Canadian organizational behaviour 9th edition pdf


Canadian organizational behaviour by Steven Lattimore McShane eBook. English. 10th ed. Brantford, Ont.: W. Ross MacDonald School Resource. Steven Lattimore McShane; Sandra Steen; Kevin Tasa. Steven L. McShane, University of Western Australia, Sandra L. Steen, University of Regina, Kevin Tasa, York University. Add tags for "Canadian organizational behaviour". Canadian Organizational Behaviour Canadian 9th Edition Mcshane 9th edition download canadian organizational behaviour 9th edition pdf.

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Canadian Organizational Behaviour 9th Edition Pdf

Canadian Organizational Behaviour 9th Edition Steven L. McShane, Sandra L. Steen, Kevin Tasa Canadian Organizational Behaviour Textbook 9th edition. Canadian Organizational Behaviour Canadian 9th Edition Mcshane Test Bank Full -organizational-behaviour-canadian-9thedition-mcshane-solutions- manual/ 9th edition pdf free download canadian organizational behaviour 9th edition. Find all the study resources for Canadian Organizational Behavior by Steven L. Mcshane. Date Rating. Year. MHR Canadian 9th Edition. 4Pages:

Write 'T' if the statement is true and 'F' if the statement is false. Motivation is an external force on the person that causes him or her to engage in specific behaviours. Competencies refer to the complete set of motivations, abilities, role perceptions, and situational factors that contribute to job performance. According to the MARS model, ability is the most important force influencing individual behaviour and results. Competencies refer to the extent to which people understand the job duties assigned to or expected of them. Learned capabilities are skills and knowledge that you possess. Therefore, they do not diminish over time when not in use. Aptitudes are natural talents that help individuals learn specific tasks more quickly and perform them better than other people. Myers-Briggs Type Indicator is a personality test that measures the ''Big Five'' personality dimensions. In the Myers-Briggs Type Indicator, ''judging'' types have a strong desire for order and want to resolve problems quickly. It is sometimes difficult to apply the individual rights principle of ethical decision making because one individual's rights may conflict with another. In terms of cross-cultural values, Canadians tend to have relatively high individualism with an achievement orientation and low power distance. Choose the one alternative that best completes the statement or answers the question. A motivation. B moral intensity.

Moral sensitivity refers to a characteristic of the decision maker, not the situation. Faced with the same issue, two decision makers may be more or less moral sensitive. This means that people differ in their ability to recognize the presence and determine the relative importance of an ethical issue.

Moral intensity and moral sensitivity are different, but they go hand-in-hand. Thus, both concepts are important factors in the extent to which we apply ethical principles to issues.

The organization that you have been working in for five years is now suffering from a global recession and it changes the compensation structure. Discuss the role of moral intensity, moral sensitivity and situational influences in this context. Moral intensity is the degree to which an issue demands application of ethical principles.

In this situation, the organization is facing financial instability and needs your support, nevertheless, this is just one of the factors which contributes to the moral intensity of the issue.

Moral sensitivity is a personal characteristic that enables people to recognize the presence of an ethical issue and determine its relative importance. Even after having worked for five years in the organization, it depends on you as a person, and also on the information that you have about the situation, higher moral sensitivity leads to higher empathy. Situational factors could be a pressure from top management, peer pressure, social pressure and family responsibilities, and your comfort zone within the organization.

Based on these situational factors, you may choose to stay with the organization, accept the new compensation or look for work elsewhere. People in a particular South American country have high power distance and high collectivism. What does this mean, and what are the implications of this information when you a senior executive visit employees working for your company in that country?

In high power distance cultures, people tend to accept the power differential which exists in their society. This extends to the workplace as well. I would expect the employees to address me by my surname. I would not interpret this as being aloof or unfriendly. The social interchange between the employees and I would be formal. High collectivism would encourage me to celebrate the achievements of everyone as a group.

Any discussion would emphasize and focus on improving or maintaining group harmony and teamwork. Instructions Small Class The instructor will form teams of 4 or 5 students.

Teams should be prepared to justify their evaluation using ethics principles and perceived moral intensity of each incident. The instructor will use a show of hands to determine the extent to which students believe case represents an ethical dilemma high or low moral intensity , and the extent to which the main people or company in each incident acted ethically. Comments for Instructors There is, of course, no right answer to this exercise, but the process and application of ethics principles is important in the discussion.

Students tend to get into debates about the merits and problems with each activity, but they also should dig deeper into the three ethics principles, and the moral intensity of each issue. Here are each of the vignettes along with background and comments: Case One A large European bank requires all employees to open a bank account with that bank.

The bank deposits employee paycheques to those accounts. The bank explains that this is a formal policy which all employees agree to at the time of hire. Until recently, the bank has reluctantly agreed to deposit paycheques to accounts at other banks for a small percentage of employees. Now, bank executives want to reinforce the policy. They announced that employees have three months to open an account with the bank or face disciplinary action.

Comments to instructors: This incident is fairly well-balanced with two sides to the story, and students should figure out the conflicting moral principles involved. On the one side, employees should have the freedom to make personal decisions outside work without being influenced unduly by the employer.

As union officials mentioned in response to this incident, grocery store employees are free to download groceries at competitor stores, so why should RBS employees be required to bank with their own bank.

Furthermore, there may be a legal issue of whether the bank can refuse to pay employees where they have a standard bank account even if at another bank. One might argue that failure to open an account at RBS should limit career opportunities because one would expect managers to demonstrate even more loyalty to the company. Perhaps most students would argue against disciplinary action, but a few might notice that employees agreed to this practice when they joined the organization.

As such, failure to open a bank account may be a breach of the employment relationship Case Two A year-old hired as an office administrator at a small import services company started posting her thoughts about the job on her Facebook site. After her first day, she wrote: So dull!! Her Facebook site did not mention the name of the company where she worked.

This case occurred at a small industrial services business in the United Kingdom see: However, there are several similar cases involving Facebook, blogs, and other social media, where employees write negative comments about their employer. To some people, the case of the teenage Facebook complainer is a clear case of an employee who should be dismissed because she lacks sufficient commitment to and appreciation of the job.

The company owner later explained to media: Her display of disrespect and dissatisfaction undermined the relationship and made it untenable. To add interest to this class activity, look for the YouTube video in which the fired employee is interviewed.

A news segment on this incident might still be available on YouTube. Case Three Computer printer manufacturers usually sell printers at a low margin over cost and generate much more income from subsequent sales of the high-margin ink cartridges required for each printer. One global printer manufacturer now designs its printers so that they work only with ink cartridges sold in the same region.

Ink cartridges downloadd in Canada will not work with the same printer model sold in Europe, for example. Rather, it prevents consumers and grey marketers from downloading the product at a lower price in another region. The company says this policy allows it to maintain stable prices within a region rather than continually changing prices due to currency fluctuations.

This case refers to actions by Hewlett Packard HP. Students might see both sides of the issue here. Although the sense of freedom to download globally may dominate the discussion, some students might agree with the concern that companies are buffeted by currency fluctuations to such an extent that they cannot adapt quickly enough to price changes and shifting supplies with those currency fluctuations.

For instance, a large downloader of HP printer ink in Europe might ship much of that ink to Canada if the Euro rises appreciatively against the U. Case Four Judy Price is a popular talk show radio personality and opinionated commentator on the morning phone-in show of a Toronto radio station.

Price is married to John Tremble, a lawyer who was recently elected for the first time to the parliament of Ontario. He also became Minister of the Environment and Conservation in the newly formed government that defeated the previous government. Price remains on air as a commentator and talk show host while her husband holds such a public position in the province. For example, the radio station manager believes that Ms.

Price from a talk show host and commentator to the hourly news reporting position, where most script is edited by others. Although technically a lower position, Ms. This case is based on a discrimination case in Canada. The law in this case tends to side with the employee: Rather, they must rely on information specific to that person. At the same time, the other point of view is that the station did rely on information specific to this person; marital status was simply one piece of information in their determination of risk.

Case Five For the past few years, the design department of a small employee company has been using a particular software program, but the three employees who use the software have been complaining for more than a year that the software is out of date and is slowing down their performance. The department agreed to switch to a competing software program, costing several thousand dollars. The company has put in advance orders for the next version.

"organizational behaviour 9th edition" in Classifieds in Ontario

Meanwhile, one employee was able to get a copy of the current version of the software from a friend in the industry. The company has allowed the three employees to use this current version of the software even though they did not pay for it. This case is adapted from a real situation in another industry. It is undoubtedly common enough, and there are several variations of software piracy. The case refers to a practice that software companies would easily conclude is software piracy and therefore obviously unethical.

Moral intensity figures strongly here. The company is small and only intends to download a few copies. The period of illegal use is also only six months. Instructions Large Class Below are several questions relating to the Big Five personality dimensions and various preferences or outcomes.

Answer each of these questions relying on your personal experience or best guess. Later, the instructor will show you the answers based on scholarly results. You will not be graded on this exercise, but it may help you to better understand the effect of personality on human behaviour and preferences. Instructions Small Class 1. The instructor will organize students into teams.

Members of each team work together to answer each of the questions below relating to the Big Five personality dimensions and various preferences or outcomes.

The instructor will reveal the answers based on scholarly results. The instructor might create a competition to see which team has the most answers correct. Exercise Answers 1. You have been asked to select job applicants for a nine-month over-winter assignment working in an Antarctic research station with a dozen other people. Assuming that all candidates have equal skills, experience, and health, identify the level of each personality dimension that would be best for people working in these remote, confined, and isolated conditions.

Conscientiousness -- average but possibly below average relating to: Musson, D. Personality testing in antarctic expeditioners; cross cultural comparisons and evidence for generalizability, 53rd International Astronautical Congress, The World Space Congress. International Astronautical Federation; Sarris, A. Environment and Behaviour, 38 3 , ; Palinkas, L. You already recently rated this item. Your rating has been recorded. Write a review Rate this item: Preview this item Preview this item.

Canadian organizational behaviour Author: Brantford, Ont.

University of Alberta

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