Human performance
Classified in Psychology and Sociology
Written at on 
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Basic emotions: Anger, fear, sadness, happiness, disgust, surprise
Structure of mood: Emotions( intense feeling at specific person/ event) ><Affect (Broad range of feelings) >< Moods (less intense/ unclear cause)
Self-regulation strategies: 1.Pause, 2.Express sadness honestly by words 3.Understand other's needs 4. Forward looking 5.Suggest constructive ways 6.Distraction 7.Let go
recognition of emotions: (personal) self-awareness, social awareness
regulation of emotions: self-management, relationship management
5 steps to Emotional intelligence (EQ):
1.Knowing yr emotions 2.Recognizing emotions in others 3. Managing yr emotions 4. Managing relationship with others 5.Motivating yrselves to achieve goals
Perception:organize & interpret our sensory impressions to give meaning to our environment [shortcuts in making judgments abt others]
Attribution theory:
Distinctiveness獨特性: high: external/ Low: internal Consensus共識: high: external/ Low: internal Consistency一致性: high: internal/ Low: external
X Attribution errors: fundamental attribution error: underestimate external, overestimate internal
X self-serving bias: put the blame for failure on external factors
Common Shortcuts used in judging others:
1. selective perception: filter the unwanted, accept things we believe
2. halo effect: draw general impression based on a single characteristic
3. contrast effects: comparison 和之前同一樣東西做比較
4. Stereotyping: judge on the basis of where they 'used to' belong
Rational Decision Making Model:
clear & unambiguous problem, manager has complete info, knows all possible alternatives & consequences, unbiased & optimal
Steps: 1.Define the problem, 2.Allocate weights to the criteria 3.Develop the alternatives 4.Evaluate the alternatives 5. Select the best alternatives
Bounded rationality (simplified models, extract essential features):
due to limited info-processing capability makes it impossible to assimilate & understand all the info.
So, ppl seek solutions that are satisfactory & sufficient, rather than optimal
Common bias on Decision Making
1. overconfidence bias (overestimation of ability/ performance)
2. Anchoring bias (fixate on initial info. And fail to adjust for subsequent info.)
3. confirmation Bias (seeking out info. That reaffirms our past choices & discounting info. That contradicts past judgments)
4. Availability Bias (base judgement in info. That is readily available)
5, Escalation of commitment (staying with a decision even when there's clear evidence that it's wrong
6. Randomness error (believed that can predict outcome of random events)
7. risk aversion (prefer a sure gain, rather than a riskier outcome)
8. Hindsight Bias (believe falsely that we could have accurately predict the outcome of an event after that outcome is already known)
2. Anchoring bias (fixate on initial info. And fail to adjust for subsequent info.)
3. confirmation Bias (seeking out info. That reaffirms our past choices & discounting info. That contradicts past judgments)
4. Availability Bias (base judgement in info. That is readily available)
5, Escalation of commitment (staying with a decision even when there's clear evidence that it's wrong
6. Randomness error (believed that can predict outcome of random events)
7. risk aversion (prefer a sure gain, rather than a riskier outcome)
8. Hindsight Bias (believe falsely that we could have accurately predict the outcome of an event after that outcome is already known)
*Ethical decisions criteria: utilitarian, rights, justice
Intrinsic motivation: personally rewarding extrinsic : reward, X punish
Maslow hierarchy theory (needs):
1, self actualisation 2. Self-esteem 3. Love & belonging 4. Safety & security 5. physiological needs
X Primary needs are not always lowest, not universal(varies from diff ppl), categories of needs not exhaustive, detailed
Reinforcement theory (consequences):
+ve reinforcement: Work fast+receive bonus /-ve rein.: Work fast - OT
+ve punishment: late to work + fine / -ve punish: Late to work - removes
Goal setting theory(goals): specific, difficult goals, with feedback lead to higher performance (specificity, difficulty, commitment achievable esp in ^ pow dis)
SMART goals: specific, measurable, action-oriented, realistic, time-bound
Expectancy theory(expected outcomes): work effort is strengthened when people believe it will lead to expected outcomes with one finds attractive
1. Effort-performance relationship (E-P) >> [performance appraisal?]
2. Performance-reward relationship (P-R) >> [organisational awards?]
3. Rewards personal goals relationship (R-P) >> [attractive to me?]
Equity theory (fairness): outcomes(pay)/input(skill) ratio, relevant others(compare with others), equity evaluation