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OB whole summary

OB whole summary - CHAPTER 1 Organizational Behavior The...

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CHAPTER 1 Organizational Behavior - The study of what people think, feel, and do in and around organizations. Organizations - Groups of people who work interdependently toward some purpose. They expect each other to complete certain tasks in a coordinated way. WHY STUDY OB? - To apply marketing, accounting, etc, you need to understand, predict, and influence behavior (both ours and others) - Much of our time is spent working in or around orgs, OB theories are particularly helpful in satisfying this innate drive to make sense of the workplace (understand and predict the world we live in). - Gives you the opportunity to question and rebuild your personal mental models that have developed through observation and experience. - Need to influence other people in orgs. OB helps to help u perform you r job and working more effectively w others. - Important for company’s financial health. (3x better) (higher financial and long- term stock market performance for ‘the best place to work’). No longer for ‘managers’ only, all of us need to manage ourselves especially since companies have removed many layers of management and delegate more responsibilities. Everyone is a manger . OB TRENDS 1. Globalization - Economic, social, and cultural connectivity and interdependence with people in other parts of the world. - Benefits: larger markets, lower costs, greater access to knowledge and innovation, help developing countries, work intensification - Disadvantage: may reduce work security for developing countries. OB : OB researchers are examining how leadership, influence, conflict, and other OB topics vary across cultures . 2. The Changing Workforce Takes many forms, but the three most prominent ones are: - Race/ethnicity - Women in the workforce – half of the paid workforce, doubled since a decade ago - Generational diversity o Baby boomers (1946-1964) – expect and desire more job security and more intent on improving their economic and social status.
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o Generation X (1965-1979) – less job security and more motivated by workplace flexibility, opportunity to learn (new techs), and working in an egalitarian and ‘fun’ orgs. o Generation Y (>1979) – self-confident, optimistic, adept in multitasking, more independent than Gen X. Different generations have different values and expectations, benefits: - Directly, companies are more likely to understand their diverse customers better. - Indirectly: o Increase the pool of talented applicants o Reduce employee turnover o Improve on decision making and team performance on complex tasks o At the same time, it presents new challenges: conflicts, miscommunication, discrimination in orgs and society. 3. Evolving Employment Relationship Globalization and change in the workforce are two causes of the evolution in employment relationship. Today, employers demand more workforce flexibility to remain competitive:
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OB whole summary - CHAPTER 1 Organizational Behavior The...

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