组织行为学期末总结

1. Define organizational behavior (OB)

The systematic study of the actions and attitudes that people exhibit within organizations 2. Discuss three goals of OB：Explanation、Prediction、Control 3、Discuss why work force diversity is an important issue in management 4、OB对象：

(1)Actions or Behaviors：Productivity、 Absenteeism、Turnover、Organizational citizenship Behavior

Organizational citizenship Behavior Examples:

? 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 Satisfaction

? 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 jobs

5、Organization

? Consciously coordinated social unit ? 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 members OB Encompasses Behavior in Diverse Organizations

? Manufacturing ? Military units ? Service firms ? Charitable organizations ? Schools ? Local, state, and federal government

agencies ? Hospitals

? Churches

6、Levels of OB Analysis

Individual Level、Group Level、Organization System Level

CHAPTER 2

1、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 exhibits, 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)

? Thinking or Feeling (T/F) ? Judging or Perceiving (J/P)

? Classifications combined into 16 personality types (i.e. INTJ or ESTJ) ? Unrelated to job performance

3、Measuring Personality Traits: The Big-Five Model

? Five Traits:

? Extraversion ? Agreeableness ? Conscientiousness ? Emotional Stability

? Openness to Experience

? Strongly 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 personality

Identifies opportunities, shows initiative, takes action and perseveres 5、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 foundation for attitudes, motivation, and behavior ? Influence perception and cloud objectivity

Rokeach 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 means 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 (brotherhood, equal opportunity for all) ? Family security (taking care of loved ones) ? Freedom (independence, free choice)

Cohort Veterans Boomers Xers Nexters Entered the Workforce 1950s or early 1960s 1965-1985 1985-2000 2000 to present Dominant Work Values Hard working, conservative, conforming; loyalty to the organization Success, achievement, ambition, dislike of authority; loyalty to career Work/life balance, team-oriented, dislike of rules; loyalty to relationships Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships ? Happiness (contentedness)

Examples of Instrumental Values

? Ambitious (hard working, aspiring) ? Broad-minded (open-minded) ? Capable (competent, efficient) ? Cheerful (lighthearted, joyful) ? 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 Cohorts

7、Personality-Job Fit: Holland’s Hexagon

? Job satisfaction and turnover depend on congruency between personality 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 culture

than with the characteristics of any specific job.

? The fit predicts job satisfaction, organizational commitment and turnover.

8、Hofstede’s Framework for Assessing Cultures Five factors: Power Distance

Individualism vs. Collectivism Masculinity vs. Femininity Uncertainty Avoidance

Long-term vs. Short-term Orientation

●个人与集体主义取向：以个人为单元活动还是以集体来进行的； ●权力距离接受度：对权力分布和地位差异的接受还是拒绝的程度； ●生活数量和生活质量：前者指人们重视金钱及物质利益的获得，后者指人们重视人际关系，并对他人幸福表现出敏感和关心；

●不确定性规避：一个国家的人民承受风险和非例行情况的程度； ●短期与长期取向：注重过去当前还是未来的程度

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