【正文】 t favourable consequences Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 65 Using Punishment Effectively (continued) ? Punish immediately or reinstate the circumstances surrounding the problem behaviour at a more appropriate time. ? Do not reward unwanted behaviours before or after punishment. ? Do not inadvertently punish desirable behaviour. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 61 Summary of Learning Effects Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 57 Summary of Reinforcement Strategies and their Effects Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 53 Performance Feedback (continued) ? Performance feedback is most effective when it is: – Conveyed in a positive manner – Delivered immediately after observing performance – Represented visually (graph or chart form) – Specific to the behaviour that is being targeted for feedback Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 49 Negative Reinforcement ? The removal of a stimulus from a situation that increases or maintains the probability of some behaviour. ? Negative reinforcement occurs when a response prevents some event or stimulus from occurring. ? The removed or prevented stimulus is a negative reinforcer. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 45 What Do Employees Learn? (continued) ? Interpersonal skills: – Interactive skills such as municating, teamwork, conflict resolution. ? Cultural awareness: – The social norms of anizations, pany goals, business operations, expectations, and priorities. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 41 Core SelfEvaluations: Traits ? Selfesteem ? General selfefficacy ? Locus of control ? Neuroticism (emotional stability) Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 37 Proactive Personality: Research ? Proactive personality is related to: – Job performance – Tolerance for stress – Leadership effectiveness – Participation in anizational initiatives – Work team performance – Entrepreneurship – Career success Copyright 169。 they have higher job performance and are more creative at work. ? People with higher NA report lower job satisfaction。 2023 Pearson Canada Inc. Chapter 2/ Slide 31 SelfEsteem: Research ? Employees with low selfesteem react badly to negative feedback – it lowers subsequent performance. ? People with high selfesteem make more fulfilling career decisions and have higher job satisfaction and job performance. ? People with high selfesteem are more resilient to the strains of everyday worklife. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 27 SelfMonitoring: Research ? High selfmonitors are more involved in their jobs, perform better, and are more likely to emerge as leaders. ? High selfmonitors are likely to experience more role stress and show less mitment to their anization. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 23 The Internal/External Locus of Control Continuum Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 19 Openness to Experience and OB ? Important for jobs that involve learning and creativity given the tendency to be intellectual, curious, and imaginative. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 15 Extraversion and OB ? Important for jobs that require interpersonal interaction and where being sociable, assertive, energetic, and ambitious is important for success. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 11 Personality and the Situation (continued) ? In strong situations, the roles, rules, and contingencies are more defined. ? Personality has less of an impact in strong situations. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 7 The Dispositional Approach ? Focuses on individual dispositions and personality. ? Individuals possess stable traits or characteristics that influence their attitudes and behaviours. ? Individuals are predisposed to behave in certain ways. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 3 Learning Objectives (continued) 5. Discuss positive and negative affectivity, proactive personality, general selfefficacy, and core selfevaluations. 6. Define learning and describe what is learned in anizations. 7. Explain operant learning theory and differentiate between positive and negative reinforcements. Chapter 2 Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 2 Learning Objectives 1. Define personality and discuss its general role in influencing anizational behaviour. 2. Describe the dispositional, situational, and interactionist approach to anizational behaviour. 3. Discuss the FiveFactor Model of personality. 4. Discuss the consequences of locus of control, selfmonitoring, and selfesteem. Chapter 2 Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 6 Personality and Organizational Behaviour ? Personality has a long history in anizational behaviour. ? The role of personality in anizational behaviour has often been debated in what is known as the “personsituation debate” ? This has led to three approaches: – The dispositional approach – The situational approach – The interactionist approach Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 10 Personality and the Situation ? Situations can be described as being either “weak” or “strong”. ? In weak situations, roles are loosely defined, there are few rules and weak reinforcement and punishment contingencies. ? Personality has the strongest effect in weak situations. Copyright 169。 2023 Pearson Canada Inc. Chapter 2/ Slide 14 The FiveFactor Model of Personality (continued) Copyright 169。 2023 Pearson Canada Inc.