Essentials of Organizational Behavior, 8/E Stephen P Robbins

ISBN-10: 0131445715 
ISBN-13: 9780131445710

Publisher: Prentice Hall
Copyright: 2005
Format: Paper; 330 pp
Published: 06/15/2004
 
For one-semester, undergraduate and graduate level courses in Organizational Behavior.This text provides balanced coverage of key topics in Organizational Behavior including traditional as well as cutting-edge issues. At 300 pages, it's a viable alternative to the traditional 600-700 page core text. The absence of end-of-chapter pedagogy makes it flexible enough to combine with outside cases, readings, and experiential materials.

TABLE OF CONTENTS:

I. PROLOGUE. 
1. Introduction to Organizational Behavior.


II. THE INDIVIDUAL IN THE ORGANIZATION.
 2. Foundations of Individual Behavior. 
 3. Personality and Emotions. 
 4. Basic Motivation Concepts. 
 5. Motivation: From Concepts to Applications. 
 6. Individual Decision Making.


III. GROUPS IN THE ORGANIZATION. 
7. Foundations of Group Behavior.  
8. Understanding Work Teams. 
 9. Communication.
10. Leadership and Creating Trust. 
11. Power and Politics. 
12. Conflict and Negotiation.


IV. THE ORGANIZATION SYSTEM.
13. Foundations of Organization Structure. 
14. Human Resource Policies and Practices. 
15. Organizational Culture. 
16. Organizational Change and Development.
Epilogue. 
Endnotes. 
Index/Glossary.
 
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Personal Growth & Development Handouts

Following are the links to download handouts

Goal Setting Download HERE
Positive Thinking Download HERE
Time Management Download HERE
Leadership Skills Download HERE


More Handouts Coming SOON!!

Distinction Between Beliefs Attitudes And Values?

Beliefs are the assumptions we make about ourselves, about others in the world and about how we expect things to be. Beliefs are about how we think things really are. Beliefs tend to be deep set and our values stem from our beliefs

Values are about how we have learnt to think things ought to be or people ought to behave, especially in terms of qualities such as honesty, integrity and openness which when people are asked what are their values tend to be the main values.

Attitudes are the established ways of responding to people and situations that we have learned, based on the beliefs, values and assumptions we hold. How we respond to situation and our behaviour can reflect our attitude. However we can control our behaviour in away that does not reflect our beliefs and values. Which in order to embrace a diverse culture and behaviours as a successful manager we have to adapt out behaviour in a positive manner. 

"Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude"
                                                                                                             Thomas Jefferson

There is a difference between beliefs values and attitude however they are all linked. Our beliefs and values can have an impact on our attitude and behaviour. However we can use emotional intelligence to have a positive attitude and adjust our behaviour in situations.

For instance in my innovation report about the flu vaccination I am personally not convinced that the vaccination works which forms the basis of my beliefs and values. However in the work situation as I am responsible for the success of the programme I have positive attitude towards the vaccination programme to a point that I have the vaccination myself. I do not have a choice in being the lead for the vaccination programme which in a sense goes against Kotters 2nd step. However due to my positive attitude and me wanting the programme to be a success. Then whatever may happens, it would be a succuss. Thats how your positive atitude and positive thinking works and changes your life in every aspect.

Anthony-Robbins - Awaken The Giant Within

Awaken the Giant Within

Written by Anthony Robbins 
Publisher - Free Press

First published in 1992

ISBN - 0671791540

"Awaken the Giant Within" - How to Take Immediate Control of Your Mental, Emotional, Physical and Financial Destiny! was written by Anthony Robbins back in 1992. It is 544 pages of the man's motivational techniques and self help tips. Awaken the Giant Within covers a wide range of topics, from goal setting, to Neuro-linguistic programming (NLP), personal finance, and relationships. 

The book comes across as fast paced and entertaining, just like he is on his many infomercials. It covers a lot of material, with much of it requiring you to make positive changes and work on yourself. So it is probably best skimmed, before going back to chapters that relate most to your life.

Robbins uses a lot of techniques that are either influenced by or are taken from the pseudoscientific principles of Neuro-linguistic programming (NLP). But Awaken the Giant Within is more than a book derived from NLP, it is a manual for life. If one technique or chapter does not work for you, there are plenty more in the book that can. 

Anthony Robbins has copped plenty of criticisms for his infomercials, his personal life, and his high priced seminars, but Awaken the Giant Within is a self help classic. 

Awaken the Giant Within Book Quotes
"After making a true decision, even a tough one, most of us feel a tremendous amount of relief. We've finally gotten off the fence! And we all know how great it feels to have a clear, unquestionable objective." Tony Robbins

"The truth is that we can learn to condition our minds, bodies, and emotions to link pain or pleasure to whatever we choose. By changing what we link pain and pleasure to, we instantly change our behaviors." Tony Robbins

"The past doesn't equal the future. All great leaders, all people who have achieved in any area of life, know the power of continuously pursuing their vision, even if all the details of how to achieve it aren't yet available." Tony Robbins 

Awaken the Giant Within Book Contents

Foreword
Part One - Unleash Your Power
Part Two - Taking Control, The Master System
Part Three - The Seven Days to Shape Your Life
Part Four - A Lesson in Destiny

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Seven Habits Of Highly Effective People - Stephen R. Covey

Our character is a collection of our habits, and habits have a powerful role in our lives. Habits consist of knowledge, skill, and desire. Knowledge allows us to know what to do, skill gives us the ability to know how to do it, and desire is the motivation to do it.

The Seven Habits move us through the following stages:
Dependence: the paradigm under which we are born, relying upon others to take care of us. 

Independence: the paradigm under which we can make our own decisions and take care of ourselves. 

Interdependence: the paradigm under which we cooperate to achieve something that cannot be achieved independently. 

Much of the success literature today tends to value independence, encouraging people to become liberated and do their own thing. The reality is that we are interdependent, and the independent model is not optimal for use in an interdependent environment that requires leaders and team players.

To make the choice to become interdependent, one first must be independent, since dependent people have not yet developed the character for interdependence. Therefore, the first three habits focus on self-mastery, that is, achieving the private victories required to move from dependence to independence

SUMMARY OF THE SEVEN HABITS

Habit 1: Be Proactive

Change starts from within, and highly effective people make the decision to improve their lives through the things that they can influence rather than by simply reacting to external forces.


Habit 2: Begin with the End in Mind

Develop a principle-centered personal mission statement. Extend the mission statement into long-term goals based on personal principles.


Habit 3: Put First Things First

Spend time doing what fits into your personal mission, observing the proper balance between production and building production capacity. Identify the key roles that you take on in life, and make time for each of them.


Habit 4: Think Win/Win

Seek agreements and relationships that are mutually beneficial. In cases where a "win/win" deal cannot be achieved, accept the fact that agreeing to make "no deal" may be the best alternative. In developing an organizational culture, be sure to reward win/win behavior among employees and avoid inadvertantly rewarding win/lose behavior.


Habit 5: Seek First to Understand, Then to Be Understood

First seek to understand the other person, and only then try to be understood. Stephen Covey presents this habit as the most important principle of interpersonal relations. Effective listening is not simply echoing what the other person has said through the lens of one's own experience. Rather, it is putting oneself in the perspective of the other person, listening empathically for both feeling and meaning.


Habit 6: Synergize

Through trustful communication, find ways to leverage individual differences to create a whole that is greater than the sum of the parts. Through mutual trust and understanding, one often can solve conflicts and find a better solution than would have been obtained through either person's own solution.


Habit 7: Sharpen the Saw

Take time out from production to build production capacity through personal renewal of the physical, mental, social/emotional, and spiritual dimensions. Maintain a balance among these dimensions.

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