2. Unit Aim and Objective教学目的
介绍在组织行为学领域中的基本概念,方法和研究结果等有效知识;
提供一个知识框架,帮助管理人员认识和分析组织中的组织行为问题,发展解决这些问题的能力;
培养对组织行为研究的兴趣及鉴赏力。学习的过程
新知识的获得
知识的转化
评价
3. Organization of the Text教科书的结构
Concepts 概念
Application 应用
Controversies 辩论
4. Internet and OB
http://www.prenhall.com/-dessler
http://www.denglongmen.com (登龙门)
http://www.ceocio.com.cn(IT经理世界)
http://www.sino-manager.com(经理人)
http://www.ufsoft.com.cn(中外管理导报)
http://www.zwgl.com.cn (中外管理)
5. Method of Assessment考评方法
Individual Paper 20%
Case Study 20%
Job Satisfaction Survey 20%
Presentation 10%
Final Exam 30%
21. The Individual Level in the OB Model(个体行为)Biographical
Characteristics
传记特点Personality
人格Values and
Attitudes
价值观/态度Ability
能力Perception
感知Motivation
激励Learning
学习Individual
decision
makingProductivityAbsenceTurnoverSatisfaction
22. Group
decision making
群体决策Communication
沟通Other
Groups
团队Leadership
领导Group
群体Conflict
冲突Power and
Politics
权力与政治ProductivityAbsenceTurnoverSatisfactionInter-
group
relationsThe Group Level in the OB Model(群体行为)
23. The Organizational System Level(组织行为)Human resource
policies and
Practices
HRM政策与实践Organizational
Culture
组织文化Work
Stress
工作压力Organization
structure
and design
组织结构与设计ProductivityAbsenceTurnoverSatisfaction
24. 对组织行为学有贡献的学科PsychologySociologySocial
PsychologyAnthropologyPolitical
ScienceLearning
Motivation
Personality
Perception
Training
Leadership effectiveness
Job satisfaction
Individual decision making
Performance appraisal
Attitude measurement
Employee selection
Job design
Work stressIndividualGroupOrganizational
System
Group dynamics
Communication
Power
Conflict
Formal organization theory
Bureaucracy
Organization technology
Organizational change
Behavioral change
Communication
Group decision makingCross-cultural analysisOrganizational culture
Organizational environmentConflict
Intra-organizational politics
PowerStudy of
Organizational
BehaviorBehavioral
ScienceContribution Unit of AnalysisOutput
25. 心理学(Psychology)心理学是对行为与心理历程的科学研究。(The scientific study of behavior and mental process)
心理学以人的心理现象规律为研究对象。
包括心理活动心理特征心理活动
包括:认识过程
情感过程
意志过程
心理特征
(指一个人具有的重要和较为相对持久的心理特点。包括态度、个性、气质、能力、信念等)
34. 四、组织行为学研究方法Five Sources of OB Research Insights (a priority listing):
Field survey现场调查
Field studies现场实验
Laboratory studies实验室实验
Case studies案例研究
35. Comparing Four Research Designs Research Designs
Case Field Laboratory Field
Variable Studies Surveys Experiments Experiments
Generalisability Low Moderate Low High
Realism High High Low Moderate-to-high
Precision Low Low High High
Control Low Moderate High Moderate-to-high
Cost Moderate Moderate Low High
36. 五、History of of Organizational Behavior19101920-1930s1960s – 1970sScientific Management
The Behavior Ear
The Hawthorne studies
1940 –1950sThe Behavior Ear
- Dale CarnageA Contingency perspective1980s – nowBusiness Strategy
41. GLOBALIZATION全球化Cultural DiversityPower of Human ResourcesGlobalization Rapid Change New Psychological ContractEmployer-
Employee
42.
Women entering the workforce
People of color in the workforce
The aging workforce多元化劳动力进入工作场所
43. The host of individual difference that make people different from and similar to each otherDimensions Of Diversity
----Primary dimension diversity
Age, Gender, Race, Sexual orientation
----Secondary dimension diversity
Fist language, Education, Family status, Geographic location, Income, Religion, Diversity劳动力多元化
44. Discrimination(雇佣)歧视——劳动力多元化所产生的问题(1)
Disparate Treatment异类对待:
(A form of employment discrimination in which employers treat people unfairly because of their membership in a protected group.)
Disparate impact异类影响(A form of employment discrimination in which an employment practice that is not job-related has uniqueness for people of different protected groups.)
45. Examples of Employment Discrimination雇佣歧视的实例
一位妇女因未通过一种力量测试而被拒绝雇佣为一个警官。在过去的一年里,那种测试筛去了所有女性求职者中的90%和所有男性求职者的30%。
一位妇女被拒绝雇佣为一个建筑工人,因为她不符合公司的要求:所有工人身高至少为5英尺8英寸以及体重至少为160英磅。在过去的20年里,20%的男性求职者和70%的女性求职者都因为这个要求而被拒绝。
一位会计尽管绩效考核评分令人满意仍被解雇。老板声称,她因为同时为另一个公司兼职而违背了公司的政策。但有人听到老板作过这样的评论:“妇女无论如何不适合做会计工作。”
一位男性老板解雇了他的女秘书,因为他认为她太丑。他以一个他认为漂亮得多的妇女取代了她。
46. Illegal Discrimination 异类对待
(Disparate Treatment) Intentional
Discrimination:
有意歧视
Unintentional Discrimination:
无意歧视
Same standards, different
consequences for different
groups异类影响
(Disparate Impact)歧视的类型
47. 定额战略
善意努力的战略
Affirmation Action Plan
肯定性行动计划:------为消除以往歧视的现实影响而采取的步骤。
肯定性行动
48. WHAT & HOW ( about HP in managing diversity )
Http://www.hp.com
56. 民族文化的分类研究(1)——霍夫斯塔德的文化维度系统Hofstede’s
Cultural
Dimensions Power Distance权力距离Uncertainty Avoidance不确性规避Individualism/collectivism个体/集体主义Masculinity/Feminine男性化/女性化社会 Long /Short Term 长期/短期倾向
59. 民族文化的分类研究(2) 克拉克洪的文化维度People‘s Relationship to Environment与自然的关系
Time Orientation时间导向
Nature of People Activity Orientation基本的人性观
Activity Orientation 活动取向
Focus of Responsibility责任中心
Conception of Space空间概念
67. Personality人格Definition: “The consistent psychological pattern within an individual that affects the way he or she interacts with others and situations.”人格是个体所有的反应方式和与他人交往方式的总和。
Definition: “A stable set of characteristics and tendencies that determine those commonalties and differences in the psychological behavior (thoughts, feeling and actions) of people that have continuity in time and that may not be easily understood as the sole result of the social and biological pressures of the moment.人格是决定人们的心理行为上的共性和差异性的一套稳定的倾向和特点。他们在时间上是连续的,不能简单理解为一时的社会和心理压力的结果”(迈迪)
Personality Determinants
Heredity
Environment
Situation
68. Theories of Personality人格理论Psychoanalytic theory精神分析论
---(id) , (ego) , (super ego)
Trait theory特质论
Type theory类型论
--- theory of body体形论
--- theory of psychological types心理类型论
69. Personality Test人格测试 Methods常用方法
Self-report自陈量表法
Projective投射法
Rorschach Inkblot Test
(罗夏墨迹测试)
Muray and morgan TAT
(Thematic Apperception Test)
(主题统觉测试)
Inventory主要量表
Sixteen personality factor questionnaires,(16PF)
Myers-Briggs Type Indicator,(MBTI )
70. What is Personality Traits人格特质论Personality trait is enduring characteristics that describe an individual’s behavior.
Cattell’s factor theory of personality(卡特尔的人格因素论)
---surface trait(表面特质)
---source trait(根源特质)
The “Big Five”Model16PF
71. 16PF(Sixteen Personality Factors)个性特征根源特质表面特性A乐群性Reserved-------------------------------------------------OutgoingB聪慧性Less intelligent--------------------------------- More intelligentC稳定性Affected by feelings-------------------------Emotionally stableE恃强性Submissive---------------------------------------------- DominantF兴奋性Serious--------------------------------------------Happy-go-luckyG有恒性Expedient----------------------- -------------------ConscientiousH敢为性Timid------------------------------------------------VenturesomeI敏感性Tough-minded-------------------- ---------------------SensitiveL怀疑性Trusting-------------------------------------------------SuspiciousM幻想性Practical-----------------------------------------------ImaginativeN世故性Forthright--------------------------------------------------ShrewdO忧虑性Self-assured----------------------------------------ApprehensiveQ1实验性Conservative--------------------------------------ExperimentingQ2独立性Group-dependent---------------------------------Self-sufficientQ3自律性Uncontrolled-------------------------------------------ControlledQ4紧张性Relaxed--------------------------------------------------------Tense
77. Evaluating Trait 特质理论的评价Three Major Criticisms:
Lack of explanation
Stability versus change
Situational determinants
78. 建立在容格心理类型论基础上的——MBTI
MBTI: The Myers-Briggs type Indicator
Type of test: Personality Test
Source: Jung’s theory of psychological types
Method of test: Self-report method
Help:
Understand yourself,your motivations,your strengths
and potential areas.
understand and appreciate those who differ from you.
Enhance cooperation and productivity
79. What is the MBTIMyers-Briggs Type IndicatorThe Myers-Briggs Type Indicator (MBTI) is a self-report questionnaire designed to make Jung’s theory of psychological types understandable and useful in everyday life. MBTI results describe valuable differences between normal,healthy people-differences that can be the source of much misunderstanding and miscommunication
81. Dimensions of Jung’s Psychological Type容格心理类型的维度 Does the person’s interest flow mainly to the
EXTROVERSION INTROVERSION
Does the person prefer to perceive
SENSING INTUITION
THINKING FEELING
Does the person prefer to live
JUDGMENT PERCEPTION
ESTJINFP Does the person prefer to make judgments or decisions
82. Where do you prefer to focus you attention?The EI scale E :Extraversion
Attuned to external environment
Prefer to communicate by talking
Learn best through doing or discussing
Breath of interests
Tend to speak first,reflect later
Sociable and expressive
Take initiative in work and relationships
I: Introversion
Drawn to their inner worlds
Prefer to communicate by writing
Learn best by reflection, mental practice
Depth of interests
Tend to reflect before acting or speaking
Private and contained
Focus readily
83. How do you Take-in information,Discover things ? The SN Scale S: Sensing
Focus on what is real and actual
Value practical applications
Factual and concrete, notice details
Observe and remember sequentially
Present-oriented
Want information step-by-step
Trust experience
N: Intuition
Focus on “big picture,” possibilities
Value imaginative insight
Abstract and theoretical
See patterns and meaning in facts
Future-oriented
Jump around ,leap in anywhere
Trust inspiration
84. How do you make decision? The TF Scale T: Thinking
Analytical
Logical problem-solvers
Use cause-and –effect reasoning
“ Tough-minded”
Strive for impersonal, objective truth
Reasonable
Fair F: Felling
Sympathetic
Assess impact on people
Guided by personal values
“Tender-hearted”
Strive for harmony and individual validation
Compassionate
Accepting
85. How do you orient toward the outer world ?The JP scale J: Judging
Scheduled
Organized
Systematic
Methodical
Plan
Like closure-to have things decided
Avoid last-minute stresses P: Perceiving
Spontaneous
Open-ended
Casual
Flexible
Adapt
Like things loose and open to change
Feel energized by last-minute pressures
86. What is your type ?ISTJISFJINFJINTJISTPISFPINFPINTPESTPESFPENFPENTPESTJESFJENFJENTJ
87. 职业倾向Temperament and occupations (adapted from Myers ,1985)
SP
Performers
Entrepreneurs
Troubleshooters
One-person businesses
Rescue teams
SJ
Managers
Accountants
Police
Dentists
Teachers
NT
Scientists
Architects
Engineers
Designers
Managers
NF
Counselors
Journalists
Artists
Psychologists
Clergy
88. The uses of MBTISelf-development
Career development and exploration
Team building
Management and leadership training
89. 工作情景下的经典个性研究Locus of Control
Machiavellianism
Self Esteem
Type A Personality
91. LOCUS OF CONTROL控制点The Degree to Which People Believe they are in Charge of their Own Fate
92. MACHIAVELLIANISM马基雅维里IS THE DEGREE TO WHICH AN INDIVIDUAL IS PRAGMATIC, MAINTAINS EMOTIONAL DISTANCE AND BELIEVES THAT ENDS CAN JUSTIFY MEANS
HIGH - MACHS
MANIPULATE MORE, WIN MORE, ARE PERSUADED LESS AND HAVE GREATER INFLUNCE OVER OTHER PEOPLE
“IF IT WORKS, USE IT”
94. SELF ESTEEM自尊AN INDIVIDUAL’S DEGREE OF LIKE OR DISLIKE FOR THEMSELF.
HIGH SE’S:
Believe they have greater ability.
Are less likely to be influenced by
They also -
Take more risks in job selection.
Choose more unconventional jobs.
96. Type A PersonalityA型人格Aggressive involvement in a chronic,
incessant struggle to achieve more and
more in less and less time and , if
necessary , against the opposing efforts
of other things or other people.
97. WHAT & HOW ( about 16PF )
Http://www.yahoo.com.cn.
卡氏十六种
16PF在理论中的应用
个性测定量表(含187题)
中国行为医学000212
南方人才市场测评中心
101. 衡量测评技术的标准信度(Reliability)---The degree to which a measure is consistent over time.
效度(Validity)---The degree to which a research study is actually measuring what it claim to be measuring.
109. Dimensions of Intellectual Ability智力能力的维度Dimension Description
Number Aptitude Ability to do speedy and accurate arithmetic computations
Verbal Comprehension Ability to understand what is read or heard and the relationship of words to each other
Perceptual Speed Ability to visually identify similarities and differences quickly and accurately
Inductive reasoning Ability to identify a logical sequence in a problem and then solve the problem
114. 三、Learning 学习Definition: A relatively permanent change in behavior
that occurs as a result of experience.
Theories of Learning学习理论
Classical Conditioning经典条件反射
Operant Conditioning操作条件反射
Social Learning社会学习理论
115. Schedules of Reinforcement强化程序Fixed Variable Interval Ratio
Fixed-interval Fixed-ratio
Variable-interval Variable-ratio
116. Key wordspersonality
Ability
16 personality factors
Big five model
Locus of control
Self-esteem
Type A personality
Machiavelliansm
Holland’s typology of personality
Learning
Renforcement
117. HOMEWORK
Suggestions for further Reading:
赵慧军:“不同职业的个性模式及其测评——个性轮廓匹配法的应用”
陈捷:“个性与工作绩效的新进展”
王黎、张建新:“从人格特质角度看管理人员应付组织变革”。
凤凰卫视世纪大讲堂:“中国人的人格特质”。
皇甫恩,“MBTI人格类型量表的效度分析”,《心理学报》,2000 年第3期。
刘玉凡,“大五人格与职务绩效的关系”,《心理学动态》2000年第5期。
刘远我:“试论我国人才测评事业的发展”,《心理学》1999年第一期。
应中秋:“透视现代员工素质测评”,《中国人力资源管理》2000年第5期。