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Table Of Contents

Locus of Control
Socializing new employees
Successful organizational socialization includes
Emphasis on different characteristics
Propositions – Chris Argyris
Type Theories
Trait Theories
The Humanistic Approach
Rogers’ Self Theory
Maslow’s Self-Actualisation Theory
Meaning of Assertiveness
Characteristics of Assertive Behaviour
1.Promotes equality in human relationship
2.Enabling us to act in our own best interests
3.To stand up for ourselves without undue anxiety
4.To express honest feelings
5.To exercise personal rights
6.Without denying others’ rights
Assertive Behaviours
1.Think and talk about yourself in a positive way
2.Feel comfortable expressing honest compliments
3.Accept compliments without embarrassment
4.Express yourself directly and spontaneously
5.Ask for what you want
6.State honest disagreement with ease
7.Be able to say “No”
8.Insist on fair treatment
9.Keep in touch with friends
10. Take the first step in forming new friendships
Assertive Behaviour at Work
Expressing One’s Feelings
Perceptual Process
Process of Receiving Stimuli
Process of Selecting Stimuli
Perceptual Set
Halo Effect
Perceptual Context
Perceptual Defence
The Process of Checking
The Process of Reacting
Characteristics of the Perceiver
Characteristics of the Perceived
Characteristics of the Situation
Perception and Organisational Behaviour
Specific applications in organization
Managing the Perception Process
Five reasons why a person misperceives – Zalkind and Costello
Theories of Learning
Classical Conditioning
Operant Conditioning
Cognitive Learning
Social Learning
Transfer of Learning
Principle of Reinforcement
Positive Reinforcement
Negative Reinforcement
Schedule of Reinforcement
Continuous Schedule
Partial Reinforcement Schedule
1.Fixed Interval Schedule
2.Variable Interval Schedule
3.Fixed-ratio Schedules
4.Variable-ratio Schedule
Limitations of Behaviour Modification
Importance of Values
Types of Values
Source of Attitudes
Type of Attitudes
Attitudes and Consistency
Needs Drives
Primary Motives
General Motives
The Competence Motives
The Curiosity Manipulation, and Activity Motives
The Affection Motives
Secondary Motives
The Power Motives
The Achievement Motive
Characteristic of high achievers
The Affiliation Motive
The Security Motive
The Status Motive
Three key areas of responsibility
Job characteristics approach to Job Design – Hackman & Oldham
Goal Setting theory
Goal – Setting theory
Team Building
Why Have Teams Become So Popular?
Stage 1 - The Undeveloped Team: The ‘Forming’ Stage
Stage 2 - The Experimenting Team: The ‘Storming’ Stage
Stage 3 - The Consolidating Team: The ‘Norming’ Stage
Stage 4 - The Mature Team : The ‘Performing’ Team
Stage 5 - The Disbanding Team: The ‘Mourning’ Stage
Team Building Process
Types of Teams
Problem Solving Teams
Self-Managed Work Teams
Cross-Functional Teams
Symptoms of Ineffective Team Work
Avoiding Blowups
Appraisal of Team Functioning
Benefits of Team Building
Conflict due to Frustration
Goal Conflict
Sources of interpersonal conflict
Ways of Resolving Conflict
Intellectual Skills
Emotional Skills
Interpersonal Skills
Managerial Skills
Frustration – A Western Overview
Basic Characteristics of Frustration Instigated Behaviour
Conquering Frustration
At a personal level
Fight or Flight
Reactions of Frustration
Effects of Organizational Frustration
Change Management
Types Of Changes in Organizations
Macro level
Directive Change
Change Process
Strategies For Dealing With Change
Empirical – Rational Strategies :
Normative Re-educative Strategies :
Power-Coercive Strategies :
Resistance to Change
Tactics for Overcoming Resistance to Change
Approach When to Use
Techniques for initiating Change
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Published by Ankur Max

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Published by: Ankur Max on Mar 28, 2011
Copyright:Attribution Non-commercial


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