Emoii i comportament n organizaii Raluca Tomsa semestrul II 2014/2015

Spring 1516

08 Fall

Emoii i comportament n organizaii Evaluare .................................................................................................................................................. 3 Articole pentru prezentrile de la seminar ........................................................................ 5 2. Emoii i comportament la locul de munc: importana diversitii culturale i demografice ................................................................................................................................. 5 3. Rolul diferenelor interindividuale n predicia comportamentului organizaional: triada personalitate-emoii-atitudini ................................................... 5 4. Coaching-ul: dezvoltare psiho-comportamental i profesional n organizaii ......................................................................................................................................... 5 5. Mentoratul: optimizarea comportamentului i performanei la locul de munc ................................................................................................................................................. 6 6. Managementul stresului: intervenii orientate spre emoii i comportament ............................................................................................................................................................... 6 7. Abiliti de comunicare: tehnici de gestionare a emoiilor i a comportamentului ........................................................................................................................ 6 8. Conflict i negociere: strategii organizaionale i psihocomportamentale ..... 7 9. Gestionarea echipelor: emoii, cogniii i comportament de grup ...................... 7 10. Comportamentele contraproductive orientate spre individ: Cazul hruirii la locul de munc ........................................................................................................................... 7 11. Managementul timpului: intervenii n vederea optimizrii performanei la locul de munc ................................................................................................................................ 8 12. Gestionarea emoiilor i starea de bine ........................................................................ 8 13. Echilibrul via personal - via profesional: un pilon al sntii i eficienei individuale i organizaionale .............................................................................. 8

Evaluare o analiz critic (ppt) pe baza unui articol de specialitate -2 p

Not: prezentarea i rezumatul vor fi trimise pe email -

raluca.tomsa@fpse.unibuc.ro cu 24 de ore naintea susinerii (vezi planificare)

I. n ceea ce privete suportul powerpoint (0,20x5 = 1p ) 1. Se va puncta prezena urmtoarelor detalii:

Autor, tema, sursa biblliografic (cu consemnarea datelor de date de identificare, conform APA): - primul slide Rezumat de maximum 300 de cuvinte n care sunt specificate: obiectivul lucrrii, contribuia la cunoaterea problemei abordate document word

2. Identificarea i precizarea ideii principale a articolului; 3. Listarea ideilor i argumentelor utilizate de autorul articolului; 4. Aprecieri asupra organizrii i calitii surselor bibliografice utilizate; 5. Aprecierea personal asupra congruenei dintre informaiile prezentate i concluziile autorului. II. n ceea ce privete susinerea prezentrii (0.25x4 =1p) vom puncta : Calitatea formatului; Logica prezentrii secvenelor; Claritatea, coerena, comprehensibilitatea discursului; Calitatea rspunsului/explicaiilor la ntrebrile auditoriului.

o activitile de la seminar - 2 p

minim 4 participri = feedback prezentri sau fie activiti atunci cnd este cazul (0.5x 4 = 2p) poate fi compensat printr-o analiz critic suplimentar (vezi mai sus)

o o aplicaie practic sub forma conceperii i prezentrii unui plan de training/ intervenie organizaional(tema este aleas la seminar) 5 p Not: Documentaia aferent i prezentarea vor fi trimise pe email -

raluca.tomsa@fpse.unibuc.ro cu 24 de ore naintea susinerii (vezi planificare)

Analiza i identificarea nevoii de formare/ intervenie (Ex: De ce este necesar implementarea unui program de training de gestionare a emoiilor la locul de munc?) 0.5 p Prezentarea constructului propus (o analiz a literaturii de specialitate-minim 10 surse de specialitate-articole i cri; Ex: 1. Cum definim emoiile la locul de munc? 2. Care sunt principalele clasificri ale emoiilor la locul de munc?

3. De ce sunt importante emoiile n viaa organizaional? 4. Consecine ale emoiilor la locul de munc (relaia emoii i stare de sntate, emoii i performan, emoii i comportamente extrarol, emoii i atitudini la locul de munc, emoii i intenia de a prsi organizaia) 1.75 p Obiectivele programului de training/ intervenie 0.5p Structura i coninutul programului (tipuri de exerciii, exemple) 0.5p

Planul de training i desfurtor 0.5 p Resurse necesare 0.5 p

Buget 0.25 p

Beneficii obinute n urma desfurrii training-ului 0.5p

Un bonus de 1 punct va fi oferit celor care vor concepe i l ivra o secven de training colegilor (10 min) Portofoliul - va fi predat n persoan sau electronic pana pe 1 iunie i va conine: 1. Rezumatul analizei critice 2. Prezentarea ofertei de training si a planului de training/intervenie organizaional 3. Cei care nu vor oferi feedback la seminar pot anexa fie de activitate de la seminar sau rezumatul analizei critice 2.

Articole pentru prezentrile de la seminar 2. Emoii i comportament la locul de munc: importana diversitii culturale i demografice 1. Slater, S. F., Weigand, R. A., & Zwirlein, T. J. (2008). The business case for commitment to diversity. Business Horizons, 51, 201209.

2. Umphress, E. E., Simmons, A. L., Boswell, W. R., & Triana, M. C. (2008). Managing discrimination in selection: The influence of directives from an authority and social dominance. Journal of Applied Psychology, 93, 982993.

3. Rolul diferenelor interindividuale n predicia comportamentului organizaional: triada personalitate-emoii-atitudini 1. Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58, 859891. 2. Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007). Are we getting fooled again? Coming to terms with limitations in the use of personality tests for personnel selection. Personnel Psychology, 60, 10291049. 3. Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60, 9951027; 4. Coaching-ul: dezvoltare psiho-comportamental i profesional n organizaii 1. Kim, S., Egan, T. M., & Moon, M. J. (2014). Managerial Coaching Efficacy, Work-Related Attitudes, and Performance in Public Organizations A Comparative International Study. Review of Public Personnel

Administration,34(3), 237-262. 2. McDermott, M., Levenson, A., & Newton, S. (2007). What coaching can and cannot do for your organization. Human Resource Planning, 30(2), 30. 3. Neenan, M. (2008). From Cognitive Behaviour Therapy (CBT) to Cognitive Behaviour Coaching (CBC). Journal of Rational-Emotive & Cognitive Behavior Therapy, 26(1), 3-15.

5. Mentoratul: optimizarea comportamentului i performanei la locul de munc

1. Allen, T. D., Eby, L. T., & Lentz, E. (2006). The relationship between formal mentoring program characteristics and perceived program effectiveness.Personnel Psychology, 59(1), 125-153. 2. Freedman, S. (2009). Effective mentoring. IFLA journal, 35(2), 171-182. 3. Kahle-Piasecki, L. (2011). Making a mentoring relationship work: what is required for organizational success. Journal of Applied Business and Economics, 12(1), 46-56.

6. Managementul stresului: intervenii orientate spre emoii i comportament

1. Keller, A., Litzelman, K., Wisk, L. E., Maddox, T., Cheng, E. R., Creswell, P. D., & Witt, W. P. (2012). Does the perception that stress affects health matter? The association with health and mortality. Health Psychology, 31(5), 677. 2. Rafferty, A. E., & Griffin, M. A. (2006). Perceptions of organizational change: a stress and coping perspective. Journal of Applied Psychology, 91(5), 1154. 3. Richardson, K. M., & Rothstein, H. R. (2008). Effects of occupational stress management intervention programs: a meta-analysis. Journal of occupational health psychology, 13(1), 69.

7. Abiliti de comunicare: tehnici de gestionare a emoiilor i a comportamentului

1. Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., Polasik, S. S., Ghosh, P., & Wu, C. (2013). Investigating verbal workplace communication behaviors. Journal of Business Communication, 50(2), 152-169.

8. Conflict i negociere: strategii organizaionale i psihocomportamentale

1. Bear, J. B., Weingart, L. R., & Todorova, G. (2014). Gender and the Emotional Experience of Relationship Conflict: The Differential Effectiveness of Avoidant Conflict Management. Negotiation and Conflict Management Research, 7(4), 213-231. 2. Doucet, O., Poitras, J., & Chnevert, D. (2009). The impacts of leadership on workplace conflicts. International Journal of Conflict Management, 20(4), 340-354.

9. Gestionarea echipelor: emoii, cogniii i comportament de grup

1. Campbell, C. (2014). Interprofessional Communication and Teambuilding Using Applied Improvisational Exercises. Creative nursing, 20(2), 116-121. 2. Klein, C., DiazGranados, D., Salas, E., Le, H., Burke, C. S., Lyons, R., & Goodwin, G. F. (2009). Does team building work?. Small Group Research, 40(2), 181-222. 3. Zimmermann, A. (2011). Interpersonal relationships in transnational, virtual teams: Towards a configurational perspective. International Journal of Management Reviews, 13(1), 59-78.

10. Comportamentele contraproductive orientate spre individ: Cazul hruirii la locul de munc

1. Crawshaw, L. (2009). Workplace bullying? Mobbing? Harassment? Distraction by a thousand definitions. Consulting Psychology Journal: Practice and Research, 61(3), 263. 2. Lutgen-Sandvik, P., Namie, G., & Namie, R. (2009). Workplace Bullying. Destructive Organizational Communication: Processes, Consequences, and Constructive Ways of Organizing, 10, 27. 3. Pars, M. (2010). The conflict in mobbing. Triggers and resolution. Journal of Conflictology, 1, p.54-61.

11. Managementul timpului: intervenii n vederea optimizrii performanei la locul de munc

1. Hfner, A., Oberst, V., & Stock, A. (2014). Avoiding procrastination through time management: an experimental intervention study. Educational Studies, 40(3), 352-360. 2. Claessens, B. J., Van Eerde, W., Rutte, C. G., & Roe, R. A. (2010). Things to do today...: A daily diary study on task completion at work. Applied Psychology, 59(2), 273-295. 3. Mishra, S. (2014). TIME MANAGEMENT: A critical analysis. Social Science International, 30(1), 153-164.

12. Gestionarea emoiilor i starea de bine

1. de Bloom, J., Geurts, S. A., & Kompier, M. A. (2013). Vacation (after-) effects on employee health and well-being, and the role of vacation activities, experiences and sleep. Journal of Happiness Studies, 14(2), 613-633. 2. Champe, Julia, Jane E. Atieno Okech, and Deborah J. Rubel. "Emotion Regulation: Processes, Strategies, and Applications to Group Work Training and Supervision." The Journal for Specialists in Group Work 38.4 (2013): 349-368. 3. Jazaieri, H., Jinpa, G. T., McGonigal, K., Rosenberg, E. L., Finkelstein, J., Simon-Thomas, E., ... & Goldin, P. R. (2013). Enhancing compassion: A randomized controlled trial of a compassion cultivation training program.Journal of Happiness Studies, 14(4), 1113-1126. 4. Jazaieri, H., McGonigal, K., Jinpa, T., Doty, J. R., Gross, J. J., & Goldin, P. R. (2014). A randomized controlled trial of compassion cultivation training: Effects on mindfulness, affect, and emotion regulation. Motivation and Emotion, 38(1), 23-35.

13. Echilibrul via personal - via profesional: un pilon al sntii i eficienei individuale i organizaionale 1. Emslie, C., & Hunt, K. (2009). Live to Workor Work to Live? A Qualitative Study of Gender and Worklife Balance among Men and Women in Mid-life. Gender, Work & Organization, 16(1), 151172. 2. Guillaume, C., & Pochic, S. (2009). What Would You Sacrifice? Access to Top Management and the Work-life Balance. Gender, Work &

Organization, 16(1), 1436.

Jang, S. J., Park, R., & Zippay, A. (2011). The interaction effects of scheduling control and work-life balance programs on job satisfaction and mental health: Scheduling control. International Journal of Social Welfare, 20(2), 135143.