1. ORGANIZATIONALBEHAVIOR- Individual & Group Behavior
Chapter 8
ORGANIZATIONALBEHAVIOR- Individual
& Group Behavior
PowerPoint Presentation by Charlie Cook
Copyright © 2004 Prentice Hall, Inc. All rights reserved.

2. Organizational Behavior (OB) Defined
The study of the actions of people at work
The focus of OB
Individual behaviors
Personality, perception, learning, and motivation
Group behaviors
Norms, roles, team-and conflict
The goals of OB
To explain
To predict behavior
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3. The Organization as an Iceberg Metaphor
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EXHIBIT 8.1

4. Behaviors of Interest to OB
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
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5. Understanding Employees
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
Behavioral component
An intention to behave in a certain way toward someone or something
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6. Job-related Attitudes
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 self-worth.
Organizational commitment
An employee’s orientation toward the organization in terms of his or her loyalty to, identification with, and involvement in the organization.
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7. Big Five Model of Personality Factors
Extroversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
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8. The Big Five Model of Personality
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 good-natured, 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.
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9. Emotional intelligence (EI)
An assortment of noncognitive 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
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10. Personality Traits And Work-related Behaviors
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
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11. Personality Traits And Work-related Behaviors (cont’d)
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
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12. Matching Personalities And Jobs
Performance
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13. Perceptual Challenges: What Do You See?
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EXHIBIT 8.5

14. The Process of Attribution Theory
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EXHIBIT 8.6

15. Judgment Errors Fundamental attribution error Self-serving bias
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.
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16. Distortions in Shortcut Methods in Judging Others
Selectivity
Assumed similarity
Stereotyping
Halo effect
Self-fulfilling prophecy
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EXHIBIT 8.7

17. Learning Learning defined Operant conditioning (B. F. Skinner)
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.
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18. Learning (cont’d) Social learning theory Modeling processes
The theory that people can learn through observation and direct experience; by modeling the behavior of others
Modeling processes
Attentional processes.
Retention processes
Motor reproduction processes
Reinforcement processes
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19. Shaping Behavior Four ways in which to shape 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.
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20. Reasons Why People Join Groups
Security
Status
Self-esteem
Affiliation
Power
Goal achievement
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EXHIBIT 8.8

21. Group Effects The end Social Loafing Group cohesiveness
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, and group-organization goal congruency affect the degree of group cohesiveness.
The end
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