Organizational Behavior Course Model

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Organizational Behavior Course Model

• OB Outcomes Attitudes and Behaviors
• Effort
• Job Satisfaction
• Absenteeism
• Turnover
• Stress
• Workplace Violence
• Organizational Citizenship Behavior and
  Commitment
• Employee Theft
• Safety and Accidents
• Sexual Harassment
• Grievances

• Influenced by Managers Using
• Application of Individual Differences
• Perceptions
• Attributions
• Attitude change
• Values
• Personality
• Group Dynamics
• Reward Systems
• Job Design
• Leadership

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What is Job Satisfaction?

• The emotional state resulting from the appraisal
  of ones job or job experience ones attitude
  toward ones job
• College course satisfaction
• exercise

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SUMMARY STRATEGY FOR HANDLING INDIVIDUAL
DIFFERENCES Less Permanent, More
Permanent More Situational, Take
as a given and Subject to managerial influence
deal with
Perceptions Attributions Attitudes
Values Personality

Changeable Deep-Seated
Highly
variable Influenced by Has
biological within and Work Groups , Peers
component. across individuals
Socialization.
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What is a concept map?

• A visual representation of a knowledge structure
• A tool for organizing and representing knowledge
• Creativity in business thinking tool
• A tool to facilitate meaningful learning
• Helps students make connections among a set of
  concepts and job satisfaction

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What does a concept map look like?

• Various forms
• A simple concept map on an individuals knowledge
  of a cup of coffee might look like this

ground up coffee beans
sleep
naturally
have
contains
coffee
can inhibit
caffeine
can be
removed from
hot water
increase alertness
contains
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Sample MapsSpider concept maps

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Sample MapsHierarchical concept maps

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Sample mapsSystems concept maps

Input
Output
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Why Complete Maps?

• Help you appreciate others viewpoints and
  perspectives
• Concept maps encourage you to organize and
  enhance your knowledge on any topic.
• Concept maps help you learn new information by
  integrating each new idea into an existing body
  of knowledge.
• See new connections enhance creativity

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ISSUES RELATED TO JOB SATISFACTION
1. What is job satisfaction and why is it
important? 2. What is the status of
job satisfaction in the U.S. today? 3. What
are the controversies surrounding job
satisfaction? a. How much variation in
performance is explained by
satisfaction? b. Could job performance
cause job satisfaction? c. Is job
satisfaction really an attitude? 4.
What factors affect job satisfaction?
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REASONS FOR INTEREST IN JOB SATISFACTION

• 1. Value judgment
• 2. Mental health
• 3. Stress physical health
• 4. Public relations function
• 5. Collegiality
• Customer satisfaction
• Lateness, Absenteeism Turnover

• Under Investigation
• a. File fewer grievances
• b. Have fewer accidents
• Engage in more organizational citizenship
  behaviors fewer counterproductive behaviors
• Retire later

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What is the Status of Job Satisfaction?

• Americans are satisfied
• Gallup polls report consistently high responses
• Recent polls reconfirm

• Americans are dissatisfied
• Poll wording is flawed
• Different operationali-
• zations yield different results

How you pose the question is key Job
Descriptive Index (JDI) recommended
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90 completely or somewhat satisfied 1997
84 (37 completely, 47 somewhat)
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If you could start your work life over again,
would you choose the same occupation again?
Percent who would choose similar
work again (Want children to
follow in footsteps) Professional and White
collar Working Class University
professors
Printers Physicists
Skilled auto workers Biologists
Skilled steel
workers Lawyers
Textile workers Journalists
Unskilled auto
workers Other
Other
What are the limitations to this approach?
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JOB DESCRIPTIVE INDEX
Measures satisfaction with the following,
separately 1. The work itself 2.
Supervision 3. Pay 4. Coworkers 5.
Opportunities for advancement/promotion
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Employee Job Satisfaction Using JDI Dimensions
over Time
  2009a 2012b
Overall 86.0 83.0
Interest In work 90.0 70.0
Supervisor Relations 87.0 77.0
Wages (pay) 72.0 58.0
Coworkers Relations 92.0 79.0
Promotion 76.0 46.0
Red entries traditionally the dimensions rated
lowest
aSource 2009 Employee Job Satisfaction A survey
report by SHRM including somewhat satisfied and
very satisfied bSource 2012 Employee Job
Satisfaction and Engagement A Research Report by
SHRM including somewhat satisfied and very
satisfied
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What are the controversies surrounding job
satisfaction?

• How much variation in performance is explained by
  satisfaction? What do concept maps indicate?

9 of the variance in job performance can
typically be explained by job satisfaction. This
is the strength of the satisfied worker is the
productive worker belief. Text describes this
as pretty strong.
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What are the controversies surrounding job
satisfaction?

• Could job performance cause job satisfaction?
• P S
• Job Job
• Performance Satisfaction

• Is job satisfaction
  really an attitude?
• Satisfaction stable over time
• May be more like a personality trait ( not
  subject to manager
• influence)
• Supported by identical twin reared apart data

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DETERMINANTS OF JOB SATISFACTION
Individual Personality traits self-esteem,
stamina, internal locus of control positive
affectivity (disposition, hope, and
resilience Status/seniority in the
organization Genetics
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DETERMINANTS OF JOB SATISFACTION
Organizational/Job Related Perceived fairness
of rewards Perceived quality of supervision
Decentralization of power Pleasant physical
working conditions Job design
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Organizational Behavior Course Model

• OB Outcomes Attitudes and Behaviors
• Effort
• Job Satisfaction
• Absenteeism
• Turnover
• Stress
• Workplace Violence
• Organizational Citizenship Behavior and
  Commitment
• Employee Theft
• Safety and Accidents
• Sexual Harassment
• Grievances

• Influenced by Managers Using
• Application of Individual Differences
• Perceptions
• Attributions
• Attitude change
• Values
• Personality
• Group Dynamics
• Reward Systems
• Job Design
• Leadership

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Managing Job Satisfaction via Job Design

• Making work more meaningful
• Achieving a healthier fit between people and jobs
• Job design thus refers to how work is
  sub-divided how tasks are grouped assigned to
  people

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Job Design Strategies
Origin
High (few things)
Scientific Management
Job Rotation Job Enlargement
Specialized Craft Jobs
Level of Work Specialization
Job Enrichment
Low (many things)
Job Characteristics Theory Work Teams
Jobs as Assigned
1850
2000
1900
1950
1850
Reverse specialization
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• Job Design Strategy ?
• less radical
• less expensive
• Job rotation
• Job enlargement
• (horizontal job loading)
• Job enrichment
• (vertical job loading)
• adds planning control
• Self-Directed Work Teams
• (Job enrichment at the group level)

• Core Job Characteristics
• Task variety (different skills)
• Task variety
• Task identity (whole piece of work)
• Feedback (job provides info on
• performance)
• Task variety, task identity
• Feedback
• Job autonomy (job offers independence
• self-determination of scheduling)
• Task significance (job affects others)
• Task variety
• Task identity
• Feedback
• Job autonomy

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Perceived Core Job Characteristics

• Skill variety (different skills)
• Task identity (whole piece of work)
• Task significance (job affects others)
• Autonomy (job offers independence
• self-determination of
  scheduling)
• Job Feedback (job provides info on performance)

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Characteristics of Self-Directed (Self-Managed)
Teams

• Members...
• Are held accountable for quantity quality of
  work
• Have discretion in assigning tasks scheduling
• Can perform multiple jobs on the team because of
  cross training (mandatory job rotation)
• Evaluate each others job performance 3600
• Are responsible for total quality of group output
• Frequently use skill based pay and gain-sharing
  
• Job Enrichment at the group
  level

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How Does Job Enrichment Enhance Job Satisfaction?

• Causal processes are explained by the Job
  Characteristics Enrichment Model

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Job Characteristics Enrichment Model
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Job Enrichment (infusing jobs with the five core
job characteristics)
Job Satisfaction
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Practical Issues Related to Job Enrichment
Factors to Consider Before Implementing Job
Redesign

• Does the job need enriching?
• Can it be meaningfully enriched?
• Is your workforce likely to desire
• job enrichment?

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Does the job need enriching?
Job Enrichment (infusing job with the 5 core job
characteristics)
as perceived by the employee avoid Error of
extrapolating from self
Job Satisfaction
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Which of the Core Job Characteristics are
Deficient?

• Skill variety (different skills)
• Task identity (whole piece of work)
• Task significance (job affects others)
• Autonomy (job offers independence
• self-determination of
  scheduling)
• Job Feedback (job provides info on performance)

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Job Diagnostic Survey

• Evaluate your present or most recent job using a
  scale of 1 (strongly disagree) to 7 (strongly
  agree). This job...
• __ 1. Provides much variety.
• __ 2. Permits me to be left on my own to do my
  work.
• __ 3. Is arranged so that I often have the
  opportunity to see
• jobs or projects through to
  completion.
• __ 4. Provides feedback on how well I am doing
  as I am
• working.
• __ 5. Is relatively significant in my
  organization.
• __ 6. Gives me considerable opportunity for
  independence
• and freedom in how I do the work.
• __ 7. Provides different responsibilities.

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• __ 8. Enables me to find out how well I am
  doing.
• __ 9. Is important in the broader scheme of
  things.
• __10. Provides an opportunity for independent
  thought and
• action.
• __ 11. Provides me with considerable variety of
  work.
• __ 12. Is arranged so that I have the
  opportunity to complete
• the work I start.
• __ 13. Provides me with the feeling that I know
  whether I
• am performing well or poorly.
• __14. Is arranged so that I have the chance to
  do a job from
• the beginning to the end (i.e., a
  chance to do the
• whole job).
• __ 15. Is one where a lot of other people can
  be affected by
• how well the work gets done.

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Motivating Potential Score
(Var Task Id Task Sig)
X Autonomy X Feedback
3
Weighted equally in model
Norm for U.S. jobs is 130 range 1-343
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Job Characteristics Enrichment Model
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Can the job be meaningfully enriched? Dental
Hygienist Case Example

• Some characteristics may be
• Un-enrichable due to technological or profit
  constraints just not cost/benefit effective
• Cannot figure out how to enrich

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Can the job be meaningfully enriched? Dental
Hygienist Case Example

• Job already high in
• task significance
• task identity
• feedback
• Projected to be
• medium to low in variety
• low in autonomy
• How to Enrich?????

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Is your workforce likely to desire job
enrichment?

• Enrichment efforts typically introduced by
  management
• Unions leadership often suspicious involvement
  critical. Enrichment perceived as
• Diversionary tactic
• Reduction in the number of jobs needed possible
• Trick to get labor to assume managerial
  responsibilities

• Current wage systems may require adjustment
• Worker preferences may be taken into account