Question 1 -4 At least 120 words, reference required.
1. As you have been reading (Organizational Behavior, Ch.3),
managers should be interested in the attitude of their employees because
changes in attitudes will usually give warnings of potential problems and
influence behavior. It is easy to understand why satisfied and committed
employees, for instance, have lower rates of turnover, absenteeism, and
withdrawal behaviors and also tend to perform better on the job.
Based on what you have read, please describe the major job
attitudes and explain their role in on-the-job behavior.
This week we have been studying (Organizational
Behavior, Ch. 7) different motivation theories and their role in employee
performance. You will have noticed that there are some differences and
some similarities between these different theories.
Based on what you have learned and your own work experience,
which of the contemporary motivation theories do you believe would motivate you
the most? Please explain why?
This week in our course text (Robbins & Judge,
Organizational Behavior, Ch. 12), we have learned how to distinguish the
difference between leadership and management and have identified different
leadership traits and behaviors.
In addition, you have been introduced to a variety of leadership
styles and their role in effective leadership.
Based on what you have learned, can you explain how leadership
style can impact group communication?
As we learn about leadership and the importance of
effective communication to success in the workplace, we should look to our own
work experience and think about the skills of managers and supervisors with
whom we have worked.
Think about a supervisor you have had in the past that you
admired. What qualities did that person possess that you respected? Provide
examples to support your answer.
Question 5-6: response to peers’ post on your
own words, reference if needed
5. Major attitudes in the workplace are job satisfaction, job
involvement, organizational commitment, perceived organizational support, and
employee engagement (Robbins and Judge, 2011).
Behavior in the work place can be relaxed or tense. When
employees are relaxed and satisfied with the work performed better
circumstances can emerge such as happier customers. The feeling of
satisfaction in a job does not just come from the work performed but the
feeling within the job. When employees are told they perform well and
the company meets the needs of the customers the job satisfaction can make the
work environment more relaxed. When the work environment is tense then
the satisfaction of the employee may start failing and work becomes more of a
duty than a easy work experience. organizational commitment helps
the employee see and strive to achieve goals but again reverts to the
satisfaction of the employee and the environment of the work place.
Employees will me more engaged in the work performed. All attitudes
conform to whether an employee feels the environment they work in is both
helpful and supportive to the needs of the employee. The job satisfaction
needs support and organization that helps the employee grow and the need of the
company also grows through the relaxed work environment.
To work in a place where you feel the company backs the
employees and supports the needs of such employees will be a productive
environment and one where employees have little to no tension slowing progress.
6. The contemporary theory that most closely resembles my personal
feelings about motivation is expectancy theory, which states,
"...employees will be motivated to exert a high level of effort when they
believe it will lead to a good performance appraisal; that a good performance
appraisal will lead to organizational rewards such as bonuses, salary
increases, or promotion; and that the rewards will satisfy the employees'
personal goals" (Robbins & Judge, 2011). For me, this theory is
consistent with how I have tried to manage my life and career. I start with
understanding my goals, and then I decide what is necessary to attain them. For
example, I wanted to be promoted from a senior manager to director to satisfy a
personal goal, and I knew that that would require high performance appraisal
scores. My company takes annual performance ratings very seriously as they are
regularly shared with the executive team, so having a lower appraisal score
could halt any career progress. We also try to use objective measurements in
our performance ratings, so I understood that hard work would be required to
attain a high score.
7. One leadership style that has a significant impact on
communication is charismatic leadership. Charismatic leaders have a vision, are
willing to take personal risks, demonstrate sensitivity to their followers'
needs, and may engage in unconventional behavior (Robbins & Judge, 2011).
From a communication standpoint, charismatic leaders have the ability to convey
their clearly defined vision in terms that are understandable to their
followers. Part of their communication style is setting a tone of "cooperation
and mutual support" (Robbins & Judge, 2011). Finally, their
communication style can be "emotion-inducing" and
"unconventional" to demonstrate how committed they are to their
vision (Robbins & Judge, 2011).
8. My current supervisor is the VP of Internal Audit at my company,
and he is the supervisor I have had the most respect for due to his expert
power and referent power. "Expert power is influence wielded as a result
of expertise, special skill, or knowledge" (Robbins & Judge, 2011). He
has a great deal of experience in accounting, finance, and audit, and I have
gained more technical knowledge from him in the four years I've reported to him
than I have from any other supervisor. My supervisor also has referent power,
which is "based on identification with a person who has desirable
resources or personal traits" (Robbins & Judge, 2011). He has referent
power over me because I respect his integrity, the calm manner in which he
handles stressful situations, and the confident manner in which he communicates
with the executive team and Audit Committee.