【正文】
logy, sociology, social psychology, anthropology, and political science.3. The three primary goals of OB are to explain why an individual or a group of individuals do something。 and to control behavior, the most controversial goal of the three. OB does offer technologies that facilitate the control of people. Whether those technologies should be used in organizations bees an ethical question.4. The major challenges and opportunities for managers to use OB concepts occur in the areas of customer service, improving quality and productivity through the use of quality management, reengineering and other techniques。 managing workforce diversity—a key challenge since organizations are being more heterogeneous in terms of gender, race, and ethnicity。 empowering people by the reshaping of the relationship between managers and those they’re supposedly responsible for managing。 coping with temporariness as the workforce bees more part time and contingency based。 and improving ethical behavior.5. The plan of the book is built on a buildingblock approach. Chapters 2 through 6 deal with the individual in the organization. Chapters 7 through 12 address group behavior. Chapters 13 through 16, discuss how an organization’s structure, work design, and technology affect behavior, the effect that an organization’s human resource management policies and practices have on people, how each organization has its own culture that acts to shape the behavior of its members, and the various organizational change and development techniques that managers can use to affect behavior for the organization’s benefit.DISCUSSION QUESTIONS1. Define organizational behavior (OB).Answer Organizational behavior is the systematic study of the actions and attitudes that people exhibit within organizations. There are three key parts. Systematic study is the use of scientific evidence gathered under controlled conditions and measured and interpreted in a reasonably rigorous manner to attribute cause and effect. Systematic study of actions (or behaviors) and attitudes occurs in three areas: productivity, absenteeism, and turnover. Systematic study within an organization—OB is specifically concerned with workrelated behavior—and that takes place in organizations. A fourth type of behavior, organizational citizenship, has been added as a determiner of organizational effectiveness.2. Identify the primary behavioral disciplines contributing to OB. Answer Organizational behavior is applied behavioral science. Psychology is the science that seeks to measure, explain, and sometimes change the behavior of humans and other animals. Sociology studies people in relation to their fellow human beings. Greatest contribution was through their study of group behavior in organizations, particularly formal and plex organizations. Social Psychology is an area within psychology, blending concepts from psychology and sociology. It focuses on the influence of people on one another. Anthropology is the study of societies to learn about human beings and their activities. This has helped us understand differences in fundamental values, attitudes, and behavior between people in different countries and within organizations. Political science, the study of the behavior of individuals and groups within a political environment, is frequently overlooked.3. Describe the three goals of OB.Answer – Explanation, which seeks to answer why an individual or a group of individuals did something. It is the least important of the three goals, from a management perspective, because it occurs after the fact. Prediction focuses on future events to determine what outes will result from a given action. Control is the most controversial goal because most of us live in democratic societies, which are built upon the concept of personal freedom. OB does offer technologies that facilitate the control of people. Whether those technologies should be used in organizations bees an ethical question.4. List the major challenges and opportunities for managers to use OB concepts.Answer Improving quality, customer service, and productivity through the use of quality management, reengineering and other techniques。 managing workforce diversity—a key challenge since organizations are being more heterogeneous in terms of gender, race, and ethnicity。 empowering people by the reshaping of the relationship between managers and those they are supposedly responsible for managing。 coping with temporariness as the workforce bees more part time and contingency based。 and improving ethical behavior.5. Explain the key elements in quality management.Answer See Exhibit 13, What Is Quality Management?6. Discuss why workforce diversity has bee an important issue in management.Answer Workforce diversity means that organizations are being more heterogeneous in terms of gender, race, and ethnicity. It enpasses anyone who varies from the norm. In addition to the more obvious groups—women, African Americans, Hispanic Americans, and Asian Americans—it also includes the physically disabled, the elderly, and so on. Traditional melting pot approach to differences in organizations assumed that people who were different would somehow automatically want to assimilate. Traditionally, diverse groups were such a small percentage of the . workforce. Currently, 46 percent of the . labor force are women. Minorities and immigrants make up 23 percent.7. Discuss two ways in which globalization affects a manager’s people skills.Answer – First, a manager will likely find himself in a foreign assignment in which he will be managing a workforce, which is likely to be very different in needs, aspirations, and attitudes from the ones “back home.” Second, even in their own countries, managers could likely find themselves working with bosses, peers, and employees who were born and raised in different cultures.8. A number of forces have contributed to blu