组织行为管理学-chap007.pptVIP

Role Conflict Compliance with one set of expectations is in conflict with another set (e.g., work roles, home/work roles) Work Overload (See Exhibit 7.2) Qualitative Overload - feel lack ability to complete tasks or that job standards are too high Quantitative Overload - having too many things to do or too little time to do them Pace of Change Radical restructuring, new technologies, mergers, team- orientations, and downsizing Participation Intra and Intergroup Relationships Organizational Politics Organizational Culture Lack of Performance Feedback Inadequate Career Development Opportunities Downsizing Psychological Stress Costs Organizations Money! (Estimated at $150-300 Billion/year) Poorer decision-making Decreased creativity Lost work time Increased turnover More sabotage And a host of other variables affecting organizational productivity Moderator Conditions, behaviors, or characteristics that qualify the relationship between two variables. Chronically struggles to get as many things done as possible in the shortest amount of time Is aggressive, ambitious, competitive, and forceful Speaks explosively, rushes others to finish what they are saying Is impatient, hates to wait, considers waiting a waste of precious time Is preoccupied with deadlines and is work-oriented Is always in a struggle with people, things, events Stress Prevention Focuses on controlling or eliminating stressors that might provoke the stress response. Program Targets Identifying and modifying work stressors Educating employees to better understand and modify stress and its potential impacts Supporting employee efforts to cope with the negative impact of stress (See Exhibit 7.4) P-E Fit Employee Assistance Programs (EAPs) General Program Elements: Diagnosis Treatment Screening Prevention Focus on the employee’s overall physical and mental health Activities designed to identify and assist in preventing or correcting: Specific health prob