Organizational Behaviour Understanding And Managing Life At Work 11th Edition Gary Johns, Alan M Saks - Solutions

**Unlock the Full Potential of "Organizational Behaviour Understanding and Managing Life at Work"**

Discover the ultimate resource for mastering the "Organizational Behaviour Understanding and Managing Life at Work" textbook by Gary Johns and Alan M. Saks. Our comprehensive online answers key and solution manual provide step-by-step answers and solved problems, ensuring you excel in every topic. Access chapter solutions and a test bank designed to enhance your understanding. Dive into our instructor manual for expert insights, or download the solutions PDF for free. Whether you need textbook solutions or questions and answers, our platform offers everything you need for success in organizational behaviour studies.

What are the sources of job satisfaction and dissatisfaction for customer service representatives at CapTech?
What issues of fairness do the CSRs experience?
Explain how these people might have to regulate their emotions when doing their jobs: hair salon owner; bill collector; police officer; teacher. How will this regulation of emotion affect job satisfaction?
Use equity theory to explain why a dentist who earns $$150$,000 a year might experience more job dissatisfaction than a factory worker who earns $$45$,000.
What are some of the conditions under which a person’s attitudes might not predict their work behaviour?
What is the difference between procedural and interactional fairness? Give an example of each.
Explain why employees who are very satisfied with their jobs might not be better performers than those who are less satisfied.
What role do perceptions play in the determination of job satisfaction? Refer to the components of perception in Chapter 3 and describe how perception plays a role in the determination of job satisfaction according to discrepancy theory, equity theory, and dispositions. How can perceptions be
Does personality influence values and job attitudes? Discuss how the Big Five personality dimensions—locus of control, self-monitoring, self-esteem, and positive and negative affectivity—might influence occupational choice, job satisfaction, and organizational commitment (affective,
In general, what are some factors that might contribute to cross-cultural differences in average job satisfaction? Specifically, why do you think Canadian workers seem to be so satisfied with their jobs and Chinese workers seem so dissatisfied?
1. Sara seems to have experienced considerable job satisfaction prior to her departure. Given this, how do you account for her leaving?2. Is Sara just a naïve idealist, or does the case reveal something more profound about Millennials’ expectations for their employers?3. What would you have done
Consider the relevance of the dispositional, situational, and interactionist approaches to your own behaviour. Describe examples of your behaviour in a school or work situation that demonstrates each perspective of organizational behaviour.
Suppose that you are the manager of two employees, one who has an internal locus of control and another who has an external locus of control. Describe the leadership tactics that you would use with each employee. Contrast the management styles that you would employ for employees with high versus
We pointed out that managers frequently resort to punishing ineffective behaviour. What are some of the practical demands of the typical manager’s job that lead to this state of affairs?
Discuss a situation that you have observed in which the use of punishment was ineffective in terminating some unwanted behaviour. Why was punishment ineffective in this case? What would have made it more effective?
Mintzberg’s managerial roles, and consider how personality might be a factor in how effectively a manager performs each role. Discuss the relationship among the Big Five personality dimensions, locus of control, self-monitoring, self-esteem, proactive personality, and general self-efficacy with
Discuss how each of the organizational learning practices described in the chapter can be used by organizations to deal effectively with the contemporary management concerns discussed in Chapter
What do you think is the reason for so many city vehicles speeding and running red lights? Is it due to driver personality or characteristics of the work environment? Use learning theory to explain why there are so many speeding and red light tickets and what the city can do to reduce the number of
Use operant learning theory and social cognitive theory to explain what can be done to eliminate undesirable behaviours and increase desirable behaviours of the construction and maintenance workers. What approach do you recommend and why?
This is an excellent case for demonstrating how a poor understanding and use of learning principles and theory can cause serious problems in an organization and threaten its reputation and success. In particular, it shows how the lack of positive reinforcement and an environment that does not
Describe a situation in which you think an employer could use organizational behaviour modification and an employee recognition program to improve or correct employee behaviour. Can you anticipate any dangers in using these approaches?
A supervisor in a textile factory observes that one of her employees is violating a safety rule that could result in severe injury. What combination of reinforcement, punishment, and extinction could she use to correct this behaviour? What does social cognitive theory suggest that she do to correct
Describe a job in which you think an employee recognition program might be an effective means for changing and improving employee behaviour. Explain how you would design the program and how you would use principles from operant learning theory and social cognitive theory.
Do you think that organizations should base their hiring decisions on applicants’ personalities? What are the advantages and disadvantages of doing this? If an organization were to do this, what personality characteristics do you think they should focus on when assessing and choosing applicants?
Consider absence from work as an example of organizational behaviour. What are some of the factors that might predict who is likely to be absent from work? How might you explain absence from work? What are some techniques that organizations use to manage absence? Now do the same for turnover as an
To demonstrate that you grasp the idea of contingencies in organizational behaviour, consider how closely managers should supervise the work of their employees. What are some factors on which closeness of supervision might be contingent?
Use the contingency approach to describe a task or an organizational department where a more classical management style might be effective. Then do the same for a task or department where the human relations style would be effective.
Describe how management practices and organizational behaviour can help organizations deal with the contemporary management concerns discussed in the chapter. In other words, what are some of the things that organizations can do to (a) manage local and global diversity, (b) improve employee health
What are the meaning of and differences between human capital, social capital, and psychological capital, and what do they have to do with organizational behaviour? Describe how human capital, social capital, and each of the components of psychological capital can help you in your studies and in
What are your goals in studying organizational behaviour? What practical advantages might this study have for you?
Describe the assumptions about organizational behaviour that are reflected in television shows, such as situation comedies and police dramas. How accurate are these portrayals? Do they influence our thinking about what occurs in organizations?
Management is the art of getting things accomplished in organizations through others. Given this definition, what are some factors that make management a difficult, or at least a challenging, occupation?
Why do studies of managerial behaviour reveal the importance of networking? What about human resources management? Explain the differences between these two behaviours and their importance for success.
What are some of the demands that increased workforce diversity and increased global operations make on managers? What are some of the opportunities that these trends offer to managers?
What is the meaning of workplace spirituality and how is it different from religion in the workplace? What does an organization have to do to become a spiritual workplace? Would you want to work in a spiritual workplace? Explain your answer.
This case incident can be used to introduce students to some of the major issues and theories in organizational behaviour. The first question is designed to flesh out various topics in organizational behaviour. The second question is designed to apply the goals of organizational behaviour. The
The questions for this case focus on the goals of organizational behaviour and managerial roles and activities. The case also illustrates a number of other issues and topics in organizational behaviour that can also be discussed with this case including trust and perceived organizational support
The purpose of this exercise is to compare individual and group problem solving and to explore the group dynamics that occur in a problem solving session. It can also be used in conjunction with Chapter 11. The instructor will begin by forming groups of four to seven members. The situation
At the end of Part 3 of the text, on Social Behaviour and Organizational Processes, you answered a number of questions about the Ken Private Limited: Digitization Project Integrative Case that dealt with issues related to groups, subcultures, leadership, communication, decision making, and
Miranda Shaw was stymied. She had been on the verge of hiring a highly talented recent business school graduate, Rick Parsons, as a senior analyst for her project team. It had been a choice between Parsons and Deborah Jones, another very promising hire. Both Parsons and Jones had graduated from the
As the deadline approached, Jairam’s days in the office included a combination of client meetings and e-mail missives to her team members. At 11 a.m. and 4 p.m. each day, she promptly headed out the door to Dunkin’ Donuts to bring back drinks for her team. At 6 p.m., she would take dinner
As the deadline approached, Jairam’s days in the office included a combination of client meetings and e-mail missives to her team members. At 11a.m. and 4 p.m. each day, she promptly headed out the door to Dunkin’ Donuts to bring back drinks for her team. At 6 p.m., she would take dinner orders
As the deadline approached, Jairam’s days in the office included a combination of client meetings and e-mail missives to her team members. At 11 a.m. and 4 p.m. each day, she promptly headed out the door to Dunkin’ Donuts to bring back drinks for her team. At 6 p.m., she would take dinner
What are some of the norms that have developed in the software development team? Are these norms functional or dysfunctional for team effectiveness?
The purpose of this exercise is to compare individual and group problem solving and to explore the group dynamics that occur in a problemsolving session. It can also be used in conjunction with Chapter 11 . The instructor will begin by forming groups of four to seven members.The situation described
Engineer Sharon Chen is the founder, owner, and president of Storm Bay Injection Moulding, a large and successful company that produces injection-moulded plastic parts, predominantly for automotive and marine applications. A couple of years ago, Sharon had decided to reorganize Storm Bay into a
The purpose of this exercise is to compare individual and group problem solving and to explore the group dynamics that occur in a problem solving session. It can also be used in conjunction with Chapter 11 . The instructor will begin by forming groups of four to seven members.The situation
Engineer Sharon Chen is the founder, owner, and president of Storm Bay Injection Moulding, a large and successful company that produces injection-moulded plastic parts, predominantly for automotive and marine applications. A couple of years ago, Sharon had decided to reorganize Storm Bay into a
The purpose of this exercise is to compare individual and group problem solving and to explore the group dynamics that occur in a problemsolving session. It can also be used in conjunction with Chapter 11 . The instructor will begin by forming groups of four to seven members.The situation described
What organizational learning practices would you recommend for employees working on the Genesis Digitization Project? Consider each of the organizational learning practices described in Chapter 2 and explain why you would or would not use them to change the behaviour of employees working on the
After graduating from business school, Sabrita received a job offer from a large accounting firm to work as a junior accountant. She was ranked in the top 10 of her class and could not have been happier.During the first six months, however, Sabrita began to reconsider her decision to join a large
Engineer Sharon Chen is the founder, owner, and president of Storm Bay Injection Moulding, a large and successful company that produces injection-moulded plastic parts, predominantly for automotive and marine applications. A couple of years ago, Sharon had decided to reorganize Storm Bay into a
The purpose of this exercise is to compare individual and group problem solving and to explore the group dynamics that occur in a problem solving session. It can also be used in conjunction with Chapter 11. The instructor will begin by forming groups of four to seven members.The situation described
What motivational practices would you use to motivate employees working on the Genesis Digitization Project? Be sure to consider pay schemes, job design, Management by Objectives, and flexible work arrangements. What practice(s) would you recommend and why?
Use each of the theories of work motivation to (a) describe the motivation of employees on the Indian and Filipino team, and (b) describe what to do to increase employee motivation. Based on your analysis, what do you think is most important for motivating employees on each team to successfully
Discuss the relevance of motivation for the successful completion of the Genesis Digitization Project, and describe the motivation of employees working on the project. How important is motivation? Describe what employees should be motivated to do and how to motivate them to do it.
To what extent do you think national cultural differences contributed to the events in the case, as opposed to other factors? Before you answer, locate India and the Philippines in Exhibit 4.4 , which cross-references power distance and individualism values.Exhibit 4.4 (Aal
Consider the role of trust and perceived organizational support (POS) in the case. How important are they for the success of the Genesis Digitization Project? To what extent do employees on each team have positive perceptions of trust, and what effect do these perceptions have on their attitudes
To what extent are person perception biases affecting the perceptions that each team has of the other? What are the implications of these perceptions for the success of the Genesis Digitization Project?
Use social identity theory to explain the perceptions that employees on the Indian and Filipino team have of themselves and each other. How does social identity theory help us to understand their perceptions?
Consider the perceptions held by employees on the Indian team and the Filipino team. How does each team perceive the other team and why?
What behaviours do you think need to be increased, decreased, and/or eliminated? Explain the implications of operant learning theory and social cognitive theory for employees working on the Genesis Digitization Project. Based on each theory, what would you do to facilitate learning and increase the
How important is learning for the success of the Genesis Digitization Project? Who needs to learn, and what do they need to learn?
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery. At any one time, one machine would be set aside for maintenance work. Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
About 15 technicians were responsible for the maintenance of machinery.At any one time, one machine would be set aside for maintenance work.Ninety percent of the time, a machine that was designated as “in maintenance” actually sat unused.To Andrew’s dismay, he found that the technicians
What have you learned about personality, job crafting, and work engagement from this exercise? How can you use this information in future jobs and in your career? What are the potential benefits of job crafting for employees and organizations?
After graduating from business school, Sabrita received a job offer from a large accounting firm to work as a junior accountant. She was ranked in the top 10 of her class and could not have been happier.During the first six months, however, Sabrita began to reconsider her decision to join a large
Consider how engaged you are when performing your job. To what extent does job crafting contribute to your work engagement? To be sure, refer to your work engagement score from the exercise in Chapter 1 (How Engaged Are You?). If you have not yet completed this scale, do so now and then calculate
After graduating from business school, Sabrita received a job offer from a large accounting firm to work as a junior accountant. She was ranked in the top 10 of her class and could not have been happier.During the first six months, however, Sabrita began to reconsider her decision to join a large
Do some people engage in job crafting behaviours more than others? To find out, refer to your score on the proactive personality scale from Chapter 2 . If you have not yet completed the scale, do so now and calculate your score. Once everybody in your group has their proactive personality score,
Why are there differences in the extent to which people engage in each of the job crafting behaviours? What are the potential benefits of job crafting, and should employees engage in job crafting behaviours? What are the implications for job design?
After graduating from business school, Sabrita received a job offer from a large accounting firm to work as a junior accountant. She was ranked in the top 10 of her class and could not have been happier.During the first six months, however, Sabrita began to reconsider her decision to join a large
Each group member should present his or her score on the four job crafting dimensions. What job crafting dimensions do group members score high and low on? Is there any consistency among group members in terms of the highest and lowest job crafting dimensions? Why have some group members engaged in
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
It was clear to Evans that hiring a store manager for Ruffian Kelowna was a priority. Where and how he would find someone, however, was a problem. It had been common for Ruffian Apparel to simply promote an assistant manager, but in this case, that would not work: even the Cranbrook employee who
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
Michael Simpson is one of the most outstanding managers in the management consulting division of Avery McNeil and Co. (Avery McNeil is primarily an accounting firm, but it also has two divisions besides accounting: tax and management consulting.) A highly qualified individual with a deep sense of
At 24, Sara Tremblay felt she had landed her dream job. As an assistant procurement manager for Xenon Natural Foods, she had the job of sourcing many of the raw food materials that went into the production of various Xenon products. The job involved some travel, which she loved, and the other
At 24, Sara Tremblay felt she had landed her dream job. As an assistant procurement manager for Xenon Natural Foods, she had the job of sourcing many of the raw food materials that went into the production of various Xenon products. The job involved some travel, which she loved, and the other
At 24, Sara Tremblay felt she had landed her dream job. As an assistant procurement manager for Xenon Natural Foods, she had the job of sourcing many of the raw food materials that went into the production of various Xenon products. The job involved some travel, which she loved, and the other
In this exercise, we will examine your attitudes towards absenteeism from work. Although you learned in the chapter that absence can stem from job dissatisfaction, the scenarios below show that a number of other factors can also come into play.Working alone, please indicate the extent to which you
What organizational learning practices might be effective for changing employee behaviours and improving the quality of the hotel’s service? Consider the potential of organizational behaviour modification, employee recognition programs, and additional training and development. Explain how you
Do you have a proactive personality? To find out, answer the 17 questions below as frankly and honestly as possible, using the following response scale:1–Disagree very much2–Disagree moderately3–Disagree slightly4–Neither agree or disagree5–Agree slightly6–Agree moderately7–Agree very

Showing 1600 - 1700 of 1856

First
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19

Organizational Behaviour Understanding And Managing Life At Work 11th Edition Gary Johns, Alan M Saks - Solutions

Step by Step Answers