MGHB02H3 Chapter Notes - Chapter 1-2: Henry Mintzberg, Human Resource Management, Hawthorne Effect
Document Summary
Chapter 1: best company to work for vs. its competitiveness & profitability, usually coexist, classical vs. scientific viewpoint of management, classical: centralized jobs and labour, triggers conflict of interest between manager and the worker. Chapter 2: personalities: dispositional approach vs. situational approach, dispositional assumes a prescribed traits of characteristics, and this approach often fails, because it only uses personality as the tool for predicting organizational behaviours. In a non-hostile climate, it usually does not work: 3 components, observational learning, we learn by observing other people"s behaviours, and think about the consequences of doing the same. If leads to the favourable results, we imitate so. Self-reinforcement is played heavily, through the acquisition of the acknowledgement from who are viewed positively: also reinforcers are able to imagine the model experience will come in their way if they imitate so. Important that the models who are seen positively.
