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| Question | Answer |
| Why Interpersonal Skills is importance? (6 points) | 1. technical skills are no longer sufficient 2. strong relationships 3. achieve organisation’s goals 4. create pleasant workplace 5. highly satisfied employees appears to 6. work with, attract, and keep high-performing employees. |
| What Managers do? | Managers get things done through other people by allocating resources and overseeing the activities of others in order to obtain organisational goals. |
| Management Functions | Planning: Defining goals, establishing strategy, and developing plans. Organising: Determining what tasks are to be done, who is to do them, how tasks are grouped, who reports to whom, and where decisions are made. Leading: Motivating employees, directing others, selecting effective communication channels, and resolving conflicts. Controlling: Monitoring activities to ensure they are being accomplished, compare with previously set goals and correcting significant deviations. |
| Management Roles | Interpersonal: Ceremonial roles, leadership roles, liaison roles Informational: Monitor role, disseminator role, spokesperson role Decisional: Entrepreneur role, disturbance handlers, resource allocators, negotiator role |
| Management Skills | Technical: Ability to apply specialised knowledge or expertise. Human: Ability to work with, understand, and motivate other people, both individually and in groups. Conceptual: Mental ability to analyse and diagnose complex situations. |
| Effective VS Successful Managers | 1. Traditional management: Decision making, planning, and controlling. 2. Communication: Exchanging routine information and processing paperwork. 3. Human resource management: Motivating, disciplining, managing conflict, staffing, and training. 4. Networking: Socialising, politicking, and interacting with outsiders. Successful Managers: Speed Promotion = NCTH Effective Managers: Quality + Quantity = CHTN |
| What is Organisation? | A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals. |
| What is Organisational Behaviour? | is a field of study that investigates the impact of individuals, groups, and structure on behaviour within an organisation to allow organisations to function more effectively |
| Objectives of studying Organisational Behaviour | 1. Evaluate employee behaviour 2. Predict employee behaviour 3. Improve organisational performance 4. Control employee behaviour |
| How OB affects organisation? (6 Factors) | 1. improve productivity 2. reduce absenteeism 3. turnover 4. deviant workplace behavior 5. increase organizational citizenship behavior 6. job satisfaction. |
| 3 Major Disciplines towards OB | Psychology (individual): The science that seeks to measure, explain, and sometimes change the behaviour of humans and other animals. Sociology (group/organisation): The study of people in relation to their social environment or culture. Anthropology (group/organisation): The study of societies to learn about human beings and their activities. |
| Challenges & Opportunities (7 areas) | Challenges bring opportunities for managers to use OB concepts in solutions for organisation. 1. economic pressures 2. globalisation 3. workforce diversity 4. improving customer service 5. working in networked organisations 6. people skills 7. positive work environment (improve quality & productivity) |
| OB Model (3 X 3) | basic OB model factors are arranged by different levels of analysis (individuals, group, organisational) and by type (inputs, processes, outcomes) |
| What is Workplace Diversity? | Variety of differences between people in an organization. |
| 2 Levels of Diversity | Surface-level Diversity: Differences in easily perceived characteristics, such as gender, race, or age, that do not reflect the ways people think or feel. Deep-level Diversity: Differences in the way people think and react, such as values, personality, and work preferences that may be important in affecting how people relate to one another. |
| Workforce Diversity Categories | 1. Gender 2. Disability 3. Age 4. Race 5. Domestic Partners 6. Nationality 7. Religion |
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