Introduction to

Principles of
Management
Dalay, Rusty
De Jesus, Dee Jay Aquilino S.
Laxamana, Joshua Aaron
Olalo, Nathalie

Individual Level Performance

Draws upon those things you have to do in your job or in
role performance, and those things that add value but
which arent part of
your formal job description. These extras are called
extra-role performance or organizational citizenship
behaviors (OCBs).

Organization Citizenship Behaviour

(OCBs)
Altruism-Voluntary actions that help another person with
a work problem.
Interpersonal Helping-Focuses on helping coworkers in
their jobs when such help was needed.
Courtesy-Subsumes all those foresightful gestures that
help someone else prevent a problem.

 Peace Making-Actions that help to

prevent, resolve, or mitigate
unconstructed interpersonal conflict.
Cheerleading-The words and gestures of
encouragement and reinforcements of
coworkers.
Sportsmanship-A citizen like posture of
tolerating the inevitable in convenience
and impositions of work without whining
and grievances.

 Organizational Loyalty-Representative
behaviour include defending the
organization againts threats.
Organizational Compliance (or
Obedience)-Obedience may be
demonstrated by a respect for rules and
instructions, punctuality in attendance
and task completion, and stewardship of
organizational resources.

 Individual Initiative (or

Conscientiousness)-A pattern of going
well beyond minimally required levels of
attendance, punctually, housekeeping
conserving resources, and related
matters of internal maintenance.
Civic Virtue-Responsible in all issues
involving the organizations.

 Self Development-Includes all the steps

that workers take to voluntarily improve
their knowledge, skills, and abilities so as
to be better able to contribute to their
organization.

Group Level Performance

-Is a collection of individuals, Group Level Performance
focuses on both the outcome and process of individuals,
or groups.

Compatibility of Individuals and Group

Performance
-As a manager, you will need to understand the
compatibility of individuals and group performance,
typically with respect to goals and incentives.

the

to

SURVIVORS
GUIDE

Principles of

Management

know your
learning style
Knowing your learning style and being able to use it to your advantage is a great tool
for any student. Knowing your learning style is not meant to limit you, but to expand
you by helping you to work, learn and live more efficiently.

Richard Felder and Linda Silvermans

Learning Style Model

Felder and Silverman developed their

learning style model for two reasons:
to capture the learning style differences among engineering

students, and
to provide a good foundation for engineering instructors to

design a teaching approach that would address the learning

needs of all students.

ACTIVE LEARNER vs
REFLECTIVE LEARNER
-determines how you prefer to process information.

Active Learner

Reflective Learner

Lets try it out and see

Lets think it out first

how it works

Prefers to think about it

Active in group discussions. quietly first.

Enjoys group work more.

Loves to work alone.

Active learners prefer engagement in physical activity or discussion.

They also try things out and likes working with others in groups.

reflective
learners
reflect first
on his own
thoughts;
thinking things
through and
prefers working
alone or with
familiar partner.

SENSING LEARNER
vs INTUITIVE
LEARNER
-how you prefer to perceive or take in information

Sensing Learner

Intuitive
Learner
Likes innovation and
dislikes repetition

Often likes to solve

problems by wellestablished methods.

Often prefers to discover

possibilities and
relationships.

Likes learning facts.

Good at grasping new

concepts.

Patient with details and

good at memorizing facts.
Practical and careful.

Good in Mathematics and

abstraction
Innovative

Sensing learners prefers concrete thinking,

practical, concerned with facts and procedures.

Intuitive learners are more into

conceptual thinking, innovative,
concerned with theories and
meanings.

VISUAL LEARNER
vs VERBAL
LEARNER
-determines how you prefer information to be presented

Visual Learner
Remembers best
what they see.

Verbal Learner
Gets more out of
words.

PICTURES,
DIAGRAMS,
WRITTEN & SPOKEN
FLOWCHARTS,
EXPLANATIONS
TIMELINES, FILMS &
DEMOS

Visual learners prefer visual representations, pictures, diagrams, and flow charts.

reflective
learners
reflect first
on his own
thoughts;
thinking things
through and
prefers working
alone or with
familiar partner.

SEQUENTIAL
LEARNER vs
GLOBAL LEARNER
-determines how you prefer to organize and progress toward understanding
information.

Sequential

Global Learner

Learner
Tends to follow
logical, stepwise
paths in finding
solutions.

May easily solve a

complex problem,
but have difficulty in
explaining the
process.

10

11

12

Sequential learners prefer linear thinking, orderly, learns in small incremental steps.

13

reflective
learners
reflect first
on his own
thoughts;
thinking things
through and
prefers working
alone or with
familiar partner.

GAUGE

DISCOVER

REFLECT

(1) gaugetake stock of your knowledge and capabilities about a topic; (2)
discoverlearn enough about a topic so that you can set specific development
goals on which you can apply and practice, and later gauge again your progress
toward your set goals; and (3) reflectstep back and look at the ways you have
achieved your goals, take the opportunity to set new ones, and chronicle this
experience and thought process in a daily journal.

http://www.engr.ncsu.edu/learningstyles/ilsweb.html