-In these chapter the facilitators starts the discussion in giving a simple game about to their topic. Then at the end of the game one of the facilitator ask if all of us are understand what chapter 13 is all about. The facilitator discusses what the main topic of the chapter is.
ABILITIES VERSUS MOTIVATION
ABILITIES represent the individual’s capability of handling the job at a certain time.
-It also represents certain minimum conditions necessary for completion of the work.
MOTIVATION is the individual’s desire to show the behavior and might be thought of as the will do factors influencing the display of work- related behaviors.
MOTIVATION OF WORK MOTIVATION
-Defined as conditions which influence the arousal, direction, and maintenance of behaviors relevant in work settings.
Three major components of motivation
Energizing – this is the force or drive present in the organism which leads to some behavior.
Directing – guides the behavior in a particular direction.
Maintaining or sustaining – behavior once it has occurred.
THEORIES OF WORK MOTIVATION
Need theories – it is all about of your motive, some internal part of individual and labeled a need of item emphasized of your existence.
Balance theories –
Two-factor theory –
Expectancy theory - is a cognitive theory based upon on your rational – economic view of people.
-Quality – usually is more difficult to measure or judge. Very frequently quality is related to some type of human error.
Human Error – persuasive fact of life.
Variables that contribute to error:.
Situational variables – large extent specific to the specific situation.
Individual variables – might be associated with high error rates in each of various types of jobs.
JOB ATTENDANCE CRITERIA
·3 kinds of criteria
-Job tenure
-Absenteeism (Purcell propose to change it into attendance )
-Tardiness
ACCIDENT AND INJURY CRITERIA
-Concerned with matters of safety
PHYSIOLOGICAL CRITERIA
- Used in studying the effects of environmental variables, physical work, periods, methods of work and so forth.
STATUS CRITERIA
-Based on relevant recorded information about individuals.
SUBJECTIVE CRITERIA
-Based on subjective judgments of raters (ex. Measures of attitudes)
SELECTION OF CRITERIA
·RELEVANCE CRITERIA – refers to the extent to which criterion measures of different individuals are meaningful in terms of the objectives for which such measures are derived.
-The more closely any actual criterion approximates theoretical ultimate standard, the more relevant it is.
·FREEDOM FROM CRITERION – the behavior of individual is a function of both individual and situational variables..
-Any influence of differences in situational variables can contaminate criterion measures of individuals.
-Possible contamination might include the extent of training or experience different individuals have had.
·RELIABILITY OF THE CRITERION – can be viewed as applying to the measurement of virtually any type of variable, such as criteria, tests, and ratings. Unfortunately there is no simple, pat definition of such reliability , but in a very general sense we can think of it as the stability or consistency of measures of whatever variables we are using.
PROBLEMS IN OBTAINING CRITERION DATA
-They don’t know who can hold their personal data
-Only the authorized personnel can hold the confidential data of one personnel.
POSSIBLE TREATMENT OF MULTIDIMENSIONAL JOB CRITERIA
-It is used when your data is highly intercorrelated.
- ARGUMENTS FOR MULTIPLE CRITERIA (used independently, combine the criteria if it is possible to each other).
-ARGUMENTS FOR COMPOSITE OR OVERALL CRITERIA (it is not always the bases to do your own task or the criteria’s. you have your own criteria to do your responsibility.)
-In this chapter the facilitator perform a little act about to their topic.
JOB DETERMINANTS
-We might ask our selves 2 questions
1.How do jobs come into being?
2.What factors cause jobs to be what they are (in terms of content or other characteristics?)
·Two types of factors that determine the nature of individual jobs
First, fixed as far as the incumbent is concerned, these being “givens”
Second, both experience and experimental evidence indicate that, in some positions , the incumbent can have some influence, moderate or major, on the activities that make up the position and on how the activities are performed.
Determinants-work activities of jobs
USES OF JOB INFORMATION
-Good decisions
-Can define more generally as the study of human work.
JOB ANALYSIS (4 different angles)
-The types
-The form
-The method of analysis
-The agent
TYPES OF JOB ANALYSIS INFORMSTION
-More on job oriented work activities
FORM OF JOB ANALYSIS INFORMATION
·Qualitative information – typically descriptive
·Quantitative information – typically characterized
METHODS OF COLLECTING JOB INFORMATION
-Observe, interview, technical conferences, review some records and works
Task Inventories (job inventories) – typically consist of lists of the tasks pertinent to some occupational area.
Job dimensions – combinations or groups, or clusters bundles of interrelated job elements.
Predictions - To foretell ; The making of statement or forming of an opinion about what will happen in the future
2 Types of Variables
·Criterion (Dependent or measured variable ) –
-It can be predicted (such as job performance, job satisfaction, absenteeism, or heart rate)
-Control of predictor
·Predictor (Independent or controlled variable) –
-Predicting the criterion (such as test scores, measures of physical characteristics, or measures of other personal characteristics)
-Effects
TYPES OF MEASUREMENT OF VARIABLES
Measurement – is basic to any statistical treatment or research data
4 basic types of measurements
Nominal scale – general type of variable in question ( as places of residence and job satisfaction) or maybe in by level
Ordinal scale – used to characterize the rank order on some variable of individual cases (how much difference there is between adjacent ranks).
Interval scale – individual cases have number associated with them, and these number are significant in the any given numerical difference, in any there a long the scale theoretically.
-Represents an equal difference in the underlying variables.
Ratio scale – cases have numerical value that as with the interval scales in the variable being (ex. Height and weight)
BASIC RESEARCH STRATEGIES
·Most important fact to remember:
-Research is conducted in order to answer some question
-Research is that no matter what method is used there is always some possible alternative explanation for the results contain.
·Research strategy selected can be developed on the basis of the answers to three basics questios:
1.What variables need to be studied?
2.How should these variables be treated?
3.In what setting should the research be under taken?
SELECTION OF VARIABLES
-The choice of the variable would be affected by practical as well as by theoretical concerns.
TREATMENT OF VARIABLES IN RESEARCH
I.Do not measure
a)Ignore ( Treatment 1)
b)Randomization (Treatment 2)
II.Measure under the ff: conditions
a)With no manipulation (Treatment 3)
b)Manipulated by:
1.Holding constant (Treatment 4)
2.Matching (Treatment 5)
3.Creating specific level of categories (Treatment 6)
RESEARCH SETTINGS
·Laboratory studies – very contrived and artificial settings created by the researcher.
·Field studies – done in natural settings.
EXPERIMENTAL AND CORRELATIONAL STRATEGIES
·Experimental – involves in some form of manipulation of the predictor.
-Used commonly in laboratory strategies
·Correlational – data are obtained on the predictor and criterion variables for each case in the sample ( each case usually being an individual) without any experimental manipulation or control.
STATISTICAL ANALYSIS IN RESEARCH
-The reader should have at least passing acquaintance with certain basic concepts and methods.
CORRELATION
-Is a statistical index of the degree of linear relationship between two variables
Behavior – is all about to your action where you represent your own self to other just to do your work or job.
FACTORS ASSOCIATED WITH DIFFERENCES IN BEHAVIOR
It has TWO DIMENSIONS:
Quantitative – This dimension related mostly in measuring your job performance.
Qualitative – it is essentially evaluative in your behavior viewed as being along scale of goodness – badness or desirable – undesirable.
·Mostly if we talk human behavior, we need to be specific and more responsible on doing things. And if we hear variables it is not only in computations needed. The important is we know how to calculate our own behavior in our own way. In a one job, the attitude and the behavior of yours are one of the very important that you need to control.
·The situational factors that which may influence job – related behavior
TWO CLASSES:
1.Job and working condition variables – your performance
2.Organizational and social variables – how you communicate to others
