管理學(xué)第十二講ppt課件-資料下載頁
2025-01-10 02:37本頁面
【正文】 ors – Selectivity有 選擇的接受 portions of stimuli bombarding one’s senses are selected based on interests, background, and attitudes of the perceiver – assumed similarity “l(fā)ike me” effect 假設(shè)相似性 ? perception of other based on perceived similarities – Stereotyping刻 板印象 base perceptions of an individual on one’s impressions of the group to which s/he belongs – halo effect 暈 輪效應(yīng) general impression about a person is fed穩(wěn)步 on the basis of a single characteristic 169。 Prentice Hall, 2022 1428 169。 Prentice Hall, 2022 1429 知覺 員工以自己的知覺而不是客觀現(xiàn)實為基礎(chǔ)作出反應(yīng) 員工們針對他們所看到的世界進行解釋和理解 , 這導(dǎo)致知覺失真存在潛在的可能性 。 管理者要時刻注意員工對他們的工作和管理活動的知覺 . 一個優(yōu)秀的員工因為不正確的知覺而離職與其他正當(dāng)理由而離職對組織的損失是相同的 Learning 學(xué)習(xí) Definition – any relatively permanent change in behavior that occurs as a result of experience由于 經(jīng)驗的結(jié)果而帶來的行為中出現(xiàn)的比較持久的變化 – almost all plex behavior is learned Operant Conditioning 操作性條件反射 – argues that behavior is a function of its consequences行為 是結(jié)果的函數(shù) – describes voluntary or learned behavior 操作性行為是那些主動或者習(xí)得的行為 – reinforcement strengthens a behavior and increases the likelihood that it will be repeated 強化物可以強化行為 ? pleasing consequences that follow a specific behavior increases the frequency of that behavior 169。 Prentice Hall, 2022 1430 Learning (cont.) Social Learning – learning by observing other people and direct experience通過 觀察和直接經(jīng)驗進行的 學(xué)習(xí) – influence of model determined by: ? attentional processes 注意 過程 must recognize and attend to critical features of the model認識 到榜樣的重要特點才會向榜樣學(xué)習(xí) 。 ? retention processes 保持 過程 must remember the model’s actions ? motor reproduction processes 行動復(fù)制過程 performing actions observed in the model 看的過程轉(zhuǎn)化為做的過程 ? reinforcement processes 強化過程 positive incentives necessary to motivate performance of the model’s actions 169。 Prentice Hall, 2022 1431 Learning (cont.) Shaping: A Managerial Tool 行為塑造 – shape behavior by systematically reinforcing each successive step that moves the individual closer to the desired behavior 管理者通過循序漸進的方式指導(dǎo)個體的學(xué)習(xí) ,塑造個體的行為的過程為行為塑造 – shaping acplished by: ? positive reinforcement 積極 強化 desired response is followed by something pleasant ? negative reinforcement 消極 強化 desired response followed by eliminating or withdrawing something unpleasant ? punishment 懲罰 undesirable behavior followed by something unpleasant – Extinction忽 視 no rewards follow undesired response 1432 Learning (cont.) Implications for Managers 管理者 的意義 – manage employee learning by means of rewards ? positive and negative reinforcement strengthen a desired behavior –tend to increase its frequency 增加行為頻率 ? punishment and extinction weaken an undesired behavior –tend to decrease its frequency – managers should serve as models ? set examples of the desired behavior 169。 Prentice Hall, 2022 1433
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