Values
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Values are defined as collectively held ideas about what is good, desirable, and proper or bad, undesirable, and improper in a culture. Values specify how people should behave and attach degrees of goodness to activities. Values have several key characteristics: they can provide standards of competence and morality; influence behavior; are relatively permanent and central to a person's core being, largely formed early in life; contain judgments of right and wrong; and differ between cultures and individuals. Values help integrate societies, mold culture, and guide social behavior through establishing norms.
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This document discusses values and ethics in organizational behavior. It defines values as basic convictions that determine what is right and wrong. Values form the basis for ethical behavior and are part of a value system. Values influence judgements and attitudes. Ethics is about acting in accordance with one's values and societal norms. Values are learned from culture, religion, family and experiences. They influence behavior and are difficult to change. Values determine attitudes and play an important role in organizational culture.
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The document discusses variables that influence individual behavior, including characteristics of the person and their environment. It outlines factors within the person like skills, personality, and values. Environmental factors discussed are the organization, work group, job, and personal life. An interactional approach is presented that behavior is a function of both the person and their environment (B=f(P,E)). The document also covers topics like defining values, how they vary across cultures, and how values influence decisions and behavior.
Value and attitude
This document discusses attitudes and values. It defines attitude as a learned predisposition to respond favorably or unfavorably to an object. Attitudes have cognitive, affective, and behavioral components and are formed through personal experience, association, family influence, peer groups, society, and personality factors. Values represent basic convictions of what is right and desirable. Values influence attitudes and behavior. Sources of values include personal experience, association, family, culture, religion, society, role demands, and halo effects. Values can be categorized as terminal values, which are desirable end states, or instrumental values, which are preferable modes of behavior.
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Types of value
This document defines and discusses different types of values. There are two main types of values: terminal values and instrumental values. Terminal values refer to desirable end-states or life goals, such as happiness, self-respect, and professional excellence. Instrumental values deal with acceptable means of achieving terminal values, such as being honest, ambitious, and ethical. The document also discusses Rokeach's value survey, which provides examples of terminal values like family security and instrumental values like helpfulness.
Attitude
Attitudes are evaluative statements that indicate one's feelings toward people, objects, events, or situations. Attitudes are complex and influenced by cognitive processes and experiences. They have cognitive, affective, and behavioral components. Attitudes are formed through classical and operant conditioning, vicarious learning from others, communication, and experiences. Theories of attitude formation include cognitive consistency theories like balance theory and congruity theory, and social judgment theories. Attitudes can be changed by providing information, influencing friends, communication, and addressing discrepancies, but prior commitments, strong commitments, publicly expressed attitudes, low credibility of the source, and insufficient information can act as barriers to attitude change.
Personality
This document provides an overview of personality, including what personality is, its key elements and internal/external nature. It also summarizes three major theories of personality: psychoanalytic theory which sees personality comprising the id, ego and superego; trait theory which identifies stable traits along dimensions like the big five; and self theory proposed by Carl Rogers which focuses on an individual's self-perceptions.
Ethics
This document discusses the importance of ethics. It begins by defining ethics as the branch of philosophy involving concepts of right and wrong conduct. It notes that ethics guides us and is about feeling for others. Having strong ethical values creates integrity and trustworthiness. The document then discusses business ethics, noting businesses must balance profits with societal needs. Unethical behavior can lead to downfall while ethical behavior builds customer loyalty and a positive work environment. The conclusion states that technological growth fails without morals and values, as conscience separates humans from animals. Obeying ethics maintains internal peace and keeps society harmonious.
Organization effectiveness
This document discusses organizational effectiveness and defines it as the extent to which an organization achieves its goals using available resources. It provides definitions of effectiveness from several sources that view it as the degree to which predetermined goals are achieved. The document contrasts organizational effectiveness with efficiency, noting that effectiveness is broader and more difficult to measure while considering external factors like environmental interfaces and human aspects. Finally, it outlines factors that express organizational effectiveness like production, quality, and flexibility, and lists four main approaches to attaining or measuring effectiveness.
Organisational development (characteristics)
Organizational development has the following key characteristics:
1. It is an educational strategy that uses planned change to address real organizational problems.
2. Laboratory training methods and change agents are used to guide groups towards more effective processes and solutions to problems.
3. There is a close working relationship between change agents and organizational members, and organizational development seeks to improve group dynamics, problem-solving capacity, and organizational culture over the long term.
Organisational development (process & od vs md)
The document outlines the four main steps in the organizational development (OD) process according to Lawrence and Lorsch: 1) Identifying problems through diagnosis to determine causes and required actions, 2) Planning a change strategy with goals and an implementation approach and scheme, 3) Implementing the planned changes with help from OD consultants, and 4) Evaluating the process through feedback and comparisons to make modifications if needed.
Leadership
The document discusses various theories and approaches to leadership including trait, behavioral, contingency, and transformational theories. It defines key leadership concepts like the differences between managers and leaders. The document also outlines important competencies of effective leaders such as self-awareness, social skills, and the ability to influence and motivate others.
Organisational culture
This document discusses organizational culture, defining it as patterns of learned behaviors shared among members of an organization, comprising values, beliefs, norms, rituals, and language. It notes that organizational culture provides a sense of identity, commitment to the mission, clarifies standards of behavior, and usually takes 5-10 years to develop. The document also discusses where organizational culture comes from, such as leadership philosophy, and presents Hofstede's model of national culture dimensions including individualism vs collectivism, power distance, and long-term vs short-term orientation.
Group discussion
The document provides tips for participating effectively in group discussions, including listening carefully, contributing facts and figures in short statements, allowing others to speak, and disagreeing politely. It also outlines dos such as initiating discussion only if knowledgeable on the topic and don'ts like overspeaking or arguing. The document gives additional guidance on waiting for an opportunity to speak, being prepared, and thanking others for their contributions.
Communication & email etiquette
Effective communication involves properly encoding and transmitting a message through an appropriate channel so that the intended meaning is received. Common forms of communication include written word and email. To make emails effective, one should select the correct audience, use descriptive subjects, keep messages concise yet clear, and include a professional signature. Poor email habits to avoid are changing subjects without notification, including multiple subjects in one email, displaying all recipient addresses, and improperly replying or forwarding.
Ethics
This document discusses the importance of ethics. It begins by defining ethics as the branch of philosophy involving concepts of right and wrong conduct. It notes that ethics guides us and is about considering others. Having strong ethics creates integrity and trustworthiness. The document then discusses business ethics, noting businesses must balance profits with societal needs. Unethical behavior can lead to downfall while ethical behavior builds customer loyalty, retains employees, and avoids legal problems. The conclusion states that technological progress fails without morals, and ethics maintain internal peace and societal harmony.
Sales management
The document discusses various sales management structures and organizations. It describes line, line and staff, functional, horizontal, and specialized (geographical, product, market) organizational structures. Specialized structures can be combined to form hybrid structures. The key aspects of each structure are outlined, including their advantages and disadvantages. Overall, the document provides an overview of different approaches to organizing sales management functions within a company.
Conflict management 210420
This document discusses organizational conflict and provides an overview of the key concepts. It begins by defining conflict and describing its sources and types. It then outlines the five stages of the conflict process: potential opposition, cognition and personalization, intentions, behavior, and outcomes. Several conflict management strategies are presented, including functional strategies like compromise and collaboration, as well as accommodation, avoidance, and competition. The document also discusses negotiation, outlining the negotiation process and some common issues that can arise.
Learning 13042020
This document discusses different theories and principles of learning. It begins by defining learning and discussing its importance. It then covers the philosophical foundations of learning theory, including nativism and empiricism. Several theories of learning are presented, including classical conditioning by Ivan Pavlov, operant conditioning by B.F. Skinner, and cognitive theories proposed by Edward Tolman. Albert Bandura's social learning theory and the concept of modeling are also summarized. The document concludes by discussing principles of learning such as motivation, reinforcement, and punishment.
Personality 07042020
This document discusses theories of personality including type theory, trait theory, psychoanalytic theory, and social learning theory. It also covers the key aspects that make up personality like the id, ego, superego, and the big five personality traits. Personality is shaped by both hereditary and environmental factors like family and social situations. Various theories are presented on personality development over the lifespan and the attributes that predict behavior in organizations. The importance of matching personality types to different jobs is also covered.
Perception ( meaning, process & significance) 09042020
This document discusses individual perception and its significance in organizational behavior. It defines perception as the complex process by which individuals select, organize, and interpret stimuli to create a meaningful understanding of their environment. The perceptual process involves receiving stimuli, selecting stimuli based on external and internal factors, organizing stimuli through grouping and context, and interpreting stimuli using attribution and stereotypes. Perception influences important organizational behaviors like performance appraisal and impacts relationships through errors like the halo effect. Understanding perception is important for managers to avoid errors and address different needs in the workplace.
Self employment 09042020
This document discusses self-employment. It defines self-employed individuals as those who work independently and contract directly with clients rather than working for an employer. Self-employed individuals include independent contractors, sole proprietors, and those in partnerships. The key aspects are that the self-employed do not receive benefits, are responsible for their own taxes, and can hire employees to help with their work. The taxation rules for the self-employed differ from employees or business owners. Common types of self-employment include independent contractors such as doctors, journalists, and accountants who work independently.
Rural entrepreneurship 07042020
Rural entrepreneurship has significant potential to contribute to economic growth through various business and industries based in rural areas. This includes farm-based enterprises like organic farming, floriculture, high-tech agriculture, medicinal plants, and commercial forestry. Other opportunities are in food processing using agro-waste, producing pesticide products, animal husbandry, sericulture, aquaculture, handicrafts, and handlooms. For rural entrepreneurship to be effective, it is important to properly utilize available resources, generate local employment, enhance traditional culture, and foster economic development while meeting consumer demand.
Communication
This document provides an overview of effective communication. It defines communication and lists its key characteristics. It discusses the communication process and barriers that can interfere with effective transmission of messages. It emphasizes the importance of active listening and provides tips to improve verbal and non-verbal communication skills. The 7Cs of effective communication are outlined as clear, concise, concrete, correct, considerate, complete and courteous. Various communication channels and styles are described. Barriers to communication and how to improve existing communication levels are discussed. The importance of body language and its role in successful workplace interactions are also highlighted.
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Values
- 1. By: Priyanka Roy Asst. Prof. MIT Value (Definition, Characteristics)
- 2. Values Definition Values defined in Organizational Behavior as the collective conceptions of what is considered good, desirable, and proper or bad, undesirable, and improper in a culture. Some common business values are fairness, innovations and community involvement.
- 3. According to R.K. Mukherjee, “Values are socially approved desires and goals that are internalized through the process of conditioning, learning or socialization and that become subjective preferences, standards, and aspirations”. According to Zaleznik and David, “Values are the ideas in the mind of men compared to norms in that they specify how people should behave. Values also attach degrees of goodness to activities and relationships”
- 5. Characteristics of Value These are extremely practical, and valuation requires not just techniques but also an understanding of the strategic context. These can provide standards of competence and morality. These can go beyond specific situations or persons. Personal values can be influenced by culture, tradition, and a combination of internal and external factors.
- 6. Characteristics of Value These are relatively permanent. These are more central to the core of a person. Most of our core values are learned early in life from family, friends, neighborhood school, the mass print, visual media and other sources within the society.
- 7. Characteristics of Value Values are loaded with effective thoughts about ideas, objects, behavior, etc. They contain a judgmental element in that they carry an individual’s ideas as to what is right, good, or desirable. Values can differ from culture to culture and even person to person. Values play a significant role in the integration and fulfillment of man’s basic impulses and desire stably and consistently appropriate for his living.
- 8. Characteristics of Value They are generic experiences in social action made up of both individual and social responses and attitudes. They build up societies, integrate social relations. They mold the ideal dimensions of personality and depth of culture. They influence people’s behavior and serve as criteria for evaluating the actions of others. They have a great role to play in the conduct of social life. They help in creating norms to guide day-to-day behavior.