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1、1. Define organizational behavior (OB)The systematic study of the actions and attitudes that people exhibit within organizations2. Discuss three goals of OB： Explanation、Prediction、Control3、 Discuss why work force diversity is an important issue in management4、 OB 对象：(1)Actions or Behaviors：Producti
2、vity、 Absenteeism、Turnover、Organizational citizenship BehaviorOrganizational citizenship BehaviorExamples: Helping others in the work team Volunteering for extra job activities Avoiding unnecessary conflicts Making constructive statements about workgroup and overall organization(2)Attitudes：Job Sati
3、sfaction Possible link between satisfaction and productivity Satisfaction appears to be negatively related to absenteeism and productivity Humanistic responsibility to provide employees with challenging, intrinsically rewarding, and satisfying jobs5、 Organization Consciously coordinated social unit
4、Composed of two or more people Functions to achieve a common goal or set of goals Formal roles define and shape the behavior of its membersOB Encompasses Behavior in Diverse Organizations Manufacturing Service firms Schools Hospitals Churches Military units Charitable organizations Local, state, and
5、 federal government agencies6、 Levels of OB AnalysisIndividual Level、Group Level、 Organization System LevelCHAPTER 21、 Personality：The sum total of ways in which an individual reacts to and interacts with others（个体对他人的反应方式及交往方式的总和） Most often described in terms of measurable traits that a person exh
6、ibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid.2. Measuring Personality Traits: Myers-Briggs Type Indicator Most widely used personality-assessment instrument in the world Individuals are classified as: Extroverted or Introverted (E/I) Sensing or Intuitive (S/N) Thinkin
7、g or Feeling (T/F) Judging or Perceiving (J/P) Classifications combined into 16 personality types (i.e. INTJ or ESTJ) Unrelated to job performance3、 Measuring Personality Traits: The Big-Five Model Five Traits: Extraversion Agreeableness Conscientiousness Emotional Stability Openness to Experience S
8、trongly supported relationship to job performance (especially Conscientiousness)4、 Major Personality Attributes Influencing OB Core self-evaluation Self like/dislike Type A personality Competitive, urgent, and driven Self-monitoring Adjusts behavior to meet external, situational factors Proactive pe
9、rsonality Identifies opportunities, shows initiative, takes action and perseveres5、 Value Systems Represent a prioritizing of individual values by: Content importance to the individual Intensity relative importance with other values The hierarchy tends to be relatively stable Values are the foundati
10、on for attitudes, motivation, and behavior Influence perception and cloud objectivityRokeach Value Survey Terminal values refers to desirable end-states of existence.Goals that a person would like to achieve during his or her lifetime Instrumental values refers to preferable modes of behavior, or me
11、ans of achieving the terminal values Examples of Terminal Values A comfortable life (a prosperous life) An exciting life (stimulating, active life) A sense of accomplishment (lasting contribution) A world of peace (free of war and conflict) A world of beauty (beauty of nature and the arts) Equality
12、(brotherhood, equal opportunity for all) Family security (taking care of loved ones) Freedom (independence, free choice) Happiness (contentedness)Examples of Instrumental Values Ambitious (hard working, aspiring) Broad-minded (open-minded) Capable (competent, efficient) Cheerful (lighthearted, joyfu
13、l) Clean (neat, tidy) Courageous (standing up for your beliefs) Forgiving (willing to pardon others) Helpful (working for the welfare of others) Honest (sincere, truthful)6、 Contemporary Work Cohorts7、 Personality-Job Fit: Hollands Hexagon Job satisfaction and turnover depend on congruency between p
14、ersonality and task Fields adjacent are similar Field opposite are dissimilar Job satisfaction and turnover depend on congruency between personality and task Fields adjacent are similar Field opposite are dissimilar It is more important that employees personalities fit with the organizational cultur
15、e than with the characteristics of any specific job.Cohort Entered the Workforce Dominant Work ValuesVeterans 1950s or early 1960s Hard working, conservative, conforming; loyalty to the organizationBoomers 1965-1985 Success, achievement, ambition, dislike of authority; loyalty to careerXers 1985-200
16、0 Work/life balance, team-oriented, dislike of rules; loyalty to relationshipsNexters 2000 to present Confident, financial success, self-reliant but team-oriented;loyalty to both self and relationships The fit predicts job satisfaction, organizational commitment and turnover.8、 Hofstedes Framework for Assessing CulturesFive factors:Power DistanceIndividualism vs. Collectivism Masculinity vs. Feminini
