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OBHR Bible
Day 1
Business
Unpredectibility
Behaviour
Choice
Times of turbulence
Ocean
White – No competition
Red – Competition
Blue – New market

Agility – Lion and Deer – run , run

Dell Hell – Business shifted to customer

Business should be
Emotional
Collaborative
Sustainable
Value addition Stakeholders (Stakeholders in an organization, according to importance level) •S – Society
P – Partner
I – Investor
C- Customer
E – Employees
External Forces which shape this Globalization Era 3.0
P – Political
E – Economic
S- Social
T – Technology
L – Legal
E – Ethical & Economic
Law of reciprocity – Google
Manager
Technical
Human
Conceptual
Day 2
Personality
Internal - Nature
External – Nurture
5 Factor Forces of Personalit development
Conscientiousness
Agreeableness
Neuroticism (anxious, hostile etc.)
Openness to experience (curious,sensitive)
Extrovertism

Stanford Prison Experiment - Influence
Abuse
Misuse
Not use
Personality
oHeredity
oPersonal Env.
oSituation
Jacob vang zanton – Commercial airline-----Loss aversion (the Tahiti plane crash example) Xerox - Killing
Behavioral changes – Decision Making
Awareness
Choice
Decision
Action
Manager –
Should see when people are suffering
About to suffer
Behavior

Ek gandi machili sare talab ko ganda kar deti hain. (Dirty I M Cycle) Nurture talent - Practice makes perfect – Polga sisters chess grandmaster Emotional Intelligence – Ability to understand to act wisely in human emotional – Career success EQ

Self Awareness
Managing emotions
Motivating oneself
Empathy
Handling Relationship

Metronics – Values
Attitude is defined by
Cognitive
Behaviour
Effect

Day 3
Perception – Decision Making (ppl’s receptions are their reality) •Perceiver
Target/receiver
Context/situation
Don’t blame a person . we underestimate people and do not quite look at the situation. It is the situation which has a problem. Attribution Theory- Quick Judgement. we underestimate people and do not quite look at the situation Pre-Judgement – Halo effect – Chewing gum boy (The halo effect or halo error is a cognitive bias in which our judgments of a person’s character can be influenced by our overall impression of him or her.) Don’t skip things because of Judgement

Pygmalion Effect—the higher the exectation placed on an individual, the better is the productivity of the person. Thus leaders’ expectations from his team are reflected by their performance.
Teacher student – Belief - Motivation
Placebo – Disprin false – What we think what we are
Decision Style Model
Contrast Effect-
Sway –loss aversion refers to people's tendency to strongly prefer avoiding losses to acquiring gains.

Day 4
Motivation
Meeting Expectations
Awards and Rewards – Should not be only pay, too complex, wrong. Help people understand what they are doing is important.
Firms of Endearment – Excellence of empowerment – SW Airlines People Dept. Maslow Hierarchy

4-DRIVE MODEL- ABCD
Award
Reward
Recognition
Perk
Bond
Culture , value, norms
Teamwork
Social , fun

Challenge & Comprehend
Job design
Looking at the big picture
Defend
Reputation
Threat
Transparency

Models of Motivation

Mccleland
1.Need for achievement
2.Need for authority and power
3.Need for affiliation
Maslow’s hierarchy of need
Bondura – Self efficacy-- Albert Bandura has defined self-efficacy as one's belief in one's ability to succeed in specific situations. One's sense of self-efficacy can play a major role in how one approaches goals, tasks, and challenges.

Lock and Lathum--- Goal setting in business
Four mechanisms through which goal setting can affect individual performance: 1.Goals focus attention towards goal-relevant activities and away from goal-irrelevant...
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