ORGANISATIONAL BEHAVIOUR ORG is combination of 5Ms men, machinery, material,money&mgmt.

Who take more care of all the rest four Ms? Human behaviour is caused& it is unpredictable. Understanding the behaviour has assumed great significance for managers. Manager has to answer 2 questions why people behave as they behave or why people do what they do at work in organization?
Doc/MBA/Tchng Mtrl/ 109/04/R00

 What influences peoples behaviour at work? Definition: Ob is concerned with the study of human behaviour at work. It is study & application of knowledge about people as individual& as groups behave or act in orgs. According to luthans: OB is directly concerned with the understanding prediction& control of human behaviour in organization

 Robbins: OB is a field of study that investigates the impact that individual, groups& structure have an behavior within organization for the purpose of applying such knowledge towards improving an org effectiveness. Key elements of ob People: Organisationasations are run by people People consist of individuals& groups Differences in traits,intelligent,personalityorany trait

 Manager cannot adopt one formula or standard across the board for dealing with employees. Manager has to treat employees with individual differences differently. Ob studies individual as a whole system Family life cant be separated from organisational life. Human behaviour is always caused Ex worker remains absent in work there is a cause behind it.

Structure: Org are social system Two types of social system: Formal: the formal relationship of people in org is called org structure. Ex ;managers&employees,accountants&assem blers Technology: It allows people to do more &better work.

 Environments : Internal & external environment Org is the effect for which environment is the cause. Nature & scope: A separate field of study &not a discipline only; An interdisciplinary approach An applied science A normative science A humanistic &optimistic approach A total system approach

 Scope of OB Individuals: Personality,perception,attitudes,values,job satisfaction Group of individuals: Group conflict, group dynamic,communication,leadership Org structure: Formation structure,culture&change & development.

 Need of OB To understand ourselves &others in a better way Inter-personal relations in the org will be improved. It to know individual employees better &motivate employees to work for better results. It is human in nature, it tackles human problems only It tells how to predict human behaviour . It makes effective utilisation of people.

 Contribution disciplines to OB Psychology: it is a science that focuses directly &predicts individual behaviour. It concentrates on intra-personal dynamics. Likepersonality,perception,attitude,opinion,le arning&motivation. Sociology: Is the study of people in relation to their fellow human beings.

 Psychology focuses on individual, were as sociology on----------- Group dynamics, formation of groups,communication,formal&imformal organizations. Anthropology: Study of societies to learn about human beings& their activities. Understand differences in values, attitudes& behaviour of people in different regions & orgs a

 It studies culture, culture dictates what people learn&how they behave. Other social sciences: Economics: Individual when they are confronted with a choice It helps to make decision mkg process. Political science: Power,politics&authority It tells certain influences in ob

 History; Lives of great leaders&success &failures of orgsthey managed CHALLENGES FACED BY MGMT WORK FORCE DIVERSITY: It is situation that exists when member of a group or org differ each other in age,gender,race,education CHANGINH DEMOGRAPHICS OF WORKFORCE: No of women in industrial workforce &aged people in workforce.

 CHANGING EMPLOYEE EXPECTATION Job security,good& attractive remuneration, housing facility,empowermen&QWL Equality with mgmt. Ex; employees work in home teacher goes to students place through study material. Teleconferencing,radio broad cast EVER EXPANDING GLOBLISATION First managers are transferred to different countries.

 Mgr have to work with different superiors,subordinates&peers who are brought in different culture. TOWARDS IMPROVING QUALITY Today's success of orgs depend on quality product& services. This itself will tell the success of org.

Models of OB Autocratic model It is dictorial It gives minimum performance&they get minimum wages. It produce result in US civilization industries.

 Custodial model How to develop employee satisfaction& security. They introduced welfare programes to satisfy security needs of employees. It make them to depend on org. Ex IGNOU

Supportive model It is founded on leadership basis It provides to grow &accomplish task sucessfully

Collegial model Group of persons having the common purpose. Team work

foundations of individual behaviour Introduction: Individual with different characteristics behave differently in similar & different situations underlines the need for managers to understand human behaviour at work. INDIVIDUAL & INDIVIDUAL DIFFERENCES: Behavioural science concentrates on its own concepts. Ex double accounting

 It based on concept like for every debit there will be equal credit. Ex: physical science law of gravity, is uniform in Delhi & London. But it is not same for individual /people. Behaviour of individual is determined by characteristics & enviornment they live. Individual is considered as an island in himself /herself.

 Depend upon different psychology make ups,they differ in kinds of jobs. Ex: job security& challenging jobs Type of compensation plan they want Ex : time wage system ,piece wage system People differ in style of leadership they want to work Stemina to bear with job stress Differ in personal characteristics Ex : gender,race,education,abilities perception,

 Human behaviour & causation What is behaviour actually means? It simply means as a response to certain stimuli which is observed directly & indirectly. Directly by studying the responses of people to their work enviornment. Indirectly refers to how people describe decision making processes & attitudes. In other words behaviour is a function of both the person & the enviornment.

Personal characteristics are inherited from birth while others are learned over time. Personal & environmental characteristics serve as the foundation of individuals behaviour. PERSONAL BIOGRAPHICAL FACTORS Gender: 1. Turnover & absenteeism 2. Becoz home & family responsibilities on the females. 3. Ex when a child is ill

 Age : 1. Impact on performance, turnover, absenteeism & job satisfaction. Education : 1. Both level & type of education also affects individual behaviour. 2. Job dissatisfaction may occur when rewards do not match expectation. 3. Type of education: general & special

 Abilities: Means an individuals skill & capacity to perform a job. Two types of skills : intellectual & physical. Mental activities like MAT,GMAT,& CAT No aptitude: accountant Verbal comprehension: plant manager Inductive reasoning: market researcher

Dimensions of Intellectual Ability

Dimensions Number Aptitude Description Ability to do speedy and accurate arithmetic Job Example Accountant: Computing the sales tax on a set of items

Verbal Comprehension

Ability to understand Plant manager: what is read or heard Following corporate and the relationship of policies on hiring words to each other Ability to identify Fire investigator: visual similarities and identifying clues to differences quickly support a charge and accurately

Speed

Dimensions
Inductive Reasoning Deductive reasoning

Description
Ability to identify a logical sequence in a problem and then solve the problem Ability to use logic and asses the implication of an argument

Job Example
Market researcher: forecasting demand for product Supervisor: choosing between two different suggestion offered by employees

Visualization

Ability to imagine how an object Interior decorator would look if its position in space were changed

Memory

Ability to retain and recall past experiences

Salesperson: remembering the names of customers

PHYSICAL ABILITIES
Specific physical abilities gain importance in doing less skilled and more standardized jobs. Research has identified nine basic abilities involved in the performance of physical tasks. Individuals differ in the extent to which they have each of these abilities. High employee performance is likely to be achieved when management matches the extent to which a job requires each of the nine abilities and the employees abilities.

knowing and controlling self and knowing and controlling others

A. B. Men Achievement Motive Urge to excel and complete Sensing opportunity Taking responsibility Low fear of failure Persistence, perseverance Power Motive Urge to control and impact Positive self-image Energy, discontent Assertiveness Self-reliance, independence Women C. Extension Motive Urge to help and care Compassion Empathy, synchrony Trust Collaborations, synergy D. Self-determination Value-orientation (authenticity, integrity) Management of emotions Resilience Goal-involvement (selfrestraint) Common E. SelfDetermination Self-awareness Internality Optimism Flow (lack of rumination) F.Social Competence Reflection Ambiguity tolerance Commitment Management of others emotions Networking

 Marital status: Employees marital status & his behaviour at work. Married employees have fewer absences, undergo less turnover& more satisfied with their jobs than unmarried co-workers. II) psychological factors Mental characteristics & attributes that are not always observable Perception, personality, attitudes, values & learning.

 iii)Environmental factors: 1. Economic conditions: Employment level, wage rates, economic outlook & technological change Level of employment opportunities available in the country bear strong influence on behaviour of individual. Ex fewer job opportunities reduce turnover & absenteeism of employees due to fear of present job losing. Ex : higher wages greater job satisfaction & more stability & regularity in employees job.

 Ex :economic out look also affects employees expectation Frequent lay offs due to economic cycles likely to motivate by job security. Technology affects job opportunities &employees behaviour as well. Political situations: Govt affects the employment opportunities in qty& qlty Ex: in nineties neither new entrepreneurs were attracted to establish their industriesnor investment In expansion & deversification.

 Cultural values people lining in different regions imbide with cultural values. It is made up of factors like basic beliefs, values, work ethics, need for achievement Value is tinged with ones morale that guides what is right & what is wrong. This affects ones behaviour Work ethic: with moral Hard work & commitment to his work is work ethic Strong work ethic positively weak just opposite. Need for achievement motivates to work more.

 Organisational factors: Org factors also affect human behaviour at work Org structure& design ,leadership styles& rewards system. Causation of human behaviour
Input (environment) Thruput (evaluation) Output (behaviour)

 System concepts consists of four definite parts input, thruput,output & feedback Information in form of input or raw material Thruput is the evaluation or transformation of input received. Finally employees overt behaviour based on input & thru put is the out put. Feed back serves with alternatives with changes in sequence or time period of the system operation .

Models of man Rational economic man Self actualising man Complex man Social man Organisation man

PERSONALITY CONCEPT OF PERSONALITY Personality means what? Ones charm, dress &attractiveness to others. It has been derived from Latin word personare It means to speak through. It is a mask worn by the actors in the ancient Greek dramas

What is Personality?

EXHIBIT

4-1

 According to hilgard personality may be understood as the characteristics patterns of behaviour & modes of thinking that determines a persons adjustment to the enviornment
Ruch personality can be described as how he understand & views himself& his pattern of inner & outer measurable traits. It includes both internal & external Internal like attitude, values learning external like height, weight, facial features.

Personality is sum total of ways in which an individual react & interacts with others & enviornment. Individual personal life is influenced by personal life & were he is working

Personality Traits

Personality Determinants
Heredity Environment Situation

 Determinants of personality Mc clelland has categorised into four fundamental theories Traits,schema,motives,self schema Classified into 3 groups Heredity, enviornment,situation.

 Heredity: It refers to biological factors. It is the transmission of the qualities from parents to children through a biological mechanism lying in the chromosomes of the germ cell. Ex: physical stature, facial attractiveness, temperament etc

 Environment : It is ones family norms, friends & social groups exerts pressure on ones personality formation. Culture establishes norms, attitudes & values that are passed from generation to generation. Culture plays a major role in changing personality. Ex in India children learn from an early age the values of hard work, frugality & family closeness.

 Ex home enviornment to child also changes personality . Ex children reared in orphans & warm loving stimulating enviornment Parents play imp role on the personality development of their children as compared to other member of family. Elders serve as models for younger The contineous impact of different social groups called socialisation process.

 Socialisation process starts with initial contact between a mother & her new infant. It also takes with other social groups outside family also. It takes place throughout ones life.

 Situation: Individual personality does change depending on the situation. Different situations call forth to behave differently Ex : person facing an interview & while enjoying with friends. Two different situation are there. It is not determined by what kind of person one is but by in which kind of situation one is placed

 Ex worker having need for power & achievement

Sixteen personality factors (16 PF)

 BASED ON GROUPS, FOLLOWING ARE THE MAIN TYPES OF PERSONALITIES 1. Introvert & extrovert personalities 2. Type A & type B 3. Judging & perceptive 1. Introvert personalities: People are oriented to subjective world They look inward & experience & process their thoughts & ideas within themselves. They avoid social contact & interaction with group mates,withdrawn,quiet&enjoy solitude.

 Found more inclined to excel at tasks that require thought & analytical skill. extrovert personalities Contrary to introverts They are Friendly,sociable,lively,gregarious,aggressive& Express their feelings & ideas openly. They are successful for the position that require considerable interaction with others. Ex suitable post are sales,publicity depts,personal relations units etc.

 Introvert vs extrovert
Introverts 1. Like quiet concentration 2. Tend to be careful with details complicated procedure 3. Trouble remembering names &faces. 4. Like to think a lot before they act. 5.Work contendenly alone 6.Dislike telephone intrusions& interruptions. extroverts variety & action work faster,dislike complicated procedure often good at greeting People. often act quickly without thinking like to have people around often do not mind of answering the telephone.

 Type A personality: They are characterised by hardworking,highly achievementoriented,impatient,time urgency, aggressive,with competitive drive,etc Very productive & work very hard They are workholics Impatient & aggressive they are prone to heart attack.

 Type B personalities; Easy going,sociable,free from urgency of time, laid back & non-competitive They do better on tasks involving judgements,accuracy rather than speed &team work.

 Judging personalities Like to follow aplan,make decisions & need only that what is essential for their work Perceptive personalities These people who adaptwell to change . Want to know all about a job & at times may get over committed .

Judging type
Work best they plan & work Like to get things settled May decide things too quickly Want only essent their things needed to begin their work Tend to be satisfied welcome once they reach a

perceptive type
adapt well to change situations. making alterations may have trouble making decisions. want to know all about work. tend to be curious & new information on

Major Personality Attributes Influencing OB

Locus of control Machiavellianism Self-esteem Self-monitoring Propensity for risk taking Type A personality

Personality Characteristics in Organizations

Locus of Control. Locus of control was suggested by Rotter in 1960 The extent to which a person feels able to control

his/her own life. Externals.

More extraverted in their interpersonal relationships and

more oriented toward the world around them.

Internals. More introverted and more oriented towards their own feelings and ideas.

Locus of Control.

Machiavellianism
Named after Nicola Machiavelli, who wrote in the sixteenth century on how to gain and use power. An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes that ends can justify means. High Machs manipulate more, win more, are persuaded less, and persuade others more. High Mach outcomes are moderated by situational factors and flourish when they interact face to face with others, rather than indirectly, and when the situation has a minimum number of rules and regulations, thus allowing latitude for improvisation. High Machs make good employees in jobs that require bargaining skills or that offer substantial rewards for winning.

People with a low-Machiavellian personality

Accept direction imposed by others in loosely

structured situations.
Work hard to do well in highly structured

situations.
Are strongly guided by ethical considerations. Are unlikely to lie or cheat.

Self-Esteem and SelfMonitoring

Self-esteem
Self-esteemthe degree to which people like or dislike themselves. (SE) is directly related to expectations for success. Individuals with high self-esteem will take more risks in job selection and are more likely to choose unconventional jobs than people with low self-esteem. The most generalizable finding is that low SEs are more susceptible to external influence than are high SEs. Low SEs are dependent on the receipt of positive evaluations from others. In managerial positions, low SEs will tend to be concerned with pleasing others. High SEs are more satisfied with their jobs than are low SEs.

Self-monitoring
High self-monitors tend to pay closer attention to the behavior of others. High self-monitoring managers tend to be more mobile in their careers and receive more promotions. High self-monitor is capable of putting on different faces for different audiences.

Risk taking
The propensity to assume or avoid risk has been shown to have an impact on how long it takes managers to make a decision and how much information they require before making their choice. High risk-taking managers made more rapid decisions and used less information in making their choices. While managers in organizations are generally riskaversive, there are still individual differences on this dimension. As a result, it makes sense to recognize these differences and even to consider aligning risktaking propensity with specific job demands.

Type A
A Type A personality is aggressively involved in a chronic, incessant struggle to achieve more and more in less and less time, and, if required to do so, against the opposing efforts of other things or other persons. They are always moving, walking, and eating rapidly, are impatient with the rate at which most events take place, are doing do two or more things at once and cannot cope with leisure time. They are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire.

Type B
Type B never suffer from a sense of time urgency with its accompanying impatience and feel no need to display or discuss either their achievements or accomplishments unless such exposure is demanded by the situation. Play for fun and relaxation, rather than to exhibit their superiority at any cost and can relax without guilt.

Self-Efficacy
Self-efficacy refers to a belief about ones own ability to deal with events and challenges. High self-efficacy results in greater confidence in ones job-related abilities to function effectively on the job. Success in previous situations leads to increased self-efficacy for present and future challenges.

Super ego : It is conscience it judges whether an action/behaviour is right or wrong as per the set norms Social learning theory: Learning means any change in ones behaviour that occurs as result of experience 2 ways : reinforcement & observing others SLT emphasis on how an individual behave in a given situation specific characteristics determine how an individual will behave in such situation.

 Theories of personality Type theory: It was made on two bases:body build& psychology factors Person with short or plumb body:sociable &relaxed Tall & thin:restrained,self-conscious&fond of solitude Heavy set muscular body build :noisy,callous&fond of physical activity

Psychological factors:
It is based on totality of persons interacting sub system. They are 2 types introverts & extroverts

Trait theory:
Trait is an enduring character a person differ It includes shy,aggressive,submessive,lazy,ambitious,l oyal & timid Individual variable dimensions Alport & cattell isolated individual traits Allport identified 17,953 traits Catell identified 171 traits then reduced to 16 traits. This were termed as primary traits.

 John propounded a BIG FIVE MODEL 1. Extraversion: who is sociable,talkative&assertive 2. Agreeableness: one who is good natured,co-operative&trusting. 3. Conscientiousness:A person who is responsible, dependable,persistent & achivement oriented. 4. Emotional stability:calm,nervous,enthusiastic,depress ed & insecure 5. Openess to experience:imaginative,artistically sensitive

Psychoanalytical theory
It is influenced by unseen forces It was developed by sigmund fraud 40 years of writing & clinical practise Based on clinical practise unconscious frame work It consist of 3 elements id,ego&super ego

Id: innate & source of psychic energy It is like raw It obeys pleasure principle Id knows & obeys no laws & rules Unconscious part Ego: conscious part of human personality Reality Ex starving man cant control his hunger by eating images but by really having food

Super ego : It is conscience it judges whether an action/behaviour is right or wrong as per the set norms Social learning theory: Learning means any change in ones behaviour that occurs as result of experience 2 ways : reinforcement & observing others SLT emphasis on how an individual behave in a given situation specific characteristics determine how an individual will behave in such situation.

Self theory : Carl rogers credited It is credited with self theory of personality It is described as phenomenological which studies individual subjective experience, feelings & his concepts of world & self It is composed of perceptions of Ior me 4 factors are included: 1. Self Image

3 looking glass self 4 Real self Eriksons eight life stages Infancy Early childhood Play age school age Adolescence Young adulthood Adulthood Old age

PERCEPTION
WHAT IS PERCEPTION? It is perceiving ie,giving meaning to the enviornment around us. Perceiving of objects what we are faced with. Udai pareek: perception can be defined as the process of receiving,selecting,organising,interpreting, checking & reacting to sensory stimuli or data.

 Stephen p Robbins: a process by which individuals organise & interpret their sensory impressions in order to give meaning to their enviornment.

PERCEPTION DIFFERS FROM SENSATION

SENSATION: Response of physical sensory organ to some stimuli. What are physical senses? They are continuously bombarded by numerous stimuli both inside& outside our body. The reaction of eye to colour Ear to sound Nose to odor

 Sensation activates the functioning of physical sensory organs. Sensation serve as a raw input to be processed so as to make sense out of them to perceive the enviornment around us. PERCEPTION It is more than sensation It depends on sensory raw data It involves a cognitive process Filtering, modifying or even changing these sensation raw data to make sense out of them.

 Ex : looking at an object Eyes activates us to see an object ie.sensation & what is being seen ie,perception. Perception process overcome sensation process to make what is being seen. Ex : two wheeler u think is best not the engineer says. Same professor viewed by one student is very good professor & by another as a poor professor

Perceptual process
It is like input-throughput-output process in which stimuli can be considered as inputs Transformation of inputs through selection, Organisation & interpretation as throughputs Ultimate behaviour/action as output

PERCEPTUAL PROCESS

INPUTS

THROUGHPUTS

OUTPUTS

STIMULI

SELECTION-ORGANISATION INTERPRETATION

ACTIONS

1. RECEIVING STIMULI
Stimuli are received from various sources Five organs, see the objects, hear sounds,smell,taste&touch things. Reception of stimuli is a physiological aspect of perception process It may be external to us (sound waves) Inside (such as energy generation by muscles)

2.Selection of stimuli
It is made on two factors : external factors & internal factors External factors relate to stimuli such as intensity of stimuli, its size,movement,repitition,etc Internal ones relate to the perceiver such as learning,age,interest,etc

Nature Location Colour Size Contrast Movement Repetition

Learning Psychological needs Age difference Interest

Selective perception it involves two psychological Principles:

3.

Figure ground principle Relevancy organisation of stimuli Grouping Closure simplification

4. 5.

Interpretatation Halo effect Attribution Stereotyping Personality Situation Perceiver Action

Factors affecting perception

1. 2. 3. Internal factors: Needs & desires Personality experience

External factors
Size Intensity Frequency/repetition Contrast Status movement

How to improve perception?

Perceiving oneself accurately Improving ones self concept Be empathetic Having positive attitudes Avoiding perceptual distortions Communicating openly

Figure ground principle

Meaningful bits & pieces of stimuli are called the figure. Meaningless ones are levelled as ground. More attention to figure & less to ground

Relevancy
People select perceive things that they consider relevant to meet their needs& desires

3. Organisation of stimuli
Orginising the bits of information into a meaningful whole is called organisation. There are 3 ways by in which the selected data are organised 1. Grouping It is based on similarity or proximity of various stimuli Ex; all workers having similarity in certain aspects like similar opinion.

Ex all workers coming from same place may be perceived as similar on basis of proximity. 2. closure: The tendency to form a complete message from an incomplete one is known as closure. Ex puzzles, THE HINDUSTAN TIMES 3. simplification: When people are over loaded with information they try to simplify it to make it more meaningful & understandable. Concentrating on important ones only.

4.Interpretation
Assigning meaning to data is called interpretation. Data collected & organised do not make any sense without interpretation. Factors affecting are: 1. Halo affect: Drawing a general impression about an individual based on a single character or trait.

 Ex a student is asked to appraise their one teacher teaching them. If they will take trait as enthusiasm. If the teacher is quite assured, knowledgeable& highly competent but lacks zeal in teaching style than she will be rated poor. Hallo effect distorts ones perception about another.

 2. Attribution: Explaining human behaviour in terms of cause & effect. Ex :if a prosperous worker does over time work It is perceived as as what? If a poor worker also does the same action it is perceives as what?

3. stereotyping: Here individuals are judged on the basis of the characteristics of the group to which they belong. It was introduced in 1922 by walter lipman It is having both favourable & unfavourable traits Ex older worker cannot learn new skills Ex over weight people lack discipline

4. personality
personality of perceiver also affects what is to be perceived

 5. situation: Ex: a mgmt professor if he see a student in a five star hotel may not give that much importance. If the same student attends the class on the next day it will catch the professor eye. This indicates how situation affects our perception

 6. perceiver: Ex if you have bought a new Hero Honda, than suddenly you notice a large no hero Honda just like yours. It is unlikely that the no of such hero Honda suddenly increased.

5. Action
Action may be positive or negative depending upon favourable perception held by the perceiver Ex : a student may respond favourable to the motivat5ional intentions of the professor provided his understanding about his professor is positive or favourable.

ATTITUDES,VALUES & JOB SATISFACTION

The term is being used quite frequently in describing peoples behaviour. The meaning of attitude that is used in general sense is positive and negative attitude. For example Mr. A has a positive attitude and Mr. B has negative attitude. However this not the correct usage of the term attitude. Attitude always has a referent that is an object towards which positive or negative orientation is implied. For example, Mr. John has a positive attitude towards his organization.

Attitudes
Attitude are generally affective (or emotional) in nature, they also have a cognitive ( information or knowledge) element and a conative (action) element, in terms of acting or behaving on the basis of that feeling. For example: my exposure to my job gives me enough knowledge about it. Then I develop a feeling for it( I like it or I do not like it ) . Finally , I act on the feeling stay on in my job or quit it. So generally attitudes lead to behaviour

According to munn
Attitudes are learned predisposition towards aspects of our environment . They can be positively or negative directed towards certain people, service or institution.

Salient features
They are related to the feelings & beliefs of people They responds to persons, objects or events. They affect beaviour either positively or negatively They undergo change.

Formation of attitudes
1. 2. 3. 4. They are classified into two sources: Direct experience Social learning (enviornment indirectly) Peer groups Observing models(whom you admire & respect) 5. Culture (earning income in India& America) 6. Individual association (teachers attitude towards students)

Learning attitudes from observation involves follo: Attention:focus on the model Retention: what was observed must be retained Reproduction:behaviour practised again & again Motivation: learner must be motivated to learn from the model Types of attitudes related jobs: job satisfaction Job involvement

1. 2. 3. 4.

Job satisfaction: Five specific dimensions of job: pay, work itself, promotion opportunities, supervision &co workers measurement of attitude: Self report Indirect tests Direct observation technique Psychological reaction technique

 Attitude survey consist of statements of questions to be answered by the employess A definite scale is assigned to each answer Ex :my job makes the best use of my abilities Strongly agree 5 Agree 4 Undecided 3 Disagree 2 Strongly disagree 1

 Equal appearing interval scales: It requires only one judgment for each statement It range from pile 1 to pile 11 corresponding to most favourable & most unfavourable. Summated rating scales: Five points always,often,sometimes,seldom,& never These points gives the degree of agreement or disagreement.

Change of attitude
1. Filling of information gap: Ex worker may be anti mgmt 2 use of fear: Low & high degree of fear Moderate level of fear must be used 3 Resolving discrepancies: Between attitude & behaviour Ex people try have good attitude about the job they have held & negative ones about the job they did not choose to work.

4. Impact of peers: (level of credibility) 5 The coopting approach: People who are dissatisfied with a certain situation are taken to make them involved in improving things. Ex general manager behaviour changed the supevisors attitude Attitude affects performance Ex Three Brick Layers

Determinants of job satisfaction

Nature of work Pay & promotion Quality supervision Supportive colleagues Working conditions

Effects of job satisfaction

Productivity Absenteeism Turnover

Job dissatisfaction
Quit Voice Loyalty neglect

Measuring job satisfaction

Single global rating Summation score Interviews Action tendencies Critical incidents

values
Concept of value: Values are general beliefs tinged with moral flavour containing an individual judgmental ideas about what is good, right or desirable. What is right or wrong & good or bad are value laden. Rokeach: A specific mood 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.

Values and attitudes

1. 2. 3. 4. Both values & attitudes are tinged with moral. There are some similarities Both are learned from the same source experience with people, object &event Both affect cognitive process & behaviour of people Both are endurable & difficult to change Both influence each other & more often not are used interchangeably

Attitudes

Values

1. Attitudes exhibit predisposition to respond 2. Refer to several beliefs relating to a specific object or situation 3. They are ones personal experiences

Values are judgement ideas like what is right Represent single belief focused on objects or situations These are derived from social & cultural mores.

Types of values
Terminal values: Represent desirable end states of existence the goals an individual would like to achieve during his/her life time. Instrumental values: Reflect the way to achieving goals

Terminal values 1. World peace 2. Happiness 3. Equality 4. Achievemnt 5. Inner peace 6. Beauty in nature 7. Family security 8. Self respect 9. Salvation 10. Friendship

Instrumental values Honesty Forgiving nature Helpfulness Self control Independence Obedience Ambition Open mindedness Cleanliness Affection & love

11 pleasure 12 wisdom 13 prosperity 14 national security 15 social respect 16 exciting life 17 freedom

Rationality Courage Competence Cheerfulness Intelligence Imagination responsibility

Types of Values - Allports values categories.

Theoretical values: interest in the discovery of truth through reasoning and systematic thinking. Economic values: interest in usefulness and practicality, including the accumulation of wealth. Aesthetic values: Interest in beauty, form and artistic harmony. Social values: interest in people and human relationship. Political values: interest in gaining power and influencing other people. Religious values: Interest in unity and in understanding the cosmos as a whole

Allport: 6 types of values

1. Theoretical :importance on discovery of truth through a critical & rational approach 2. Economic : emphasis on usefulness & practicability 3. Aesthetic: places top most importance on form & harmony. 4. Social : highest value to love & affection of mankind 5. Political : acquisition of power & influence 6. Religious : unity of experience &

Values & ethics

Ethic is the way the values are acted out Acting with ones personal values & commonly held values of organisation & society

Formation of values
Significant portion of values is generally determined. Formation starts with family & is influenced by the parents Ex: wash your hands & feet & brush your teeth This they told because being lazy is bad Parents own behaviour to there every day events also demonstrates what is good & bad, important & unimportant for the children.

 Children imbibe values form parents Class mates & peers also help shape ones values As we grow & develop values change Recollect your values during your school days Culture also influences the formation of values

Values and behaviour

1. Values serve as foundation for attitude: ex individuals enter organisation with pre conceived notion of what ought & what ought not to be. 2. Individuals hold their own interpretation of right & wrong: such situation cloud objectively & rationally 3 Values affect both attitude & behaviour: Ex if a person joins a company with a view on piece rate basis salary if company gives time rate basis.

4 re examining the established values poses challenges for the modern mgmt

Types of Values Chakrobortys Framework Of Indian Values

Respect for individuals Cooperation and trust Purification of mind Top quality product and services Work is worship Containment of greed Ethical-moral boundaries Self-discipline and restraint

GE Values

Competencies to demonstrate GE Values

CURIOUS Generates new and creative ideas. Fosters an environment where questions and ideas are valued. Seeks feedback, continuously learns, and develops self. Learns as much or more from failures as successes. PASSIONATE Demonstrates enthusiasm for what he/she does. Willing to take risks. Empowers others to question the status quo. Creates excitement and inspires others to deliver. RESOURCEFUL Seeks simple solutions to complex problems. Considers varied alternatives before selecting a solution. Effectively uses internal/external network. Consistently gets tasks accomplished with available resources. ACCOUNTABLE Takes responsibility for decisions, actions and results. Delivers on commitments to stakeholders. Does what is best for the team and the customer. Places success of the organization ahead of personal gain.
TEAMWORK Builds trust by respecting the ideas and contributions of Works well with others. Coaches and encourages others on a regular basis. Contributes to positive morale and spirit within the team. Embraces diverse and global cultures. COMMITTED Sets clear and measurable goals. Stays focused on business priorities. Willing to make tough decisions and live with the consequences. Displays persistence and tenacity; is not deterred by OPEN Attentive and respectful when listening and responding to Willing to change based on the inputs of others. Communicates in an open, candid, and consistent manner. Accessible and approachable. ENERGIZING Displays an engaging, can-do, optimistic attitude. Makes work fun. Inspires others to achieve more than they imagined. Recognizes and rewards the contributions of others. everyone.

obstacles.

others.

Five core values of Tata Group

Integrity: We must conduct our business fairly, with honesty and transparency. Everything we do must stand the test of public scrutiny. Understanding: We must be caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities we serve. Excellence: We must constantly strive to achieve the highest possible standards in our day-to-day work and in the quality of the goods and services we provide.
Unity: We must work cohesively with our colleagues across the Group and with our customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation. Responsibility: We must continue to be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over.

Spirit of Wipro Values of Wipro

Intensity to Win Make customers successful Team, Innovate, Excel Act with Sensitivity Respect for the individual Thoughtful and responsible Integrity Delivering on commitments Honesty and fairness in action

Indian Managers Five Most Important Values

Values
Honesty and truthfulness Dedication Concern and respect for others Family duty, responsibility Sincerity

Rank
1 2 3 4 5

%
47
31

Wanted in Others(%)
34 30 28 16 14

25 23 22