Feras Gari 201000881
Badr Algadheb 201001965
Perception is a process by which individuals organize and interpret
their sensory impressions in order to give meaning to their environment.
People’s behavior is based on their perception of what reality is, not on
reality itself. The world as it is perceived is the world that is
behaviorally important.
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Attribution theory
How do we attach meaning to other's behavior, or our own? This is
called attribution theory. For example, is someone angry because they are
bad-tempered or because something bad happened?
Common shortcut in judging others
Selective Perception: People selectively interpret what they see on the
basis of their interests, background, experience, and attitudes.
Halo Effect: Drawing a general impression about an individual on the
basis of a single characteristic.
Contrast Effects: Evaluation of a person’s characteristics that are affected
by comparisons with other people recently encountered who rank higher
or lower on the same characteristics.
Stereotyping: Judging someone on the basis of one’s perception of the
group to which that person belongs.
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Rational decision making:
Describes how individual should behave in order to maximize some
outcome
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Steps in Rational Decision
Define the problem
Identify decision criteria
Weight the criteria
Generate alternatives
Rate each alternative on each criterion
Compute the optimal decision
Bounded Rationality
Intuition
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Individual Differences
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Personality
Gender
Mental Ability
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Organizational Constraints
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Performance evaluation
Reward system
Formal regulations
Feras Gari 201000881
Badr Algadheb 201001965
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Motivation
the processes that account for an individual's intensity, direction, and
persistence of effort toward attaining a goal.
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Early Theories
Hierarchy of needs theory
Physiological
Safety
Social
Esteem
Self-actualization
Theory X and Theory Y
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Two-factor theory
The two factor theory believes in that individual’s relationship is basic and
that attitude toward work can very well determine success or failure.
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McClelland’s theory of needs
A theory that states achievement, power, and affiliation are three important
needs that help explain motivation.
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Self-determination Theory :
a theory of human motivation and personality, concerning peoples inherent
growth tendencies and their innate psychological needs
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Goal setting:
is a motivational technique that uses specific, challenging, and acceptable
goals and provides feedback to enhance performance
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Self efficacy theory:
refer s to an individuals belief that he or she is capable of preforming task
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Reinforcement theory:
is a limited effects media model applicable with the realm of
communication.
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Equity theory:
process theory that states that motivation stems from a comparison
of the inputs that invests in a job and the outcomes one receives in
comparison with others input
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Expectancy theory:
is the belief that motivation is determined by the outcomes that
people expect to occur as a result of their actions on the job
Feras Gari 201000881
Badr Algadheb 201001965
 Skill variety:
Requirements for different tasks& activities in the job.
 Task identity:
Completion of a whole &identifiable piece of work.
 Task significance:
The job’s impact on others.
 Autonomy:
degree to which a job provides the worker freedom, independence, and
discretion in decision making.
 Feedback:
Amount of direct and clear information on performance
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Flextime:
Employees work during a common core time period each day but have
discretion in forming their total workday from a flexible set of hours
outside the core
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Job Sharing:
The practice of having two or more people split a 40-hour-a-week job
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Telecommuting:
Employees do their work at home at least two days a week on a computer
that is linked to their office
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Employee Involvement:
A participative process that uses the input of employees and is intended to
increase employee commitment to an organization's success.
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Participative management:
Is a process in which subordinates share a significant degree of decision
making power with their immediate superiors.
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Representative Participation
Is a system in which workers participation in organizational decision making
through a small group of representative employees.
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Piece rate pay plan
which is a pay plan in which workers are paid a fixed sum for each unit of
production completed.
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Merit based pay plan
is a pay plan based on performance appraisal ratings.
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Bonus
is a pay plan that rewards employees for recent performance rather than
historical performance.
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Skill based pay
is a pay plan that sets pay levels on the basis of how many skills employees
have or how many jobs they can do.
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Profit sharing plan
an organization wide program that distributed compensation based on some
established formula designed around a company's profitability.
Feras Gari 201000881
Badr Algadheb 201001965
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Group:
Two or more individuals interacting and interdependent, who have come
together to achieve particular objectives.
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Formal group:
A designated work group defined by the organization’s structure.
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Informal group:
A group that is neither formally structured now organizationally determined;
appears in response to the need for social contact.
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Command group:
A group composed of the individuals who report directly to a given manager.
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Task group:
Those working together to complete a job or task.
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Interest group:
Those working together to attain a specific objective with which each is
concerned.
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Friendship group:
Those brought together because they share one or more common
characteristics
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Forming Stage:
the first stage in group development, characterized by much uncertainty.
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Storming Stage:
the second stage in group development, characterized by intra group conflict.
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Norming Stage:
the third stage in group development, characterized by close relationships and
cohesiveness.
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Performing Stage:
the fourth stage in group development, when the group is fully functional.
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Adjourning Stage:
the final stage in group development for temporary groups, characterized by
concern with wrapping up activities rather than performance.
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Roles:
A set of expected behavior patterns attributed to someone occupying a given
position in a social unit.
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Norms:
Acceptable standards of behavior within a group that are shared by the
group’s members.
 Status:
A socially defined position or rank given to groups or group members by
others.
 Social Loafing:
The tendency for individuals to expend less effort when working collectively
than when working individually.
 Cohesiveness:
Degree to which group members are attracted to each other and are motivated
to stay in the group.