Week_4_Notes

* Attitudes and Job Satisfaction * Attitudes * Evaluative statements concerning objects, people, or events * Three components * Cognition = evaluation, my supervisor gave a promotion to a coworker who didn’t deserve it. My supervisor is unfair. * Affect = feeling, I dislike my supervisor * Behavior = action, I’m looking for work; I’ve complained about my supervisor to anyone who would listen * Attitudes affect behavior. * Self-perception theory: behavior influences attitudes * Other major job attitudes * Job Satisfaction: a positive feeling about one’s job resulting from an evaluation of its characteristics. * Job Involvement: measures degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth * Organizational Commitment * Affective Commitment – an emotional attachment to an organization and belief in its values * Continuance Commitment – perceived economic value of remaining with an organization * Normative Commitment – obligation to remain with organization for ethical reasons * Perceived organizational support (POS): degree to which employees believe the organization values their contribution and cares about their well-being (employee engagement: involvement with, satisfaction with, and enthusiasm for work they do) * Attitude surveys * Destructive vs. Constructive / Active vs. Passive (Exit, Voice, Neglect, and Loyalty) * Happy workers are more likely to be productive workers * Negative relationship between satisfaction and absenteeism * Job dissatisfaction predicts unionization attempts, substance abuse, stealing at work, undue socializing, and tardiness. * Personality and Values * Personality: describes the growth and development of a person’s whole psychological system. * What determines personality' * Heredity (twin studies) * Environment * Personality traits: shy, aggressive, submissive, lazy, ambitious, loyal, timid * Myers-Briggs Type Indicator (MBTI) * The Big Five Model * Extraversion * Agreeableness * Conscientiousness * Emotional stability * Openness to experience * Measuring personality * Methods * Self-report surveys * Observer-ratings surveys * Projective measures (inkblot test) * Major attributes influencing org behavior * Core self-evaluation: see yourself as capable or effective * Self-esteem * Locus of control: masters of own fate * Machiavellianism * Pragmatic, maintains emotional distance, believes that ends can justify the means. “If it works, use it” * Narcissism * Self-monitoring * Risk taking * Type A Personality * Proactive personality * Values * Represent 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 or end-state of existence. * Importance of vales * Types of values * Rokeach Value Survey * Terminal values * A comfortable life * An exciting life * A sense of accomplishment * A world at peace * A world of beauty * Instrumental values * Ambitious * Broad-minded * Capable * Cheerful * Clean * Values across cultures * Power distance: degree to which people accept that power is distributed equally * Individualism vs. Collectivism * Masculinity vs. Femininity * Uncertainty avoidance * Long-term vs. Short-term orientation * Motivation Concepts * Motivation process outline * Processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal. * Describe Maslow’s needs hierarchy * Physiological: includes hunger, thirst, shelter, sex * Safety: includes security and protection * Social: includes affection, belongingness * Esteem: self-respect, autonomy, and achievement * Self-actualization: drive to become what one is capable of becoming; growing, achieving potential * Differentiate motivators from hygiene factors * Factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. * Hygiene factors * Quality of supervision * Pay * Company Policies * Physical working conditions * Motivation does not come out of the hygiene factors. * List characteristics that high achievers prefer in a job. * Personal responsibility * Feedback * Moderate risk * Summarize types of goals that increase performance * Realistic * Feedback * Discuss ways self-efficacy can be increased * Individual’s belief that he/she is capable of performing task * State the impact of under rewarding employees. * Feeling that it is not equal; lowers productivity, satisfaction and raises absenteeism and turnover * Clarify the key relationships in expectancy theory * Exert high level of effort if they perceive there is a strong relationship between * Effort and performance * Performance and rewards * Rewards and satisfaction of personal goals * Motivation: Concepts to Application * Job Characteristics Model * Skill variety * Task identity * Task significance * Autonomy * Feedback * How can jobs be redesigned' * Job rotation (cross-training) * Job enlargement (expanding horizontally) * Job enrichment (vertical expansion) * Alternative work arrangements * Flextime: flexible work hours * Job sharing * Telecommuting * Employee involvement programs * Participative involvement * Representative participation * Quality circles * Rewarding employees * What to pay: pay structure * How to pay: rewarding individuals through variable pay programs * Piece-rate pay: paid fix sum for each unit production complete. * Merit-based pay: are based on performance appraisal ratings * Bonuses * Profit-sharing plans * Gainsharing * Employee stock ownership plans (ESOPs) * Check system for equity * Emotions and Moods * Emotions * Intense feelings that are directed at someone or something * Moods * Feelings that tend to be less intense than emotions and lack contextual stimulus * Aspects of emotions * Biology of emotions: brain’s limbic system, happiest when limbic system is inactive * Intensity * Frequency and Duration * Mood as Positive and Negative Affect * Sources of Emotions and Moods * Personality * Day of the Week and Time of the Day * Weather * Stress * Social activity * Sleep * Exercise * Age * Gender * External constraints on emotions * Organizational influences * Cultural influences * Emotional labor: employees expression of organizationally desired emotions during interpersonal transactions at work * Felt vs. Displayed emotions * Emotionally demanding jobs tend to pay less * Emotional intelligence * Intuitive appeal: those who can detect emotions in others, control their own, hand interactions will have powerful leg up in business world * High levels will perform well on the job. * Biologically based * OB Applications of emotions and moods * Selection * Decision making * Creativity * Motivation * Leadership * Interpersonal conflict * Negotiation * Customer service * Job attitudes * Deviant workplace behaviors