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Lecture 5

MGHB02H3 Lecture Notes - Lecture 5: Job Satisfaction, Cross-Functional Team, Emotional Contagion


Department
Management
Course Code
MGHB02H3
Professor
Brian Connelley
Lecture
5

This preview shows pages 1-3. to view the full 30 pages of the document.
WEEK ONE CHAPTER 1 (PG 2-12)
WHAT ARE ORGANIZATIONS
social inventions for accomplishing common goals through group effort
example: Blue Jays, college sorority, fraternity
Social Inventions
essential characteristic is the coordinated presence of people
field of OB is about understanding people and managing them to work efficiently
Goal Accomplishment
field of OB is concerned with how organizations can survive and adapt to change
in order to do this, people must be:
o motivated to join and remain in the organization
o carry out basic work reliability -> productivity, quality, and service
o willing to learn and upgrade knowledge and skills
o be flexible and innovative
Group Effort
field of OB concerned with how to get people to practice effective teamwork
WHAT IS ORGANIZATIONAL BEHAVIOR
the attitudes and behaviors of individuals and groups in organizations
o attitude: satisfaction of job, their commitment to company goals
o behaviors: cooperation, conflict, innovation, resignation
HR management: programs, practices, and systems to acquire, develop, and retain
employees in organizations
Factors That Make an Organization Competitive and Great Place to Work
how employees learn, what is the role of training, development, and career planning?
what is an organizational culture and what role does it play in organizations success?
how can organizations motivate employees, and how important is compensation?
what is a cross functional team and how do you design effective teams?
what should organizations do to manage diverse workforce?
WHY STUDY ORGANIZATIONAL BEHAVIOR
organizational behavior is interesting
organizational behavior is important
organization behavior makes a difference
GOALS OF ORGANIZATIONAL
predicting OB
explaining OB
find more resources at oneclass.com
find more resources at oneclass.com

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WEEK ONE CHAPTER 4 (PG 126-144)
WHAT ARE ATTITUDES
a fairly stable evaluative tendency to respond consistently to some specific object,
situation, person, category of people (people act differently given difference scenarios)
product of belief and value: BELIEF + VALUE = attitude -> behavior
WHAT IS JOB STATISFACTION?
a collection of attitudes that people have about their jobs
o face satisfaction: tendency to be more or less satisfied with various facets of job
EX: I love my job but I hate my boss
facets: work, compensation, recognition, benefits, coworkers, etc.
o oeall satisfatio: oeall idiato of peso’s attitude toad the jo
EX: I love my job, I hate my job, or I am neutral about my job
JDI: Job Description Index - easues oe’s jo satisfatio
o focuses on 5 facets: work, people, pay, supervision, promotions
MSQ: Minnesota Satisfaction Questionnaire measures job satisfaction
o questions about the job scaled from very satisfied to very dissatisfied
WHAT DETERMINES JOB SATISFACTION?
discrepancy, fairness, disposition, mood and emotion
Discrepancy
job satisfaction stems from the discrepancy between the job outcomes wanted and the
outcomes that are perceived to be obtained
o people differ in what they look for in their job
o people might perceive their job differently than others
Fairness
distributive fairness
o when people receive the outcomes they think they deserve from their jobs
o equity theory: yce
y  =e′ ce
e′ 
inputs: anything that one considers relevant to their exchange with the
organization; anything they give up, offer or trade to the organization
EX: education, training, seniority, hard work
outcomes: factors that organization distributes to employees in return
pay, supervision, career opportunities
procedural fairness
o when the process used to determine work outcomes is seen as reasonable
EX: performance evaluations, pay raises, promotions, layoffs
these outcomes need to: follow consistent procedure overtime and
across people, use accurate and unbiased information, allow two-way
communication during allocation process, welcome appeals of allocation
find more resources at oneclass.com
find more resources at oneclass.com

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

interactional fairness
o when people feel they have received respectful and informative communication
about an outcome
respectful communication: sincere and polite and treats one with dignity
informative communication: candid, timely, thorough and specific
Disposition
people are predisposed by virtue of their personalities to be more or less satisfied
despite changes in discrepancy or fairness
o EX: optimistic and proactive people have higher job satisfaction
Mood and Emotion
emotions: intense, often short-lived feelings caused by a particular event
moods: less intense, longer-lived, and more diffuse feelings
emotional contagion: tendency for moods and emotions to spread between people
eotioal egulatio: euieet fo people to ofo to etai displa ules i
their jobs in spite of their true mood or emotions (being fake)
This diagram shows
how discrepancy,
fairness, disposition,
mood, and emotion
affect job satisfaction.
Some Key Contributors to Job Satisfaction
mentally challenging work
o tests eploees’ skills ad ailities ad allos the to set thei o pae
adequate compensation
o how much you get paid is positively correlated with satisfaction
career opportunities
o promotions contain a number of valued signals of self-worth
people
o friendly, considerate, and good superiors and co-workers are good
this is cool diagram in page 135 if you want to go more in depth
find more resources at oneclass.com
find more resources at oneclass.com
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