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THE INDIVIDUAL

BY: ARABIA, DUCHESS & SUGATAN, ELIZABETH


Individual Differences
Age

- Job performance decline with increasing age

- Older workers have more experience, judgment,


strong work ethic, and commitment to quality while
younger workers are flexible and adapt easily to
new technologies

- Older workers have lower rates of avoidable absence


than younger ones
Sex

- The gender bias was loaded very heavily in favor of male


with the female.

- There are no consistent male–female differences


in problem-solving ability, analytical skills, competitive drive,
motivation, sociability, or learning ability.

- Women have higher rates of absenteeism than men do


because of home and family responsibilities.

- Sexual harassment in the workplace


Race and Ethnicity
- Race is biological heritage people use to identify
themselves

- Ethnicity is the additional set of cultural characteristics

- Individuals tend to slightly favor colleagues of their


own race in performance evaluations, promotion
decisions, and pay raises

- Positive climate for diversity can lead to increased sales.


Disability
• *video about car wash hires people with autism*
Tenure
- act or length of time that something is
held or the achieved status of having
one's employment position become
permanent.

- the longer a person is in a job,


the less likely he or she is to quit.
Religion

- Faith can be an employment issue when


religious beliefs prohibit or encourage
certain behaviors.

- Religious individuals may also believe


they have an obligation to express their
beliefs in the workplace, and those who
do not share those beliefs may object.
Sexual Orientation and Gender Identity

- Implementation of policies and procedures


protecting employees on the basis of sexual
orientation.

- Companies are increasingly putting in place


policies to govern how their organization treats
employees who change genders
Attitude
evaluative statements - either favorable or
unfavorable - about objects, people, or events.

3 COMPONENTS:
Attitude
COGNITIVE AFFECTIVE BEHAVIORAL
Cognitive - a description of or belief in the way things are.
Marielle vs. Cockroach
Ipis, you’re
yucky and
scary!
Affective - an emotional or feeling segment of an attitude.
Marielle vs. Cockroach
*disgusted*
*scared*
Behavior - describes an intention to behave in a certain way toward
someone or something.

Marielle vs. Cockroach


*runs &
screams*
In the workplace…
Summary

Cognitive = beliefs
Affective = emotions
Behavioral = actions
The Major Job Attitudes

Job Satisfaction
Job Involvement
Org. Commitment
Perceived Organizational Support
Employee Engagement
The Major Job Attitudes
Job Involvement - measures the
degree to which people identify
psychologically with their job and
consider their perceived performance
level important to self-worth

Example:

Participative Management - the practice


of empowering members of a group, such
as employees of a company or citizens of
a community, to participate in
organizational decision making.
The Major Job Attitudes
Affective Commitment
“You stay because you WANT to stay.”

Org. Commitment
it reflects the emotional
attachment of an employee Continuance Commitment
to an organization and “You stay because you NEED to stay.”
belief in its values as the
“gold standard”

Normative Commitment
“You stay because you SHOULD stay.”
The Major Job Attitudes

Perceived Organizational Support


degree to which employees believe the
organization values their contribution
and cares about their well-being

Employees Support Programs


• Healthcare
• Tuition assistance
• Major life events, including births,
accidents and deaths
• Financial and legal issues
The Major Job Attitudes Making me and
the company
successful.

Employee Engagement Doing my


an individual’s involvement job above
with, satisfaction with, and and beyond.
enthusiasm for, the work
she does.

Highly engaged employees


have a PASSION for their
work and feel a DEEP
CONNECTION to their
company
JOB SATISFACTION

• Video (intro on job satisfaction)


Job Satisfaction
- it is a positive feeling about a job resulting from
an evaluation of its characteristics

- refers to how well a job provides fulfillment of a


need or want, or how well it serves as a source or
means of enjoyment

- Job satisfaction is the degree to which individuals


feel positively or negatively about their jobs
Measuring Job Satisfaction (Two methods)
1. Single Global Rating
 Employees are asked to respond to one question
 Rating scales may be from 1 to 5 as follows:
Highly Dissatisfied

Dissatisfied

No Comment

Satisfied

Highly Satisfied
Measurement of Job Satisfaction
2. Summation of Job Facets
 More sophisticated Key elements:
 Respondents rate them on a
standardized scale Relations with co-
workers Nature of
 Researchers add the ratings to work
create and overall job satisfaction
score Supervision KEY
ELEMENTS

Promotion
opportunities
Present pay
Single Global Rating vs Summation of Job Facets

SGR SJF

simple complex

accurate more accurate

not very time consuming time-consuming


How Satisfied Are People in Their Jobs?

Conducted by U.S.
workers for the past
30 years
Job Satisfaction in the Philippines
2017 Job Happiness Index (Southeast Asia)
• Sample size of 35,513

INDONESIA VIETNAM PHILIPPINES MALAYSIA THAILAND HONG KONG INDONESIA


(5.27) (5.19) (4.97) (4.65) (4.55) (4.45) (4.31)
Causes of Job Satisfaction
• Jobs that provide training- Providing employees with new skills, leads to
more satisfied workers that can take on new responsibilities and work more
effectively.
• Good relationship with co-workers- likely to work well together;
increase employee morale; become like family
• Pay- motivates employees to work; to fulfill needs
• Supervision- good relationship with their immediate supervisors; share
feedback and suggestions with management.
• Promotional opportunities- boosts the morale of promoted employees,
increases their productivity and improves upon the overall profits earned by
the organization.
• Job Security- enjoy their work more when they aren’t worried about losing
their jobs
• Rewards- employees who feel they are rewarded fairly experience less job-
related stress
Impact of Satisfied and Dissatisfied
Employees in the Workplace
Exit- Voice- Loyalty- Neglect (EVLN) Framework
EXIT
• Directs behavior toward leaving the organization
• Looking for a new position
• Resigning
• Job dissatisfaction builds over time until it is strong enough to
make employees want to leave
• Shock events quickly energize employees to think about and
engage in this behavior
• Video on employee resigning
Impact of Satisfied and Dissatisfied
Employees in the Workplace
Exit- Voice- Loyalty- Neglect (EVLN) Framework
Voice
• includes actively and constructively attempting to improve
conditions
• suggesting improvements
• discussing problems with superiors
• undertaking some forms of union activity
Impact of Satisfied and Dissatisfied
Employees in the Workplace
Exit- Voice- Loyalty- Neglect (EVLN) Framework
Loyalty
• passively but optimistically waiting for conditions to improve
• speaking up for the organization in the face of external criticism
• trusting the organization and its management to “do the right
thing.”
Impact of Satisfied and Dissatisfied
Employees in the Workplace
Exit- Voice- Loyalty- Neglect (EVLN) Framework
Neglect
• passively allows conditions to worsen
• includes chronic absenteeism
• Lateness
• reduced effort
• increased error rate.
Specific outcomes of job satisfaction
and dissatisfaction
1. Job Satisfaction and Job Performance
- Happy workers = productive workers
2. Job Satisfaction and Organizational citizenship behavior (OCB)
- Satisfied employees would seem more likely to talk positively
about the organization
- help others
- go beyond the normal expectations in their job, perhaps
because they want to reciprocate their positive experiences
3. Job Satisfaction and Customer Satisfaction
- employee satisfaction related to positive customer outcomes
4. Job Satisfaction and Absenteeism
- dissatisfied employees are more likely to miss work
- provide liberal sick leave benefits are encouraging all their
employees to take days off
5. Job Satisfaction and Turnover
- is stronger than between satisfaction and absenteeism
- job dissatisfaction is more likely to translate into turnover when
employment opportunities are plentiful because employees
perceive it is easy to move
- job dissatisfaction is more likely to translate into turnover
because they have, or perceive, many available alternatives
6. Job Satisfaction and Workplace Deviance
- Job dissatisfaction and antagonistic relationships with co-
workers predict a variety of behaviors organizations find
undesirable
- including unionization attempts, substance abuse, stealing at
work, undue socializing, and tardiness
- workers who don’t like their jobs “get even” in various ways
Summary
Job Satisfaction
- a positive feeling about a job
- Can be measured using the two methods:

• Simple
SINGLE GLOBAL RATING • Not very time consuming
• accurate

• Complex
SUMMATION OF JOB FACETS
• Time consuming
• May also leave some important data
*Both are Valid • More accurate
How satisfied are people in their jobs?

• factors that drive job happiness or unhappiness among workers


differed depending on age and career stage.
Causes of Job Satisfaction
• Jobs that provide training
• Good relationship with co-workers
• Pay
• Supervision
• Promotional opportunities
• Job Security
• Rewards
Impact of Satisfied and Dissatisfied
Employees
EVLN Framework
• Exit- leaving the organization
• Voice- attempting to improve conditions
• Loyalty- waiting for conditions to improve
or trusting the management
• Neglect- allowing conditions to worsen
More outcomes of Job Satisfaction
• Job Satisfaction and Job Performance
- Happy workers are productive workers

• Job Satisfaction and OCB


- Satisfied employees would spread positive things about the
company

• Job Satisfaction and Customer Satisfaction


- Happy and satisfied workers would satisfy customers
More outcomes of Job Satisfaction
• Job Satisfaction and Absenteeism
- dissatisfied employees are more likely to miss work and absences
with on penalties would encourage, even satisfied employees to
leave for work

• Job Satisfaction and Turnover


- Job dissatisfaction would translate to turnover through lure of
another job and unattractiveness of current job

• Job Satisfaction and Workplace Deviance


- Job dissatisfaction and antagonistic relationships with co-workers
predict a variety of behaviors organizations find undesirable
Thank You
for Listening

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