Nelson d l quick j c 2017 orgb5 organizational

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Nelson, D. L. & Quick, J. C. (2017). ORGB5: Organizational behavior (5th Edition). Boston, MA: Cengage.
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What are the 3 classifications of Ethical Theories and provide a brief explanation for each classification? The three Ethical Theories, according to Nelson and Quick are, “Consequential Theory meaning a theory that emphasizes the consequences or results of behavior” (2017, p. 28). Consequential theory is plainly choosing between right and wrong and where your moral compass lies, which in hope by everyone it points towards the good nature side of people. “Rule-based theory which is a theory that emphasizes the character of the act itself rather than its effects” (Nelson and Quick, 2017, p. 28). Good examples of rule based theories are religious books, such as, the Bible and the Koran. Finally, Character Theory which is “a theory that emphasizes the character, personal virtues and intent of the individual” (Nelson and Quick, 2017, p. 28). This theory is based on good intention, honest and integrity, its compass is that if you act virtuously and with the right intentions then all will prevail. Employees need these theories to help in guidance when facing ethical or moral dilemmas in the workplace, many corporations according to Nelson and Quick subscribe to the “consequential theory”, as it is stated “people should be allowed to pursue what is in their economic self-interest and open market competition and free trade” (Nelson and Quick, 2017, p. 28). Nelson, D. L. & Quick, J. C. (2017). ORGB5: Organizational behavior (5th Edition). Boston, MA: Cengage.
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Identify the most common errors that affect the attribution process and briefly discuss the implications for managers. There are two common errors found in the attribution process, 1. “Fundamental attribution error or the tendency to make attributions to internal causes when focusing on someone else’s behavior” (Nelson and Quick, 2017, p. 50) and 2. “Self-serving bias or the tendency to attribute one’s successes to internal causes and one’s failures to external causes” (Nelson and Quick, 2017, p. 50). Both of these errors not only happen in the work place but in everyday life. Everyone internally has the tendency to go towards what they did great and claim it as their own, and when something goes wrong to blame other people. As you move up in the organization it is important in this arena to always self- reflect, if you face a conflict to mitigate further discrepancies or errors ensuring the blame or bias is removed from the situation is important. Often as a manager you must focus on the behavior of the team, what is working, what is not and attribute these tendencies to motivate my employees. Reviewing cause and effect when employees attribute their behavior to one thing or the other is important when evaluating employee performance.
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  • Spring '10
  • DR.NEPTUNE
  • The Bible, Organizational studies

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