BEHAVIOUR DATE : 05 APRIL 2009 PROGRAMME : ABP/BTECH Contents Page Executive summary 3 Using shaping as a management tool 4-7 Heredity 8-11 Factors that may contribute to differences in patterns of job satisfaction 12-15 Factors that differentiate good decision makers from poor ones 16-19 Bibliography 20-21 Executive summary According to Robbins‚ Judge‚ Odendaal and Roodt (2009:7)‚ Organizational behavior is a field of study that investigates
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the old three 8-hour shifts to increase the performance potential. During these stressful 12-hour shifts‚ line foreman were expected to handle personnel‚ resource‚ and administrative issues. There were additional issues which affected the job satisfaction of the line foremen. For example‚ line foreman were expected to exceed target production numbers while having a lack of formal training as a foreman and the lack of upper management support while disciplining hourly union employees. Line foremen
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European Journal of Social Sciences ISSN 1450-2267 Vol.30 No.2 (2012)‚ pp. 339-351 © EuroJournals Publishing‚ Inc. 2012 http://www.europeanjournalofsocialsciences.com A Study on the Impact of Occupational Stress among Teachers on Job Satisfaction and Job Involvement – An Empirical Study C. Muthuvelayutham Associate Professor‚ Directorate of Online and Distance Education (DODE) Anna University of Technology‚ Coimbatore 47‚ Tamil Nadu‚ India E-mail: drmuthu2009@gmail.com H. Mohanasundaram
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Indian Institute of Management Raipur Abstract The purpose of this conceptual paper is to have brief analysis on the impact of Role ambiguity in the job performance and how it affects the organization as a whole. It also through light on how role ambiguity produces psychological strain and dissatisfaction‚ which lead to under-utilization of human resources and leads to feeling of futility on how to
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Chapter 1 What Is Organizational Behaviour? Key Terms: Managers | Individuals who achieve goals through other people | Organization | A consciously coordinated social unit‚ composed of two or more people‚ that functions on a relatively continuous basis to achieve a common goal or set of goals | Planning | Defining goals‚ establishing strategy and developing plans to coordinate activities | Organizing | Determining what tasks are to be done‚ who is to do them‚ how the tasks are to be grouped
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PEOPLE IN ORGANISATIONS Level 7 I. ORGANISATIONAL BEHAVIOUR 1.1. The meaning of organizational behaviour We live in an organizational world. Organizations of one form or another are a necessary part of our society and serve many important needs. The decisions and actions of management in organizations have an increasing impact on individuals‚ other organizations and the community. It is important‚ therefore‚ to understand how organizations function and the influences which they
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FACTORS AFFECTING ETHICAL BEHAVIOR ARE DISCUSSED. LEARNING OBJECTIVES After reading this chapter‚ you should be able to do the following: 1. Explain the ABC model of an attitude. 2. Describe how attitudes are formed. 3. Define job satisfaction and organizational commitment and discuss the importance of these two work attitudes. 4. Identify the characteristics of the source‚ target‚ and message that affect persuasion. 5. Distinguish between instrumental and terminal values. 6. Explain
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performing their job; thus put their heart into their jobs with persistence and willingness to invest effort‚ exhibit strong work involvement along with experiencing feelings of significance‚ enthusiasm‚ passion‚ inspiration‚ pride‚ excitement and immerse themselves in their work without noticing that time passes. This article also considers employee engagement as having become an overnight sensation in the business consulting world for its statistical relationship with variables such as job involvement
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interconnection of job satisfaction and organizational commitment: an application of the bivariate probit model. International Journal of Human Resource Management‚ January 2006. Vol. 17‚ Issue 1. p.139. Robbins‚ S.P. 2005. Organizational behavior. 11th edition. Prentice-Hall‚ Inc. New Jersey. Swanepoel‚ B.‚ Erasmus‚ B.‚ Van Wyk‚ M. & Schenk‚ H. 2003. South African human resource management. Juta. Wegge‚ J.‚ Schmidt‚ K.H.‚ Parkes‚ C. & Van Dick‚ R. 2007. Job satisfaction and job involvement as interactive
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ATTITUDES & THEORIES OF ATTITUDES Attitudes are evaluative statements or judgments‚ either favorable or unfavorable concerning objective‚ people or events. They reflect how one feels about something e.g. if is said‚ “I like my job”‚ I am expressing my attitude about work. Attitudes are not the same as values‚ but the two are interrelated. There are three components of an attitude: Cogn ition‚ affect‚ and Behavior. Cognitive Component of an attitude The opinion or belief segment of
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