Robbins & Judge Organizational Behavior 13e

Robbins & Judge Organizational Behavior 13e

Robbins & Judge Organizational Behavior 13th Edition Chapter 2: Foundations of Individual Behavior Student Study Slideshow Bob Stretch Southwestern College 2009 Prentice-Hall Inc. All rights reserved. 2-1 Chapter Learning Objectives After studying this chapter you should be able to: Contrast the two types of ability. Define intellectual ability and demonstrate its relevance to OB.

Identify the key biographical characteristics and describe how they are relevant to OB. Define learning and outline the principles of the three major theories of learning. Define shaping and show how it can be used in OB. Show how culture affects our understanding of intellectual abilities, biographical characteristics, and learning. 2009 Prentice-Hall Inc. All rights reserved. 2-2 Ability An individuals capacity to perform the various tasks in a job. Made up of two sets of factors: Intellectual Abilities The abilities needed to perform mental activities.

General Mental Ability (GMA) is a measure of overall intelligence. Wonderlic Personnel Test: a quick measure of intelligence for recruitment screening. No correlation between intelligence and job satisfaction. Physical Abilities The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics. 2009 Prentice-Hall Inc. All rights reserved. 2-3 Dimensions of Intellectual Ability

Number Aptitude Verbal Comprehension Perceptual Speed Inductive Reasoning Deductive Reasoning Spatial Visualization Memory 2009 Prentice-Hall Inc. All rights reserved. 2-4 Nine Basic Physical Abilities Strength Factors

Dynamic strength Trunk strength Static strength Explosive strength Flexibility Factors Extent flexibility Dynamic flexibility Other Factors Body coordination Balance Stamina 2009 Prentice-Hall Inc. All rights reserved.

2-5 Biographical Characteristics Objective and easily obtained personal characteristics. Age Older workers bring experience, judgment, a strong work ethic, and commitment to quality. Gender Few differences between men and women that affect job performance. Race (the biological heritage used to identify oneself) Contentious issue: differences exist, but could be more culture-based than race-based. 2009 Prentice-Hall Inc. All rights reserved. 2-6 Other Biographical Characteristics

Tenure People with job tenure (seniority at a job) are more productive, absent less frequently, have lower turnover, and are more satisfied. Religion Islam is especially problematic in the workplace in this post-9/11 world. Sexual Orientation Federal law does not protect against discrimination (but state or local laws may). Domestic partner benefits are important considerations. Gender Identity Relatively new issue transgendered employees.

2009 Prentice-Hall Inc. All rights reserved. 2-7 Learning Any relatively permanent change in behavior that occurs as a result of experience Learning components: Involves Change Is Relatively Permanent Is Acquired Through Experience 2009 Prentice-Hall Inc. All rights reserved. 2-8 Theories of Learning Classical Conditioning A type of conditioning in which an individual responds

to some stimulus that would not ordinarily produce such a response. Operant Conditioning A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment. Social-Learning Theory People can learn through observation and direct experience. 2009 Prentice-Hall Inc. All rights reserved. 2-9 Classical Conditioning Pavlovs Dog Drool Key Concepts: Unconditioned stimulus

A naturally occurring phenomenon. Unconditioned response The naturally occurring response to a natural stimulus. Conditioned stimulus An artificial stimulus introduced into the situation. Conditioned response The response to the artificial stimulus. This is a passive form of learning. It is reflexive and not voluntary not the best theory for OB learning. 2009 Prentice-Hall Inc. All rights reserved. 2-10

Operant Conditioning B. F. Skinners concept of Behaviorism: behavior follows stimuli in a relatively unthinking manner. Key Concepts: Conditioned behavior: voluntary behavior that is learned, not reflexive. Reinforcement: the consequences of behavior which can increase or decrease the likelihood of behavior repetition. Pleasing consequences increase likelihood of repetition. Rewards are most effective immediately after performance. Unrewarded/punished behavior is unlikely to be repeated. 2009 Prentice-Hall Inc. All rights reserved. 2-11 Social-Learning Theory Based on the idea that people can also learn indirectly: by

observation, reading, or just hearing about someone elses a models experiences. Key Concepts: Attentional processes Must recognize and pay attention to critical features to learn. Retention processes Models actions must be remembered to be learned. Motor reproduction processes Watching the models behavior must be converted to doing. Reinforcement processes Positive incentives motivate learners.

2009 Prentice-Hall Inc. All rights reserved. 2-12 Shaping: A Managerial Tool Systematically reinforcing each successive step that moves an individual closer to the desired response. Four Methods of Shaping Behavior: Positive reinforcement Providing a reward for a desired behavior (learning) Negative reinforcement Removing an unpleasant consequence when the desired behavior occurs (learning) Punishment Applying an undesirable condition to eliminate an undesirable

behavior (unlearning) Extinction Withholding reinforcement of a behavior to cause its cessation (unlearning) 2009 Prentice-Hall Inc. All rights reserved. 2-13 Schedules of Reinforcement Two Major Types: Continuous Reinforcement A desired behavior is reinforced each time it is demonstrated Intermittent Reinforcement A desired behavior is reinforced often enough to make the behavior worth repeating but not every time it is

demonstrated Multiple frequencies. 2009 Prentice-Hall Inc. All rights reserved. 2-14 Types of Intermittent Reinforcement Ratio Depends on the number of responses made. Interval Depends on the time between reinforcements. Fixed Rewards are spaced at uniform time intervals or after a set number of responses.

Variable Rewards that are unpredictable or that vary relative to the behavior. See Exhibit 2-3 for Schedules of Reinforcement 2009 Prentice-Hall Inc. All rights reserved. 2-15 Behavior Modification (OB Mod) The application of reinforcement concepts to individuals in the work setting. Follows the Five-Step Problem-Solving Model: Identify critical behaviors Develop baseline data Identify behavioral consequences Develop and apply intervention Evaluate performance improvement

2009 Prentice-Hall Inc. All rights reserved. 2-16 Problems with OB Mod OB Mod ignores thoughts and feelings. OB Mod may not explain complex behaviors that involve thinking and feeling. Stimuli may not be consciously given as a means of shaping behavior. Modern managers and OB theorists are using cognitive approaches to shaping behavior. 2009 Prentice-Hall Inc. All rights reserved. 2-17 Global Implications Intellectual Abilities Structures and measures of intelligence generalize

across cultures. Biographical Characteristics Not much evidence on the global relevance of the relationships described in this chapter. Countries do vary dramatically in their biographical composition. Learning Again, not much evidence currently exists we cannot generalize at this point. 2009 Prentice-Hall Inc. All rights reserved. 2-18 Summary and Managerial Implications Three Individual Variables:

Ability Directly influences employees level of performance Managers need to focus on ability in selection, promotion, and transfer. Fine-tune job to fit incumbents abilities. Biographical Characteristics Should not be used in management decisions: possible source of bias. Learning Observable change in behavior = learning. Reinforcement works better than punishment. 2009 Prentice-Hall Inc. All rights reserved. 2-19

All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright 2009 Pearson Education, Inc. Publishing as Prentice Hall

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