This chapter discusses interpersonal behavior in organizations. It covers conflict, assertiveness, power, and politics. The key topics are:
- Conflict can arise from disagreements over goals/methods, task interdependence, roles/rules, and personality differences.
- Assertiveness involves expressing feelings and giving honest feedback. Different interpersonal orientations exist such as dominance.
- Power is the ability to influence others and events. Types of power include personal, legitimate, expert, reward, and coercive power.
- Organizational politics involves intentional behaviors to enhance influence through tactics like social exchange, alliances, and controlling information.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
The above slide-share is on Elements of Organizational Behaviour. Welingkar’s Distance Learning Division has initiated the presentation on Elements of Organizational Behaviour which talks about study of human behaviour in the workplace.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SldShrFunctMgmt
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The above slide-share is on Elements of Organizational Behaviour. Welingkar’s Distance Learning Division has initiated the presentation on Elements of Organizational Behaviour which talks about study of human behaviour in the workplace.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SldShrFunctMgmt
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
To truly influence business decisions, you need to understand where the industry is going. This 5th annual report uncovers worldwide recruiting trends that will move your organization forward, and help position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
3. CHAPTER OBJECTIVES
To Understand
The Nature and Types
of Conflict
Conflict Outcomes and
Resolution Strategies
Different Personality
Types
Assertive Behavior
Interpersonal
Orientations and
Stroking
Types of Power
Organizational Politics
and Influence
4. Conflict In Organizations
THE NATURE OF CONFLICT
Conflict
An interpersonal process that arises from
disagreements over the goals to attain or
the methods to be used to accomplish
those goals
5. Conflict In Organizations
THE NATURE OF CONFLICT
Conflict can occur in any
situation in which two or more
parties feel themselves in
opposition.
6. Conflict In Organizations
THE NATURE OF CONFLICT
Conflicts also arise due to task
interdependence, ambiguity of roles,
policies, and rules, personality
differences, ineffective communications,
the competition over scarce resources,
personal stress, and underlying
differences in attitudes, beliefs, and
experiences.
7. Conflict In Organizations
THE NATURE OF CONFLICT
Knowledge and understanding of
conflict and the methods for
resolving it are important.
9. Conflict In Organizations
SOURCES OF CONFLICT
Organizational
change
Different set of values
Threats to status
Contrasting
perceptions
Lack of trust
Personality
clashes
Incivility
10. Conflict In Organizations
EFFECTS OF CONFLICT
Advantages
People are stimulated to search for
improved approaches that lead to better
results.
It energizes them to be more creative and to
experiment with new ideas.
Once-hidden problems are brought to the
surface, where they may be confronted and
solved.
11. Conflict In Organizations
EFFECTS OF CONFLICT
Disadvantages
Cooperation and teamwork may deteriorate.
At the individual level some people may feel
defeated, while the self-image of others will
decline and personal stress levels will rise.
The motivation level of some employees will
be reduced.
12. Conflict In Organizations
A MODEL OF CONFLICT
Conflict Outcomes
Participant Intentions
Resolution Strategies
16. Assertive Behavior
FACILITATING SMOOTH RELATIONS
Interpersonal Facilitation
The capacity to focus on others’ personal
needs, sensitivities, and idiosyncrasies
17. Assertive Behavior
FACILITATING SMOOTH RELATIONS
Building on emotional intelligence
Learning about co-workers’
personal lives
Making mental notes about
employee likes and dislikes, values,
interests, and preferences
&
18. Assertive Behavior
FACILITATING SMOOTH RELATIONS
Monitoring other people’s degree of job
involvement, mood level, commitment,
and satisfaction
Developing and applying their facilitative
skills in a variety of social settings
23. Power and Politics
Types of POWER
Personal Power
Ability of leaders to develop followers
from strength of their own personalities
24. Power and Politics
Types of POWER
Legitimate Power
Arises from the culture of society by
which power is delegated legitimately
from higher established authorities to
others
25. Power and Politics
Types of POWER
Expert Power
Power that arises from a person’s
knowledge of and information about a
complex situation
26. Power and Politics
Types of POWER
Reward Power
The capacity to control and administer
items that are valued by another
Arises from an individual’s ability to give
pay raises, recommend someone for
promotion or transfer, or even make
favorable work assignments
27. Power and Politics
Types of POWER
Coercive Power
The capacity to punish another, or at
least to create a perceived threat to do
so
29. Power and Politics
ORGANIZATIONAL POLITICS
Intentional behaviors that are
used to enhance or protect a
person’s influence and self-
interest while also inspiring
confidence and trust by others
31. Power and Politics
INFLUENCE AND POLITICAL POWER
Social exchange implies that…
“if you’ll do something for me, I’ll do
something for you.”
Relies on the powerful norm of
reciprocity in society, where two people
in a continuing relationship feel a strong
obligation to repay their social “debts” to
each other
32. Power and Politics
INFLUENCE AND POLITICAL POWER
Tactic Used Example*
Social exchange In a trade-off the chief engineer helps
the factory manager get a new machine
approved if the manager will support an
engineering project.
Alliances The information system manager and
the financial vice president work
together on a proposal for a new
computer system.
Identification with
higher authority
The president’s personal assistant
makes minor decisions for her.*the following examples are used in the book
33. Power and Politics
INFLUENCE AND POLITICAL POWER
Tactic Used Example*
Control of
information
The research and development
manager controls new product
information needed by the marketing
manager.
Selective service The purchasing manager selectively
gives faster service to more cooperative
associates.
Power and status
symbols
The new controller arranges to double
the size of the office, decorate lavishly,
and employ a personal assistant.*the following examples are used in the book
34. Power and Politics
INFLUENCE AND POLITICAL POWER
Tactic Used Example*
Power plays Manager A arranges with the vice
president to transfer part of manager B’s
department to A.
Networks A young manager joins a racquetball
club.
*the following examples are used in the book
Editor's Notes
Conflict
An interpersonal process that arises from disagreements over the goals to attain or the methods to be used to accomplish those goals
Conflict can occur in any situation in which two or more parties feel themselves in opposition.
Conflicts also arise due to task interdependence, ambiguity of roles, policies, and rules, personality differences, ineffective communications, the competition over scarce resources, personal stress, and underlying differences in attitudes, beliefs, and experiences.
Knowledge and understanding of conflict and the methods for resolving it are important.
Organizational change
Different set of values
Threats to status
Contrasting perceptions
Lack of trust
Personality clashes
Incivility
Advantages
People are stimulated to search for improved approaches that lead to better results.
It energizes them to be more creative and to experiment with new ideas.
Once-hidden problems are brought to the surface, where they may be confronted and solved.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.
Knowledge and understanding of conflict and the methods for resolving it are important.