FoundationsofIndividualBehavior（英文）

1、Class2 Foundations of Individual Behavior I.Biographical Characteristics II.Ability III.Personality IV.Learning Dependent Variable Productivity -(job performance) Absenteeism Turnover Job satisfactionI.Biographical Characteristics 1.Age Age-Turnover:The older you get,the less likely you are to quit

2、your job. Absenteeism:Inversely related? Older - higher rates of unavoidable absence Productivity declines with age? Unrelated Satisfaction:Most-positive association;U-Shaped.Professionals:continually increase; Nonprofessionals:falls during middle age ,-riseI. 2.Gender There is no significant differ

3、ence in job Productivity between males and females. No evidence indicates gender affects Job satisfaction Absenteeism,women have higher rates of-. Family ,Time bound? Turnover,mixed evidence.Some found females to have higher-;no difference I. 3.Marital Status No enough studies on- Productivity Marri

4、ed employees have fewer Absences, less Turnover,more Job satisfaction ?Question of causation, ?Other statuses besides single or married,divorced or widow.I. 4.Number of dependents No enough studies on- Productivity Positively correlated with Absence,esp. F.; Job satisfaction Turnover:mixed result.So

5、me indicate that children increase turnover;other lower.I. 5.Tenure Productivity,seniority isnt a good predictor, past perf. related to output in new position negatively related to Absenteeism (frequency,days off), Turnover satisfaction: are positively related. More consistent and stable predictor t

6、hat age. II.Ability1. Intellectual Ability dimensions Number aptitude-speedy accurate arithmetic Verbal Comprehension-read,heard,words Perceptual speed-Fire investigator Inductive reasoning Deductive reasoning Spacial visualization-interior decorator Memory-Salesperson:names of II.Ability2. Physical

7、 Ability factors Strength-Dynamic,trunk,static,explosive Flexibility-extent, Dynamic Other-body coordination,balance,StaminaIII.Personality 1.The sum total of ways in witch an individual reacts and interacts with others 2.Determinants Heredity Environment Situation III.3.Personality traits Source(pr

8、imary) traits The Myers-Briggs Type Indicator(MBTI) Extrovert vs. I, Sensing (S,N)Intuition, Thinking or Felling,Perceiving or Judging The Big 5 Model- Extroversion, Agreeableness,Conscientiousness, Emotional stability, Openness to experience III.4.Personality Attributes in OB Locus of control-Inter

9、nal,E Machiavellianism Self-esteem Self-monitoring propensity for Risk-taking Type A personalityIII.5.Personality-job Fit Hollands personality-occupations typology Realistic Investigative Conventional Social Enterprising Artistic IV. Learning 1. Theories of Learning Any relatively permanent in behav

10、ior that occurs as a result of experience. Change, permanent, behavior,experience Classical conditioning-Ivan Pavlov:A type of conditioning where an individual responds to some stimulus that would not invariably produce such a response. Unconditioned stimulus-Unconditioned resp Conditioned (artifici

11、al) -IV. Theories of Learning Operant conditioning-B.F.Skinner-A type of conditioning where desired voluntary behavior leads to a reward or prevent a punishment. Reinforcement of the consequences by a behavior Social-learning(extension)-Learn through observation and direct experience. Perception-the

12、 influential process of model: 4 Attention, Retention,Motor reproduction, Reinforcement IV. Learning 2. Shaping:A Managerial Tool Shaping behavior:systematically reinforcing each successive step that moves an individual closer to the desired response Methods of Shaping-positive,negative reinforcemen

13、t,punishment,extinction Reinforcement has an impressive record (type, type of rewards,speed and permanence)IV. Learning 2. Shaping:A Managerial Tool Schedules of reinforcement Continuous-A desired behavior is reinforced each & every time it is demonstrated Intermittent-reinforced often enough to

14、 make the behavior worth repeating,but not every time it is demonstrated Intermittent(varied form) tends to promote more resistance to extinction than does the continuous form.IV. Learning 2. Shaping:A Managerial Tool Intermittent reinforcement Ratio schedules-how many responses the subject makes(a

15、certain number of specific types of behavior) Fixed-Ratio: rewards are initiated after a fixed number of responses given Interval schedules-how much time has passed since the last reinforcement Fixed-internal:rewards are spaced at uniform time intervals, Variable-internal IV. Learning 2. Shaping:A M

16、anagerial Tool Reinforcement Schedules and behavior Continuous reinforcement-early satiation, weaken rapidly when reinforcers are withheld. Appropriate for newly emitted,unstable,or low-frequenency responses Intermittent-stable,or high-frequenency Variable schedule-higher performance Variable-interv

17、al generate high rates of response and more stable and consistent behaviorIV. Learning 3. Specific applications Using lotteries to reduce absenteeism the name of all those employees with no absence are placed in a drum.4000(7500); The 1st 10:$200 bond,The next 20:$100 bond,70 a paid day off. Follows

18、 a variable-ratio schedule -21% Well pay vs. Sick pay Paid sick leave program, twice absenteeism. Paid a bonus to employees with no absence & paid for sick leave after the 1st 8 hours of absence IV. Learning 3. Specific applications Employee discipline Act immediately to correct the problem, match the severity of the punishment to that of the “crime” , ensure the employee sees th