17. Major Workforce Diversity Categories Domestic Partners Race Non-Christian National Origin Age Disability E X H I B I T 1–4 Gender
18.
19.
20.
21.
22.
23. Exhibit 1-2 Toward an OB Discipline Social psychology Psychology Behavioural science Contribution Unit of analysis Output Anthropology Sociology Political science Study of Organizational Behaviour Organization system Learning Motivation Perception Training Leadership effectiveness Job satisfaction Individual decision making Performance appraisal Attitude measurement Employee selection Work design Work stress Group dynamics Work teams Communication Power Conflict Intergroup behaviour Formal organization theory Organizational technology Organizational change Organizational culture Conflict Intraorganizational politics Power Organizational culture Organizational environment Behavioural change Attitude change Communication Group processes Group decision making Group Comparative values Comparative attitudes Cross-cultural analysis Individual
24.
25.
26. Exhibit 1-1 Challenges Facing the Workplace Workplace Organizational Level • Productivity • Developing Effective Employees • Global Competition • Managing in the Global Village Group Level • Working With Others • Workforce Diversity Individual Level • Job Satisfaction • Empowerment • Behaving Ethically
27. Exhibit 1-3 Basic OB Model, Stage I Organization systems level Group level Individual level
28. Exhibit 1-4 Basic OB Model, Stage II Ability Human input Values and attitudes Motivation Individual decision making Personality Perception Biographical characteristics Leadership Work design and technology Organizational culture Change and stress Group decision making Other groups Conflict Power and politics Work teams Individual Level Group Level Organization Systems Level Communication Group structure Human resource policies and practices Organization structure and design Individual Differences Satisfaction Organizational commitment Turnover Absence Productivity Workplace interaction Human output
36. Elements of ob People .Individuals .Group Environment .Government .Competition .Social Technology .Machinery .Copm. hard & soft. Structure .Jobs .Relationship OB
40. Study of OB Individual Group Organizations Perception Personality Motivation Training P A Job Satisfact. Psychology Group ,Team Communi. Conflict Org.change, structure Attit.& beh. Change Group process & decision making Indi.Org.culture & Env. Org. Power Politics Sociology Social Psychology Anthropology Political science
41.
42.
43. Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1–3 (cont’d) Sociology The study of people in relation to their fellow human beings
44. Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1–3 (cont’d) Social Psychology An area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another
45.
46.
47. Contributing Disciplines to the OB Field (cont’d) E X H I B I T 1–3 (cont’d) Anthropology The study of societies to learn about human beings and their activities
71. Factors that influence the perception Perception Factors in situation Social setting, Organizational setting Factors in perceiver Needs and Motives, Experience, Current psychological state Factors in target Status, Size, Contrast,
72.
73.
74.
75.
Editor's Notes
2
3
This material is found in more detail on page 4.
This is one of the slides I use on the first day of class to help motivate the course.
4
This material is found in more detail on pages 8-11. 1. In a recent Financial Post survey, 75 percent of the public said it was extremely important for managers to make employees happy and satisfied. 2. Employees are increasingly demanding job satisfaction out of their jobs. In a recent Financial Post survey, 75 percent of the public deemed it extremely important for managers to make employees happy and satisfied. 3. Managers are empowering employees. They are putting employees in charge of what they do. And, in the process, managers are learning how to give up control, and employees are learning how to take responsibility for their work and make appropriate decisions. 4. In addition to the more obvious groups—women, First Nations peoples, Asian Canadians, African Canadians, Indo-Canadians—the workplace also includes people with disabilities, gays and lesbians, and the elderly.
This material is found in more detail on pages 11-15. 1. Absences in 2001 resulted in the loss of 3.4% of weekly work time. Absenteeism’s annual cost has been estimated at over $18 billion for Canadian firms and $60 billion for U.S. organizations. 2. In recent years, Canadian businesses have faced tough competition from the United States, Europe, Japan, and even China. To survive, they have had to cut fat, increase productivity, and improve quality. 3. As multinational corporations develop operations worldwide, as companies develop joint ventures with foreign partners, and as workers increasingly pursue job opportunities across national borders, managers and employees must become capable of working with people from different cultures.
This material is found in more detail on pages 11.
This material is found in more detail on pages 12-13.
The material for this illustration is found on pages 15-17.
This material is found in more detail on pages 17-19. This would be a good place to get students’ views on questions such as: (1) Are happy workers always productive workers? (2) Are individuals always more productive when their boss is a real “people person?” (3) Does everyone want a challenging job?
This material is found in more detail on page 18.
The material for this illustration is found on page 6.
The material for this illustration is found on page 20.
The material for this illustration is found on page 21.
The material for this illustration is found on page 26. In teaching this, you may want to start by having students do the Learning about Yourself and Working with Others exercises. Debriefing the exercise will provide information about what skills students think are important, and what skills they believe they already have. You can then point to the skill gaps, and the problems that organizations and managers would face as a result.
This material is found in more detail on pages 26-27.
The material for this illustration is found on page 20.
This material is found in more detail on pages 22 and 23.
5
This material is found in more detail on pages 15-16 Psychology is the science that seeks to measure, explain, and sometimes change the behaviour of humans and other animals. Sociology: Whereas psychologists focus on the individual, sociologists study the social system in which individuals fill their roles; that is, sociology studies people in relation to other human beings. Social psychology is an area within psychology, but it blends concepts from psychology and sociology. It focuses on the influence of people on one another. One of the major areas receiving considerable investigation from social psychologists has been change--how to implement it and how to reduce barriers to its acceptance. processes. Anthropology is the study of societies to learn about human beings and their activities. Anthropologists’ work on cultures and environments, for instance, has helped us understand differences in fundamental values, attitudes, and behaviour between people in different countries and within different organizations. Political science studies the behaviour of individuals and groups within a political environment. Specific topics of concern include structuring of conflict, allocation of power, and the manipulation of power for individual self-interest.
![[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)