petemuan 2 perilaku individu

7/30/2019 Petemuan 2 Perilaku Individu

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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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2005 Prentice Hall Inc. All rights reserved. 22

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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OB

JEC

TIV

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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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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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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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