member’s attitude and behavior? According to
the research by Solomon Asch, the answer
appears to be yes.
:‫ﺳﻮﻟﻮﻣﺎن اَش و ﻫﻤﻨﻮاﻳﻲ ﮔﺮوﻫﻲ‬
‫آﻳﺎ ﻓﺸﺎرﻫﺎي ﮔﺮوﻫﻲ ﺑﻪ اﻧﺪازه ﻛﺎﻓﻲ‬
‫ ﻛﻪ ﺑﺘﻮاﻧﺪ ﮔﺮاﻳﺶ و رﻓﺘﺎر‬،‫ﻗﺪرت دارد‬
‫اﻓﺮاد را ﺗﻐﻴﻴﺮ دﻫﺪ؟ ﺑﺮ اﺳﺎس‬
‫ ﭘﺎﺳﺦ‬، ‫ﺗﺤﻘﻴﻘﺎت ﺳﻮﻟﻮﻣﺎن اش‬
.‫ﺳﻮاﻻت ﻣﺜﺒﺖ ﻣﻲ ﺑﺎﺷﺪ‬
Group Effects
‫ﺗﺄﺛﻴﺮات ﮔﺮوه‬
Social loafing
The tendency of an individual
in a group to decrease his or
her effort because
responsibility and individual
achievement cannot be
measured
Group cohesiveness
The degree to which members
of a group are attracted to
each other and share goals
Size, work environment,
length of time in existence,
group-organization, and
goal congruency affect the
degree of group
cohesiveness.
‫ﺑﻲ ﻋﺎري اﺟﺘﻤﺎﻋﻲ‬
‫ﺗﻤﺎﻳﻞ ﻓﺮد در ﮔﺮوه ﺑﺮاي ﻛﺎﻫﺶ‬
‫ زﻳﺮا ﻣﺴﺌﻮﻟﻴﺖ و ﻣﻮﻓﻘﻴﺖ ﻫﺮ‬،‫ﻓﻌﺎﻟﻴﺖ‬
.‫ﻓﺮد ﻗﺎﺑﻞ ﺳﻨﺠﺶ ﻧﻴﺴﺖ‬
‫اﻧﺴﺠﺎم ﮔﺮوﻫﻲ‬
‫درﺟﻪ اي ﻛﻪ اﻓﺮاد ﻧﺴﺒﺖ ﺑﻪ ﻫﻢ‬
‫ و در دﺳﺘﻴﺎﺑﻲ ﻳﻪ اﻫﺪاف‬،‫ﺟﺬب ﺷﺪه‬
.‫ﮔﺮوﻫﻲ ﻣﺸﺎرﻛﺖ ﻣﻲ ورزﻧﺪ‬
‫ﻣﻴﺰان اﻧﺴﺠﺎم ﻳﻚ ﮔﺮوه ﺑﻪ‬
‫ ﻣﺤﻴﻂ‬،‫اﻧﺪازه ﮔﺮوه‬
‫ﺗﺸﻜﻴﻼت ﮔﺮوه و ﺗﻨﺎﺳﺐ‬،،‫ﻛﺎر‬
‫ﻫﺪف ﺑﺴﺘﮕﻲ دارد‬
The Relationship Between
Group Cohesiveness and Productivity
‫راﺑﻄﻪ ﺑﻴﻦ اﻧﺴﺠﺎم و ﺑﻬﺮه وري‬
Alignment of group and
Organizational Goals
‫ﺗﻄﺒﻴﻖ ﻫﻨﺠﺎرﮔﺮوه و‬
‫اﻫﺪاف ﺳﺎزﻣﺎﻧﻲ‬
High
Low
‫زﻳﺎد‬
‫ﻛﻢ‬
High
‫زﻳﺎد‬
Low
‫ﻛﻢ‬
Strong increase in
productivity
Moderate increase in
productivity
‫اﻓﺰاﻳﺶ ﺑﺴﻴﺎر در ﺑﻬﺮه وري‬
‫اﻓﺰاﻳﺶ ﻣﺘﻮﺳﻂ در ﺑﻬﺮه وري‬
Decrease in productivity
‫ﻛﺎﻫﺶ ﺑﻬﺮه وري‬
No significant effect in
productivty
‫ﺗﺄﺛﻴﺮي در ﺑﻬﺮه وري ﻧﺪارد‬
Web Links
Visit the Robbins/DeCenzo
companion Website
At www.prenhall.com/robbins
for this chapter’s Internet
resources, including chapter
quiz and student Power Points.
Diversity Perspectives
Log onto
www.prenhall.com/onekey and
try to understand the difficulty
that Roy is facing from his
perspective on corporate
culture and diversity.
‫آدرس ﻫﺎي ﻣﺮﺗﺒﻂ‬
/‫ﻣﺮاﺟﻌﻪ ﺑﻪ ﺳﺎﻳﺖ راﺑﻴﻨﺰ‬
‫دﻳﺴﻨﺰو‬
‫ﺟﻬﺖ دﺳﺘﺮﺳﻲ ﺑﻪ ﻣﻨﺎﺑﻊ ذﻛﺮ ﺷﺪه‬
‫ ﺷﺎﻣﻞ آزﻣﻮن ﻓﺼﻞ و‬، ‫در اﻳﻦ ﻓﺼﻞ‬
:‫اراﺋﻪ ﻫﺎي داﻧﺸﺠﻮﻳﻲ‬
www.prenhall.com/robbins
‫دﻳﺪﮔﺎه ﻫﺎي ﻣﺘﻨﻮع‬
‫ﺑﻪ ﺳﺎﻳﺖ زﻳﺮ ﻣﺮاﺟﻌﻪ ﻛﻨﻴﺪ و ﺗﻼش‬
‫ﻛﻨﻴﺪ ﻣﺸﻜﻼﺗﻲ را ﻛﻪ ﻧﺎﺷﻲ از دﻳﺪﮔﺎه‬
‫ي ﻧﺴﺒﺖ ﺑﻪ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﻲ و ﺗﻨﻮع‬‫ر‬
‫ﻣﻲ ﺑﺎﺷﺪ درك‬
.‫ﻛﻨﻴﺪ‬
www.prenhall.com/onekey
Video Case Application
Self--Awareness
Self
‫ﻛﺎرﺑﺮدﻣﻮردوﻳﺪﻳﻮﻳﻲ‬
‫ﺧﻮد آﮔﺎﻫﻲ‬