ORGANISATIONAL DEVELOPMENT INTERVENTION TECHNIQUES/ OD INTERVENTION TECH...

GROUP COHESIVENESS

HOW TO CHANGE PERCEPTION/PERCEPTION/OB

GROUP DYNAMICS PART 1

REACTIVE CHANGE VS PROACTIVE CHANGE/ORGANIZATION BAHEVIOUR

PROCESS OF BEHAVIOUR/MODELS OF BEHAVIOUR PROCESS/OB

NATURE AND SCOPE OF ORGANIZATION BEHAVIOR : OB PART 2 IN HINDI

ATTITUDE PART 1

•    ATTITUDE

•    ORGANIZATION BEHAVIOR

•    DR. SHASHI AGGARWAL

•    MEANING

1.       ATTITUDE ARE EVALUATIVE STATEMENTS. EITHER FAVOURABLE OR UNFAVOURABLE.THESE ARE FREQUENTLY USED IN DESCRIBING PEOPLE,OBJECTS AND EVENTS AND EXPLAINING PEOPLE’S BEHAVIOUR.

2.       LIKE SOMEBODY SAYS HER BOSS IS INHUMAN,

3.       GENERAL MANAGER OF XYZ LTD ORGANIZATION SHOWS CONCERN ABOUT THE EMPLOYEES. THESE STATEMENTS ARE EVALUATIVE OF EITHER FAVOURABLE OR UNFAVOURABLE OR GOOD OR BAD OF PEOPLE,OBJECT OR EVENT.

ORGANIZATION JUSTICE

• ORGANIZATIONAL JUSTICE FOR NET PAPER 2 MANAGEMENT
• BY DR SHASHI AGGARWAL

• ORGANIZATION JUSTICE

1. GREENBERG ( 1987) INTRODUCED THE CONCEPT OF ORGANIZATIONAL JUSTICE WITH REGARD TO HOW AN EMPLOYEE JUDGES THE BEHAVIOR OF THE ORGANIZATION AND THE EMPLOYEE’S RESULTING ATTITUDE AND BEHAVIOR
2. REFERS TO  EMPLOYEE’S PERCEPTION OF THEIR ORGANIZATION BEHAVIORS,DECISIONS AND ACTIONS AND HOW THESE INFLUENCE THE EMPLOYEE’S OWN ATTITUDE AND BEHAVIOR AT WORK.
3. ORGANIZATION JUSTICE REFERS TO EMPLOYEE PERCEPTION OF FAIRNESS IN THE WORKPLACE.
4. CONCERNED WITH ALL MATTERS OF WORKPLACE BEHAVIOR,FROM TREATMENT BY SUPERIORS TO PAY,ACCESS TO TRAINING AND GENDER EQUALITY.
5. ORIGINALLY DERIVED FROM EQUITY THEORY WHICH SUGGEST INDIVIDUAL MAKES JUDGMENTS ON FAIRNESS BASED ON THE AMOUNT THEY GIVE INPUTS AS COMPARED TO THE AMOUNT THEY GET BACK ( OUTPUT)

ORGANIZATIONAL GOALS ORGANIZATION BEHAVIOR

SPAN OF MANAGEMENT

• SPAN OF MANAGEMENT
  MANAGEMENT
  ORGANIZATION BEHAVIOR
  
  
• MEANING OF SPAN MANAGEMENT