管理学14行为的基础.pptVIP

* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * ? 2007 Prentice Hall, Inc. All rights reserved. 14–* Other Personality Insights (cont’d) Risk-Taking The propensity (or willingness) to take risks. High risk-takers take less time and require less information than low risk-takers when making a decision. Organizational effectiveness is maximized when the risk-taking propensity of a manager is aligned with the specific demands of the job assigned to the manager. ? 2007 Prentice Hall, Inc. All rights reserved. 14–* Emotions Emotions Intense feelings (reactions) that are directed at specific objects (someone or something) Universal emotions: Anger Fear Sadness Happiness Disgust Surprise ? 2007 Prentice Hall, Inc. All rights reserved. 14–* Emotional Intelligence Emotional Intelligence (EI) An assortment of noncognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures. Dimensions of EI: Self-awareness: knowing what you’re feeling Self-management: managing emotions and impulses Self-motivation: persisting despite setbacks and failures Empathy: sensing how others are feeling Social skills: handling the emotions of others ? 2007 Prentice Hall, Inc. All rights reserved. 14–* Implications for Managers Employee selection Helps in understanding employee behavior(s) By understanding others’ behavior(s), can work better with them ? 2007 Prentice Hall, Inc. All rights reserved. 14–* Understanding Personality Differences Personality-Job Fit Theory (Holland) An employee’s job satisfaction and likelihood of turnover depends on the compatibility of the employee’s personality and occupation. Key points of the theory: There are differences in personalities. There are different types of jobs. Job satisfaction and turnover are related to the match between personality and job for an individual. ? 2007 Prentice Hall, Inc. All rights reserved. 14–* Exhibit 14.4 Holland’s Typolog