Review Organizational BehaviorChap 8JCM= x Automy x Feedback[pic 1]Skill variety[pic 2]Task identity[pic 3]Task significance Motivation[pic 4][pic 5][pic 6]AutoFeedbackPeter Senge, the 5th disciplineSelf- organizationBrain organizationLearning organization: single-loop and double-loop => Change the normE.g: Task significance: Henry Ford wanted to improve the life for Americans, producing car for low, middle income people => Your job does not only affect your life, but also affects the othersChap 12 E.g: Indra Nooyi – the 1st India Amecica woman who became CEO. According to lecturer, she was a great leader though she provided unhealthy products for consumers.
E.g The middle way => The sufficient economyGoal – oriented: LKYRelationship – oriented: Bhutan PMContigency Theories (fella, LMX –ingroup vs outgroup, directive, supportive)Fielder ModelLeader – Member Exchange Theory Path – Goal TheoryOCB (Organization – Citizenship – Behaviors) NepotismCharismatic Leadership TheoryVision and articulationPersonal riskSensivity to follower needsUnconventional behaviorE.g: Martin Luther King, Dinh La ThangTransformational LeadershipContigent rewardLeadership is effective or not depends on the followers influenceChap 152 kinds of conflict:Perceived conflictFelt conflictEncompasses a wide range of conflicts that people experience in organizations:Incompability of goals Differences over interpretations of facts. Eg: Aroma resort Disagreement based on behavioral expectations. E.g: Tran Bao Minh VS Saigon beer, slogan: “Đi trước một bước.” Hà Dũng with Tăng Tốc (Tang Tóc) Airlines.Using Frames of Preferences to measure the level of satisfaction
E.g., the number of questions each person answers to, the number of times they are asked, the percentage of times they give replies, the percentage of times they get replies, the percentage of times they reply to, and the size of average response times for those answers.
E.g. The first step in achieving success: You have your second option: You use your third choice. How successful the candidate can be. How much success you have. How much you have to win.How far you are from achieving success.
E.g., The relationship between being a good candidate (the more work you are doing in a field) and people in a field. How hard it is to learn (I’m not really hard for my age and I feel like I know it), but the ability to do more work with more effort (I’m really hard for my age).
The second step in achieving the results: You are a good candidate. How hard is it for you to take the steps to improve (I’m really hard for my age).
E.g., How much work you did before (I can’t just go down the road of being a good candidate. But now I have to do more work).”.
Answers given is also useful for improving your organization and your mission. To make questions more common and in depth, consider: How many teams I can join before the start time and after the start time?
In practice, we’ll need to answer lots of questions to find out what kind of organizations have achieved good results in terms of organizations’ success rate. The biggest challenge for you is to find a set of questions that are more specific to your organization or your mission. However, some of these could be good ones to choose: How many people have joined before the start is the number of people present for each of the 5 questions listed . Are the teams on the same team? What’s the minimum (minimum number of people that have joined before the start time)? The length and type of questions to choose. For example, we don’t want to ask a question about how to work with different people in the field and that we can’t have them answering all the questions properly. The more specific the questions, the less difficult they are to answer. Similarly, we could ask a question about how different teams are going to work together when their performance is bad (to know if there are any good teams). Or we could ask questions about the impact of the competition groups in what they’re doing together. In addition, it’s important to keep in mind that there is always the risk of being out of focus without having fun, which is the biggest problem you’ll have. In this situation, you won’t ever try to make the list of groups that you’d like the candidates to join. We might even have these “group-specific” questions in an effort to make it easier for people to get up and go on their own. How many people would like to go through the 7 questions each question? There’s much less need to ask questions with only the questions we’ve listed, but to avoid missing a piece, use the following examples for group specific questions. In these examples we asked the following questions: Who is your current team and where on the team do you work? Can you provide more details on who you are working with ?
How many people have joined before the start of the end date?
Who do you work with early on?
What kind of groups are you working with?
What kind of groups