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ORGANIZATIONAL BEHAVIORS T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
W W W . P R E N H A L L . C O M / R O B B I N S 2005 Prentice Hall Inc.All rights reserved.
PowerPoint Presentationby Charlie Cook
Foundations ofIndividual Behavior
Chapter 2
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SASARAN PEMBELAJARAN
1. Mendefinisikan karakteristik utama biography
seseorang
2. Mendefinisi dua jenis kemampuan (ability)
3. Bentuk perilaku terhadap orang lain
4. Menjelaskan empat jenis schedules of
reinforcement.
5. Menjelaskan tentang aturan dalam punishmentdalam proses learning.
6. Praktek self-management
LEA
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Biographical Characteristics
Karakteristik Biografi
Karakteristik personal - seperti umur, jeniskelamin, dan status pernikahan yang bersifatobjektif dan mudah diketahui dari record
seseorang
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Ability, Intellect, and Intelligence
AbilityKemampuan / kapasitas seorang individu
dalam menyelesaikan berbagai tugas
dalam sebuah jabatan (organisasi) .
Intellectual AbilityKapasitas untuk mengerjakanpekerjaan mental (non fisik).
Multiple IntelligencesIntelligensia terdiri dari empat sub bagian,yaitu : cognitive, social, emotional, dancultural.
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Kecerdasan numerik (einstein, olimpiade matematika)
Pemahaman Verbal (kemampuan memahami instruksi)
Kecepatan perseptual (seni lukis, penterjemah perintah)
Inductive reasoning
Deductive reasoning
Spatial visualization (= designer)
Kapasitas kemapuan mengingat (hafidz, perawi, dll)
Dimensions of
Intellectual Ability
E X H I B I T 21
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Physical Abilities
Kemampuan Fisik
Kapasitas untuk melakukan tugas-tugas yang menuntut stamina,ketangkasan, kekuatan, dan
karakteristik serupa
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Other Factors
1. Body coordination
2. Balance
3. Stamina
Sembilan Jenis Physical Abilities
Strength Factors
1. Dynamic strength
2. Trunk strength
3. Static strength
4. Explosive strength Flexibility Factors
1. Extent flexibility
2. Dynamic flexibility
E X H I B I T 22
Source:Adapted from
HRMagazine published
by the Society for Human
Resource Management,
Alexandria, VA.
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Ability-JobFit
The Ability-Job Fit
Employees
Abilities
Jobs Ability
Requirements
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Learning
LearningPerubahan yang relatif permanen pada pengetahuan,kemampuan atau perilaku/tingkah laku sebagai hasildari pengalaman yang diperoleh seseorang.
Proses belajar merupakan hubungan antara input dariproses penginderaan (akibat stimulus) dengan tingkahlaku atau respon (sbg impuls) sehingga individu tsbmemiliki habit tertentu (hubungan Stimulus S Respon
R.
Faktor lain dalam proses belajar adalah penguatan (Re-inforce) baik reward (+) maupun punishment (-).
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Theories of Learning
Key Concepts
Unconditioned stimulus
Unconditioned response
Conditioned stimulus
Conditioned response
Classical Conditioning (Ivan Pavlov)
Suatu pengondisian di mana seorang individu meresponbeberapa rangsangan (stimulus) yang tidak biasa dalammenghasilkan suatu respon.
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E X H I B I T 23
Source: The Far Side
by Gary Larson 1993
Far Works, Inc. All rights
reserved. Used with
permission.
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Theories of Learning (contd)
Key Concepts
Reflexive (unlearned) behavior
Conditioned (learned) behavior
Reinforcement
Operant Conditioning (BF Skinner)
Tingkah laku merupaka fungsi dari konsekuensi (law ofefffect) dimana tiap individu cenderung inginmendapatkan sesuatu yang diinginkan
(reward/konsekuensi positif) dan menghindarikonsekuensi negatif (punishment).
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Theories of Learning (contd)
Key Concepts
Attentional processes
Retention processes
Motor reproduction processes
Reinforcement processes
Social-Learning Theory (Albert Bandura)Manusia dapat melakukan proses belajar melaluipengamatan (observasi) dan pengalaman langsung
Gabungan antara teori belajar dan teori tingkah laku.
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Theories of Learning (contd)
Key Concepts
Reinforcement is required to change behavior.
Some rewards are more effective than others.
The timing of reinforcement affects learningspeed and permanence.
Shaping BehaviorPenguatan (reinforcement) secara sistematis akanmendekat individu untuk merespon sesuaikeinginannya.
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Types of Reinforcement
Positive reinforcement
Providing a reward for a desired behavior.
Negative reinforcement
Removing an unpleasant consequence when thedesired behavior occurs.
Punishment
Applying an undesirable condition to eliminate anundesirable behavior.
Extinction Withholding reinforcement of a behavior to cause its
cessation.
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Schedules of Reinforcement
Continuous Reinforcement
A desired behavior is reinforcedeach time it is demonstrated.
Intermittent Reinforcement
A desired behavior is reinforced
often enough to make thebehavior worth repeating but notevery time it is demonstrated.
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Schedules of Reinforcement (contd)
Fixed-Interval Schedule
Rewards are spaced atuniform time intervals.
Variable-Interval Schedule
Rewards are initiated after afixed or constant number of
responses.
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Schedules of Reinforcement (contd)
Fixed-ratio
E X H I B I T 24
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Intermittent Schedules of Reinforcement
E X H I B I T 25
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Intermittent Schedules of Reinforcement (contd)
E X H I B I T 25 (contd)
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Behavior Modification
Five Step Problem-Solving Model
1. Identify critical behaviors
2. Develop baseline data
3. Identify behavioral consequences
4. Develop and apply intervention
5. Evaluate performance improvement
OB ModAplikasi konsep reinforcement terhadap individutertentu pada pengaturan (sistem) kerja di organisasi.
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OB MOD Organizational Applications
Well Pay versus Sick Pay Reduces absenteeism by rewarding attendance, not
absence.
Employee Discipline
The use of punishment can be counter-productive.
Developing Training Programs
OB MOD methods improve training effectiveness.
Self-management
Reduces the need for external management control.
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