CO Módulo 1: Introducción al Comportamiento Organizacional y Competencias - Parte 2
Factors Influencing Behavior and Results in Organizations
Measurement Structures
- The structure of measurements imposed by an organization significantly influences employee behavior. If employees are evaluated solely on revenue, they may focus on increasing income rather than profitability.
- A balanced measurement system that includes both revenue and profit encourages employees to manage costs effectively, guiding their actions towards organizational goals.
Retribution and Fairness
- Retribution is a fundamental factor affecting motivation; it encompasses both material and immaterial rewards. Employees assess fairness based on what they receive relative to what they contribute.
- Total compensation includes physical aspects (salary), emotional recognition, and esteem-building opportunities, not just financial benefits.
Importance of Feedback
- Feedback from supervisors is crucial for employee development but is often lacking in organizations due to time constraints faced by managers.
- Performance evaluations are typically infrequent and retrospective, failing to provide timely or constructive feedback necessary for improvement.
Organizational Culture and Climate
- Competencies, motivations, expectations, processes, resources, measurements, retributions, and feedback all shape behaviors within the broader context of organizational culture and climate.
- The speaker emphasizes that experience alone does not equate to valuable learning; reflection on experiences is essential for growth.
Theory vs. Experience
- There’s a distinction between having years of experience versus repeating the same mistakes over time. Valuable experience must involve learning from past errors.
- In academic terms, "theory" refers to proven concepts derived from practice rather than untested conjectures commonly associated with popular language.
Research Insights on Motivation
- Hartberg's research identifies events that enhance job satisfaction: promotions and professional development increase motivation while poor relationships can lead to discomfort without necessarily demotivating employees.
- Factors deemed "hygienic," such as salary or infrastructure quality do not motivate when adequate but can cause dissatisfaction if inadequate.
Cross-Cultural Findings
- A study replicated in Peru found similar motivational factors across different cultures; promotions and professional development were consistently motivating.
- Interestingly, interpersonal relationships with supervisors were initially considered hygienic but turned out to be motivational in the Peruvian context.
Introduction to Organizational Behavior
Importance of Established Theories
- Utilizing established theories, even if partially applicable, aids in progress and adaptation to current realities.
- Starting with proven concepts helps avoid repeating past mistakes; learning through trial and error can be costly over time.
- Emphasizes the value of building upon existing knowledge rather than starting from scratch, referencing Newton's idea of standing on the shoulders of giants.
Course Structure Overview
- The course will cover various topics including organizational behavior, managerial competencies, personality and values, attitudes (with a focus on job satisfaction), perception issues, learning, and motivation.
- Discussion will transition into group factors such as power dynamics within organizations—acknowledging both positive and negative aspects of power struggles.
Conflict Management and Leadership
- Topics will include conflict management strategies and teamwork dynamics leading into leadership discussions.
- Understanding behaviors is crucial for effective leadership; leaders must influence behaviors towards productive outcomes.
Organizational Themes
- The course will also address organizational culture, workplace climate, communication skills necessary for transmitting culture effectively.