Organizational Behavior notes: Chapter 2 Social System

Social balance: When the interdependent parts of the system are in a dynamic running balance, the system is called "social balance ".

Psychological Contract and Economic Contract: once an employee joins an organization, they sign an unwritten psychological contract with the Organization and an economic contract on wages and working conditions. If organizations focus only on Economic Contracts and ignore psychological contracts, employees will report low performance and negative performance due to unsatisfactory expectations. Employers also expect higher job performance and better cooperation. If the results are met, they will be promoted further.

Culture: culture is a common social behavior. Culture gives people a sense of stability and security, because it gives people a sense of what is happening around them and how they should respond.

Cultural Conflicts: a sense of confusion, insecurity, and anxiety caused by a new environment. When people make wrong responses in a new environment, they will always feel wrong and lose confidence. Different cultures are not behavioral disorder, but a combination of different behavioral patterns. They can be understood and accepted as long as they hold the attitude of daguan. However, differences do exist, and they do not take into account the adaptability of new users, so they become obstacles.

Attitude towards work: originated from religious and secular values. The former holds that work is an activity serving God and others, helping to create a perfect society and fulfill God's will. The latter originated from the production needs of the pioneers. People are proud to live only at work.

Incentive type: it refers to the attitude that affects everyone's career and life in different ways and perspectives.

• Achievement: to meet the challenges, strive for progress and growth as the driving force. People pursue performance to achieve their goals. They work to meet the challenges, complete their careers and serve others.
• Attribution type: it is driven by interpersonal relationships and friendship. His work will be better when his friendly attitude and cooperation are praised.
• Ability: Drive by excellent work results. They seek business proficiency and career development. They usually work well and can only be satisfied at work. They concentrate on their work achievements and achievements, and sometimes neglect the negligence and poor work of their collaborators, and even show impatience, thus ignoring the interpersonal relationships at work.
• Rights: Drive by influencing others and changing circumstances. They are more willing to take risks.

Role: it is a behavior pattern that society expects for a specific individual in social activities involving others. Roles reflect a person's position in the social system, corresponding rights and obligations. In order to be able to interact with others, the role must assume this function in a certain way.

Role cognition: Who determines the role to be assumed, then who will take action according to this specific role.

Role Conflict: when someone has different understandings or expectations for a role, this person is faced with a role conflict. Only by denying one role can he meet another series of expectations and requirements.

Fuzzy role: when a person does not have a clear understanding of his or her role, fuzzy roles may occur. It is difficult for people to determine how to act in this ambiguous state. Once a role is blurred, there will be a lack of job satisfaction confusion and confusion. If an employee is clear about his or her role and role at work, the employee is more likely to perform his or her duties well. For example, if an old employee wants to act as a helper for a new employee, the new employee misunderstands that this is a boss who has no right to give him instructions.

Status: refers to the social hierarchy of a person in a group. It is a sign of a certain commitment, respect, and acceptance of a person by society. The desire to improve the status, the desire to protect the status, is the basis of a sense of responsibility. People work hard to gain a position. If such efforts can promote the company's goals, it is the strong support of employees for the company.

Status relationship: in labor organizations, status provides a system for people to interact with each other at work, otherwise, people will feel at a loss and spend a lot of time learning how to work together. Under normal circumstances, it is helpful to set the Position level and help people work together.

Status MARK: the manifestation of the status system. It must be taken seriously, because employees who do not have a certain position mark may become unhappy and compromise their job satisfaction.

• Furniture: large desk
• Interior Decoration: carpet, painting
• Office location: By window
• Convenient office equipment: computers
• Equipment quality and new degree: new car
• Dress code: overalls
• Enjoy the advantages: club members and private cars.
• Title: Vice President
• Staff: Private Secretary