Leader-member exchange: 老闆可能對某些員工有偏好。友好程度與資源的給予。
http://en.wikipedia.org/wiki/Leader-Member_Exchange_Theory_(LMX)
Person-Supervisor Fit: 性別。生活型態。等等的適合性。
二因子理論:
滿意---------------------------沒有滿意
不滿意-------------------------沒有不滿意
滿足保健因子能夠降低不滿意。但是滿足激勵因子才能提升滿意的程度。
期望理論:有一個期望，透過工具，達到甚麼價值。
行為表現的驅動力(F)=ExIxV
E, I, V 如何加強呢?
透過溝通建立公司(與主管)的信譽。
公平理論之下，不公平會產生的六個結果。
a. 改變自己的投入
b. 改變自己的結果
c. 改變自己對投入和結果的認知
d. 離職
e. 改變他人的投入結果
f. 改變比較對象
2010年3月13日 星期六
人格 Personality
Type A and Type B personality theory
Type A individuals can be described as impatient, time-conscious, concerned about their status, highly competitive, ambitious, business-like, aggressive, having difficulty relaxing; and are sometimes disliked by individuals with Type B personalities for the way that they're always rushing[citation needed]. They are often high-achieving workaholics who multi-task, drive themselves with deadlines, and are unhappy about delays. Because of these characteristics, Type A individuals are often described as "stress junkies."
Type B individuals, in contrast, are described as patient, relaxed, and easy-going, generally lacking any sense of urgency. Because of these characteristics, Type B individuals are often described as apathetic and disengaged. There is also a Type AB mixed profile for people who cannot be clearly categorized.
五大人格定義:
Extraversion(外向)
Emotional Stability(情緒穩定)/Neurotricism(負向情緒)
Agreeableness(和善待人)
Conscientiousness(勤勉可靠)
Openness to Experience(對新奇事物的接受度)
信度情境:
Fake good, applicant, student, honest, fake bad.
情緒商數: PA(正向情感)/NA(負向情感)
Case Study: Group Process in the Challenger Launch Decision
1. 從這個案，你看到了導致一個團體決策的原因為何?產生甚麼後果?可以如何改進?一般組織中會如何生發生類似的狀況?
2. 失事後的調查委員會提出NASA and Thiokol有內部溝通和組織文化的問題，你認為呢?
3. 你們都是公司的高層，討論了這個個案後，當日後你遇到類似的抉擇時，你學習到要如何做才能做出一個正確的決定?
Evidence----------------------------------------> Decision
(Safety Climate)
Type A individuals can be described as impatient, time-conscious, concerned about their status, highly competitive, ambitious, business-like, aggressive, having difficulty relaxing; and are sometimes disliked by individuals with Type B personalities for the way that they're always rushing[citation needed]. They are often high-achieving workaholics who multi-task, drive themselves with deadlines, and are unhappy about delays. Because of these characteristics, Type A individuals are often described as "stress junkies."
Type B individuals, in contrast, are described as patient, relaxed, and easy-going, generally lacking any sense of urgency. Because of these characteristics, Type B individuals are often described as apathetic and disengaged. There is also a Type AB mixed profile for people who cannot be clearly categorized.
五大人格定義:
Extraversion(外向)
Emotional Stability(情緒穩定)/Neurotricism(負向情緒)
Agreeableness(和善待人)
Conscientiousness(勤勉可靠)
Openness to Experience(對新奇事物的接受度)
信度情境:
Fake good, applicant, student, honest, fake bad.
情緒商數: PA(正向情感)/NA(負向情感)
Case Study: Group Process in the Challenger Launch Decision
1. 從這個案，你看到了導致一個團體決策的原因為何?產生甚麼後果?可以如何改進?一般組織中會如何生發生類似的狀況?
2. 失事後的調查委員會提出NASA and Thiokol有內部溝通和組織文化的問題，你認為呢?
3. 你們都是公司的高層，討論了這個個案後，當日後你遇到類似的抉擇時，你學習到要如何做才能做出一個正確的決定?
Evidence----------------------------------------> Decision
(Safety Climate)
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