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The reasons for making an MBA
The ABC model does not break down attitudes in three mechanisms. First he tells us about affection, which shows us that it is the emotional part of an attitude is a feeling that comes out inside us and someone for any reason. Second mentions behavioral attempt, towards a person or a thing and is usually the one that leads to particular behavior is an action that is taken based on what has already come out of our affective part. Third and last in the ABC model is the cognition that is the perceptions or beliefs that a person may have is the evaluation that the other two parties are covered. When we have these three elements we see how attitudes are created in a person or in a set of people.
Attitudes are very important for the employment of an organization. The main and most influential attitudes in the behavior of an individual at work are: salary, work itself, promotion opportunities, supervision and co -workers. The salary is very important since people have some knowledge, studies, other qualities that make it different. Money influences if it charges the fair is the maximum. The work itself is based on the facilities of the organization and that you like what you are doing. OPPORTUNITY OF ASCENSE This refers to the growing mind within the organization. Supervision if supervision is arrogant and hostile the work environment is a heavy. The co -workers are a key piece for the functions team and in the end have great results. If work colleagues are incompetent, work and tees will be greater. If this is not practiced well, you can create negative emotions in the person and the organization.
An emotion is an affective phase that we feel, a reaction related to the environment or situation that happens to us at a specific moment. Employees face situations daily. Emotions affect the workplace in a more immense way than behavior. Emotions can make a more effective or harmful atmosphere depending on the same. In the professional environment, being the keyword "environment" emotions are disseminated in a non -oral way, so that harmful or real events change the work environment for better or evil. Effective events tend to have positive effects, while harmful events tend to negative effects;so that some events have opposite effects. Emotional contagion is the theory based on expressing and sharing the same emotional stage that is transmitted to others, (whether a person or group). These things lead to the work environment to be one of changes;The leader should know how to carry out the dynamics in the professional environment and enable employees so that the negative effects are minimal and the positive propagated. Thus improve personality in organizations.
According to (Ferhat & Sánchez, 2017). ‘Currently, organizations require that their hierarchical higher level personnel have a defined leadership style, which serves as an input with their collaborators and transmit the importance of achieving the objectives set. On the other hand, in such a competitive world it is relevant to analyze the influence of personality in the different leadership styles ”. This theory works to be based on the personalities of the people of an organization with this I mean that he studies the behavior of employees to create a work plan. This divides it into: introverted, outgoing, rational and emotional. Thus knowing how to treat each employee and make them work within an organization. Working behavior defines that organization.
Society imposes a lot on behavior, in the workplace all this can influence different manners and effectively affect or categorically. Not all are the same, we think about different ways;There are walls that influence this equally. Stereotypes demolish between these walls, in which a set of people is popularized. The influence is another barrier in which someone is overwhelmed because they have similar values to their own and in such a way you project yourself in them. The attribution on the other hand is more personal since it is said about imputing something to their behavior. The powers are specific to someone’s behavior or more than the perception of this to the views of another person. All of the aforementioned influences the work environment in a way that can be achieved in misunderstandings and communication faults by employees or supervises and lead to non -desired contexts. As a supervisor or leader, being suitable and trained on all these things, it must be something in the priority of an organization to achieve its internal success, so that this is reflected in the outside.
When we talk about internal and external powers we are talking about two sides of the same currency, with this I mean that the difference between one and the other is who is delegated to responsibility. Internal attribution is when something is in the control of the person as an individual, while the external is when it is beyond the control of the person. From here two usual difficulties come out: the fundamental attribution error and the self-service segno. According to Nelson and Quick, the fundamental attribution error is;“The tendency to make attributions to internal causes by focusing on another person’s behavior. But we can talk about some characteristics of social perception.
Social perception as defined as the process of interpreting information about another person. This is fractional in: characteristics of an observer that takes in deference: attitudes, familiarity, cognitive structure, self concept, mood;of the objective: verbal communication, physical appearance, nonverbal guidelines, intentions and the situation: strength of situational guidelines, context of interaction. This can influence ethical behavior.
Ethical factors are very important in an organization. Ethics in organism is a writing values, ethics is divided into two: organizational factors and individual characteristics. Make decisions ethically does not lead to three individual qualities: assess the consequences of alternative courses and competence to identify ethical aspects, self-confidence to ask for other opinions to the connection and decide the right thing based on the specific situation, and willingness to make decisions when you cannot know everything that is required to know and when an unequivocal solution for the ethical situation has not been determined. The ability to know ethical aspects and take into consideration of the results and there is no irrefutable solution to the ethical problem.
There are factors that influence ethical behavior for me. Individual characteristics are very important to identify negative and positive factors within an organization. Values, we can define it as a belief that was teaching for our parents, to be a good man in society. According to the book and a definition of more scientific and complete values is: "Durable beliefs that a specific mode of behavior or final state of existence is personal or socially preferable to a mode of behavior or final state of opposite existence or contrary". Another one that influences is Machiavellianism this thermos arises twentieth century where it was manipulated and whate. Do what is to get your goals therefore are not ethical. Another is locus of control, this is based on influence from abroad, according to some investigations this person is ethical.
And finally and it is very important because it establishes some developments that influence the organization. Ethics committees, codes of conduct, ethical communication systems standards, training programs, rewards and punishments.