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Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly.

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Presentation on theme: "Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly."— Presentation transcript:

1 Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 13 th Edition Don Hellriegel & John W. Slocum, Jr.

2 Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3

3 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint Explain the basic sources of personality formation 2.Identify a set of personality dimensions that affect performance 3.Describe the attitudes that affect performance 4.Explain how emotions impact employees performance

4 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.3 Personality Heredity Environment Culture Family Group Membership Life Experiences

5 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.5 As much as 50 to 55 percent of personality traits may be inherited.

6 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.6 Individualism-Collectivism Power Distance Uncertainty Avoidance Gender role Orientation Long-term Orientation

7 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.7 CollectivismIndividualism Focus on we versus I Emphasis on belonging to an organization Avoid pointing out mistakes to save face Non-conformists; individuals pursue own goals Emphasis on individual initiative and achievement Everybody has a right to a private life and opinion Adapted from G. Hofstede and G.J. Hofstede. Cultures and Organizations: Software of the Mind. New York: McGraw-Hill, 2005.

8 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.8 LOW (SMALL) POWER DISTANCE HIGH (LARGE) POWER DISTANCE Employees should be submissive to leaders Power holders are entitled to privileges and status Employees should follow chain of command Adapted from G. Hofstede and G.J. Hofstede. Cultures and Organizations: Software of the Mind. New York: McGraw-Hill, Inequality in society should be minimized All should have equal rights Status and titles are of less importance than knowledge

9 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.9 LOW (WEAK) UNCERTAINTY AVOIDANCE HIGH (STRONG) UNCERTAINTY AVOIDANCE The uncertainty inherent in life is a threat. Rules and laws reduce uncertainty. Conflict and competition can and should therefore be avoided in favor of orderliness. There is need for consistency. Adapted from G. Hofstede and G.J. Hofstede. Cultures and Organizations: Software of the Mind. New York: McGraw-Hill, The uncertainty inherent in life is accepted and each day is taken as it comes. Conflict and competition can be used constructively. Dissent is accepted.

10 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.10 Masculinity Men are assertive Material success is prized and valued Work roles should be clear Femininity Men and women should be concerned with the quality of life Caring for others is prized and valued No distinction in work roles for men and women Adapted from G. Hofstede and G. J. Hofstede. Cultures and Organizations: Software of the mind. New York: McGraw-Hill, 2005.

11 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.11 Short-Term Long-Term Respect for work ethic Perseverance, sustained efforts toward results over time are valued Willingness to subordinate oneself for a broader societal purpose Adapted from G. Hofstede and G.J. Hofstede. Cultures and Organizations: Software of the Mind. New York: McGraw-Hill, Respect for bottom line Efforts should produce quick results Leaders and employees view each other as distinct groups

12 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.12 Family –socioeconomic level Group membership –family –social groups –organization Life experiences

13 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.14 Emotional Stability Agreeableness Extraversion (Stable, confident, effective) (Warm, tactful, considerate) (Nervous, self-doubting, moody) (Independent, cold, rude) (Gregarious, energetic, self-dramatizing) (Shy, unassertive, withdrawn) Conscientiousness Openness (Careful, neat, dependable) (Imaginative, curious, original) (Impulsive, careless, irresponsible) (Dull, unimaginative, literal-minded)

14 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.15 Low High Choose conventional occupations Swayed by opinions of others Set goals that they can achieve Risk takers Prioritize their work to accomplish tasks Set challenging goals

15 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.16 Extent to which people believe they can control events affecting them Internal locus of control External locus of control Belief that ones life is determined (controlled) primarily by ones own behavior and actions. Belief that ones own life is determined (controlled) primarily by chance, fate or other people.

16 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.17 Internals control their own behavior better, are more active politically and socially than externals Externals appear to prefer a more structured, directive style of supervision than internals Internals are often more achievement oriented than externals Internals and externals perform equally well when work is simple

17 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.18 Self-awareness recognizing ones emotions, strengths & capabilities and how these affect others Social empathy sensing what others need in order for them to develop Self-motivation being results oriented and pursuing goals beyond what is required Social skills the ability of a person to influence others

18 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint Affective component: feeling, sentiments, moods and emotions about someone or something 2.Cognitive component: beliefs, opinions, knowledge or information 3.Behavioral component: predisposition to act on a favorable or unfavorable evaluation

19 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.21 Set clear goals so employees can track their progress Break overall, long-term goals into small subgroups or steps Helping employees figure out how to motivate themselves

20 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.22 Reduces turnover and absenteeism Attracts people to work for the organization Challenges employees to learn and grow

21 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.23 Work is challenging and interesting but not tiring Rewards are equitable and provide feedback Working conditions match physical needs and promote goal attainment

22 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.24 Self-esteem is high Others hold similar views and facilitate reward attainment Policies and procedures are clear, dont conflict, and aid goal attainment

23 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.26 Support and acceptance of the organizations goals and values Willingness to exert considerable effort on behalf of the organization Desire to remain with the organization

24 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.28 Negative Emotions Positive Emotions AngerHappiness/ Joy Pride Love/Affection Relief Disgust Envy/Jealousy Sadness Guilt/Shame Fright/Anxiety

25 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 3: PowerPoint 3.29 Outcome emotions Goal Anticipatory emotions Behaviors Goal attainment


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