工作態(tài)度與工作價(jià)值-資料下載頁
2025-01-11 15:15本頁面
【正文】 工對(duì)工作不滿意或者缺乏上班的動(dòng)機(jī)，缺席同時(shí)也受出勤能力的影響。 ? Manage absenteeism. Don’t try to eliminate it, and keep in mind that a certain level of absence is often functional for workers and anizations. ? 對(duì)缺席的管理：不要試圖消除缺席，適度的缺席對(duì)工作人員和組織都有好處。 ? Realize that turnover has both costs and benefits for an anization and that you need to evaluate both. In particular, before being concerned about worker turnover, examine the performance levels of those who quit. ? 跳槽對(duì)組織有利也有害，需要權(quán)衡利弊。特別是，應(yīng)首先評(píng)價(jià)跳槽者的工作業(yè)績。 ? If workers do only what they are told and rarely, if ever, exhibit anizational citizenship behavior, measure their levels of job satisfaction, identify the job facets they are dissatisfied with, and make changes where possible. ? 如果工作人員僅僅做要求他們做的事，而很少表現(xiàn)出組織公民行為，應(yīng)評(píng)估他們的滿意度，弄清對(duì)哪些要素他們感到不滿意，可能的話，對(duì)這些工作要素作出調(diào)整。 ? Even if job satisfaction does not seem to have an effect on important behaviors in your anization, keep in mind that it is an important factor in worker wellbeing. ? 盡管工作滿意度對(duì)重要的工作行為似乎沒有多大影響，但它是工作人員身心健康的一個(gè)重要影響因素。 Organizational Commitment （組織承諾） ? Affective mitment exists when workers are happy to be members of an anization, believe in and feel good about the anization and what it stands for, are attached to the anization, and intend to do what is good for the anization. ? 情感承諾：工作人員樂意成為組織一員，對(duì)組織及其所代表的東西持積極觀念且感覺良好，依戀組織，愿意做對(duì)組織有利的事情。 ? Continuance mitment exists when workers are mitted not so much because they want to be but because they have to be。 the costs of leaving the anization are too great. ? 持續(xù)承諾：工作人員并非想成為組織的一員，而是不得不留下來，比如離開組織的成本太高。 Advice to Managers（管理者建議） ? Adopt socially responsible policies and programs such as supporting protection of the environment and helping out the munity in which your anization is located. ? 采用對(duì)社會(huì)負(fù)責(zé)任的政策，開展有利社會(huì)的項(xiàng)目，比如支持環(huán)境保護(hù)、為所在社區(qū)提供幫助。 ? Be mitted to your employees by, for example, showing concern for their wellbeing, helping them when they have hard times, and soliciting their input on decisions that will affect them. ? 通過關(guān)心工作人員的身心健康、在他們困難的時(shí)候給予幫助 、 進(jìn)行與他們相關(guān)的決策時(shí)請(qǐng)他們參與等辦法，來提高工作人員的組織承諾度。 The next class: Perception and Attribution（知覺與歸因） ? Perception （ 知覺） ? Definition: Perception （概念：知覺） ? The accuracy of perception（知覺的準(zhǔn)確性） ① Perceiver（知覺者） Schemas（圖式） Motivational state and mood （動(dòng)機(jī)與心境） ② Target （知覺對(duì)象） Ambiguity（模糊） Social status（社會(huì)地位） Use of impression management（采用印象管理手段） ③ Biases and problems in perception（知覺偏差） ? Attribution（歸因） ? Attribution theory（歸因理論） ? Attribution biases（歸因偏差） ? Manage a diverse workforce（對(duì)多元工作力量的管理） Grouping…
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