6-1 bus7000 organizational behavior &theory week 3 dr jenne meyer 1
TRANSCRIPT
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6-1
BUS7000 Organizational Behavior &Theory
Week 3
Dr Jenne Meyer
1
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Article Analysis
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Chapter 4
Workplace Emotions, Attitudes,and Stress
McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
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Emotions Defined
Psychological, behavioral, and physiological episodes that create a state of readiness.
Most emotions occur without our awareness
Two features of all emotions:• All have some degree of
activation • All have core affect –
evaluate that something is good/bad
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Types of Emotions
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Attitudes versus Emotions
Attitudes Emotions
Judgments about anattitude object
Based mainly onrational logic
Usually stable for daysor longer
Experiences related to anattitude object
Based on innate and learned responses to environment
Usually experienced forseconds or less
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Traditional Model of Attitudes
Purely cognitive approach• Beliefs: established perceptions of attitude object• Feelings: calculation of good or bad based on
beliefs about the attitude object• Behavioral intentions: calculated motivation to act
in response to the attitude object
Problem: Ignores important role of emotions in shaping attitudes
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Behavior
Attitudes: From Beliefs to Behavior
Perceived Environment
Attitude Feelings
Beliefs
BehavioralIntentions
Cognitive process
Emotional process
Emotional Episodes
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Emotions, Attitudes, and Behavior
How emotions influence attitudes:1. Feelings and beliefs are influenced by cumulative
emotional episodes (not just evaluation of beliefs)
2. We ‘listen in’ on our emotions
Potential conflict between cognitive and emotional processes
Emotions also directly affect behavior • e.g. facial expression
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Generating Positive Emotions at Work
LeasePlan USA and other companies apply the dual cognitive-emotional attitude process.
They actively create more positive than negative emotional episodes, which produce more positive work attitudes.
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Cognitive Dissonance
A condition whereby we perceive an inconsistency between our beliefs, feelings, and behavior.
This inconsistency generates emotions (e.g., feeling hypocritical) that motivate us to increase consistency.
Easier to increase consistency by changing feelings and beliefs, rather than change behavior.
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Emotional Labor Defined
Effort, planning and control needed to express organizationally desired emotions during interpersonal transactions.
Higher in job requiring:• Frequent/lengthy emotion display• Variety of emotions display• Intense emotions display
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Emotional Labor Across Cultures
Displaying or hiding emotions varies across cultures• Minimal emotional expression and monotonic voice
in Ethiopia, Japan, Austria
• Encourage emotional expression in Kuwait, Egypt, Spain, Russia
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Emotional Labor Challenges
Difficult to display expected emotions accurately, and to hide true emotions
Emotional dissonance• Conflict between true and required emotions• More stressful with surface acting• Less stressful with deep acting
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Emotional Intelligence Defined
Ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others
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Model of Emotional Intelligence
Self-awarenessAwareness of
others’ emotions
Self-managementManagement of others’ emotions
Self(personal competence)
Other(social competence)
Recognition of emotions
Regulationof emotions
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Awareness of others’ emotions
Self-management
Perceiving and understanding the meaning of others’ emotions
Managing our own emotions
Self-awareness Perceiving and understanding the meaning of your own emotions
Management of others’ emotions
Managing other people’s emotions
Lowest
Highest
Emotional Intelligence Hierarchy
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Improving Emotional Intelligence
Emotional intelligence is a set of abilities/skills
Can be learned, especially through coaching
EI increases with age -- maturity
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Job Satisfaction
A person's evaluation of his or her job and work context
An appraisal of the perceived job characteristics, work environment, and emotional experience at work
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Loyalty
Voice
Exit
Neglect
• Leaving the situation• Quitting, transferring
• Changing the situation• Problem solving, complaining
• Patiently waiting for the situation to improve
• Reducing work effort/quality• Increasing absenteeism
EVLN: Responses to Dissatisfaction
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Job Satisfaction and Performance
Happy workers are somewhat more productive workers, but:
1. General attitude is a poor predictor of specific behaviors
2. Job satisfaction effect on performance is lower when employees have less control over output
3. Reverse explanation: Job performance affects satisfaction, but only when rewarded
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Service Profit Chain at Clydesdale Bank
Clydesdale Bank in Scotland
improved customer service by
applying the service profit
chain model. It gave its contact
center employees more
positive experiences at work.
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Company profitability and growth
Service quality
Customer satisfaction/perceived
value
Customer loyalty and
referrals
Employee motivation
and behavior
Organizational practices
Employee satisfaction
and commitment
Employee retention
Service Profit Chain Model
Job satisfaction increases customer satisfaction and profitability because:
1. Job satisfaction affects mood, leading to positive behaviors toward customers
2. Job satisfaction reduces employee turnover, resulting in more consistent and familiar service
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Organizational Commitment
Affective commitment• Emotional attachment to, identification with, and
involvement in an organization
Continuance commitment• Calculative attachment – stay because too costly
to quit
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Building Affective Commitment
SharedValues
• Values congruence
Justice/ Support
• Apply humanitarian values• Support employee wellbeing
EmployeeInvolvement
• Employees feel part of company• Involvement demonstrates trust
OrganizationalComprehension
• Know firm’s past/present/future• Open and rapid communication
Trust• Employees trust org leaders• Job security supports trust
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What is Stress?
Adaptive response to situations perceived as challenging or threatening to well-being
Prepares us to adapt to hostile or noxious environmental conditions
Eustress vs. distress
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Stage 1Alarm Reaction
Stage 2Resistance
Stage 3Exhaustion
NormalLevel of
Resistance
General Adaptation Syndrome
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Behavioral
Psychological
Work performance, accidents, absenteeism, aggression, poor decisions
Dissatisfaction, moodiness, depression, emotional fatigue
Physiological
Cardiovascular disease, hypertension, headaches
Consequences of Distress
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What are Stressors?
Stressors are the causes of stress -- any environmental condition that places a physical or emotional demand on the person.
Some common workplace stressors include:• Harassment an incivility• Work overload• Low task control
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Psychological Harassment
Repeated and hostile or
unwanted conduct, verbal
comments, actions or gestures,
that affect an employee's dignity
or psychological or physical
integrity and that result in a
harmful work environment for
the employee.
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Work Overload and Task Control Stressors
Work Overload• Working more hours, more
intensely than one can cope• Affected by globalization,
consumerism, ideal worker norm
Task Control• Due to lack control over how and
when tasks are performed• Stress increases with
responsibility
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Individual Differences in Stress
Individual differences that minimize distress: Better physical health – exercise, lifestyle Appropriate stress coping strategies Lower neuroticism Higher extraversion Positive self-concept Lower workaholism
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Managing Work-Related Stress
Remove the stressor• Minimize/remove stressors
• Work/life balance initiatives
Withdraw from the stressor• Vacation, rest breaks
Change stress perceptions• Positive self-concept, humor
Control stress consequences• Healthy lifestyle, fitness, wellness
Receive social support
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Chapter 4
Foundations of Employee Motivation
McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
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Motivation Defined
The forces within a person that affect the direction, intensity, and persistence of voluntary behavior.
Exerting particular effort level (intensity), for a certain amount of time (persistence), toward a particular goal (direction).
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Employee Engagement
Individual’s emotional and cognitive (rational) motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals.
High absorption in the work.
High self-efficacy – believe you have the ability, role clarity, and resources to get the job done
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Drives and Needs
Drives (primary needs, fundamental needs, innate motives)• Hardwired brain characteristics (neural states) that energize
individuals to maintain balance by correcting deficiencies• Prime movers of behavior by activating emotions
Needs• Goal-directed forces that people experience. • Drive-generated emotions directed toward goals• Goals formed by self-concept, social norms, and experience
Self-concept, social norms,and past experience
Drivesand Emotions
NeedsDecisions and
Behavior
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Maslow’s Needs Hierarchy Theory
Seven categories – five in a hierarchy -- capture most needs
Lowest unmet need is strongest. When satisfied, next higher need becomes primary motivator
Self-actualization -- a growth need because people desire more rather than less of it when satisfied
Self-actual-ization
Physiological
Safety
Belongingness
Esteem
Need toknow
Need for beauty
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What’s Wrong with Needs Hierarchy Models?
Maslow’s theory lacks empirical support• People have different hierarchies• Needs change more rapidly than
Maslow stated Hierarchy models wrongly
assume that everyone has the same (universal) needs hierarchy
Instead, needs hierarchies are shaped by person’s own values and self-concept
Abraham Maslow
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What Maslow Contributed to Motivation Theory
Holistic perspective• Integrative view of needs
Humanistic perspective• Influence of social dynamics, not
just instinct
Positive perspective• Pay attention to strengths
(growth needs), not just deficiencies
Abraham Maslow
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Learned Needs Theory
Needs are amplified or suppressed through self-concept, social norms, and past experience
Therefore, needs can be “learned”• strengthened through reinforcement, learning, and
social conditions
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Three Learned Needs
Need for achievement• Need to reach goals, take responsibility • Want reasonably challenging goals
Need for affiliation• Desire to seek approval, conform to others wishes,
avoid conflict• Effective executives have lower need for social approval
Need for power• Desire to control one’s environment• Personalized versus socialized power
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Four-Drive Theory
Drive to Bond
Drive to Learn
• Drive to form relationships and social commitments• Basis of social identity
• Drive to satisfy curiosity and resolve conflicting information
Drive to Defend• Need to protect ourselves• Reactive (not proactive) drive• Basis of fight or flight
Drive to Acquire• Drive to take/keep objects and experiences• Basis of hierarchy and status
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How Four Drives Affect Motivation
1. Four drives determine which emotions are automatically tagged to incoming information
2. Drives generate independent and often competing emotions that demand our attention
3. Mental skill set relies on social norms, personal values, and experience to transform drive-based emotions into goal-directed choice and effort
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Four Drive Theory of Motivation
Social norms, personal values, and experience transform drive-based emotions into goal-directed choice and effort
Drive to Acquire
Social norms
Drive to Bond
Drive to Learn
Drive to Defend
Personal values
Past experience
Mental skill set resolves competing drive demands
Goal-directedchoice and effort
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Implications of Four Drive Theory
Provide a balanced opportunity for employees to fulfill all four drives
• employees continually seek fulfilment of drives• avoid having conditions support one drive more
than others
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E-to-PExpectancy
P-to-OExpectancy
Outcomes& Valences
Outcome 1+ or -
Effort Performance
Outcome 3+ or -
Outcome 2+ or -
Expectancy Theory of Motivation
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Increasing E-to-P and P-to-O Expectancies
Increasing E-to-P Expectancies• Develop employee competencies• Match employee competencies to jobs• Provide role clarity and sufficient resources• Provide behavioral modeling
Increasing P-to-O Expectancies• Measure performance accurately• Increase rewards with desired outcomes• Explain how rewards are linked to performance
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Increasing Outcome Valences
Ensure that rewards are valued
Individualize rewards
Minimize countervalent outcomes
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A-B-Cs of Behavior Modification
Consequences
What happensafter behavior
Co-workersthank
operator
Example
Behavior
What personsays or does
Machine operator turns
off power
Antecedents
What happensbefore behavior
Warninglight
flashes
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Four OB Mod Consequences
Positive reinforcement – any consequence that, when introduced, increases/maintains the target behavior.
Punishment – any consequence that decreases the target behavior.
Negative reinforcement –any consequence that, when removed, increases/maintains target behavior.
Extinction – when no consequence occurs, resulting in less of the target behavior
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Reinforcing the Healthy Walk
The British municipality of Stoke-on-Trent, Staffordshire, issued pedometers to its staff and encouraged them to do more walking each day. The pedometers provide instant feedback and positive reinforcement to motivate longer walks. Some organizations also reinforce walking with financial rewards.
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Behavior Modification in Practice
Behavior modification applications:• every day to influence behavior of
others• company programs – attendance,
safety, etc.
Behavior modification problems:• Reward inflation • Variable ratio schedule viewed as
gambling• Ignores relevance of cognitive
processes in motivation and learning
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Social Cognitive Theory
Learning behavior outcomes• Observing consequences that others experience• Anticipate consequences in other situations
Behavior modeling• Observing and modeling behavior of others
Self-regulation• People engage in intentional, purposive action – they
develop goals, achievement standards, action plans• People form expectancies (anticipate consequences)
from others -- not just from their own experiences• People reinforce their own behavior (self-
reinforcement)
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Goal Setting
The process of motivating employees and clarifying their role perceptions by establishing performance objectives
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Effective Goal Setting Characteristics
Specific – What, how, where, when, and with whom the task needs to be accomplished
Measurable – how much, how well, at what cost
Achievable – challenging, yet accepted (E-to-P)
Relevant – within employee’s control
Time-framed – due date and when assessed
Exciting – employee commitment, not just compliance
Reviewed – feedback and recognition on goal progress and accomplishment
SMARTER
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Balanced Scorecard
Organizational-level goal setting and feedback
Attempts to include measurable performance goals related to financial, customer, internal, and learning/growth (i.e., human capital) processes
Usually includes several goals within each process
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Characteristics of Effective Feedback
1. Specific – connected to goal details
2. Relevant – Relates to person’s behavior
3. Timely – to improve link from behavior to outcomes
4. Credible – trustworthy source
5. Sufficiently frequent• Employee’s knowledge/experience• Task cycle
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Strengths-Based Coaching Feedback
Maximizing the person’s potential by focusing on their strengths rather than weaknesses
Motivational because:• people inherently seek feedback
about their strengths, not their flaws
• person’s interests, preferences, and competencies stabilize over time
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Multisource Feedback
Received from a full circle of people around the employee
Provides more complete and accurate information
Several challenges• expensive and time-consuming• ambiguous and conflicting feedback• inflated rather than accurate feedback• stronger emotional reaction to multiple feedback
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Organizational Justice
Distributive justice• Perceived fairness in
outcomes we receive relative to our contributions and the outcomes and contributions of others
Procedural justice• Perceived fairness of the
procedures used to decide the distribution of resources
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Own outcomes
Your OwnOutcome/Input
Ratio
Comparison Other’sOutcome/Input
Ratio
Perceptions of equity or inequity
Equity Theory
Own inputs
Other’s outcomes
Other’s inputs
Compare own ratio with Other’s ratio
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Elements of Equity Theory
Outcome/input ratio • inputs -- what employee contributes (e.g., skill)• outcomes -- what employee receives (e.g., pay)
Comparison other• person/people against whom we compare our ratio• not easily identifiable
Equity evaluation• compare outcome/input ratio with the comparison
other
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Correcting Inequity Tension
Reduce our inputs Less organizational citizenship
Increase our outcomes Ask for pay increase
Increase other’s inputs Ask coworker to work harder
Reduce other’s outputs Ask boss to stop giving preferred treatment to coworker
Change our perceptions Start thinking that coworker’s perks aren’t really so valuable
Change comparison other Compare self to someone closer to your situation
Leave the field Quit job
Actions to correctunderreward inequity Example
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Procedural Justice
Perceived fairness of procedures used to decide the distribution of resources
Higher procedural fairness with:• Voice• Unbiased decision maker • Decision based on all information• Existing policies consistently• Decision maker listened to all sides• Those who complain are treated respectfully • Those who complain are given full explanation
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Week 3 wrap up
Questions? Assignments for next week