Organizational Behavior Outline

CHAPTER 2 Challenges for Managers What be the four challenges in globalization? 1. Globalizing the firms operation to compete the global village 2. Leading a diverse workforce 3. Encouraging positive ethics, character, and ad hominem integrity 4. Advancing and implementing technical innovation in the study What are the interpolates in the global securities industry? 1. Social changes 2. Political changes Social and governmental upheavals form led organizations to change the way they conduct business and encouraged their members to think globally. Self-Assessment Planning for a global rushSelf-assessment is the critical first shout in any life planning effort. Self assessment is especially important for those whose tendency is to live an work abroad, i. e. , where familiar personal and professional support systems whitethorn be non-existent. Readers interested in pursuing international employment should administer their answers to the following types of questions in a ssessing their readiness for international employment 1. Why am I interested in an international loving work career? 2. Am I interested in effecting change on a macro/global level? 3. Am I interested in working nowadays with clients from a variety of cultural backgrounds?Both? 4. Am I interested in the personal and professional development which results from the have it away of living abroad, whatever the employment situation? 5. Does my commitment to an international career include being based abroad, or would I prefer to be based in my home country? 6. What skills do I have to offer in an international setting? These skills force include generic wine social work abilities such as strengths in psycho-social assessment, supervision or program development specific social work skills related to exceptional issues or clients, such as pre-natal services for dolescents, AIDS prevention programming, or working with clients who are substance abusers and technical and linguistic ski lls which may be pointly useful in international settings, such as estimator skills, health professions training, and of course language competencies. 7. What are my general and specific utilization interests? These might include considerations of macro vs. micro practice administrative vs. font management positions and work evolving from its setting, such as direct service in an agency base, research and teaching in a university setting, or advocacy work in a human rights organization. . What international/intercultural experience do I have? This might include personal background, work, travel or study abroad, or work with clients of diverse education. 9. What are my issues/preferences concerning lifestyle and adjusting to bran-new settings? Would I feel comfortable with the living antecedents in a growing country or do I need a to a greater extent Westernized lifestyle? Have I tested my abilities to be flexible in adjusting to unfamiliar surroundings and cultures? 10. What is my geographic preference? Is it global in stretch? Developed or developing country? 11. Finally, what is my dream job?In planning a career, as opposed to searching for a particular position, it is crucial to have a sense of means. Even should your anticipated direction change in six months of starting your first job, your preparatory bring will serves as the impetus for more careful exploration and experimentation. A catch phrase for the nineties has become Think globally, act locally. With an international social work career, it is possible to have the best of twain worldsthat of acting on major international social issues, all at home or abroad, and wherever one chooses to work to be engage in solving social problems of worldwide dimensions.As the social circumstance of the human services becomes increasingly more internationalized, it is crucial that social workers prolong their world view the personal and professional rewards for doing so post be immense. Self-Ass essment serveivity How much do you know about knowledgeable anguish? As defined by the Philippine Anti- knowledgeable Harassment Act of 1995, intimate torture is a request for a inner upgrade, accepted or not, from an employer, employee, manager, teacher, instructor, professor, coach, trainer or other persons who have authority, influence or honorable ascendancy over another. It is committed by anyone who demands a sexual favor in exchange for work, promotion or other privileges. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an various(prenominal)s employment, or 2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or 3.Such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creatin g an intimidating, hostile, or offensive working environment. Sexual molestation includes many things 1. Actual or attempted ravish or sexual assault. 2. Unwanted pressure for sexual favors. 3. Unwanted conceive touching, leaning over, cornering, or pinching. 4. Unwanted sexual looks or gestures. 5. Unwanted letters, speech sound calls, or materials of a sexual nature. 6. Unwanted pressure for dates. 7. Unwanted sexual teasing, jokes, remarks, or questions. . Referring to an adult as a girl, hunk, doll, babe, or honey. 9. Whistling at someone. 10. Cat calls. 11. Sexual comments. 12. Turning work discussions to sexual topics. 13. Sexual innuendos or stories. 14. Asking about sexual fantasies, preferences, or history. 15. personalized questions about social or sexual life. 16. Sexual comments about a persons clothing, anatomy, or looks. 17. kissing sounds, howling, and smacking lips. 18. Telling lies or spreading rumors about a persons personal sex life. 19. Neck massage. 20. To uching an employees clothing, hair, or body. 21.Giving personal gifts. 22. pause around a person. 23. Hugging, kissing, patting, or stroking. 24. Touching or rubbing oneself sexually around another person. 25. Standing close or brushing up against a person. 26. Looking a person up and down (elevator eyes). 27. complete(a) at someone. 28. Sexually suggestive signals. 29. Facial expressions, winking, throwing kisses, or licking lips. 30. suck in sexual gestures with hands or through body movements. Sexual anguish can be a tricky thing to prove. While its a recognized threat in the workplace, very few are willing to come out and complain.Find out what you can do about sexual harassment in case it happens in your authorisation The Sexual Harassment Act not only covers those who are directly involved save also those who cooperate in the commission of the violation. Sexual harassment can take several forms. If youre the object of attention, you could be at the receiving end of mali cious stares, jokes, comments, notes, letters, graffiti or physical contact. What to do in case of sexual harassment? Sexual harassment can be difficult to prove, especially if it becomes a he give tongue to/she said event. To make sure you protect yourself, do the following Say No or Stop it firmly and loud enough for someone to hear. If on that point are potential witnesses, reject the advances through a firm but polite refusal. Unless youve been harassed many terms before, dont make the first offense a sideshow. * stockpile your objection to the persons behavior clearly and firmly but avoid making likewise much fuss about it. Saying Stop it in a loud, shrilly voice or screaming at the top of your lungs might be viewed as proof that youre a hysterical person. In case of an investigation, you might come off as un reliable or worse, prone to exaggeration.Remember that you might be dealing with a sneak(a) person who can dismiss your complaint as an exaggerated reaction. * Expr ess your disapproval and be clear about it. If the person asks you why, tell them it makes you uneasy and you dont think its appropriate behavior. Dont make a face and dont apologize, either. Youll come off as weak and unconvincing. * papers the event/s. Write down the date, time, place and witnesses to the incident in detail. intention a journal or a notebook and keep it in a safe place. In case you have to file for a complaint later, this will come in handy as evidence.If the harassment escalates, you can also show the journal or notebook to your supervisor. * intercommunicate someone about what happened. Tell your closest confidant or sustainer at the affair. If the incident involved touching, military group, psychological or physical threats, do the same and then go to your manager or supervisor. In his absence, talking to to the HR person immediately. Dont turn the incident into office gossip, however. If you must inform anyone, make sure they are either a person of a uthority or someone who could become a reliable witness for you. * File a complaint.Chances are your company has policies regarding sexual harassment in the workplace. Check your company manual or go to HR to make sure you make the right steps. They should be able to help you resolve this problem. CHAPTER 3 Personality, Perception, and Attribution Research diversity statistics in the Philippines for the workplace THE LAY DOWN OR LAY OFF POLICY IN THE WORKPLACE Many women workers are subjected to sexual harassment or sexual violence in the workplace (Bureau of Women and Young Workers,Sexual Harassment at the Workplace, 1991. ).There is a phrase in the Philippines that sums up the sexual violence experienced by women in the workplace. We call it the Lay Down or Lay Off Policy. Prior to the enactment of the Anti-Sexual Harassment Act of 1995 (RA 7877), women resorted to the pertinent provisions of the Revised Penal Code to seek indemnify for sexual harassment. SIBOL comments that, Wh ile Republic Act No. 7877 is a step forward in addressing sexual harassment, it has several significant limitations. Research an MBTI actor and answer it. CHAPTER 4 Attitude, Values and Ethics What is Machiavellianism? How this relate to you personally? Machiavellianism is the political doctrine of Machiavelli, which denies the relevance of morality in political affairs and holds that machination and deceit are justified in pursuing and maintaining political power. I do not agree with this doctrine since the core of my personality is morality. manipulation Chinese, Indian and American Values Chinese Indian American 1. dominance of Heaven 2. Confucian relations 3. Harmony 4. The Chinese value the sizeableness of the family 5. bedience, moderation and self-restraint 6. They want to fulfill their own potential 7. With time and patience, the mulberry leaf becomes a silk gown 8. Learning is a jewel that will follow its owner everywhere 9. A book holds a house of gold 10. Courtes y demands reciprocity 11. Cooperation 12. Group harmony 13. coldness 14. Value is placed on respect for an individuals hauteur and personal autonomy 15. Placidity is valued, as is the ability to remain restrained and still 16. Patience 17. Generosity 18. Indifference to ownership 19.Indifference to deliverance 20. Indifference to work ethic 21. Moderation in speech 22. mensural listening 23. Careful observation 24. Permissive child rearing 1. Personal control over the environment/ responsibility 2. Change is seen as inherent and positive 3. Time and its control 4. Equality/ fairness 5. Individualism/ independency 6. Self-help initiative 7. Competition 8. Future orientation 9. Action/ work orientation 10. Informality 11. Directness/ openness/ honesty 12. Practicality/ efficiency 13. Materialism/ acquisitiveness