CM10321 Organizational Behavior T01(Group 2)

8/4/2019 CM10321 Organizational Behavior T01(Group 2)

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Au Sze Lam Lawrence 52635598

Koo Ka Ho Iven 52635457

Wong Man Kin Kenneth 52623065

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Question 1

Factors that make Diversity Training succeed?

Behavior change fosters attitude changes?

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According to research,

U.S. labors diversity

In 2016,

80%white. 12%black, 8%Asian and others

Reference: Raymond A. Noe(2009)

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1. Lack of communication

2. Conflicts due to difference in races and

ethnicity

3. Difficult to merge ideas from differentbackground

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Definition:

A Training for:

1. Increasing participants' cultural awareness,

knowledge and skills2. Protecting organizations against civil rights

violations

3. Increasing the inclusion of different

identity groups

4. Promoting better teamwork.

Reference: Vaughn, B.(Spring 2007)

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1. Application of DT Knowledge

2. Top Management Support

3. Availability of training

4. Length of training

5. Follow-up discussion with supervisor

Reference: Sara Rynes &Benson

Rosen(Oct,1994).

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Sources:

Transfer of learning clearly has an impact on

perceptions of diversity training

ineffectivenessReference: Wentling & Palma-Rivas,2000

Business priorities overtake any training gains

we make.

Reference: Sara Rynes &Benson

Rosen(Oct,1994).

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Views:

Apply the knowledge of DT to working

Make the employee have more opportunities

to practiceHelp to measure the effect of DT

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Sources:

Top management support was the single most

important predictor of training success--more

important than any characteristics of thetraining itself.

Reference: Sara Rynes& Benson

Rosen(Oct,1994).

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Views:

Support from Top Managers motivate

subordinate to adapt working in diverse

workplace Sufficient resources are provided for

operation of DT

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Sources:

Statistically, the most important of these was

whether or not the training was mandatory

for managers.Reference: Sara Rynes&Benson

Rosen(Oct,1994).

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Views:

Compulsory training makes every employee

have a basic knowledge of diverse workplace

Ensure the effectiveness of DT can be atmaximum range

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Sources:

Two other characteristics of the training

itself were significant predictors of overall

success: length of training and amount ofpost-training evaluation and follow-up.

Reference: Sara Rynes&Benson

Rosen(Oct,1994).

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Views:

The longer the training period , the better

the effect of training

Ensure employees would have sufficient timeto learn deeply for diverse workplace

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Views:

Provide feedbacks to the employees

Ensure the manager know what to improve

for the process of DT Employees can also know what aspects they

should be improved

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1. Addition of Monitoring programs(e.g.

Grouping diverse background of people

into one team etc.)

2. Increase the length of DT3. Mandatory DT for every employee

Without affecting the organizational

performance

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Partially agree

Interactive

Attitude

Behavior

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Difference between behaviors and attitude

causes incompatibility

Change in Behaviors induces Change in

Attitude So, DT(Behavior change) leads to

understanding and acceptance of individual

difference(Attitude change)

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Erwin WONG a CEO in a IT company

Joined a TV show called Rich mate Poor mateII

Purpose:

To experience the life of lower class

After(Behavior):

Resigned his high salary job

Help the poor children1. Buying the computer

2. Inviting the University students to teachthem about computer

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http://programme.rthk.hk/rthk/tv/player_popup.php?pid=5088&eid=150720&d=2011-08-18&player=media&type=archive&channel=tv


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Attitude:

Wong: Bringing hopes and cares to children >

Just making money

University students :Behaviors and attitudes ofare changed, too.

DT can do so!!!

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Question 2

Better Job Alternatives out in the Job Market

> Feelings of staff about their jobs and

employers(i.e. organization)? Agree?

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Feelings of staff about their jobs = Job

Satisfaction

Feelings of staff about their employers(i.e.

organization) = Organizational CommitmentCompare importance of the above two with

Job Alternatives

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Job Satisfaction OrganizationalCommitment

Job Alternatives

X X X

X

X

X X

X X

X X

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Job Satisfaction

Organizational Commitment

Job Alternatives

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1. Retirement welfare

e.g. In some company, retirement pay is

accumulated across the working years

So, working years in same companyretirement pay

Stay mainly due to Continuance Commitment

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2. Years of working

e.g. A study has mentioned the higher the age

on the job, the less likely the Correctional

Officer was likely to leaveReference: Udechukwu, Ikwukananne I.(2008)

Stay mainly due to Affective and Normative

Commitment

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1. Personal Value

e.g. A survey from Community Business

Post-80s has higher intention(60%) to turnover

than Pre-80s(30%)More likely to quit from their present jobs

Reference: Winnie Ng(Oct, 2010)

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For Post-80s,

Self-Centered and irresponsible

Quit when encounter difficult situations

Materials MindedQuit in Situation 1 due to higher salary in the

better job alternative

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2. Financial State

Worse financial state increases chance for

quitting

e.g. Economic hardship in family causesemployees to enter better job alternatives to

earn higher salary

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Job satisfaction X

Organizational commitment X

Job alternative X

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1. Financial state

Forced to stay in company due to lack of job

opportunities

E.g. Economic typhoon in Hong Kong causesdecrease in job opportunities.

Employees have no better choices beyond

staying

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Job Satisfaction X

Organizational Commitment X

Job Alternatives

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Entering Job Alternatives brings lots of

advantages

1. Higher Salary

2. Connection with more people3. Higher chance for promotion

4. Better working environment which brings

higher job satisfaction

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1. Career Inertia

Increase the working years in the same job ,

increase in career inertia

Well developed relationship with the originalemployees

Feel difficult to adapt in new working

environment

E.g. Four out of every 10 employees surveyedsaid they were seriously considering leaving

their current position.(age in 25-34)

Reference: Kelly Burke(Sep, 2011)

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2.Personality

Ingoing people do not dare to face a new

environment

Afraid of contacting with unfamiliar workingenvironment and colleagues

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Better Job Alternatives out in the Job Market >

Feelings of staff about their jobs and

employers(i.e. organization)?

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DT is essential for dealing with Diverse

Workplace

Behaviors and Attitudes are interactive

DT(Behaviors) can change employeesattitude

Job Satisfaction, Organizational Commitment

and Job Alternative are important for

employees Personal Situation contributes most for

employees making decisions on Stay or Quit

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Raymond A. Noe, John H. Hollenbeck, Barry Gerhart and Patrick M. Wright. (2009).Fundamentals of Human Resource Management, New York. The McGraw-Hill Companies

Vaughn, B.(Spring 2007) "The history of diversity training and its pioneers", StrategicDiversity & Inclusion Management, pp. 11-16, DTUI.com Publications Division: San Francisco.Wikipedia

Sara Rynes, Benson Rosen(Oct,1994). What makes diversity programs work? The CBSinteractive business network. Retrieved fromhttp://findarticles.com/p/articles/mi_m3495/is_n10_v39/ai_16369818/pg_2/?tag=mantle_skin;content)

Doris Wong. (2011). Rich mate Poor mate. RTHK. Retrieved fromhttp://programme.rthk.hk/rthk/tv/programme.php?name=tv/Richmatepoormate2_e&d=2011-08-18&p=5088&e=150720&m=episode

The Encyclopedia of Virtual Communities in Hong Kong

Udechukwu, Ikwukananne I.(2008)The relationship between job satisfaction, organizationalcommitment, intentions to quit, and perceived alternative employment in the assessment ofemployee turnover: A study of correctional ,ProQuest Dissertations and Theses; ABI/INFORMComplete

Winnie Ng. (Oct,2010). Many leave jobs for better life-style. RTHK

http://www.rthk.org.hk/rthk/news/englishnews/news.htm?englishnews&20101019&56&706223

Kelly Burke(Sep,2011) Restless generation lacks job satisfaction. The South Morning Herald.Retrieved from http://www.smh.com.au/executive-style/management/restless-generation-lacks-job-satisfaction-20110912-1k64b.html

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CM10321 Organizational Behavior T01(Group 2)