BA 151 WFU Notes | 2nd Sem AY 1718
CHAPTER 1 Skill Mix Model
WHAT IS ORGANIZATIONAL BEHAVIOR?
What are the 4 1. Planning
managerial 2. Leading
functions? 3. Organizing
4. Controlling
What are I – FLL
Mintzberg’s I – MDS
managerial roles? D – NERD
Commonality: people skills
There’s a science to motivation and handling diversity.
Goal is to help make people the best version of
themselves.
What are Tools used to interact with
interpersonal skills? people in an organizational
environment
Types of 1. Verbal communication =
interpersonal skills how/what words used to
communicate
2. Nonverbal communication =
facial expressions, body
language, hand gestures
3. Listening skills = ability to
hear attentively & process
information correctly
4. Negotiation = discuss & reach
an agreement in a
professional manner
5. Problem Solving = to find a
sol’n to a prob after
considerable thought
6. Assertiveness = self-assured
& confident in their actions
Kaizen (Jp.) Continuous improvement
Hazel Papagayo, III-BS BA
Where every level requires
consistent human skills (esp. as
you move up)
Technical skills = efficiency, doing
things right, needed in starting
Conceptual skills = big picture
skills; setting org’s direction;
doing the right things;
effectiveness
Human skills =
Define OB
Systematic Behavior Behavior is predictable if we
Study know how a person perceived a
situation and what’s important to
that person
EBM
Intuition
Exhibit 1-3 (book) Inputs = independent; are the
Inputs, process, cause; control
outputs Outputs = dependent on input;
effect; monitor
Determining the critical X and
controlling the Xs to generate the
Ys
Grit Power of passion & perseverance
put together
CHAPTER 2
DIVERSITY IN ORGANIZATIONS
 Individual level
(insert fig)
Discrimination Erased by critical thinking
Effectively managing  Attract, select, develop,
diversity retain diverse employees 
group diversity & effective
diversity program
 ((book notes))
 Diversity in groups: emphasize higher-level
similarities among people; look for COMMONALITIES
CHAPTER 3
ATTITUDES & JOB SATISFACTION
Define attitudes. Evaluative statements that can
be favorable or unfavorable
about objects, people, events;
reflect how we think about
something
3 attitude 1. COGNITIVE COMPONENT =
components evaluation; opinion/belief
segment of attitude; starts
w/ reasoning
BA 151 WFU Notes | 2nd Sem AY 1718 Hazel Papagayo, III-BS BA
2. AFFECTIVE COMPONENT =
feelings; emotional/feeling
segment of attitude
3. BEHAVRIOAL COMPONENT =
action; intention to behave in
a certain way toward
someone/thing
Exhibit 3-1 (book) Attitudes should be based on
facts; otherwise, cognitive
distortions arise (See handout)
Attitudes and behavior
That people seek consistency among their attitude &
between attitude & behavior; that attitudes determine
what people do
Cognitive dissonance When attitudes & behavior are
NOT aligned
Job Attitudes and Job Behavior
1. JOB SATISFACTION = feeling about the job due to
evaluation of its characteristics
2. JOB INVOLVEMENT = degree of psychological
identification w/ the job where perceived
performance is important to self-worth
3. ORGANIZATIONAL COMMITMENT = identification w/
an organization & its goals & wish to maintain
organization membership
4. PERCEIVED ORGANIZATIONAL SUPPORT = degree to
w/c employees think the organization values their
contribution & well-being
5. EMPLOYEE ENGAGEMENT = degree of involvement
w/ satisfaction w/ enthusiasm for the job
MEASURING JOB SATISFACTION
1. Single global rating = Lichert scale
2. Job facets = areas of dis/satisfaction
CAUSES OF JOB SATISFACTION
1.
BA 151 WFU Notes | 2nd Sem AY 1718 Hazel Papagayo, III-BS BA
CHAPTER 4: EMOTIONS & MOODS Sources of Emotions & Moods

- We can’t help how we feel, but we can choose 1. Personality

how we act - Moods and emotions have a trait component
- Feelings aren’t choices; behaviors are - Affect intensity = how strongly people
- Emotions are emotions unless you act on them experience emotions
2. Time of day
Your feelings are created by your thoughts, not actual
- There is a common pattern for all
events. All experiences are processed through the brain
- People are happier in midpoint
and given a conscious meaning before you experience
3. Time of week
any emotional/mood response.
- People are happier towards the end of the
Your emotions result entirely from the way you look at week
things. 4. Weather
- Illusory correlation = no effect
5. Stress
- Even low levels of stress can worsen moods
6. Social activities
- Physical, informal, dining activities can increase
positive moods
7. Sleep
- Poor sleep results in an increase in negative
affect
8. Exercise
- Improves mood especially for the depressed
9. Age
- Older people have less negative emotions
10. Sex
6 Universal Emotions - Women are more emotionally expressive
1. Anger
2. Fear
3. Sadness Temperaments
4. Happiness
- Are natural
5. Disgust
- Disposition/tendency to react in a certain way
6. Surprise
1. Choleric = let’s do it my way
2. Sanguine = let’s do it the fun way
3. Melancholic = let’s do it the right way
4. Phlegmatic = let’s do it the easy way

CAPTAIN CHOLERIC
STRENGTHS
- Natural leaders, doers, achievers
- Confident, strong
- Fast-moving approach; intense
- Fast output; meets goals on time
VULNERABILITIES
- Need to feel productive
- Need you to appreciate all they do for you
BA 151 WFU Notes | 2nd Sem AY 1718 Hazel Papagayo, III-BS BA
HELPING A CHOLERIC FLOURISH - Need you to respect who they are regardless of
- Assign tasks how much they do
- Say “thank you”
- Remind them not to pressure others HELPING A PHLEGMATIC FLOURISH
- Remind them to delegate work to others - Create a safe and peaceful environment
- Remind them to relax - Show a sense of harmony
- Trust and don’t rush them
SUPER SANGUINES - Encourage them to take initiative and face
STRENGTHS problems
- Colorful, creative, loud, dramatic, fun, - Encourage them to share their feelings
enjoyable, entertaining
- Moves fast; intense EMOTIONS
- Easily excited Weak Strong
VULNERABILITIES Short-lived Long-lived

EMOTIONS
- Need to feel loved & that all is well

Slow
- Need you to notice & compliment them PHLEGMATIC MELANCHOLIC

HELPING A SANGUINE FLOURISH

Fast
SANGUINE CHOLERIC
-

DEEP MELANCHOLICS
MELANCHOLIC
STRENGTHS
Introvert;
- Deep thinkers and feelers Thinker
- Introspective PHLEGMATIC CHOLERIC
- Long memory; persevering Introvert; Extrovert;
- Slow in decision-making watcher Doer
- Organized and detail-oriented SANGUINE
VULNERABILITIES Extrovert;
- Need to feel life is moving towards perfection talker
- Need you to understand & not ridicule them

HELPING A MELANCHOLIC FLOURISH AFFECTIVE EVENTS THEORY

- Be sensitive and patient Employees react emotionally to things that happen to
- Give them space and silence them at work, and this reaction influences their job
- Remind them to balance thinking with action performance and expectation.
- Remind them not to take things too seriously
- Remind them to be more understanding of Events trigger positive/negative emotional reactions to
others which employees’ personalities and moods predispose
them to respond with greater or lesser intensity.
PEACEFUL PHLEGMATICS
STRENGTHS AET offers 2 important messages:
- Cool, calm, observant 1. Emotions provide valuable insights into how
- Peaceful, pleasant, accommodating workplace events influence employee
- Slow and steady performance and satisfaction.
- Low energy level 2. Employees and managers shouldn’t ignore
VULNERABILITIES emotions or the events that cause them, even
- Need to keep the peace when they appear minor, because they
accumulate.
BA 151 WFU Notes | 2nd Sem AY 1718
EMOTIONAL INTELLIGENCE
- A person’s ability to:
(1) perceive emotions in the self and others
(2) understand the meaning of these emotions
(3) regulate these emotions accordingly in a
cascading model
CASCADING MODEL OF EMOTIONAL INTELLIGENCE
Hazel Papagayo, III-BS BA
3. Emotional suppression
- Suppressing initial emotional responses to
situations
- Seems to facilitate practical thinking in the
short term
- May help an individual recover emotionally
during a crisis event
- May affect mental ability, emotional ability,
health, and relationships in the long run
4. Cognitive reappraisal
- Reframing our outlook on an emotional
situation
- Can effectively regulate emotion
- Helpful in situations where one can’t control
the source of stress
5. Social sharing
- Venting or unloading
- Open expression of emotions can help people
regulate emotions
- Can reduce anger
The best option is to recruit positive-minded individuals
and train leaders to manage their moods, attitudes, and
performance.

SPECIFIC OB ISSUES
1. Selection
- EI should be a hiring factor, esp. for social jobs
2. Decision making
- Positive emotions can lead to better situations
3. Creativity
- Positive mood increases flexibility, openness,
and creativity
- It’s not healthy to repress emotions 4. Motivation
- Positive mood affects expectations of success
STRATEGIES FOR EMOTIONAL REGULATION - Feedback amplifies this effect
5. Leadership
1. Surface acting - Emotions are important to acceptance of
- Putting on a face of appropriate response to a messages from organizational leaders
given situation 6. Negotiation
- Doesn’t change the emotions, so regulation - Emotions can affect negotiations
effect is minimal 7. Customer service
- May lead to exhaustion and fewer OCBs - Emotions influence customer service
2. Deep acting - Influences repeat business and customer
- Less psychologically costly than surface acting satisfaction
because person is actually trying to experience - Emotional contagion: catching emotions
the emotion 8. Job attitudes
- Can have positive impact on work outcomes
BA 151 WFU Notes | 2nd Sem AY 1718
- A good day @ work is usually followed by a
good mood at home and vice versa
- This usually dissipates overnight
9. Deviant workplace behaviors
- Negative emotions lead to deviant workplace
behaviors
- Actions that violate norms and threaten the org
10. Safety and injury at work
- Don’t do dangerous work when in a bad mood
Hazel Papagayo, III-BS BA
CHAPTER 5: PERSONALITY AND VALUES
Personality
- dynamic concept describing the growth and
development of person's whole psychological
system
- The sum total of ways in which an individual
reacts and interacts with others
- Nature or nurture? (both)

IMPLICATIONS FOR MANAGERS

- Recognize that emotions are a natural part of
genes
the workplace and good mgmt. does not mean
creating an emotion-free environment
- To foster effective decision making, creativity,
and motivation in employees, model positive
emotions and moods as much as is authentically individual
environment
choices
possible
- Provide positive feedback to increase the
positivity of employees. It also helps to hire
people predisposed to positive moods Personality
- In the service sector, encourage positive
displays of emotion, which make customers feel PERSONALITY FRAMEWORKS
more positive and thus improve customer  Most widely used = Myers-Briggs Type Indicator
service interaction and negotiation - Extroverted/introverted
- Understand the role of emotions and moods to - Sensing/intuitive
significantly improve your ability to explain and - Thinking/feeling
predict others’ behavior - Perceiving/judging
 The Big 5 Model (by Gordon Allport)
POSITIVE PSYCHOLOGY - Emotional stability
new approach to motivation - Agreeableness
- Conscientiousness
Positive emotions - Extraversion
Engagement - Openness to experience
Relationship  The Dark Triad
Meaning – the power of why - Narcissism = grandiose sense of self-
Achievement importance, requires excessive admiration,
arrogant
- Psychopathy = lack of concern for others; lack
of guilt when actions cause harm
- Machiavellianism = pragmatic, maintains
emotional distance, believes ends can justify
means
 Dark Side Traits
- Antisocial = indifferent and callous towards
others; use extraversion to charm others, but
may be prone to violent CWBs and risky
decision making
BA 151 WFU Notes | 2nd Sem AY 1718 Hazel Papagayo, III-BS BA
- Borderline = have low self-esteem and high - Person-group fit
uncertainty; unpredictable in work interactions, - Person-supervisor fit
are inefficient, may have low job satisfaction
- Schizotypal = eccentric and disorganized; can be
highly creative but are susceptible to work
stress
- OC = perfectionists; can be stubborn; attend to
details, carry strong work ethic, motivated by
achievement
- Avoidant = feel inadequate and hate criticism;
can function only in environments requiring
little interaction

CSE = CORE SELF-EVALUATIONS

Bottomline conclusions individuals have about their
capabilities, competence, and worth as a person

SELF-MONITORING
Individual’s ability to adjust behavior to external, self-
monitoring factors

PROACTIVE PERSONALITY
People who identify opportunities, show initiative, take
action, and persevere until meaningful change occurs,
compared to others who generally react to situations

VALUES
Basic convictions that a specific mode of conduct or
end-state of existence is personally or socially
preferable to an opposite or converse mode of conduct
or end-state of existence

VALUE SYSTEM
Ranking values in terms on intensity

IMPORTANCE AND ORGANIZATION OF VALUES

- Lay the foundation for understanding attitudes
and motivation
- Influence our attitudes and behavior at work

VALUES = INSTRUMENTAL OR TERMINAL

GENERATIONAL VALUES
- Baby boomers, Xers, Millennials

WHY WE NEED TO UNDERSTAND VALUES

- Person-job fit
- Person-organization fit