Study Guide for Exam 1
A Research Study Article
Abstract-summary of the experiment
Intro- introducing material to be studied, background info and hypothesis Method- logic of study, experimental design, independent, dependent variables and how to measure those variables and the sample is also included Results
Discussion-explain results, world relevance, possible errors, and suggested further research References
Introduction to OB (Organizational Behavior)
Definition= is a field of study devoted to understanding, explaining, managing and ultimately improving the attitudes and behaviors of individuals and groups in organizations
-Actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization’s functioning and performance -OB is both research and application orientated
Scientific management – little movements and get paid, no interaction, early 1900s
Administrative principles school –the assumptions, beliefs, values or accepted practices that underlie administrative policy and activity -Bureaucracy-Office type jobs, one right way
Human Relations School – Hawthorne Studies – what motivates workers and does lighting, temperature, rest breaks, length of workdays, pay and supervision style have an effect of workers performance? YES- Social environment, individual differences, focusing on individual needs and employee perceptions matter more than reality
Open Systems- start building a relationship, diversity and globalization. Individual difference in important. External factors (diversity, sustainable government, technology)
Contingency Approach= calls for using management concepts and technique in a situationally appropriate manner, instead of trying to rely on “one best way” -asses, diagnose, choose what to do in a situation
21st Century Characteristics
Needs to exceed: demonstrates a sustained passion to succeed, willingly steps up to significant challenges, sets high standards, driven to achieve results, conveys a sense of urgency, and hold self accountable for adding value
Helps other succeed: supporting others by providing constructive feedback, coaching, using a process to see that others are developed and provides developmental resources
Courageous: willing to stand up and be counted. Steps forward to address difficult issues, puts self on the line to deal with important problems, stands firm when necessary, doesn’t hold back anything that needs to be said, is not afraid to take negative action when appropriate.
Leads: creates a vision and purpose that others but into and share. Takes actions that inspire confidence that the vision is being achieved. Sets clear and compelling goals that serve as a unifying focal point of efforts—often creating immense team spirit. Good enough never is.
Customer Focused: creates sustained partnership with customers (internal and external) based on a thorough first-hand understanding of what creates value for them, continually searches for ways to increase customer satisfaction
Relationship Builder: initiates and develops relationships with others as a key priority, uses informal networks to get things done, relies more on ability to influence than hierarchical relationships.
Team Builder: champions teamwork creates an environment in which teams are used appropriately, their development is supported, and they are generally successful, fosters collaboration among team members and among teams, creates a feel of belonging in the team
Principled: inspiring trust through ethical behavior, shows consistency between principles, values and behavior, is authentic. Consistently lives, breathes, and expresses their principles in all they do.
Change Agent: acts as a catalyst of change and stimulates others to change, challenges the status quo and champions new initiatives, manages implementation effectively.
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