Professional Documents
Culture Documents
Hbio Midterm
Hbio Midterm
COMPONENTS OF ATTITUDES
COGNITIVE- refers to the opinion or
belief segment of an attitude.
AFFECTIVE- refers to the emotional or
feelings segment.
BEHAVIORAL- refers to the intention to
-Organizations have values that may behave in a certain way toward
or may not be compatible with the values someone or something.
of the individual workers. There is value
incongruence. DIFFERENCES IN PERSONAL DISPOSITION
-People differ in their personal
CLASSIFICATION OF VALUES disposition- either positively affective
ESPOUSED VALUES are what members attitudes or negatively affective attitudes.
of the organization say they value. POSITIVELY AFFEECTIVE
ENACTED VALUES are those that are -Refers to personal characteristics of
reflected in the actual behavior of the employees that inclines them to
individual members of the predisposed to be satisfied to work.
organization. NEGATIVELY AFFECTIVE
-Is a personal characteristic of
INSTRUMENTAL AND TERMINAL VLAUES employees that inclines them to be
TERMINAL VALUES predisposed to be dissatisfied to work.
Represents the goals that a person
would like to achieve in his or her
lifetime.
Example of terminal values are
happiness, love, pleasure, self respect
and freedom.
INSTRUMENTA VALUES
Refer to preferable modes of behavior
or means of achieving the terminal
values.
MOST IMPORTANT ATTITUDES IN THE participate in programs designed to
WORKPLACE change negative work.
JOB SATISFACTION Make reward system closely tied to
- the attitude people have about their individual or team performance .
job.
JOB INVOLVEMENT
- the degree to which a person identifies
with the job ,actively participates in it, and
considers performance important to self-
worth.
ORGANIZATIONAL COMMITMENT
- the degree to which an employee
identifies with a particular organization FACTORD ASSOCIATED WITH JOB
and its goals and wishes to maintain SATISFACTION
membership in the organization. SALARY- adequacy of salary and
provided equity compared with others.
EFFECTS OF EMPLOYEE ATTITUDES WORK ITSELF- the extent to which job
POSITIVE JOB ATTITUDES tasks are considered interesting and
indicate job satisfaction and are useful provide opportunities for learning and
in predicting constructive behaviors accepting responsibility.
NEGATIVE JOB ATTITUDES PROMOTION OPPORTUNITY- chances
Includes those concerning job for further advancement.
dissatisfaction, lack of job involvement, QUALITY OF SUPERVISION - the
low commitment to the organization technical competence and the
Tendency to engage in any or all of the interpersonal skills of one’s immediate
following: psychological withdrawal superior.
like daydreaming on the job; physical RELATIONSHIP WITH CO-WORKERS-
withdrawal like unauthorized the extent to which co-worker are
absences, early departures, extended friendly, competent and supportive.
breaks, or work slowdowns, and WORKING CONDITION- the extent to
aggression, like verbal abuse or which the physical work environment
dangerous actions against another is comfortable and supportive of
employee. productivity.
JOB SECURITY - the beliefs that one’s
MAKING POSITIVE ATTITUDES WORK FOR position is relatively secure and
THE ORGANZATION conditioned employment with the
Recruitment officers must require organization.
positive work attitudes before
employment offers are made.
Those who are already employed by
the organization but whose attitudes
are negative must be made to
DIRECTION
Refers to what an individual chooses to
do when he is confronted with a
numbers of possible choices.
PERSISTENCE
Measures how long a person can
maintain effort to achieve the
organization’s goals.
THE SENDER
A communication source or sender is a
person who makes the attempt to send
a message which could be spoken,
CHAPTER 6: COMMUNICATION
written in sign language, or nonverbal
to another person or a group of
What is communication?
persons.
It is defined as the transfer of
The degree of attention the message
information including feelings, and
will receive will depend on the
ideas, from one person to another.
perceived authority and experience of
The goal of communication is to have
a sender.
the receiver understand the message
as it was intended.
BASIC METHOD OF INTERPERSONAL
COMMUNICATION
VERBAL- Includes one-on-one
meetings,speeches,grapevine,
telephone,departmental or
interdepartmental meetings,
presentation and the like.
WRITTEN- Includes memos, notice
boards and letters to staff email, faxes,
internal newspaper and instant
messaging.
THE MESSAGE HAS TWO COMPONENTS: NONVERBAL COMMUNICATION-
THROUGHOR CONCEPTUAL Communication that takes place
COMPONENT OF THE MESSAGE through facial expression, body
Contained in the words, ideas, symbols movement, eye contact and other
and concept chosen to relay the physical gesture.
message. -Reveals what the sender really mean or
FEELING OR EMOTIONAL thinking.
COMPONENT OF THE MESSAGE
Contained in the intensity, force, FUNCTION OF COMMUNICATION
demeanor,and sometimes the gesture INFORMATION FUNCTION
of the communicator or the sender. -Needed for decision making
MOTIVATION FUNCTION
-Used to encourage commitment to
organizational objectives.
CONTROL FUNCTION
-Clarifies duties, authority and
responsibilities thereby permitting control.
-Worker is informed on what exactly
is expected.
EMOTIVE FUNCTION
-Permits the expression of the feelings
and the satisfaction of social needs.
BARRIERS TO COMMUNICATION
1. FILTERING
-Manipulation of information so that it
will be seen more favorably by the
receiver.
2. SELECTIVE RECEIVER
-Receiver selectively see and hear
messages based on their needs,
motivation, experience, backgrounds and
other personal characteristics.
3. INFORMATION OVERLOAD
-Condition in which information inflow
exceeds an individual’s processing
capacity.
4. EMOTIONS
-How the receiver’s feelings affect his
ability to understand any message sent to
him .
5. LANGUAGE
-Words do not always mean the same
thing to different people. IMPROVING COMMUNCATION IN
-Used words that are commonly used by ORGANIZATION
the audience. -To improve communication, the
6. COMMUNICATION APPREHENTION message must be improved and the skills
-Undue tension and anxiety about oral in receiving must also be improved.
communication, written communication or
both. CHHAPTER 7: WORK TEAMS AND GROUPS
7. ABSENCE OF FEEDBACK
-Does not provide the sender the WAHT ARE GROUPS
opportunity to correct misimpressions -It is defined as two or more persons,
about the message sent. interacting and interdependent, who have
8. PHYSICAL SEPARATION come together to achieve certain
-Interference to effective communication objectives.
occurring in the environment where the
communication is undertaken. CLASSIFICATION OF GROUPS
9. LACK OF CREDIBILITY OF THE SENDER FORMAL GROUP -Defined the
-if the sender has low credibility, the organization structure , with
message, even if it gets through, will likely designated work assignments and
be ignored. establish task.
INFORMAL GROUP - Neither formally
structured nor organizationally
determined
KINDS OF COMMUNICATION FLOW
-formed by individuals and developed THE STORMING STAGE
around common interest and friendship It occurs when conflict within the
rather that around a deliberate design group happens.
Members may get involved in a
TYPES OF FORMAL GROUP competition for desired assignments
COMMAND GROUP- Composed of and responsibilities related to task
individuals who report directly to a performance.
certain manager. Under this stage, coalition or cliques
TASK GROUP- Consist of a persons may form
working together to complete a job Stage is complete when there is a
task . relatively clear hierarchy of leadership
TYPES OF INFORMAL GROUP within the group.
INTEREST GROUP THE NORMING STAGE
-Formed because of some topic interest.
-Group disbands when the interest
declines or a goal has been achieved
FRIENDSHIP GROUP
Is where members are brought together
because they share one or more common
characteristics such as age,political beliefs,
etc.
-Often extend their interaction and
communication activities outside of their THE PERFORMING STAGE
jobs.
WHY PEOPLE FORM GROUPS
Needs satisfaction
Proximity
Attraction
Goals
Economies
THE FORMING STAGE
It is the first stage of group
development. THE ADJOURNING STAGE
Initial entry of members to a group is a
primary concern
It is characterized by uncertainly about
the group’s purpose, structure, and
leadership.
Stage is complete when members to
begin to think of themselves as a part
of a group.
ROLE WITHIN THE GROUPS
KNOWLEDGE CONTRIBUTOR
-A member who provides useful and valid
information.
PROCESS OF OBSERVER
-Persons look at how the group functions
PEOPLE SUPPORTER
-Person who assumes the role of people
supporter who provides emotional
support to teammates and resolve
conflicts
CHALLENGER
-Someone who comforts and challenges GROUPTHINK
bad ideas to prevent complacency. It is defined as deterioration of mental
LISTENER efficiency,Reality testing and moral
-Person who listens to whatever ideas or judgement in the interest of group
proposals presented by any member of cohesiveness.
the group.
MEDIATOR
-Person who assumes the role of
mediator.
GATEKEEPER
-Person who makes sure that every
member has the opportunity to express
his or her opinion.
TAKE-CHARGE LEADER
-Person who assumes the role of the
take-charge leader so that the group can TECHNIQUES IN GROUP DECISION
them move forward by defining its mission MAKING
and determining its objectives.
BRAINSTORMING PROCEDURES skills training, performance evaluation,
selection of new team members and
controlling quality of work.
CROSS FUNCTIONAL TEAMS
-They are composed of employees from
about the same hierarchical level, but
from different work areas, who came
NOMINAL GROUP TECHNIQUE together to accomplish a task.
PROCEDURES VIRTUAL TEAMS
-They use computer technology to tie
together physically dispersed members in
order to achieve a common goal.