When reminded

When there’s a logical reason Value -> Behaviour Link

too much congruence can
create a “corporate cult”
Employees with diverse values
offer different perspectives,
which potentially lead to better
decision making
When the situation allows it
higher job satisfaction, loyalty,
and organizational citizenship as
well as lower stress and
turnover. Personal Values = Company
Value
organizations also benefit from
some level of value Value Congruence
incongruence
Important in leader, for Enacted Value = Espoused
perceived integrity Value
Company Value = Local Cultural
Value

Values

Openness to Change vs Conservation

Self Enhancement vs Self Transendence

Employee’s Performance
Stakeholder Satisfaction
Maximise Efficiency and
Responsiveness
Schwartz’s Values Circumplex (Rokeach Replacement)
Knowledge Acquisition
Knowledge Sharing Capacity to Learn
groups of people
How do you measure
Organizational Effectiveness What is an Organization? who work interdependently
Organization
toward some purpose

Conscientiousness Knowledge Use

task performance
Agreeableness
organizational citizenship
Neuroticism
counterproductive work
Openness to experience behaviors
Extroversion joining and staying with the
organization
work attendance
Personality Traits Model: OCEAN Personality
Introversion v Extroversion
iNtuition v Sensing Myers-Briggs Type Indicator
Thinking v Feeling (MBTI)
Types of Workplace Behaviour
Perceiving v Judging
affects: Direction
Dominance
affects affects: Intensity
Influence
DISC affects: Persistance
Steadiness
Existence Needs
Conscientiousness (physiological and material well-
being)
Halo Effect
Relatedness Needs
Recency Effect ERG Theory (satisfying interpersonal
Perceptual Errors
Primacy Effect relationships)

False Consensus Effect Growth Needs

Stereotyping
is the behaviour because
internal factors
is the behaviour because
external factors
(continued personal growth and
Social Identity Theory development)
need for achievement (nAch)
Attribution Process Acquired Needs Theory need for affiliation (nAff)
need for power (nPower)

Self Fulfilling Prophecy

Organizational Learning
Self Enhancement
Self Verification Individual Behaviour in Behaviour
Self Esteem Organization
Self Concept Perceptions
Self Efficacy
Self Evaluation
Internal (I’m in control)
Locus of Control Motivation
External (the world is in control)
Models & Theory

Corporate Shark
Impatience
Climber
Desire for Achievement Type A
Political Types Survivor
Perfectionism Emotional Adjustment
Straight Arrow
Easy Going
Type B Lamb for Slaughter
Less Competitive
Frame arguments in terms of
Emotional Dissonance organizational goals
May lead to Emotional Labour Managing Emotions
(Required vs True Emotion)
Behaviour Model: MARS Develop the right personal
Politics = Power in action image
Politics in Organization
1. Relationship Management Gain control of organizational
Maslow Hierarcy of Needs resource
2. Social Awareness
How to improve your Political
3. Self-Management Effectiveness? Make yourself appear
indispensable
4. Self-Awareness
Be Visible
Emotional Intelligence
Develop powerful allies

Emotions (Experiences) Avoid “tainted” members

1. Beliefs Support your boss

2. Feelings
Consist of
3. Behavioral Intentions Integrated Model of Motivation

Cognitive Dissonance Inconsistencies leads to Aptitude

Ability Perceived Dependency
Exit Learned Capabilities
for Resource they want Capacity (Potential)
Voice Understand the specific task Definition
Job Satisfaction to Influence others
Loyalty Understand the priorities of their
Emotions + Attitudes Role Perceptions tasks Silent Authority
Neglect Attitudes (Judgements) Power exists when others believe that you control (I’m the boss and you know it)
Understanding the procedures resources they want
Affective Commitment to accomplish the task Persuasion
Types ex: Finance mencegah (Logical argument and
Continuance Commitment Overall Job Atttitudes Situational Factors Power to Prevent failure
kekurangan cash emotional appeals)
Justice and Support
👍
👎 👍
👎 ex: Data Analyst melakukan Soft Influence Ingratiation and Impression
Power to Forecast future Information as Power
Trust Commitment to Organization forecast dengan Big Data Expert (from Personal Power) Management
(have valuable knowledge/skills) (Make people to like you)
Shared Values How to Build? ex: Mechanic benerin kerusakan Power to Absorb/Neutralize
Personal Power
mesin impacts Exchange
Organizational Comprehension
(Quid pro Quo)
“It’s not what you know, but
Employee Involvement Social Networking as Power
whom you know that counts!” Upward appeal
Sources of Power (Gain support from higher boss)
Referent
(liked and respected) Coalition formation
(Membuat koalisi yang
Legitimate
Hard Influence menyandra resource)
Alarm Reaction (from structure)
Influence Tactics (from Position Power) Information control
Resistance Reward
Position Power (blocking access to certain
(ability to allocate reward) Power & Influence infos)
Exhaustion
Coercive
How to Influence Other (using Power) Assertiveness
(ability to apply punishment)
(applying pressure/threat)
Substitutability
general adaptation syndrome Power within Organization Consequence of Influence Commitment
(are there alternatives to you/
(Model) Tactics
Job Burnout consequence your resource?) Compliance
(How people react to your
Avoidance
Psychological Harrasment Centrality influence) Resistance
Harassment and Incivility Stress Compromise (how dependant are other to
Sexual Harrasment Lose-Lose Conflict you) Gain Expertise
Accomodate/Yield Contingencies (Conditions) of
Work Overload Stressors (The Cause of Stress) Power Increase Personal Attraction
(creates resentment) Discretion Personal Power
Low Task Control but High (Can you exercise your power Give more Effort
Win-Lose Conflict Forcing/Compete within the rule?)
Responsibility
Conflict Handling Styles Gain Legitimacy
Win-Win Conflict Collaboration/Problem Solving Visibility
Remove the Stressors
(Do people know you and your Centrality
Withdraw from the Stressors power?)
(Vacation) Criticality

Change Stress Perceptions Position Power Visibility

How to Control Stress
Go to gym Flexibility
Control Stress Consequences Constructive Conflicts
Meditate Direct How to Gain Power Relevance
(Focus on the main issues)
Receive Social Support Reduced Interdependence
Emotional Intelligence Relationship Conflicts Type of Conflict
(Focus on each other Conflict Appeals to Common Goal
Cohesive Team How to minimize? Indirect
characteristic) Hierarchical Referral
Supportive Team Norms (ad hominem)
Altering Scripts and Myths
Incompatible Goals
Groups of two or more people
Interdependence
Interact with each other
(Collaborate) Scarce Resources
Team Definition Interdependence to achieve Ambiguous Rules
common goals
Perceive themselves as social
entities Inclusion
Source of Conflict
Trust Building Needs Control

Backbone of Social Network, Information Sharing Interpersonal Incompatibility Affection

Informal Groups (not necessarily source of: Power & Influence Expressed
Teams)
Behaviour
Employee well-being Wanted
Increase Social Capital
FIRO-B
Communication Problems
Extroversion
Personality
Conscientiousness
Self Concept
Drive
Integrity
Leadership Motivation
Functional Teams
Co-ordinator Knowledge of Business
Leader
(delegator)
Cognitive & Practical
Resource Investigator Intelligence
(Find ideas to bring back)
Ideation Emotional Intelligence Competency Perspective
Plant
(creative problem solver) Task Oriented
Behaviour Perspective
Monitor/Evaluator People Oriented
Evaluation of Ideas
(the logical eye)
Completer/Finisher
Team Structure
(The Proof-reader) Implementation of chosen
Implementer idea
(Implementing the plan)
Shaper
(Get shit done)
Project Teams
Teamworker
Supporters Cross Functional Teams Influencing, motivating, and
(The glue)
Belbin 9 Roles enabling others
Specialist Definition
(In Depth Knowledge/Skill) Perspective of Leadership to contribute toward the
Leadership organization goals
Programmed decision
(for non-unique problems) Shared Leadership

Nonprogrammed decisions
(for unique problem) Types of Decisions Contingency Perspective – PATH TO GOAL THEORY
(Leadership Style based on Situation)
Associative Choices
(for continual problem, only
stop-gap solution)
Production Blocking Time
Matrix Teams
Evaluation Apprehension
(my idea is silly) Constraints of Team Decision
Pressure to conform Making
(my idea may be offensive) Type of Teams
Groupthink
Speak Freely
Don’t critique other ideas
Give as much ideas Brainstorming

Build on ideas that’s been

Contract Teams
presented
How to Improve Team Decision
Nominal Group Technique
ex: Design Sprint – Diverge & Making
(Silent Brainstorming then
Decide Transformational Perspective
present ideas) Team Process
Prototype of Effective Leaders
Delphi Technique Implicit Leadership
(survey questionnaires) The Romance of Leadership
Computer-Mediated Decision
Making
AI Authority Decisions
AH (made by 1, no input from other)

CI Consultative Decisions Types of Team Decision Making

Method Self-Managing Teams
(made by 1, w/ input from other) Team Decision Making
CH
Group Decisions
G
(made together)

Virtual Teams

Operational/Departmental Teams
Make better decision
develop better products
Advantage of Teams
create more engaged workforce
superior knowledge
process losses
Challenge of Team
social loafing
Lack of a sufficient charter
Choosing Decision Making Method (Vroom and Jago Framework)
Unsure of what requires team
effort
Lack of mutual accountability
Lack of resources

Reasons Team Fails Lack of effective and/or shared

(The Ken Blanchard leadership
Companies) Lack of planning
Lack of management support
Inability to deal with conflict
Lack of focus on creativity and
excellence
Lack of Training
Purposes and Values
Empowerment
Relationship and
Communications
PERFORM
Flexibility
Optimal Productivity
Recognition and Appreciation
Morale

Verbal Email
Computer mediated
(Email included) Social Network
Gesture (body language)
Intonation

Noise – Information Overload

Channels
Communication Process Model
Non-Verbal
Social Acceptence

Choosing The Best
Elements to consider
Communication Channel
Physical Distance
Emphatize
Repeat the message
Getting Your Message Across
Use timing effectively
Communication
Be Descriptive

Interpersonal
(Micro-Level)
Sensing
Improving Communication in
Organization Evaluating
Responding
Media Richness

Active Listening
Workspace Design
Hierarchal Web-Based Organizational
(Macro-level) Communication
Corporate Grapevine