《专业英语Chapter》PPT课件.ppt

Copyright 2005 Prentice Hall, Inc. All rights reserved.,Chapter 8,Foundations of Individual and Group Behavior,8,PART IV: Leading,Copyright 2005 Prentice Hall, Inc. All rights reserved.,82,Learning Outcomes After reading this chapter, I will be able to:,Define the focus and goals of organizational behavior. Identify and describe the three components of attitudes. Explain cognitive dissonance. Describe the Myers-Briggs personality type framework and its use in organizations. Define perception and describe the factors that can shape or distort perception.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,83,Learning Outcomes (contd) After reading this chapter, I will be able to:,Explain how managers can shape employee behavior. Contrast formal and informal groups. Explain why people join groups. State how roles and norms influence employees behavior. Describe how group size affects group behavior.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,84,Organizational Behavior (OB) Defined 组织行为学的定义,The study of the actions of people at work 研究人们在工作中的行为 The focus of OB 研究重点 Individual behaviors 个体行为 Personality, perception, learning, and motivation 个性、知觉、学习和动机 Group behaviors 群体行为 Norms, roles, team-and conflict 规范、角色、团队建设和冲突 The goals of OB 组织行为研究的目标 To explain 解释 To predict behavior 预测行为,Copyright 2005 Prentice Hall, Inc. All rights reserved.,85,The Organization as an Iceberg Metaphor,Exhibit 8.1,Copyright 2005 Prentice Hall, Inc. All rights reserved.,86,Behaviors of Interest to OB,Employee productivity 雇员的生产率 The efficiency and effectiveness of employees Absenteeism The election by employees to attend work Turnover 离职 The exit of an employee from an organization Organizational citizenship 组织公民 Employee behaviors that promote the welfare of the organization,Copyright 2005 Prentice Hall, Inc. All rights reserved.,87,Understanding Employees 理解员工,Attitudes 态度 Valuative statements concerning objects, people, or events 关于事物、人或事件的评价性描述 Cognitive component 态度的认知成分 The beliefs, opinions, knowledge, and information held by a person 一个人持有的信仰、观点、知识和信息 Affective component 态度的情感部分 The emotional, or feeling, segment of an attitude Behavioral component 态度的行为部分 An intention to behave in a certain way toward someone or something,Copyright 2005 Prentice Hall, Inc. All rights reserved.,88,Job-Related Attitudes 工作有关的态度,Job satisfaction 工作满意度 An employees general attitude toward his or her job. Job involvement 工作投入 The degree to which an employee identifies with his or her job, actively participates in it, and considers his or her job performance important for self-worth. Organizational commitment 组织承诺 An employees orientation toward the organization in terms of his or her loyalty（忠诚度） to, identification (认同度）with, and involvement （投入） in the organization.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,89,Cognitive Dissonance Theory 认知失调理论,Cognitive dissonance 认知失调 Any incompatibility between two or more attitudes or between behavior and attitudes Inconsistency is uncomfortable and individuals will seek a stable state with a minimum of dissonance. The desire to reduce dissonance is determined by: The importance of the elements creating the dissonance The degree of influence the individual believes he or she has over the elements The rewards that may be involved.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,810,Fostering Positive Job Attitudes （培养积极的工作态度）,Managers can reduce dissonance by: Creating the perception that the source of the dissonance is externally imposed and uncontrollable. Increasing employee rewards for engaging in the behaviors related to the dissonance. Satisfied workers are not necessarily more productive workers. 满意的员工不一定是生产率高的员工 Assisting employees in successful performance of their jobs will increase their desired outcomes and lead to increased job satisfactionfocusing on productivity as a means rather than an ends.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,811,Personality and Behavior 个性和行为,Personality is the combination of the psychological traits that characterize that person. Myers-Briggs Type Indicator (MBTI) 迈尔斯-布里格斯个性分类指标 A method of identifying personality types uses four dimensions of personality to identify 16 different personality types. Big Five model 大五个性模型 Five-factor model of personality that includes extroversion(外向）, agreeableness（认同）, conscientiousness（责任）, emotional stability（情绪稳定）, and openness to experience（开放）.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,812,Myers-Briggs Type Indicator (MBTI),Extroversion versus introversion (EI) 内向、外向 An individuals orientation toward the inner world of ideas (I) or the external world of the environment (E). Sensing versus intuitive (SN) 感知和直觉 An individuals reliance on information gathered from the external world (S) or from the world of ideas (N).,Copyright 2005 Prentice Hall, Inc. All rights reserved.,813,Myers-Briggs Type Indicator (MBTI) (contd) 迈尔斯-布里格斯个性类型,Thinking versus feeling (TF) 理性和感性 Ones preference for evaluating information in an analytical manner (T) or on the basis of values and beliefs (F). Judging versus perceiving (JP). 判断和理解 Reflects an attitude toward the external world that is either task completion oriented (J) or information seeking (P).,Copyright 2005 Prentice Hall, Inc. All rights reserved.,814,Characteristics Frequently Associated with Myers-Briggs Types,Exhibit 8.2,Source: Modified and reproduced by special permission of the publisher. Consulting Psychologists Press, Inc., Palo Alto, CA 94303, from Introduction to Type, 6th ed., by Isabel Myers-Briggs, and Katherine C. Briggs. Copyright 1998 by Consulting Psychologists Press, Inc. All rights reserved. Further reproduction is prohibited without publishers written consent. Introduction to Type is a trademark of Consulting Psychologists Press, Inc. (The Myers-Briggs Type Indicator and MBTI are registered trademarks of Consulting Psychologists Press, Inc.),Copyright 2005 Prentice Hall, Inc. All rights reserved.,815,Characteristics Frequently Associated with Myers-Briggs Types,Copyright 2005 Prentice Hall, Inc. All rights reserved.,816,Characteristics Frequently Associated with Myers-Briggs Types,Copyright 2005 Prentice Hall, Inc. All rights reserved.,817,Big Five Model of Personality Factors 大五个性模型,Extroversion 外向 Agreeableness 认同 Conscientiousness 责任 Emotional stability 情绪稳定 Openness to experience 开放,Copyright 2005 Prentice Hall, Inc. All rights reserved.,818,The Big Five Model of Personality,Extroversion A personality dimension that describes the degree to 外向 which someone is sociable, talkative, and assertive. Agreeableness A personality dimension that describes the degree to 认同 which someone is good-natured, cooperative, and trusting. Conscientiousness A personality dimension that describes the degree to 责任 which someone is responsible, dependable, persistent, and achievement oriented. Emotional stability A personality dimension that describes the degree to 情绪稳定 which someone is calm, enthusiastic, and secure (positive) or tense, nervous, depressed, and insecure (negative). Openness to experience A personality dimension that describes the degree to 开放 which someone is imaginative, artistically sensitive, and intellectual.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,819,Emotional intelligence (EI) 情商,An assortment of noncognitive skills, capabilities, and competencies that influence a persons ability to cope with environmental demands and pressures. 非知觉性的技巧、素质、能力的综合。 Dimensions of EI 情商的维度 Self-awareness own feelings 自我意识 Self-management of own emotions 自我控制 Self-motivation in face of setbacks 自我激励 Empathy for others feelings 情感 empi: Social skills to handle others emotions 社交技巧,Copyright 2005 Prentice Hall, Inc. All rights reserved.,820,Personality Traits And Work-related Behaviors 个性特质和工作相关的行为,Locus of control 控制倾向 A personality attribute that measures the degree to which people believe that they are masters of their own fate. Machiavellianism (“Mach”) 马基雅维利主义 A measure of the degree to which people are pragmatic, maintain emotional distance, and believe that ends can justify means. 现实、对人保持着性感距离，相信为达到目的可以不择手段，并缺乏足够的道德信仰。,Copyright 2005 Prentice Hall, Inc. All rights reserved.,821,Personality Traits And Work-related Behaviors (contd),Self-esteem (SE) 自尊 An individuals degree of life dislike for him- or herself 人们喜爱或不喜爱自己的程度 Self-monitoring 自我监控 A measure of an individuals ability to adjust his or her behavior to external, situational factors 根据外部环境因素调整自己行为的能力 Propensity for risk taking 风险偏好 prpensti: The willingness to take chancesa preference to assume or avoid risk,Copyright 2005 Prentice Hall, Inc. All rights reserved.,822,Matching Personalities And Jobs,Copyright 2005 Prentice Hall, Inc. All rights reserved.,823,Hollands Typology of Personality and Sample Occupations 霍兰德个性类型与职业范例,Realistic 现实型 Prefers physical activities that require skill, strength, and coordination Investigative 研究型 Prefers activities involving thinking, organizing, and understanding Social 社会型 Prefers activities that involve helping and developing others,Conventional 传统型 Prefers rule-regulated, orderly and unambiguous activities Enterprising 企业型 Prefers verbal activities where there are opportunities to influence others and attain power Artistic 艺术型 Prefers ambiguous and unsystematic activities that allow creative expression,Exhibit 8.3,Source: Reproduced by special permission of the publisher, Psychological Assessment Resources, Inc., Making Vocational Choices, 3rd ed., copyright 1973, 1985, 1992, 1997 by Psychological Assessment Resources, Inc. All rights reserved.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,824,Relationship Among Occupational Personality Types,Exhibit 8.4,Source: Reproduced by special permission of the publisher, Psychological Assessment Resources, Inc., Making Vocational Choices, 3rd ed., copyright 1973, 1985, 1992, 1997 by Psychological Assessment Resources, Inc. All rights reserved.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,825,Key Points of Hollands Model 霍兰德模型的要点,There do appear to be intrinsic differences in personality among individuals. intrinsik 不同个体之的个性的确存在本质的差别 There are different types of jobs. 工作具有不同的类型 People in job environments congruent with their personality types should be more satisfied and less likely to resign voluntarily than people in incongruent jobs. kgru:nt】符合,Copyright 2005 Prentice Hall, Inc. All rights reserved.,826,Personality Characteristics of Entrepreneurs 企业家的个性特点,Proactive personality 积极的个性 High level of motivation Internal locus of control Need for autonomy Abundance of self-confidence 很自信 Self-esteem 自尊 High energy levels 精力充沛 Persistence Moderate risk taker 中等的风险偏好 Problem solver,Copyright 2005 Prentice Hall, Inc. All rights reserved.,827,Perception 知觉,Perception A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. 一个过程，通过这一过程，个体组织和解释他们的感觉印象，从而给他们所处的环境赋予意义。,Copyright 2005 Prentice Hall, Inc. All rights reserved.,828,Influences on Perception 影响知觉的因素,Personal characteristics个人特质 Personality 个性 Motives 动机 Interests 利益 Past experiences 过去的体验 Expectations 期望,Target characteristics 目标的特征 Relationship of a target to its background Closeness and/or similarity to other things The context in objects is seen Other situational factors.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,829,Perceptual Challenges: What Do You See?,Exhibit 8.5,Copyright 2005 Prentice Hall, Inc. All rights reserved.,830,How Managers Judge Employees 管理者如何评判员工,Attribution theory 归因理论 A theory based on the premise premis（假定） that we judge people differently depending on the meaning we attribute to a given behavior Internally caused behavior is believed to be under the control of the individual. Externally caused behavior results from outside causes; that is, the person is seen as having been forced into the behavior by the situation.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,831,Interpreting Behavior 解释行为,Distinctiveness Whether an individual displays a behavior in many situations or whether it is particular to one situation. Consensus If the individual responds in the same way as everyone else faced with a similar situation responds. Consistency The individual engages in the same behaviors regularly and consistently over time.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,832,The Process of Attribution Theory,Exhibit 8.6,Copyright 2005 Prentice Hall, Inc. All rights reserved.,833,Judgment Errors,Fundamental attribution error The tendency to underestimate the influence of external factors and overestimate the influence of internal or personal factors when making judgments about the behavior of others. Self-serving bias The tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,834,Distortions in Shortcut Methods in Judging Others,Selectivity Assumed similarity Stereotyping Halo effect Self-fulfilling prophecy,Exhibit 8.7,Copyright 2005 Prentice Hall, Inc. All rights reserved.,835,Learning,Learning defined Any relatively permanent change in behavior that occurs as a result of experience. Operant conditioning (B. F. Skinner) A behavioral theory that argues that voluntary, or learned, behavior is a function of its consequences. Reinforcement increases the likelihood that behavior will be repeated; behavior that is not rewarded or is punished is less likely to be repeated. Rewards are most effective if they immediately follow the desired response.,Copyright 2005 Prentice Hall, Inc. All rights reserved.,836,Learning (contd),Social learning theory 社会学习理论 The theory that people can learn through observation and direct experience; by modeling the behavior of others. Modeling processes 学习榜样的过程 Attentional processes. 注意过程 Retention processes 记忆过程 Motor reproduction processes 行动重现过程 Reinforcement processes 强化过程,Copyright 2005 Prentice Hall, Inc. All rights reserved.,837,Shaping Behavior 行为塑造,Shaping behavior Systematically reinforcing each successive step that moves an individual closer to a desired behavior Four ways in which to shape behavior: 行为塑造的四种方式 Positive reinforcement 正强化 Negative reinforcement 负强化 Punishment 惩罚 Extinction kstkn 消除,Copyright 2005 Prentice Hall, Inc. All rights reserved.,838,Foundations Of Group Behavior 群体行为的基础,Group 群体 Two or more interacting and interdependent individuals who come together to achieve particular objectives Role 角色 A set of expected behavior patterns attributed to someone in a given position in a social unit Norms 规范 Acceptable standards (e.g., effort and performance, dress, and loya