MGMT 300 LESSON 2
MGMT 300 LESSON 2 MGMT 300
Popular in Leadership and Organizational Behavior
Popular in Business
This 3 page Class Notes was uploaded by Patrick Ren on Saturday April 16, 2016. The Class Notes belongs to MGMT 300 at University of Washington taught by STAFF in Fall 2015. Since its upload, it has received 14 views. For similar materials see Leadership and Organizational Behavior in Business at University of Washington.
Reviews for MGMT 300 LESSON 2
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 04/16/16
Elements of Job performance (TCC) Task Performance o Behaviours directly involved in organizational production Routine, adaptive and creative Citizenship Behaviours o Voluntary activities that may or may not be rewarded but contribute to the organisation Interpersonal = helping, courtesy, sportsmanship Organisational = voice, civic virtue, boosterism Counter Productive behaviours o Employee behaviour that intentionally hinder organisational goals Property deviance = Sabotage & Theft Production deviance = Wasting resources Political deviance = Gossiping, Incivility (Lacking in good manners) Personal Aggression = Harassment, Abuse Performance management application Management by objectives, MBO o Evaluates performance on whether the employee achieves specific mutually agreed upon objectives Behaviourally anchored rating scales, BARS o Measure performance by directly assessing job performance behaviours 360 Degree Feedback effective but unpopular o Involves collection performance data from supervisor and anyone with first hand knowledge of this employee’s behaviour Forced ranking o Identifying top 20%, middle 70% and bottom 10% Social networking systems such as Facebook and Twitter Performance Goal Orientation (PGO) Extent to which you place a high priority on successful performance and on being viewed as competent People with a high PGO o Emphasize the successful accomplishment of results and tend to avoid taking developmentally important risks o avoid challenges and demonstrates greater risk aversion o strive to outperform colleagues and in doing so, fail to share or exchange resources In addition, in certain situations o might be more inclined to cheat o may face discouragement when faced with challenges Learning Goal Orientation (LGO) Mastery goal orientation, refers to the extent to which you desire to learn from challenges and are concerned with developing competence despite sub optimal short term results People with a high LGO o learners who may need support and developmental resources o show better job integrating contradictory perspective during conflicts o more resilient in response to increases in workload because they see these challenges as opportunities to develop In addition, in certain situations o equate success to persistence rather than actual results o accelerates developments as leaders Organisational Commitment The desire on the part of an employee to remain a member of the organisation o influences whether an employee stays a member of the organisation (retained) or leaves to pursue another job (turns over) Withdrawal behaviour o set of actions that employees perform to avoid the work situation and are behaviors that may eventually culminate in quitting the organization. Types and drivers of organisational commitment (IMPORTANT) [Image: file:////blob/VWJAAAuzbsM/IUPopetPnKMD0l9wI0e2kA] Why do people leave? The Erosion Model: Employees with fewer bonds will be mostly likely to quit the organisation o employee is likely to feel less emotional attachment to work colleages o makes it easier to leave organisation o [Image: file:////blob/VWJAAAuzbsM/T_7QKJuZ6QhNyvydMF89Ig] The Social Influence model: o employees who have direct linkages with “leavers” will themselves become more likely to leave Reductions in affective commitment become contagious Pyschological and physical withdrawal [Image: file:////blob/VWJAAAuzbsM/zBn1mbYyGnFl8CA4WSZb_A] Four types of employees [Image: file:////blob/VWJAAAuzbsM/Aozriq4uE7PVGkHm65D5Eg]
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'