POWER & POLITICS IN NURSING MANAGEMENT FOR GRADUTE & MASTER STUDENTS OF NURSING
POWER & POLITICS • Power and politics are two face of a single coin. • They move parallelily together.
3. WHAT IS POWER Power refers to the possession of authority and influence over others.
4. KEYS TO HAVE POWER Dependence Importance Scarcity Nonsubstitutability
5. WHY IS POWER REQUIRED? • Providing direction • Get fast access to decision makers • Maintain regular, frequent contact with decision makers • Assisting in the management process • Structure to organisations • Assist to employees in performing better • Articulate the goals
6. TYPES OF POWER •Coercive power •Legitimate power •Reward power •Referent power •Expert power
POWER & POLITICS IN NURSING MANAGEMENT FOR GRADUTE & MASTER STUDENTS OF NURSING
POWER & POLITICS • Power and politics are two face of a single coin. • They move parallelily together.
3. WHAT IS POWER Power refers to the possession of authority and influence over others.
4. KEYS TO HAVE POWER Dependence Importance Scarcity Nonsubstitutability
5. WHY IS POWER REQUIRED? • Providing direction • Get fast access to decision makers • Maintain regular, frequent contact with decision makers • Assisting in the management process • Structure to organisations • Assist to employees in performing better • Articulate the goals
6. TYPES OF POWER •Coercive power •Legitimate power •Reward power •Referent power •Expert power
Personality And Values | Types Of Personalities | Organizational Behavior |FaHaD .H. NooR
We begin by defining personality. This is a concept that has a lot of preconceived ideas in people. So we want to ensure we are all using the same basic definition to describe a very complex topic. Personality is a dynamic concept, meaning it is changing all the time, an that is is the total of growth and development of a psychological system for the individual. This suggests it includes all of the components of the psyche and their aggregate becomes greater than any of the parts. So the text definition is that personality if the sum total of ways in which an individual reacts to and interacts with others.
One of the greatest challenges in the study of personality has been “How we measure it.” The most important reason this is needed is that accurately measuring personality gives managers advantage in the recruitment and hiring processes. It is difficult since most measurement of personality is accrued through self-report surveys filled out by the individuals themselves. However, strides have been made to put personality measurement into observation by others making the determination of personality more independent.
Extraversion is a comfort level with relationships. Extroverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet. Agreeableness is Individual’s propensity to defer to others. High agreeableness people are cooperative, warm, and trusting. Low agreeableness people are cold, disagreeable, and antagonistic. Conscientiousness is a measure of reliability. A high conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable.Emotional stabilitydescribes a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure. And lastly, Openness to experience suggeststhe range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the openness category are conventional and find comfort in the familiar.
UNIT - I: FOCUS AND PURPOSE: Definition, Need and Importance of organizational
behaviour – Nature and scope – Framework – Organizational behaviour models.
1. CHAPTER 2 SUMMARY
Individual behavior is influenced by motivation, ability, role perceptions, and situational
factors (MARS). Motivation consists of internal forces that affect the direction, intensity,
and persistence of a person’s voluntary choice of behavior. Ability includes both the
natural aptitudes and learned capabilities required to successfully complete a task. Role
perceptions are a person’s beliefs about what behaviors are appropriate or necessary in a
particular situation. Situational factors are environmental conditions that constrain or
facilitate employee behavior and performance.
Five types of behavior are discussed most often in the organizational behavior
literature. Task performance represents physical behaviors as well as mental processes
that support the organization’s objectives. Organizational citizenship refers to behaviors
that extend beyond the employee’s normal job duties. Counterproductive work behaviors
are voluntary and potentially harm the organization by directly affecting its functioning
or property, or by hurting employees in away that will reduce their effectiveness. Joining
and staying with the organization is a fourth category of work-related behavior. The fifth
type of work-related behavior is work attendance.
Values are stable, evaluative beliefs that guide our preferences for outcomes or
courses of action in a variety of situations. They influence our decisions and
interpretation of what is ethical. People arrange values into a hierarchy of preferences,
called a value system. Shalom Schwartz grouped the dozens of individual values
described by scholars over the years into 10 broader domains, which are further reduced
to four quadrants of a circle. Organizations need to pay attention to values congruence –
the similarity of values across systems (such as individual with organizational values).
2. Six values that differ across cultures are individualism, collectivism, power distance,
uncertainty avoidance, masculinity-femininity, and long/short term orientation. Four
values that guide ethical conduct are utilitarianism, individual rights, distributive justice,
and care. Three other factors that influence ethical conduct are the extent that an issue
demands ethical principles (moral intensity), the person’s ethical sensitivity to the
presence and importance of an ethical dilemma, and situational factors that cause people
to deviate form their moral values. Companies improve ethical conduct through a code of
ethics, ethics training, ethics ombuds offices, and the conduct of corporate leaders.
Personality refers to the relatively stable pattern of behaviors and consistent internal
states that explain a person’s behavioral tendencies. Psychologists continue to debate the
origins of personality, but most believe it is shaped by both heredity and environmental
factors. Most personality traits are represented within the ‘Big Five’ personality
dimensions (CANOE): conscientiousness, agreeableness, neuroticism, and openness to
xperience, and extroversion. Conscientiousness is a relatively strong predictor of job
performance.
The Myers-Briggs Type Indicator measures how people prefer to focus their
attention, collect information, process and evaluate information, and orient themselves to
the outer world. Another popular personality trait in organizational behavior is locus of
control, which is a generalized belief about the amount of control people have over their
own lives. Another trait, called self-monitoring, refers to an individual’s level of
sensitivity and ability to adapt to situational cues. John Holland developed a model of
vocational choice that defines six personalities and their corresponding work
environments.