Meaning of Value and Value Systems; Types of Values; A Framework for Assessing Culture; Meaning of Attitude; Types of Attitude; Determiners of Job Satisfaction.
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Organizational Culture Dynamics (Organizational Management)Manu Alias
A presentation on Organizational culture dynamics and it's characteristics, importance, role, types, etc. It also talks about the corporate culture and it's features.
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Organizational Culture Dynamics (Organizational Management)Manu Alias
A presentation on Organizational culture dynamics and it's characteristics, importance, role, types, etc. It also talks about the corporate culture and it's features.
The presentation on Equity theory of Motivation starting with history, the theory, inputs and outputs followed by consequences of inequity gives you the detailed view of Equity theory.
Best for students, trainers, employees, etc.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
human resource development and human resource management, and its concept, meaning characteristics and significance in service organizations. it is very useful and resourceful to those who are searching information about the significance of hard and hrm in the service sector.
Attitudes and Job Satisfaction - Organizational BehaviorFaHaD .H. NooR
This is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The effective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude. Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.
People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.
Meaning of perception; Factors influencing perception; Shortcuts assist in or distort judgment; The rational decision-making process; Factors influencing ethical decision-making behavior.
The presentation on Equity theory of Motivation starting with history, the theory, inputs and outputs followed by consequences of inequity gives you the detailed view of Equity theory.
Best for students, trainers, employees, etc.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
human resource development and human resource management, and its concept, meaning characteristics and significance in service organizations. it is very useful and resourceful to those who are searching information about the significance of hard and hrm in the service sector.
Attitudes and Job Satisfaction - Organizational BehaviorFaHaD .H. NooR
This is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The effective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude. Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.
People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.
Meaning of perception; Factors influencing perception; Shortcuts assist in or distort judgment; The rational decision-making process; Factors influencing ethical decision-making behavior.
Meaning of Organization Behavior (OB); Contributing Fields of OB; Approaches to OB; Benefits of OB; Elements of OB; Challenges and Opportunities of OB.
Meaning of Organizational Culture; Characteristics of Organization Culture; Types of Organization Culture/ Do Organizations Have Uniform Cultures? Functions of Organization Cultures; How Do Employees learn Culture? Creating an Ethical Organizational Culture
Creating a Customer-Responsive Culture.
Definition of Motivation; Primary Ingredients of Motivation; Common Aspects of Motivation; Maslow’s Need Hierarchy; Herzberg’s Two Factor Theory; Alderfer’s ERG Model; Equity Theory; Theory X and Theory Y; Positive and Negative motivation
As per PTU's HRM Syllabus, MBA Unit No. 2: Recruitment & Selection: Meaning & Concept, Process & Methods Recruitment & Selections. Induction & Placement Process.
Training & Development: Meaning & Concept of Training & Development, Methods of Training & Development, Difference Between Training & Development, Aligning Training to Business Needs, Future of Training & development. Career Planning & Coaching & Mentoring.
What is Teaching; Why Teaching; Types of Teaching; Teaching Methods; Effective Teaching; How Best to Teach; How to Assess Teaching; What Teachers Can Do
ADOLESCENCE AND THEIR UNHAPPINESS; MORAL DEVELOPMENT; SELF ASSESSMENT ACTIVITY; MORAL AND CHARACTER DEVELOPMENT; RECOMMENDATIONS; WHAT CAN WE REALLY DO? TEN TIPS FOR PARENTS.
Stress Management; What Does Stress Do; How Can Stress Management Counseling Help; Coping with Stress; Stress Management Strategy (SMS); How Can Avoid Stress; Stress Management Techniques; Proven Tips for Stress Relief
Healthy Thinking; Automatic Thoughts and Cognitive; Distortions; You Are What You Think; Irrational Thoughts; Irrational Beliefs; Time Management; How to Manage Time; Tools for Time Management Counseling; Tips to Improve Time Management Skills; Benefits of Time Management; Stress and Time Management Myths
Problems with primary support group; Problems related to the social environment; DOMESTIC VIOLENCE; EMOTIONAL ABUSE; Verbal Abuse; PHYSICAL ABUSE; SEXUAL ABUSE
Genuineness; Listening; Unconditional positive regard; Believing the client; Cultural sensitivity; Showing the way; Honesty; Patience; Free expression; Knowledgeable; Being in control; Empathetic; Non-judgmental
Definition of counseling; Guidance and counseling; Why counseling; Who is a counselor; When is a counselor not ready to counsel; Who needs counseling; Ten steps to counseling; Counseling stages
■Counseling and Guidance Services
■Theories of Counseling.
Nature of Control in Organizations
The Purpose of Control
Types of Control
Steps in Control
Operations Control
Preliminary Control
Screening Control
Postaction Control
Financial Control
Budgetary Control
Other Tools of Financial Control
Structural Control
Bureaucratic Control
Clan Control
Strategic Control
Integrating Strategy and Control
International Strategic Control
Managing Control in Organizations
Characteristics of Effective Control
Resistance to Control
Overcoming Resistance to Control
The Nature of Leadership
The Meaning of Leadership
Leadership Versus Management
Power and Leadership
The Search for Leadership Traits
Leadership Behaviors
Michigan Studies
Ohio State Studies
Managerial Grid
Situational Approaches to Leadership
LPC Theory
Path-Goal Theory
Vroom’s Decision Tree
The Leader-Member Exchange
Related Perspectives on Leadership
Substitutes for Leadership
Charismatic Leadership
Transformational Leadership
Political Behavior in Organizations
Common Political Behaviors
Managing Political Behaviors
The Nature of Strategic Management
The Components of Strategy
Types of Strategic Alternatives
Strategy Formulation and Implementation
Using SWOT Analysis to Formulate Strategy
Evaluating Strengths
Evaluating Weaknesses
Evaluating Opportunities and Threats
Formulating Business-Level Strategies
Porter’s Generic Strategies
The Miles and Snow Topology
Product Life Cycle Strategies
Implementing Business-Level Strategies
Implementing Porter’s Generic Strategies
Implementing Miles and Snow’s Strategies
Formulating Corporate-Level Strategies
Single-Product Strategy
Related Diversification
Unrelated Diversification
Implementing Corporate-Level Strategies
Becoming a Diversified Firm
Managing Diversification
Summarize the function of decision making and the planning process.
Discuss the purpose of organizational goals, identify different kinds of goals, discuss who sets goals, and describe how to manage multiple goals.
Identify different kinds of organizational plans, note the time frames for planning, discuss who plans, and describe contingency planning.
Discuss how tactical plans are developed and executed.
Describe the basic types of operational plans used by organizations.
Identify the major barriers to goal setting and planning, how organizations overcome those barriers, and how to use goals to implement plans.
More from Curtin University, Perth, Australia (20)
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
1. Organizational BehaviorOrganizational Behavior
Values, Attitudes and Job SatisfactionValues, Attitudes and Job Satisfaction
Topics CoveredTopics Covered
●●Meaning of Value andMeaning of Value and
Value SystemsValue Systems
●●Types of ValuesTypes of Values
●●A Framework forA Framework for
Assessing CultureAssessing Culture
●Meaning of Attitude●Meaning of Attitude
●Types of Attitude●Types of Attitude
●Determiners of Job●Determiners of Job
SatisfactionSatisfaction Syed Md. Sajjad KabirSyed Md. Sajjad Kabir
Lecturer, CULecturer, CU
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 1
2. VALUESVALUES
Basic convictions (firm belief) ofBasic convictions (firm belief) of
existence is personally or sociallyexistence is personally or socially
preferable to an opposite orpreferable to an opposite or
converse mode of conduct orconverse mode of conduct or
end state of existence. An‑end state of existence. An‑
individual's ideas as to what isindividual's ideas as to what is
right, good or desirable.right, good or desirable.
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 2
3. A hierarchy based on aA hierarchy based on a
ranking of an individual'sranking of an individual's
values in terms of theirvalues in terms of their
intensity(honesty, obedience,intensity(honesty, obedience,
equality etc.).equality etc.).
VALUE SYSTEMVALUE SYSTEM
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 3
4. TYPES OF VALUESTYPES OF VALUES
1.1. Terminal values:Terminal values: DesirableDesirable
end states of existence. These are‑end states of existence. These are‑
the goals that a person would likethe goals that a person would like
to achieve during his or herto achieve during his or her
lifetime (self respect, familylifetime (self respect, family
security).security).
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 4
5. 2.2. Instrumental values:Instrumental values: Preferable modesPreferable modes
of behavior or means of achieving theof behavior or means of achieving the
terminal values. (Honest, responsible).terminal values. (Honest, responsible).
►►ExampleExample
Terminal ValuesTerminal Values Instrumental ValuesInstrumental Values
Self respectSelf respect HonestHonest
Family securityFamily security ResponsibleResponsible
FreedomFreedom CapableCapable
A sense of accomplishmentA sense of accomplishment AmbitionsAmbitions
HappinessHappiness IndependentIndependent
TYPES OF VALUESTYPES OF VALUES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 5
6. FRAMEWORK FOR ASSESSING CULTURESFRAMEWORK FOR ASSESSING CULTURES
Managers and employees vary on fiveManagers and employees vary on five
value dimensions of national culture.value dimensions of national culture.
••Power distance:Power distance: The degree to whichThe degree to which
people in a country accept that powerpeople in a country accept that power
in institutions and organizations isin institutions and organizations is
distributed unequally.distributed unequally.
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 6
7. •• Individualism vs. Collectivism:Individualism vs. Collectivism:
Individualism is the degree toIndividualism is the degree to
which people in a country preferwhich people in a country prefer
to act as individuals rather than ato act as individuals rather than a
member of groups. Collectivism ismember of groups. Collectivism is
the equivalent of lowthe equivalent of low
individualism.individualism.
FRAMEWORK FOR ASSESSING CULTURESFRAMEWORK FOR ASSESSING CULTURES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 7
8. FRAMEWORK FOR ASSESSING CULTURESFRAMEWORK FOR ASSESSING CULTURES
•• Quantity of life vs. quality of life:Quantity of life vs. quality of life: QuantityQuantity
of lifeof life is the degree to which values likeis the degree to which values like
assertiveness, the acquisition of moneyassertiveness, the acquisition of money
and material goods & competition prevail.and material goods & competition prevail.
Quality of lifeQuality of life is the degree to whichis the degree to which
people value relationships and showpeople value relationships and show
sensitivity and concern for the welfare ofsensitivity and concern for the welfare of
others.others. SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 8
9. •• Uncertainty avoidance:Uncertainty avoidance: AA
national culture attributenational culture attribute
describing the extent to which adescribing the extent to which a
society feels threatened bysociety feels threatened by
uncertain and ambiguousuncertain and ambiguous
situations and tries to avoidsituations and tries to avoid
them.them.
FRAMEWORK FOR ASSESSING CULTURESFRAMEWORK FOR ASSESSING CULTURES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 9
10. •• Long tem orientation vs. short termLong tem orientation vs. short term
orientation:orientation: People in cultures withPeople in cultures with
long term orientationslong term orientations look to thelook to the
future and value thrift andfuture and value thrift and
persistence.persistence.
A short term orientationA short term orientation values the postvalues the post
and present, and emphasizes respectand present, and emphasizes respect
for tradition and fulfilling socialfor tradition and fulfilling social
obligations.obligations.
FRAMEWORK FOR ASSESSING CULTURESFRAMEWORK FOR ASSESSING CULTURES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 10
11. MEANING OF ATTITUDEMEANING OF ATTITUDE
Attitudes are evaluative statements either‑Attitudes are evaluative statements either‑
favorable or unfavorable concerning objects,‑favorable or unfavorable concerning objects,‑
people or events.people or events.
They reflect how one feels about something.They reflect how one feels about something.
Ex: I like my job.Ex: I like my job.
Here, I am expressing my attitude about work.Here, I am expressing my attitude about work.
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 11
12. 1.1. Job Satisfaction:Job Satisfaction: An individual’sAn individual’s
general attitude toward his or her job.general attitude toward his or her job.
A person with a high level of jobA person with a high level of job
satisfaction holds positive attitudessatisfaction holds positive attitudes
toward the job, while a person who istoward the job, while a person who is
dissatisfied with his or her job holdsdissatisfied with his or her job holds
negative attitudes about the job.negative attitudes about the job.
TYPES OF ATTITUDESTYPES OF ATTITUDES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 12
13. 2.2. Job Involvement:Job Involvement: MeasuresMeasures
the degree to which a personthe degree to which a person
identifies with his or her job,identifies with his or her job,
actively participates in it andactively participates in it and
considers his or herconsiders his or her
performance important to self-performance important to self-
worth.worth.
TYPES OF ATTITUDESTYPES OF ATTITUDES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 13
14. 3.3. Organizational Commitment:Organizational Commitment:
Measures the degree to which anMeasures the degree to which an
employee identifies with aemployee identifies with a
particular organization and itsparticular organization and its
goal and wishes to maintaingoal and wishes to maintain
membership in the organization.membership in the organization.
TYPES OF ATTITUDESTYPES OF ATTITUDES
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 14
15. WHAT DETERMINES JOB SATISFACTIONWHAT DETERMINES JOB SATISFACTION
Mentally challenging work:Mentally challenging work:
Employees tend to prefer jobsEmployees tend to prefer jobs
that give them opportunities tothat give them opportunities to
use their skills and abilities anduse their skills and abilities and
offer a variety of tasks, freedomoffer a variety of tasks, freedom
and feedback on how well theyand feedback on how well they
are doing.are doing. SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 15
16. Equitable rewards:Equitable rewards: Employees wantEmployees want
pay systems and promotion policiespay systems and promotion policies
that they perceive as being just,that they perceive as being just,
unambiguous and in line with theirunambiguous and in line with their
expectations.expectations.
When pay is seen as fair based on jobWhen pay is seen as fair based on job
demands, individual skill level anddemands, individual skill level and
community pay standards, satisfactioncommunity pay standards, satisfaction
is likely to result.is likely to result.
WHAT DETERMINES JOB SATISFACTIONWHAT DETERMINES JOB SATISFACTION
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 16
17. WHAT DETERMINES JOB SATISFACTIONWHAT DETERMINES JOB SATISFACTION
Supportive working conditions:Supportive working conditions:
Employees are concerned with theirEmployees are concerned with their
work environment for both personalwork environment for both personal
comfort and facilitating doing a goodcomfort and facilitating doing a good
job. Employees prefer physicaljob. Employees prefer physical
surroundings that are not dangeroussurroundings that are not dangerous
or uncomfortable.or uncomfortable.
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 17
18. Supportive colleagues:Supportive colleagues: People getPeople get
more out of work than merelymore out of work than merely
money or tangible achievement.money or tangible achievement.
For most employees, work also fillsFor most employees, work also fills
the need for social interaction.the need for social interaction.
Having friendly and supportive co-Having friendly and supportive co-
workers leads to increased jobworkers leads to increased job
satisfaction.satisfaction.
WHAT DETERMINES JOB SATISFACTIONWHAT DETERMINES JOB SATISFACTION
SMS Kabir,
smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 18
Why do you want/need to learn presentation skills?
writing notes, memorizing, watching videos, listening
Students need different approach than adults (are they there because they want to be or because they have to be)
What are the different learning styles???
Goals: provides a framework for developing specific training objectives. What must participants accomplish in order to meet stated goal
Objectives: Behavior trainee must exhibit to indicate learning has taken place
Techniques must match the learning style of audience
Voice: Accent, loud enough Um or Er, Ya know
Gestures: Bad habits (twirling hair, talking with hands)
Eye contact with audience (participants)
Visuals should add to presentation, not distract from what I have to say.