Principles of Organizational Behavior: The Handbook of Evidence-Based Management, 3rd Edition
- Length: 672 pages
- Edition: 3
- Language: English
- Publisher: Wiley
- Publication Date: 2023-04-10
- ISBN-10: 1119828546
- ISBN-13: 9781119828549
- Sales Rank: #1993475 (See Top 100 Books)
Explore invaluable management advice informed by the latest in organizational and industrial behaviour research
In the newly revised Third Edition of Handbook of Principles of Organizational Behavior: Indispensable Knowledge for Evidence-Based Management, world-renowned organizational behaviourists Edwin A. Locke and Craig L. Pearce deliver a comprehensive and authoritative discussion of sound management practices informed by the most recent evidence and research in organizational and industrial psychology.
In the book, the authors present:
- Complimentary and downloadable video material linked to each chapter
- Executive interviews and author interviews, new cases, assessments, inventories and exercises
- Updated chapters written by world-leading experts on the covered topics
An indispensable resource for students of human resources, organizational behaviour, industrial psychology, public administration and related subjects, Handbook of Principles of Organizational Behavior will assist students and professionals seeking the latest evidence-based management guidance.
Cover Title Page Copyright Preface Acknowledgments Introduction TEACHING MANAGEMENT NOTES REGARDING THE THIRD EDITION REFERENCES NOTE 1 Select on Intelligence CO-AUTHOR'S NOTE WHAT IS INTELLIGENCE? HIGHER INTELLIGENCE LEADS TO BETTER JOB PERFORMANCE WHY DOES HIGHER INTELLIGENCE LEAD TO BETTER JOB PERFORMANCE? WHAT IS REQUIRED TO MAKE THIS PRINCIPLE WORK? ARE THERE MODERATORS OR EXCEPTIONS TO THIS PRINCIPLE? FIVE COMMON QUESTIONS ABOUT IMPLEMENTING AN INTELLIGENCE-BASED HIRING SYSTEM CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS NOTES 2 Select On Conscientiousness and Emotional Stability SELECT ON CONSCIENTIOUSNESS AND EMOTIONAL STABILITY HOW DO CONSCIENTIOUSNESS AND EMOTIONAL STABILITY AFFECT JOB PERFORMANCE? ARE THERE EXCEPTIONS TO THE GENERAL PRINCIPLE? SUBPRINCIPLE: OTHER TRAITS PREDICT PERFORMANCE IN PARTICULAR JOBS ARE THERE LEGAL ISSUES IN IMPLEMENTING THESE PRINCIPLES? BEST PRACTICES FOR IMPLEMENTATION CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 3 Structure Interviews to Recruit and Hire the Best People DECISION-MAKING RESEARCH DECISION-MAKING IN INTERVIEWS STRUCTURED INTERVIEWS IMPROVING DECISION-MAKING BY INCREASING INTERVIEW STRUCTURE CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 4 Attain Emotional Control by Understanding What Emotions Are WHAT EMOTIONS ARE MODERATORS ACHIEVING EMOTIONAL CONTROL CASE EXAMPLES AUXILIARY ISSUES IN EMOTION IS THE CORE ROLE OF THE LEADER EMOTIONAL OR RATIONAL? REFERENCES EXERCISES DISCUSSION QUESTIONS NOTES 5 Motivate Employee Performance Through Goal Setting MAIN PRINCIPLE MEDIATORS MODERATORS USE THE HIGH PERFORMANCE CYCLE ISSUES IN IMPLEMENTATION CASE EXAMPLES GOALS SET IN THE SUBCONSCIOUS FUTURE RESEARCH REFERENCES EXERCISES DISCUSSION QUESTIONS APPENDIX: GUIDELINES FOR EFFECTIVE GOAL SETTING IN ORGANIZATIONS FOCUS TYPES OF GOALS PRIORITIZATION GOALS, DIFFICULTY, AND EFFORT STRETCH (VERY HARD OR IMPOSSIBLE) GOALS AS AN EXCEPTION GOALS AND TIME KNOWLEDGE AND SKILL FEEDBACK GAINING COMMITMENT TO GOALS WHO SETS THE GOALS? HOW TO PREVENT CHEATING GOALS AND PAY GOALS AND JOB SATISFACTION GOALS AND TEAMS GOALS AND BULLYING RECENT DISCOVERIES 6 Cultivate Self-Efficacy for Personal and Organizational Effectiveness EDITORS' NOTE CORE FUNCTIONAL PROPERTIES OF PERCEIVED SELF-EFFICACY DIVERSE ORGANIZATIONAL IMPACT OF PERCEIVED SELF-EFFICACY PRINCIPLES GOVERNING THE DEVELOPMENT OF PERSONAL AND COLLECTIVE EFFICACY CULTIVATION OF SELF-REGULATORY COMPETENCIES REFERENCES NOTE EXERCISES 7 Pay for Performance WHAT IS REQUIRED TO MAKE THE PRINCIPLE WORK? POSSIBLE EXCEPTIONS TO THE PRINCIPLE OF PAYING FOR PERFORMANCE REFERENCES EXERCISES DISCUSSION QUESTIONS 8 Promote Job Satisfaction Through Mental Challenge JOB CHARACTERISTICS MODEL HOW TO INCREASE MENTAL CHALLENGE IN JOBS CRITICISMS AND LIMITATIONS MODERATORS CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 9 Follow the Science to Make Training Work ANALYZE TRAINING NEEDS DEVELOP TRAINING CONTENT DEPLOY TRAINING EVALUATE TRAINING CASE EXAMPLES ACKNOWLEDGMENTS REFERENCES EXERCISES DISCUSSION QUESTIONS TRAINING MEDIA RESOURCES 10 Embed Performance Appraisals into Broader Performance or Management Systems COMPONENTS OF A PERFORMANCE APPRAISAL HOW TO IMPROVE INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 11 Use Participation to Share Information and Distribute Knowledge PARTICIPATION DOES NOT ALWAYS MOTIVATE, AND THE LACK OF IT DOES NOT ALWAYS DEMOTIVATE PRIMARY CAUSAL MECHANISM: PARTICIPATION DISSEMINATES INFORMATION IMPLEMENTATION: STRUCTURING PARTICIPATION CAN MAKE IT MORE EFFECTIVE CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 12 Recognizing Employees WHY RECOGNITION WORKS WHAT AND WHO SHOULD BE RECOGNIZED HOW RECOGNITION SHOULD OCCUR AT WHAT LEVEL SHOULD THE RECOGNITION HAPPEN THE ROLE OF RECOGNITION BEYOND EMPLOYEE AND ORGANIZATION OUTCOMES CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 13 Sustain Organizational Performance Through Continuous Learning, Change, and Realignment BASIC FACTS ABOUT ORGANIZATIONAL BEHAVIOR AND CHANGE FORCES FOR ORGANIZATIONAL CHANGE: DISSATISFACTION AND LEADERSHIP HOW TO LEAD CHANGE: SEVEN STEPS FOR SUCCESSFUL CHANGE ORCHESTRATING CORPORATE-WIDE STRATEGIC CHANGE CASE EXAMPLES EXCEPTIONS AND MODERATORS: HOW UNIVERSAL ARE THESE CHANGE GUIDELINES? REFERENCES EXERCISES DISCUSSION QUESTIONS NOTE 14 Empowerment's Pivotal Role in Enhancing Effective Self‐ and Shared Leadership THE EMPOWERMENT PROCESS BOUNDARY CONDITIONS/MODERATORS CASE EXAMPLES REFERENCES EXERCISES DESCRIPTION DIAGNOSIS WITH A PARTNER DISCUSSION QUESTIONS 15 Effective Use of Power and Influence Tactics in Organizations INTRODUCTION SOURCES OF INDIVIDUAL POWER POWER AND LEADERSHIP EFFECTIVENESS OUTCOMES OF SPECIFIC INFLUENCE ATTEMPTS PROACTIVE INFLUENCE TACTICS EFFECTIVENESS OF SINGLE AND COMBINED TACTICS CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 16 Engage in Visionary Leadership BACKGROUND IN THE LITERATURE WHAT VISIONARY LEADERSHIP IS ALL ABOUT WHAT DRIVES VISIONARY LEADERSHIP BEHAVIOR? CASE EXAMPLES REFERENCES APPENDIX A APPENDIX B DISCUSSION QUESTIONS NOTES 17 Foster Trust Through Ability, Benevolence, and Integrity EDITORS' NOTE THE BENEFITS OF TRUST IMPLEMENTING THE PRINCIPLE EXCEPTIONS TO THE PRINCIPLE CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 18 Teamwork in Organizations CASE EXAMPLES ACKNOWLEDGMENT REFERENCES EXERCISES DISCUSSION QUESTIONS 19 Compose Teams to Ensure Successful External Activity JUSTIFICATION OF THE PRINCIPLE MECHANISMS FOR MEETING EXTERNAL DEMANDS APPLICATIONS OF THE PRINCIPLE: USING FUNCTIONAL DIVERSITY, TIES, AND TEAM CONFIGURATION FOR TEAM COMPOSITION MODERATORS AND LIMITATIONS CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 20 Manage Intrateam Conflict Through Collaboration IDENTIFYING THE TYPE OF INTRATEAM CONFLICT ENGAGING AN EFFECTIVE COLLABORATION STRATEGY CULTIVATE CONDITIONS THAT PROMOTE COLLABORATION SUMMARY CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 21 Clarity, Conciseness, and Consistency Are the Keys to Effective Communication HOW COMMUNICATION HAPPENS TYPES OF COMMUNICATION CLARITY CONCISENESS CONSISTENCY ACTIVE LISTENING OVERCOMING COMMUNICATION BARRIERS CASE EXAMPLES EXERCISE DISCUSSION QUESTIONS REFERENCES 22 Stimulate Creativity by Fueling Passion CONTEXTUAL FACTORS: FEATURES OF THE WORK ENVIRONMENT DETERMINING FACTORS EXCEPTIONS TO AND EXTENSIONS OF THE BASIC PRINCIPLE IMPLEMENTATION CASE EXAMPLES REFERENCES CLASSROOM EXERCISES NOTE 23 Manage Stress at Work Through Preventive and Proactive Coping STRESS AT WORK COPING WITH STRESS AT WORK FOUR COPING PERSPECTIVES IN TERMS OF TIMING AND CERTAINTY WAYS OF COPING CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 24 Conflict Resolution Through Negotiation and Mediation THE SOURCES OF CONFLICT AND EFFECTIVENESS CRITERIA NEGOTIATION AS A MANAGERIAL TOOL FOR RECONCILING INTERESTS THE MANAGER AS MEDIATOR CASE EXAMPLE REFERENCES EXERCISE TIP SHEET FOR MEDIATION PREPARATION AND IMPLEMENTATION 25 Achieve Entrepreneurial Growth Through Swiftness and Experimentation ENTREPRENEURS AND ENTREPRENEURSHIP SWIFTNESS – PRINCIPLE 1 EXPERIMENTATION – PRINCIPLE 2 DETERMINING FACTORS MODERATING FACTORS IMPROVING YOUR ENTREPRENEURIAL SKILL SET EXCEPTIONS CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS NOTES 26 Achieve Work-Family Balance Through Individual and Organizational Strategies WORK–FAMILY BALANCE INDIVIDUAL STRATEGIES MODERATORS OF INDIVIDUAL STRATEGIES ORGANIZATIONAL STRATEGIES MODERATORS OF ORGANIZATIONAL STRATEGIES CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 27 Use Advanced Information Technology to Transform Organizations EMERGING TECHNOLOGIES FIVE WAYS IT CAN CHANGE ORGANIZATIONS POTENTIAL RISKS OF LARGE-SCALE IT APPLICATIONS CASE EXAMPLE REFERENCES EXERCISES DISCUSSION QUESTIONS 28 Make Management Practice Fit National Cultures and the Global Culture FROM LOCAL TO GLOBAL WORK CONTEXTS THE GLOBAL WORK CULTURE MATCHING MANAGEMENT PRACTICES TO CULTURAL VARIATIONS CASE EXAMPLES REFERENCES EXERCISES DISCUSSION QUESTIONS 29 Strategy and Structure for Effectiveness PRINCIPLES OF ORGANIZATION DESIGN LEVERS OF ORGANIZATION DESIGN ORGANIZATION DESIGN AND STRATEGY THE FOUR LENSES OF ORGANIZATION DESIGN AND THEIR IMPACT ON STRATEGY EVOLUTION OF ORGANIZATION DESIGN AND STRATEGY CASE EXAMPLES REFERENCES EXERCISE DISCUSSION QUESTIONS NOTE Index End User License Agreement
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