가지고 있음을 서술.
“Satisfaction cause productivity-an appealing but discredited premise”
-> 호손 공장의 실험 이후 직무 만족은 생산성과 부합되어 있다고 가정
The pendulum turns
불경기 이후 기업들은 성과(performance)에 관심을 갖기 시작함.
“The important consideration was not how many people were happy but which people.”
l 기본 개념
공식적인 담당 업무도 아니고 적절한 보상도 없지만 각 구성원들이 자신이 소속된 조직의 발전을 위해 자발적으로 수행하는 다양한 지원행동.
l 구체적인 행동특성
1) 이타적 행동(Altruism): 도움이 필요한 상황에 처한 다른 구성원들을 아무런 대가 없이 자발적으로 도와주는 것. 가령. 업
not to talk about her!
She sucks Donald Duck. Get lost!
Jew boy!
You bogus kike, youre nowhere!
- I saw a cow.
- What?
A cow.
Got some smoke?
In the box.
Last night, during the riot,
I dashed behind a building:
Wham! I ran right into a cow.
Really?
Stop smoking,
your brains fried!
Off my bed!
Ill say youre taking drugs!
Ill cut your throat, hang you up,
youll drown in your blood!
Granma!
Get off
Degree to which employees believe the organization values
their contribution and cares about their well-being.
(조직이 직원들의 공헌과 그들의 행복에 관심을 가지는 등급)
Higher when rewards are fair, employees are involved in
decision making, and supervisors are seen as supportive.
(공정한 보상을 받을 때, 직원이 결정을 내리는데 관여할 때,
Personal & Organizational Leadership Final Exam
FINAL EXAM
MULTIPLE CHOICE (1 Point each)
T F 1. A boss by definition usually has position power over subordinates. T
T F 2. A major strength of the trait approach is that it is quite useful for training. F
T F 3. The Big Five and leadership meta-analysis found that the factor most strongly associated with leadership is conscientiousness. F
T F 4