Chapter 6 perception and individual decision making Feras Gari 201000881 Badr Algadheb 201001965

Perception & factors that influence it Perception is a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. People’s behavior is based on their perception of what reality is, not on reality itself. The world as it is perceived is the world that is behaviorally important.

Making Judgments About Others Attribution theory How do we attach meaning to other's behavior, or our own?  This is called attribution theory. For example, is someone angry because they are bad-tempered or because something bad happened? Common shortcut in judging others Selective Perception: People selectively interpret what they see on the basis of their interests, background, experience, and attitudes. Halo Effect: Drawing a general impression about an individual on the basis of a single characteristic. Contrast Effects: Evaluation of a person’s characteristics that are affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics. Stereotyping: Judging someone on the basis of one’s perception of the group to which that person belongs.

Decision Making in Organizations Rational decision making: Describes how individual should behave in order to maximize some outcome Steps in Rational Decision Define the problem Identify decision criteria Weight the criteria Generate alternatives Rate each alternative on each criterion Compute the optimal decision Bounded Rationality Intuition

Individual Differences & Organizational Constraints Personality Gender Mental Ability Organizational Constraints Performance evaluation Reward system Formal regulations

Chapter 7 motivation concepts Feras Gari 201000881 Badr Algadheb 201001965

Motivation & Early Theories the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal. Early Theories Hierarchy of needs theory Physiological Safety Social Esteem Self-actualization Theory X and Theory Y

Early Theories Cont Two-factor theory McClelland’s theory of needs The two factor theory believes in that individual’s relationship is basic and that attitude toward work can very well determine success or failure. McClelland’s theory of needs A theory that states achievement, power, and affiliation are three important needs that help explain motivation.

Contemporary theories of Motivation Self-determination Theory : a theory of human motivation and personality, concerning peoples inherent growth tendencies and their innate psychological needs Goal setting: is a motivational technique that uses specific, challenging, and acceptable goals and provides feedback to enhance performance Self efficacy theory: refer s to an individuals belief that he or she is capable of preforming task

Contemporary theories of Motivation Reinforcement theory: is a limited effects media model applicable with the realm of communication. Equity theory: process theory that states that motivation stems from a comparison of the inputs that invests in a job and the outcomes one receives in comparison with others input Expectancy theory: is the belief that motivation is determined by the outcomes that people expect to occur as a result of their actions on the job

Chapter 8 motivation from concepts to applications Feras Gari 201000881 Badr Algadheb 201001965

Job Characteristics Model Skill variety: Requirements for different tasks& activities in the job. Task identity: Completion of a whole &identifiable piece of work. Task significance: The job’s impact on others. Autonomy: degree to which a job provides the worker freedom, independence, and discretion in decision making. Feedback: Amount of direct and clear information on performance

Alternative Work Arrangements Flextime: Employees work during a common core time period each day but have discretion in forming their total workday from a flexible set of hours outside the core Job Sharing: The practice of having two or more people split a 40-hour-a-week job Telecommuting: Employees do their work at home at least two days a week on a computer that is linked to their office

Employee Involvement Employee Involvement: Participative management: A participative process that uses the input of employees and is intended to increase employee commitment to an organization's success. Participative management: Is a process in which subordinates share a significant degree of decision making power with their immediate superiors. Representative Participation Is a system in which workers participation in organizational decision making through a small group of representative employees.

Rewards to Motivate Imployees Piece rate pay plan which is a pay plan in which workers are paid a fixed sum for each unit of production completed. Merit based pay plan is a pay plan based on performance appraisal ratings. Bonus is a pay plan that rewards employees for recent performance rather than historical performance. Skill based pay is a pay plan that sets pay levels on the basis of how many skills employees have or how many jobs they can do. Profit sharing plan an organization wide program that distributed compensation based on some established formula designed around a company's profitability.

Chapter 9 foundations of group behavior Feras Gari 201000881 Badr Algadheb 201001965

Defining and Classifying Groups Two or more individuals interacting and interdependent, who have come together to achieve particular objectives. Formal group: A designated work group defined by the organization’s structure. Informal group: A group that is neither formally structured now organizationally determined; appears in response to the need for social contact. Command group: A group composed of the individuals who report directly to a given manager. Task group: Those working together to complete a job or task. Interest group: Those working together to attain a specific objective with which each is concerned. Friendship group: Those brought together because they share one or more common characteristics

The Five-Stage Model of Group Development Forming Stage: the first stage in group development, characterized by much uncertainty. Storming Stage: the second stage in group development, characterized by intra group conflict. Norming Stage: the third stage in group development, characterized by close relationships and cohesiveness. Performing Stage: the fourth stage in group development, when the group is fully functional. Adjourning Stage: the final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than performance.

Group Properties Roles: Norms: A set of expected behavior patterns attributed to someone occupying a given position in a social unit. Norms: Acceptable standards of behavior within a group that are shared by the group’s members.

Group Properties Status: Social Loafing: Cohesiveness: A socially defined position or rank given to groups or group members by others. Social Loafing: The tendency for individuals to expend less effort when working collectively than when working individually. Cohesiveness: Degree to which group members are attracted to each other and are motivated to stay in the group.