Toxicity In The Knowledge Workplace
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Toxicity In The Knowledge Workplace:: Using a knowledge representation language to describe and reason about toxic workplace interpersonal relations in the knowledge intensive workplace.
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Lesson 4
1. Emotions influence behaviors and attitudes in the workplace. Emotions are brief physiological and psychological responses to situations, while attitudes are longer-term judgments.
2. Job satisfaction, organizational commitment, and stress all impact workplace behaviors and performance. High job satisfaction and organizational commitment are associated with better performance and customer satisfaction, while stress can harm health, performance, and increase turnover if not managed.
3. Managing emotions, building positive attitudes, reducing stressors, and developing coping strategies can optimize workplace behaviors and outcomes.
Chap 9
The document discusses several theories of motivation and job satisfaction and their relationship to performance. It covers:
1) Performance is a function of ability and motivation according to several theorists. High motivation coupled with high ability leads to high performance.
2) Job satisfaction theories include need fulfillment theory, Herzberg's two-factor theory distinguishing satisfiers and dissatisfiers, and expectancy theory linking motivation to anticipated outcomes.
3) The theories suggest that unsatisfied needs stimulate motivation, which can lead to both high and low performance depending on other factors like ability. Satisfied needs activate new needs, while job satisfaction and its relationship to performance is complex with many moderating variables.
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QCL_15v4_[challengeNo4]_[VJTI]_[Nishka Vikas Gulati]
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
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2. Job satisfaction, organizational commitment, and stress all impact workplace behaviors and performance. High job satisfaction and organizational commitment are associated with better performance and customer satisfaction, while stress can harm health, performance, and increase turnover if not managed.
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2) Job satisfaction theories include need fulfillment theory, Herzberg's two-factor theory distinguishing satisfiers and dissatisfiers, and expectancy theory linking motivation to anticipated outcomes.
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Industrial and organizational psychology is the scientific study of employees, workplaces, and organizations. It aims to improve workplace performance and employee well-being through the application of psychological principles. Industrial psychologists contribute to organizational success by enhancing conditions and productivity. However, resistance to change presents a challenge as both employees and employers often oppose new ideas due to threats to established habits or uncertainty regarding efficiency.
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We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
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1. Preparation: Introduce more perspectives on problems as much as possible, for a more thorough picture on the issues.
2. Incubation: Brain-storming. Identify abundant potential problems. 3. Illumination: A long journey and a lot of effort in order to accurately define the
problem. 4. Verification: Eventually, successfully define the actual problem in urgency. Also to
review other potential problems.
Problematic Decision 2: Re-Evaluation. According to the rational decision making model, the company’s decision on re-evaluating George’s performance is problematic. Step 1: Problem identification - Again, the company lacks an accurate understanding of their actual office culture. The cause for George’s poor performance and his failure in meeting the expectation is the actual problem to be solved, not his performance itself.
Step 2: Choose the best decision making process - For the re-evaluation decision, the company chooses the wrong decision making model, which involves only the perspectives and opinions from the leaders and managers.
Step 3: Discover & Develop potential choices - If the company performs step 3 correctly, they should have a deep conversation with George, and ask his colleagues’ opinion, the company would have a better picture on George’s performance, and the mistake in Step 2 could be revised. Unfortunately, they didn’t.
Step 6: Post-Evaluation to Decision - The post-evaluation or an introspection is missing, which makes the decisions as whatever the decision makers say so. Even if the decision is wrong, it would never meet a correction.
Motivation
1. What causes George’s dissatisfaction? What does he want? What does the company offer?
The reason for George's dissatisfaction was that the company did not give George what it had promised him before he started.
When George started, he found it difficult to communicate with his colleagues and express his ideas. A colleague, Harry, told him it was better to do nothing and to listen and follow the team. And George found Harry's threatening behavior to other colleagues, which made him very depressed.
Then, the report George had worked so hard on was completely dismissed by his manager, Janet. His ideas were not taken seriously. Finally, at the review meeting, George was not given the expected access to the bonus system and was told to work for another three months.
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Mgt 312 mgt312
The document provides an overview of an organizational behavior course (MGT 312) including study guides and knowledge checks for weeks 1 and 2. It covers various topics in organizational behavior such as the four functions of management, theories of work motivation, job design, perception and attribution, managing diversity, and job satisfaction. The knowledge checks include multiple choice questions to test understanding of key concepts in these topic areas. Completing the knowledge checks helps to build knowledge and skills needed to master the course material.
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This document provides an introduction and overview of a proposed research study on third party sexual harassment claims and employer policies. The research question asks what policies exist to promote an appropriate employer response to such claims by interns. Assumptions include that workplaces have harassment policies and interns know them. The study will involve surveys and interviews of 500 randomly selected interns from 20 randomly chosen companies in New York City to understand their experiences and perceptions of employer responses to third party harassment claims. Data will be analyzed to assess employer policies and responses.
Perception and Communications in Business Organization by Ofelia , Jericho & ...
Perception and communication are important aspects of organizational behavior. Perception is how individuals interpret and understand their environment in a way that is unique to them and influenced by communication. Factors like attitudes, motives, and expectations can influence an individual's perceptions. Communication allows for information sharing between individuals but can be impacted by issues like selective perception and cultural differences. Effective communication is important for organizations to function properly through information sharing, coordination, and decision making.
3Major Topics I’ll Learn and Questions I Should Be Able to A.docx
3
Major Topics I’ll Learn and Questions I Should Be Able to Answer
3.1 The Differences Matter
MAJOR QUESTION: How does understanding the relative stability of
individual differences benefit me?
3.2 Intelligences: There Is More to the Story Than IQ
MAJOR QUESTION: How do multiple intelligences affect my
performance?
3.3 Personality, OB, and My Effectiveness
MAJOR QUESTION: How does my personality affect my performance at
school and work?
3.4 Core Self-Evaluations: How My Efficacy, Esteem, Locus, and Stability
Affect My Performance
MAJOR QUESTION: How do self-evaluations affect my performance at
work?
3.5 The Value of Being Emotionally Intelligent
MAJOR QUESTION: What is emotional intelligence and how does
it help me?
3.6 Understand Emotions to Influence Performance
MAJOR QUESTION: How can understanding emotions make me more
effective at work?
How Does Who I Am Affect My Performance?
INDIVIDUAL DIFFERENCES
AND EMOTIONS
The Organizing Framework for Understanding and Applying OB shown in Figure 3.1
summarizes the key concepts in Chapter 3. This chapter builds on Chapters 1 and 2
and explores a number of additional person factors, such as intelligence, personality,
proactive personality, self-efficacy, self-esteem, locus of control, and emotional intelli-
gence. We add to this an important individual-level process—emotions. Personality
and the other person factors are related not only to emotions, but also to a host of
other processes and outcomes across levels in the Organizing Framework. While
reading this chapter, pay attention to the way these person-factor inputs influence in-
dividual-level outcomes, such as task performance, workplace attitudes ( job satisfac-
tion), well-being/flourishing, citizenship behaviors/counterproductive behaviors,
turnover, and career outcomes. These inputs also might contribute to explaining
group/team conflict and performance, as well as organizational-level outcomes such
as poor firm performance and low customer satisfaction.
79
FIGURE 3.1 ORGANIZING FRAMEWORK FOR UNDERSTANDING AND APPLYING OB
© 2014 Angelo Kinicki and Mel Fugate. All rights reserved. Reproduction prohibited without permission of the authors.
INPUTS PROCESSES OUTCOMES
Person Factors
΄� Intelligences
΄� Personality
΄� Proactive personality
΄� Core self-evaluations
΄� Self-efficacy
΄� Locus of control
΄� Self-esteem
΄� Emotional intelligence
Situation Factors
Individual Level
΄� Emotions
Group/Team Level
΄� Group/team dynamics
Organizational Level
Individual Level
΄� Task performance
΄� Work attitudes
΄� Well-being/flourishing
΄� Turnover
΄� Career outcomes
Group/Team Level
΄� Group/team performance
΄� Group satisfaction
Organizational Level
΄� Financial performance
΄� Survival
΄� Reputation
A seemingly infinite number of characteristics make us who we are as individuals. It therefore is helpful to
organize these individual differences so we can better understand and use them to manage people at work.
One me.
MAKING OB WORK FOR MEWhat Is OB and Why Is It ImportantTH.docx
MAKING OB WORK FOR ME
What Is OB and Why Is It Important?
THE VALUE OF OB TO MY JOB AND CAREER
The termorganizational behavior (OB)describes an interdisciplinary field dedicated to understanding and managing people at work. To achieve this goal, OB draws on research and practice from many disciplines, including:
· Anthropology
· Economics
· Ethics
· Management
· Organizational theory
· Political science
· Psychology
· Sociology
· Statistics
· Vocational counseling
How OB Fits into My Curriculum and Influences My SuccessA Contingency Perspective—The Contemporary Foundation of OB
Acontingency approachcalls for using the OB concepts and tools that best suit the situation, instead of trying to rely on “one best way.” This means there is no single best way to manage people, teams, or organizations. A particular management practice that worked today may not work tomorrow. What worked with one employee may not work with another. The best or most effective course of action instead depends on the situation.
Thus, to be effective you need to do what is appropriate given the situation, rather than adhering to hard-and-fast rules or defaulting to personal preferences or organizational norms. Organizational behavior specialists, and many effective managers, embrace the contingency approach because it helps them consider the many factors that influence the behavior and performance of individuals, groups, and organizations. Taking a broader, contingent perspective like this is a fundamental key to your success in the short and the long term.How Self-Awareness Can Help You Build a Fulfilling Career
The Stanford Graduate School of Business asked the members of its Advisory Council which skills are most important for their MBA students to learn. The most frequent answer was self-awareness.6 The implication is that to have a successful career you need to know who you are, what you want, and how others perceive you. Larry Bossidy (former CEO of Honeywell) and Ram Charan (world-renowned management expert) said it best in their book Execution: “When you know yourself, you are comfortable with your strengths and not crippled by your shortcomings. … Self-awareness gives you the capacity to learnPage 6 from your mistakes as well as your successes. It enables you to keep growing.”9 They also argue that you need to know yourself in order to be authentic—real and not fake, the same on the outside as the inside. Authenticity is essential to influencing others, which we discuss in detail in Chapter 12. People don’t trust fakes, and it is difficult to influence or manage others if they don’t trust you.
As professors, consultants, and authors, we couldn’t agree more! To help you increase your self-awareness we include multiple Self-Assessments in every chapter. These are an excellent way to learn about yourself and see how OB can be applied at school, at work, and in your personal life. Go to Connect, complete the assessments, and then answer the questions included in ...
Setting Up a Thesis and Internal Citations for the Report Essay.docx
Setting Up a Thesis and Internal Citations for the Report Essay
Your report’s thesis will be an unbiased one, therefore this thesis will show both sides of an argument. To do this, you will adapt the SIRS Issues Researcher question atop the two columns of suggested YES and NO articles that appear when you click on your chosen topic.
Sample on “Popular Culture” from the SIRS List
Does the spread of pop culture harm society?
YES NO
Pop culture is responsible for a large degree Pop culture has the ability to broaden
of social deviance. learning methods.
Both perspectives should be covered in a two-sided thesis, as below:
Regarding the question of whether pop culture harms society, opinions are split. As detractors argue that pop culture is behind social deviance, supporters argue that pop culture increases the spectrum of ways to learn.
In a similar manner, take the SIRS question affixed to your own topic and convert it to a two sentence thesis by using paraphrase and summary skills.*
__________________________________________________________________________________________________________________________________________________________________________
*NOTE: This will not be the thesis for your argument essay.
After you have written a thesis, take a fact from the first article in the YES column, and write a sentence incorporating that fact (as quote, summary, or paraphrase). As below, you will correctly cite the source before the period ending the sentence. Use the author’s last name or the title (in quotation marks) and the page number, unless the source has no pages. Use titles when authors are not listed.
Rebecca Collins of the American Psychological Association’s Task Force on the Sexualization of Girls says that pop stars are “rebroadcasting (…) a broader societal message that women’s value is in their sexuality” (qtd by Oldenburg and Thompson A1).
As done here, you will cite a fact and tell its source:
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
HBR's 10 Must Reads on Change Management: The Real Reason People Won't Change
The Real Reason People Won’t Change
by Robert Kegan and Lisa Laskow Lahey
EVERY MANAGER IS FAMILIAR with the employee who just won’t change. Sometimes it’s easy to see why—the employee fears a shift in power, the need to learn new skills, the stress of having to join a new team. In other cases, such resistance is far more puzzling. An employee has the skills and smarts to make a change with ease, has shown a deep commitment to the company, genuinely supports the change—and yet, inexplicably, does nothing.
What’s going on? A.
Unfair treatment
Employees who experience unfair treatment or perceive unjust actions by their supervisors are more likely to experience stress, emotional exhaustion, and decreased work performance according to new research. The study found that small, daily injustices can accumulate and negatively impact employees' psychological health and commitment to their organization, increasing the risk of turnover. Managers who are perceived as unfair or disrespectful can deplete employees' mental and emotional resources. The research suggests organizations use "Stay Interviews" to proactively ask employees what they need to feel more satisfied in their roles and committed to remaining with the company. Stay Interviews allow managers to customize retention strategies for each employee.
Influence of perception on organizational behaviour
Perception influences organizational behavior in several ways. Selective perception can harm decision making by limiting viable alternatives. Perception is shaped by individual attributes like attitudes and experiences as well as situational factors. Common perceptual biases in the workplace include fundamental attribution error, self-serving bias, selective perception, projection, stereotyping, and the halo effect, which can negatively impact areas like performance reviews, promotions, and hiring. Managing perception is important for fair treatment of employees and effective decision making.
MAKING OB WORK FOR ME WhatIsOBandWhyIsItImportan.docx
MAKING OB WORK FOR ME
WhatIsOBandWhyIsItImportant?
THE VALUE OF OB TO MY JOB AND
CAREER
Theterm organizationalbehavior(OB) describesaninterdisciplinaryfielddedicatedto
understandingandmanagingpeopleatwork. To achieve this goal, OB draws on research and
practice from many disciplines, including:
Anthropology
Economics
Ethics
Management
Organizational theory
Political science
Psychology
Sociology
Statistics
Vocational counseling
HowOBFitsintoMyCurriculumandInfluencesMySuccess
AContingencyPerspective—TheContemporaryFoundationofOB
A contingencyapproach callsforusingtheOBconceptsandtoolsthatbestsuitthesituation,
insteadoftryingtorelyon“onebestway.” This means there is no single best way to manage
people, teams, or organizations. A particular management practice that worked today may not
work tomorrow. What worked with one employee may not work with another. The best or most
effective course of action instead depends on the situation.
Thus, to be effective you need to do what is appropriate given the situation, rather than adhering to
hard-and-fast rules or defaulting to personal preferences or organizational norms. Organizational
behavior specialists, and many effective managers, embrace the contingency approach because it helps
them consider the many factors that influence the behavior and performance of individuals, groups, and
organizations. Taking a broader, contingent perspective like this is a fundamental key to your success in
the short and the long term.
How Self-Awareness Can Help You Build a Fulfilling Career
The Stanford Graduate School of Business asked the members of its Advisory Council which
skills are most important for their MBA students to learn. The most frequent answer was self-
awareness.6 The implication is that to have a successful career you need to know who you are,
what you want, and how others perceive you. Larry Bossidy (former CEO of Honeywell) and
Ram Charan (world-renowned management expert) said it best in their book Execution: “When
you know yourself, you are comfortable with your strengths and not crippled by your
shortcomings. … Self-awareness gives you the capacity to learnPage 6 from your mistakes as well
as your successes. It enables you to keep growing.”9 They also argue that you need to know
yourself in order to be authentic—real and not fake, the same on the outside as the inside.
Authenticity is essential to influencing others, which we discuss in detail in Chapter12. People
don’t trust fakes, and it is difficult to influence or manage others if they don’t trust you.
As professors, consultants, and authors, we couldn’t agree more! To help you increase your self-
awareness we include multiple Self-Assessments in every chapter. These are an excellent way to learn
about yourself and see how OB can be applied at school, at work, and in your personal life. Go to
Connect, complete the assessments, and then answer the questions include ...
Mental Health at Workplace
This document discusses psychological problems in management, including stress, burnout, mobbing, and workaholism. It defines mental health and outlines factors that affect workplace health, including the individual employee, working environment, and organizational structure. Common causes of work-related stress are discussed, along with its physical and psychological symptoms. Mobbing and its negative impacts are described. The document provides advice for both employees and employers on addressing work-related stress, including promoting mental well-being, offering support, and complying with health and safety regulations.
37790013332238_report
This report provides a summary of an individual's AMCAT assessment results. The summary includes:
1. Scores on various skills modules such as English comprehension, quantitative ability, etc. along with percentiles comparing the individual's score to others.
2. A personality assessment describing traits like extraversion, conscientiousness, emotional stability, etc.
3. An analysis of the individual's job fit for various roles based on their skills and personality. Their employability for roles like marketing, teaching, and business analysis is reported as low, and the skills needing improvement are identified.
4. A recommended study plan allocating time towards improving weaker skills in order to enhance employability. Resources for developing English
Job hopping in IT Industry
This document outlines a study on the impact of job hopping on employee performance in IT projects. It includes an introduction stating the research question, objectives and outline. A literature review discusses previous research on factors influencing job hopping. The study conceptualizes job hopping as the independent variable and employee performance as dependent. It describes the sample selection of IT employees and data analysis plan using correlation. The conclusion finds a negative relationship between job hopping and performance. Recommendations to reduce job hopping and limitations of the study are provided.
Lesson 2 personality, attitude & work behavior
This chapter discusses how personality, attitudes, and work behaviors affect how managers plan, organize, lead and control (P-O-L-C). It explains that individuals have different personalities and values that influence their work behaviors. The chapter focuses on the Big Five personality traits of openness, conscientiousness, extraversion, agreeableness, and neuroticism. It describes how each trait relates to work behaviors and performance. The chapter also discusses other personality dimensions like self-monitoring and proactive personality that impact work.
Personality_OB.pptx
The document discusses various personality models and traits that can impact work performance and career success. It describes the Big Five personality factors (extraversion, agreeableness, conscientiousness, emotional stability, and openness), the Myers-Briggs Type Indicator (MBTI), and other traits like Machiavellianism and narcissism. Conscientiousness is found to be the best predictor of job performance. Extraversion relates to jobs with social interaction. Agreeable individuals do well in customer service roles. Emotionally stable people adapt well to change. Open individuals are more comfortable with ambiguity.
Composition II English 1102 Department of English RESEARCH TOPI.docx
Composition II /English 1102 Department of English
RESEARCH TOPIC PROPOSAL REQUIREMENTS & DIRECTIONS REQUIREMENTS
Free from grammatical and mechanical errors.
4 – 5 pages
Uploaded to Turnitin.com
MLA Format & Style: 10 or 12 pt. font, Times New Roman, Arial, or Calibri, Double-spaced.
Three (3) documented sources on a Works Cited page. PURPOSE
To write an engaging research proposal that signals the originality and importance of your inquiry topic and related research.
To practice writing in an academic genre within a rhetorical situation. DIRECTIONS This proposal is directed to your instructor. This person is your primary audience. You are trying to persuade her that your research topic is valid, original and that the scope of your research is feasible within the constraints of this course. While proposals vary in each discipline, most academic proposals provide the following three elements: 1. PURPOSE AND RATIONALE: A rationale for the choice of topic, showing why it is important or useful within the concerns of the discipline in which you are writing. In this section you should summarize the issue and explain how it has led to the question driving your research. You should also explain why you are interested in this issue area, why, again, it is important, and what is at stake. Ask yourself why others should be interested in your effort to answer the question. 2. METHODOLOGY AND REVIEW: A review of some existing published work (“the literature”) that relates to a topic (at this point, you just need a minimum of three). Here you need to tell how your proposed work will build on existing studies and yet explore new territory. There should be evidence that you have done some preliminary research into your topic. You will also describe the tools and strategies you will use to conduct your research. 3. IMPLICATIONS: Explain what you think are the implications of your topic and research. Strive to answer the question, “So what?” Place you argument in the context of the conversation you want to join and explain how your study can contribute to that conversation. Write about how your study will build on, challenge, or extend other studies in your area of research. Try to address what might be new about your findings.
Talya Bauer and Berrin Erdogan
Learning Objectives
Define personality and how it affects work behaviors
Understand the role of values in determining work behaviors
Explain the process of perception and how it affects work behaviors
Understand how individual differences affect ethics
Understand cross-cultural influences on individual differences and perception
Chapter 3 Individual Differences and Perception
© 2010 Jupiterimages Corporation
Fit
How can a company assess person-job fit before hiring employees? What are the methods you think would be helpful? How can a company determine person-organization fit before hiring employees? Which methods do you think would be helpful? What can organizations do.
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