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Unformatted text preview: re likely to fail. W hen the abilityjob fit is out of synchronization because the employee has abilities that far exceed the requirements of the job, performance is likely to be adequate, but there will be organizational inefficiencies and possible declines in employee satisfaction. Abilities significantly above those required can also reduce the employee’s job satisfaction when the employee’s desire to use his or her abilities is particularly strong and is frustrated by the limitations of the job Self Assessment Questions 2 1. Ability to do speedy and accurate arithmetic is called _________ aptitude. 2. Interpersonal intelligence means ____________ smart. 3. Ability to exert force against external objects is called as _________ strength. 3.4 Summary Organizational Behavior emphasizes on intellectual capital as represented by the sum total of knowledge, expertise, and dedication of an organization’s workforce. It recognizes that even in the age of high technology, people are the indispensable human resources whose knowledge and performance advance the organization’s purpose, mission, and strategies. Only through human efforts can the great advantages be realized f rom other material resources of organizations, such as, technology, information, raw materials, and money. Finding and analyzing the variables that have an impact on employee productivity, absence, turnover, and satisfaction is often complicated. Many of the concepts—motivation, or power, politics or organizational culture—are hard to assess. Other factors are more easily definable and readily available—data that can be obtained from an employee’s personnel file and would include characteristics, such as, gender, age, marital status, and tenure. Ability reflects a person’s existing capacity to perform the various tasks needed for a given job and includes both relevant knowledge and skills (Cummings & Schwab, 1973). Aptitude represents a Sikkim Manipal University 39 Foundation Of Organization Behavior Unit 3 person’s capability of learning something. In other words, aptitudes are potential abilities, whereas abilities are the knowledge and skills that an individual currently possesses. Managers need to consider both ability and aptitude while selecting candidates for a job. Individuals overall abilities are made up of two sets of factors: intellectual and physical. Intellectual abilities are those required to perform mental activities. The seven most commonly cited dimensions making up intellectual abilities are: number aptitude, verbal comprehension, perceptual speed, inductive reasoning, deductive reasoning, spatial visualization, and memory. Specific physical abilities gain importance in doing less skilled and more standardized jobs. Research has identified nine basic abilities involved in the performance of physical tasks. Individuals differ in the extent to which they have each of these abilities. High employee performance is likely to be achieved when management matches the extent to which a job requires each of the nine abilities and the employees’ abilities. Employee performance is enhanced when there is a high abilityjob fit. The specific intellectual or physical abilities required depend on the ability requirements of the job. Terminal Questions 1. Briefly describe the relationship of biographic characteristics with organizational behavior. 2. W hat is “ability”? explain the multiple intelligence theory. 3. Explain the significance of abilityjob fit. Answers to Self Assessment Questions Self Assessment Questions 1 1. Higher 2. Negative Self Assessment Questions 2 1.Number 2. People 3. Static Answers to Terminal Questions 1. Refer to section 3.2 2. Refer to section 3.3 3. Refer to section 3.3 Sikkim Manipal University 40...
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This note was uploaded on 03/01/2014 for the course MBA mba taught by Professor Smu during the Fall '10 term at Manipal University.
- Fall '10