Organizational Behavior: Emerging Realities for the Workplace Revolution |
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Page 142
... performance ( E → P ) expectancy The individual's perceived probability that his or her effort will result in a particular level of performance . performance - to- outcome ( PO ) expectancy The perceived probability that a specific ...
... performance ( E → P ) expectancy The individual's perceived probability that his or her effort will result in a particular level of performance . performance - to- outcome ( PO ) expectancy The perceived probability that a specific ...
Page 144
... performance accurately . • Clearly explain the outcomes that will result from successful performance . • Describe how the employee's rewards were based on past performance . • Provide examples of other employees whose good performance ...
... performance accurately . • Clearly explain the outcomes that will result from successful performance . • Describe how the employee's rewards were based on past performance . • Provide examples of other employees whose good performance ...
Page 173
... performance standards . This situation occurs partly because it is difficult to measure the many elements of job performance and organizational citizenship . Moreover , research suggests that performance - pay decisions are biased by ...
... performance standards . This situation occurs partly because it is difficult to measure the many elements of job performance and organizational citizenship . Moreover , research suggests that performance - pay decisions are biased by ...
Contents
PART | 1 |
Emerging Trends in Organizational Behavior | 7 |
Workplace Values and Ethics | 13 |
Copyright | |
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Academy of Management action learning activities Applied appreciative inquiry Business Week career Chapter client co-workers communication company's complete conflict content theories contingent corporate creative decision described develop dynamics e-mail effective emotional intelligence emotional labor emotions employee involvement environment equity theory ethical evaluation example executives Exhibit expectations experience explains feedback feel firm ganizational global goals identify improve individual influence job satisfaction Johari Window Journal knowledge management leaders leadership learning Management Review ment mental models motivation nizational occurs orga organization organization's organizational behavior organizational culture perceptions performance ployees problems psychological contract Psychology reinforcement relationship Research rewards role says self-efficacy situation skills social social loafing sources stereotypes strategy stress stressors structure style supervisor tacit knowledge task team members tend theory tion tional tive traits values workforce workplace York zational