Group Summary of Chapter 2

Bases of Job-related behaviors

         This chapter discusses the different factors that affect the job behaviors of an employee.

Behaviors have two dimensions. The first is qualitative that measured like how good or bad the employees. The other is the quantitative dimension that can be measured like job performance (Number of absences, quantity, number of errors, etc.). As we think about the causation of human behavior, my specific human attribute or characteristic of the job setting causes a particular form of behavior because there is a statistical relationship between two variables does not mean that are necessarily causes the other individual variables are factors under personal characteristics such as attitudes, physical characteristics, interest and motivation, age, sex, education, experience and other personal characteristics. There are two general classes of situational variables namely the job and working conditions variables that include methods of work, design, arrangement and the physical work environment. The other is the organizational and social variables that include the character of the organization, true of training, and supervision received. Quantitative behavior of whatever form is the consequence on the total effect of several variables individual and situational.

CHAPTER 4: JOBS AND JOB ANALYSIS

The Jobs of an individual it is means by which people earn their daily bread and represent how they spend a major portion of their live. Job analysis is therefore important because this obtains information about jobs. Job requirement is also imposed by organization to determine the abilities of an individual. This is considered as the criteria that are needed to be passed to get the aimed job.

In collecting job’s information there are different methods for us to know it. These are the observation of a worker by a job analyst, interview of a worker by a job analyst, work diaries that workers use in recording what they do during the time of work, records, etc.

CHAPTER 3: BEHAVIORAL RESEARCH

   Behavioral research sometimes aimed in making predictions of relevant behavior. The prediction requires the use of two types of variable, the criterion (which is being predicted and also called as the dependent variable) and the predictor (one used in predicting the criterion and also called as the independent or controlled variable).

   There are types of measurement of variables. First is the nominal scale by name, ordinal scale by comparisons, interval scale has no absolute zero, and the ratio scale has absolute zero).  The  research is needed to know because there are questions need to be answered.

   Job-related behavior has two primary purposes. First, psychological research in industrial psychology depends on the measurement of various aspects of behavior in the working environment. Second, certain personnel management functions (such as personnel evaluation) require the measurement in quantitative terms of work-related behavior, such as job performance.

CHAPTER 2: BASES OF JOB-RELATED BEHAVIOR

   Behavior is important in human work. It has two dimensions: Quantitative it can be measured, such as quantity and number of errors; and Qualitative it can be scaled as "goodness-badness", like job satisfaction.

   There are kinds of factors suggested in job performance, the individual variable (aptitudes, personality characteristics, age, sex, education, etc) and situational variable which is classified into two classes, the job and working conditions (methods of work, physical work environment, etc) and the organizational and social variables (type of training received, union relations, etc).

   In knowing the behavior of an individual, we can also know their skills and abilities and we can justify, what is the right work for them.

CHAPTER 1: INTRODUCTION

     

 Psychology is the study of human behavior. It has two faces, the research face (science of psychology) and the application side (profession of psychology). Industrial psychology includes both these faces.  The industrial psychology as a science explains that the problems require knowledge, and knowledge can be our experience. On the other hand, the industrial psychology as a profession is more on application of knowledge.

      The manner of working in Industrial Psychology has four stages:

1. Identification of the problems to be treated.

2. Use of various methods of collection and analysis or relevant data

3. The findings resulting from these methods associated analyses.

4. The application of such findings to the problems at hand.

Christmas for Sale-HRM

PART 1:Cirque du Soleil

1. Why is Cirque du Soleil successful throughout the world? Why does the product transcend culture differences between countries?

                -Cirque du Soleil is become successful all over the world because of their sensitivity, compromise. The product transcends culture is different because of their commitment to excellence and innovation.

2.  How do the cultural influences discussed in Figure 4–1 influence organizational behavior at Cirque du Soleil?

                - Cultural influences discussed in figure 4-1 by describing how the cirque Du loseil become famous in every corner of the world because of their dedication to perform well and they want to give the audiences an exotic experience when they perform.

3. Why is it important for Cirque du Soleil to be a good corporate citizen? How does ethnocentrism relate to fulfilling this role?

                - To be a good corporate citizen is important to Cirque du Soleil because every organization must be committed and be a sensitive neighbor. Ethnocentrism helped to fulfill this role because of they own cultural identity.

PART 2: Generation Next Changes the Face of the Workplace

1. Why is addressing this issue so important?  Shouldn’t workers adjust to meet the needs of their employers?              

                - The addressing issue is so important because of the modern technology that we experience in our lives and most of all it is important in business. For me, the workers must also adjust to meet the needs of their employers and because so that, they can retain to their work.

2. What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preferences of their younger workers?  What would you like to see your employer or prospective employer do to address your wants and needs to retain you?

                - Possible they can also use the Generation Y on their work preferences. For me, I want my prospective employers to be equal in each worker and I think just to be retain I should have to work well.

PART 3: Destination CEO: Clarence Otis: Darden Restaurants

1. What prepared Clarence Otis for his position as CEO of Darden?     

              - What Clarence Otis prepared was when his first job was a server in a full service restaurant where he learned the pressures associated with high expectations of customers, because of that experience; he became strong enough to managing his own business.

2.  According to Otis, what is the key area for success for employees at the Darden Company?

                 - The key area for success for employees at the Darden Company is for them to remain relevant and also to be inspired all the employees in company’s philosophy and goals.

PART 4: One Smooth Stone

1. How much of a part can values truly play in the success of a company like One Smooth Stone  lies in their values.

                - Values are very important in Smooth stone because, company values are not just important, but they are vital to the overall success of a business without company values there is no foundation in which employees can build their success.

2. What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?

                - One Smooth Stone characteristic is that they only hires highly skilled and empowered workers for the company so that they make them have a flat and decentralized structure in a company.

PART 5: Leadership: Making Decisions during Hurricane Katrina

1. What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy?

         - The model of decision making did the Sisters of Holy Angels was they strong belief in God, and they became strong to lead the victims.

2. What part do you think intuition and creativity played in each of the Sisters’ stories?  Explain how.

                - In Thibodeaux’s situation, it is when she is courageous of avoiding the tragedy and had threatened the contract ambulance driver just to save the lives of the ailing nuns.

                Next Kinberger’s situation, when she made the military to become a ministry for the sisters.

                Then Beth Fitzpatrick’s situation, it is when she hoping to find some houses for the sisters and she was become successful to find housing for the Sisters.

                Lastly, Dorothy Trosclair’s situation, it is when she is brave enough to think how to evacuate the victims of the hurricane.

HOW YOU UNDERSTAND AND EXPECT HUMAN BEHAVIOR TO BECOME IDEAL WHEN IT COMES TO      ORGANIZATION?

Human behavior is one of the important things in the organization because; it can cause a good relationship with another and it’s determine the progress and success of the organization I one place.