管理學(xué)第十二講ppt課件(參考版)
2025-01-13 02:37本頁面
【正文】 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(jìn)的方式指導(dǎo)個(gè)體的學(xué)習(xí) ,塑造個(gè)體的行為的過程為行為塑造 – shaping acplished by: ? positive reinforcement 積極 強(qiáng)化 desired response is followed by something pleasant ? negative reinforcement 消極 強(qiáng)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 1430 Learning (cont.) Social Learning – learning by observing other people and direct experience通過 觀察和直接經(jīng)驗(yàn)進(jìn)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(rèn)識(shí) 到榜樣的重要特點(diǎn)才會(huì)向榜樣學(xué)習(xí) 。 Prentice Hall, 2022 1429 知覺 員工以自己的知覺而不是客觀現(xiàn)實(shí)為基礎(chǔ)作出反應(yīng) 員工們針對(duì)他們所看到的世界進(jìn)行解釋和理解 , 這導(dǎo)致知覺失真存在潛在的可能性 。 Prentice Hall, 2022 1427 Perception (cont.) Shortcuts Frequently Used in Judging Others – make perceptual task easier ? can be valuable or lead to errors – 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 1425 Attribution Theory Internal External Attribution of Cause External Internal External Internal Interpretation Low High Low High Low High Distinctiveness Consistency Consensus Observation Individual Behavior 169。., chance, rules, custom 169。 Prentice Hall, 2022 1422 Perception Challenges: What do you see? 169。 Prentice Hall, 2022 1420 Holland’s Typology of Personality and Sample Occupations 169。 Prentice Hall, 2022 1418 Predicting Behavior from Personality Traits (cont.) – SelfEsteem degree of liking for oneself ? related to expectations for success自尊 與成功成正相關(guān) ? high selfesteem individuals – will take risks in job selection – more satisfied with their jobs ? low selfesteem individuals susceptible 容易 受到影響 to social influ
公司管理相關(guān)推薦
鄂ICP備17016276號(hào)-1