The Three Components of Organizational Commitment
In today’s landscape, organizational commitment has emerged as a critical factor in driving productivity, attracting top talent, and fostering employee retention.
Training and Development
Understanding Affective Events Theory
Affective Events Theory (AET) is a psychological framework that explores how emotional events impact individuals in the workplace. According to AET, emotions play a significant role in influencing employee engagement and performance.
Overview of the Hawthorne Effect
The Hawthorne Effect, named after the studies that uncovered it, refers to the phenomenon where individuals modify their behavior simply because they are being observed.
What is Knowledge Management?
Knowledge Management is the process of capturing, storing, sharing, and utilizing knowledge within an organization to improve decision-making, problem-solving, and overall performance.
What is Experimental Behavior Analysis?
Experimental behavior analysis is a scientific method that studies and changes human behavior. It’s a part of behavior analysis in organizational behavior studies.
Job Characteristics Model
The Job Characteristics Model is a framework that aims to illustrate how certain job characteristics impact job outcomes, including employee motivation, job satisfaction, and work performance.
What is Job Enlargement in Organizational Behavior?
Job enlargement is a concept in organizational behavior that seeks to enhance employee satisfaction and productivity by broadening the tasks and responsibilities associated with a particular role.
What is Job Enrichment in Organizational Behavior?
Job enrichment refers to the process of enhancing a job’s depth and variety to make it more fulfilling and challenging for employees.
Reinforcement Theory in Organizational Behavior
Reinforcement theory asserts that people are more likely to repeat behaviors that are rewarded and less likely to repeat behaviors that are punished.
Management Theory X and Theory Y
Management Theory X and Theory Y were introduced by Douglas McGregor, a renowned social psychologist, in the 1960s. These theories serve as contrasting approaches to understanding and managing employee behavior within organizations.