导图社区 Organizational Behavior
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Organizational Behavior
组织行为学是研究组织中人的心理和行为表现及其客观规律，提高管理人员预测、引导和控制人的行为的能力，以实现组织既定目标的科学。这份思维导图整理了组织行为学的知识框架（英文版），分享给大家。
编辑于2019-04-20 06:22:18- 相似推荐
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Organizational Behavior
Overview of OB
Goal of OB
Basic Model
Outcomes
Performance
Creativity
Attachment
Citizenship
Stress
Absentation
Relationship/Mechanism ↓
Inputs
Beliefs
Personality
Values
Demographic atributes
Values in Organizations
Value
Are things that you believe are important in the way you liveand work
什么是重要的
Values are ordered by importance relative to one another
对每个人都不一样
Values refer to desirable goals that motivate action
Value serve as standards guide the seleciont or evaluation of actions
Basic Human Value
Universal Values
Schwartz Values Survey
Value Groups
Value types
Value items
SVS
Self-direction
Stimulation
Hedonism
Achievement
Power
Security
Conformity
Tradition
Benevolence
Universalism
Work Value
values related to occupation or job
Achievement
Benevolence
Fairness
Honesty
Workplace Behavior
Turnover
the permanent withdrawal of employees
Voluntary
Involuntary
Voluntary Turnover:" I quit"
Some words indicate
Depart
Quit
Resign
Withdarw
Step down
Turnover intention
conceived to be a conscious and deliverate willfulness to leave the organization
Stress
Stress
adaptive response to a situation
Individual Differences
B = f(P,E)
People, Environment
Type A personality
紧张性人群
Type B personality
放松性人群
Stressor
environmental condition
Organizaitonal constraints
Interpersonal conflict
Work overload
Low rask control
Coping
invest own conscious effort
Two actions
Mental disengagement
Just don't care
Solve the problem
Task Performance with stress
As stress goes up → Performance: Low-High-Low
Creativity
Cause
Creative potential
Creative environment
Job Satisfaction & Attitudes
Three Parts
Cognitive
The part of beliefs, opinions, knowledge,and information
Affective
Feeling
Behavioral
Do the performance
Job Satisfaction
Measuring Satisfaction
Rports by coworks
Observation of employees
Workers' self-reports
Behavioral measures
Aspect that affect satisfaction
Pay and Benefits
Promotion
Supervisor
Coworker
Work itsel
Factors Lead to Job Satisfaction
EVLN Module (Outcomes)
Exit
Voice
Loyalty
Neglect
Other Job Satisfaction
Job involvement
Degree to the employee identifies with his or her job
Focus on task aspect
Organizational Commitment
Orientation to the organization
Emplyee Engagement
Involve Job Involvement and Organizational Commitmet
Case Study
Case Synopsis
Problems
Performance-related
Organizational Performance
Team performance
Individual performance
Behavior-related
Turnover
Motivation
Attidude-related
Job Satisfaction
Analyze Causes
Reward system
Organize the practices into these for categraph
Job design
Culture
Peformance mangagement & Resource allocation
Four Drive Theory
Acquire
Seek and acquire objects and experiences they value
Reward system
Bond
Mutual Social commitment
Culture
Comprehend
Understanding s of their environments
Job design
Dfend
Defend our accomplishments in fulfilling our other three drives
Perf.mgt&Resource allocation
Solution
Evaluation the manager performance
Propose Solutions
Personality in Work Place
B = f (P,E)
Dispositional Approach
Focus on People issue
Situational Approach
Focus on Environment issue
People
Personality
The dynamic mental structures associated with mental processes that determine an individual's cognitive , affective, and behavioral adjustments to their environments
Traits
Individual characteristcs
Demographic attributes
Personalities
Values
Beliefs
Abilities
States
Individual Processes
Perceptions
Emotions
Decisions
Motivation
Big Five
Five Factors
Openness
Degree to which an individual seeks new experience
Conscientiousness
Degree to focuses on goals and works toward them
Extraversion
The degree to which an individual is outgoing and derives energy
Agreeableness
The degree to which an individual is easygoing and tolerant
Neuroticism
Degree to which and individual easily copes with stressful situations
Dark Triad
Machiavellianism
权术
manipulation and exploitation of others, a cynical disregard for morality, and a focus on self-interest and deception
Narcissism
自恋的
grandiosity, pride, egotism, and a lack of empathy.
Psychopathy
精神病
Summary
Personality are only two approaches to describe personality
Big Five and Dark Triad only describ peoples' characteristics not the people
Power, Influence and Politics
Power
Capacity to influence others
All about influence others
Base of power
Legitimate powwer
Through formal authority
Because his or her position
Reward power
Obtaining compliance with promised or acrual rewards
Coercive power
Obtaining compliance through threatened or actual punishment
Dependent on fear of the negative results
Expert power
One's valued knowledge or information
The ability to influence others due to knowledge or a special skill set
Influence
Behavior that attempts to alter someone's attitudes or behavior
Politics
Kind of influence behavior in pursuit of self-interests
Workplace Behaviors
Basic Model
Input → Outcomes
Task Performance
refers to the individual's voluntary goal-directed behaviors
Types of Performance
Proficient TP: how well the productivity of employe. ---- performing efficiently and accurately
Adaptive TP: how well employees modify their thoughts
Proactive TP: how well emplyees take the initiative to anticipate and introduce new work patterns that benefit the organization
Measurment of Task Performance
Where to gain information?
HR professionals
Supervisors
rating committees
Peers/coworkers
Subordinates (下级)
Customers
The self
360-degree feedback
How to measure?
Production quantities
Working hours
Sales
Numbeer of new clients
Cost savings
Citizenship
Organizational citizenship behavior (OCB)
The work behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that, in the aggregate, promotes the effective functioning of the organization
指虽不被衡量但对组织有益的行为
Type of Citizenship
Assisting coworkers
Direct to individuals
Adjusting work scheduals to accommodate coworkers
Showing genuine courtesy toward coworkers
Sharing work resources
Supporting the company' s public image
Directed at the organization
Offering ideas beyond those required
Attending events that support the organization
Keeping up with new developments in the organization
Deviance
Counterproductive work behavio (CWB)
voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both
Type of Deviance
Theft
Withdrawal
Be absent
Arrive late
Leave early
Production deviance
Waste time on activities unrelated to work
Abuse
Make fun of someone
Harassment
Sabotage
Purposely waste the employer's materials
Communicaiton Teams and Organizaiton
Communication
Transfer information
Oral communication
Written communication
Noverval communication
Communication Process
Encoding & Decoding
Channel
Communication Barriers
Filtering
Selective Perception
Information Overload
Emotions
Language
Gender
National Culture
Way to overcome communication barriers
Use feedvack
Listen actively
Watch nonverbal cues
Motivation
refers to the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.
What is motivation
Direction
Intensity
Persistence
Motivation Myths
Motivation is more than money
P = M x A x E
Two factor theory
Motivators
Job Satisfaction
内部的认知和非物质需求
Hygiene Factors
Job Dissatisfaction
外界的给予和条件
Three-needs Theory
Major Motives at Work
Achievements
Meet goal, and overcome obstacles
Affiliation
desire to maintain social relationships
Power
Desire to influence or control others
Four drive Theory
Acquire
Reward System
Bond
Culture
Comprehend
Job design
Perf.mget. & resoure allocation
Emotion Labor & Emotion Intelligence
Emotion Management
Emotion Labor
Manage self-emotions
A behavior
Eomotion Intellegence
Understanding and mange self- and other- emotions
An ability
Emotion Labor
Emotion Dissonance
行为与感情的不一致
Felt Emotion
Displayed Emotions
Emotions that express to others
Display rules
norms or explicit rules requiring employees to display specific emotions and to hide other emotions
process of regulating displayed emotions and/or felt emotions to follow display rules
Way to change emotion dissonance
Change dispaled emtions
Change felt emotions
Surface Acting
Deep Acting
Emotion Intelligence
Self-awareness
Social awareness
Social awareness
Relationship management
Workplace Affect Emotion and Mood
Feeling is everywhere
Affect
General term describing feelings
Affectivity
Individual differences in feelings
Traits
Emotions
Short-term more intense feelings
States
Moods
Long-term less intence feelings
Affect 是以上三个的总和
Affectivity
Personality trait referring to a long-term and stable tendency to experience positive and begative emotions and moods across time and situations
一种应对情况的反应的特点
Positive Affectivity
Negative affectivity
Emotions
Emotions are individuals' short-term intense affective states including phtysiological responses and action sequences elicited by meaningful stimui
Basic Human Emotions
Happiness
Sadness
Anger
Fear
Disgust
Moral Emotion
Emotions that go beyong the direct interests of the self
Moods
Long-lasting less intense affective states which generally have no clear cause and are more diffuse
Decision Making
Managers' decisionnal roles
Entrepreneur
Disturbance handler
Resource allocator
Negotiator
Make Decisions
Thinking
In a logical and analytical manner
Rational decision making
Slow, logical , deliberate mode
Feeling
On the basis of values and beliefs and the effects the decision will have on others
Intuitive decision making
Automatic , instinctive and emotional mode
Rational decision making
Slow, logical , deliberate mode
Perfect rationality
Bounded Rationality
Limited infor-processing abilities
The limits of decision making
Decision makers evaluate alternatives sequentially
Evalueate in implicit favorite
process perceptually distorted information
Choose the alternative that is good enough
1. Information perfection
Three main boundaries
2. Cognitive limitations
3. Time constraints
Intuitive decision making
Automatic , instinctive and emotional mode
Base on
Values
Emotions
Experience
Cumulative knowledge
Subconscious components
Moral Foundations theory
Care
Fairness
Loyalty
Harm
Cheating
Betrayal
Conceptualization
Conceptual Skills
Abilities
Three Appoaches
Functions approach
Roles approach
Skills approach
Technical Skills
Human Skills
Conceptual Skills
Conceptual: related to ideas and concepts formed in the mind
Conceptual skills: Ability to work with ideas and concepts
Thinking
Expressing
Conceptualization
Activity
Management Level
Abstraction
Phenomenon level
Concept Level
Form concepts from phenomena.
Form abstraction from specification
Question
What is the relationship between personality and value?
There are 12 types of value, why we only listed 5?
Conflict and Negotiation
Conflict
Functional conflict
Conflict that supports the goals of the group
Dysfunctional conflict
Hinders group performance
Type of conflict
Task conflict
Process conflict
Relationship conflict
Loci of Conflict
Dyadic conflict
Between two people
Intragroup conflict
Within groups
Intergroup conflict
Between groups
Negotiation
Bargaining Strategies
Distributive bargaining
Win-lose situation
Intergrative bargaining
win-win solution
The Marshmallow Challenge