Foundations of Individual Behavior_report

7/25/2019 Foundations of Individual Behavior_report

1/22

FOUNDATIONSOF INDIVIDUAL

BEHAVIOR


2/22

PEOPLE IN A ORGANIZATION

AS A STARTING POINT FOR

UNDERSTANDING THE BEHAVIOR

OF PEOPLE IN ORGANIZATIONS WE

FIRST EXAMINE THE BASIC NATURE

OF INDIVIDUAL ORGANIZATION

RELATIONSHIP. UNDERSTANDINGHELPS US APPRECIATE THE NATURE

OF DIFFERENCES


3/22

PSYCHOLOGICAL CONTRACTS

WHENEVER WE BUY A CAR OR SELL A

HOUSE. BOTH BUYE AND SELLER SIGN A

CONTRACT THAT SPECIFIES THE TERMSOF THE AGREEMENT WHO PAYS WHAT

WHOM WHEN ITS PAID AND ITS SO

FORTH A PSYCHOLOGICAL CONTRACTS

RESEMBLES A STANDARD LEGALCONTRACTS IN SOME WAYS BUT IS LES

FORMAL AND LESS DEFINED


4/22

THE PERSON JOB FIT

ONE SPECIFIC ASPECT OF MANAGING

PSYCHOLOGICAL CONTRACTS IS

MANAGEMENT OF THE PERSON JOB FIT.A GOOD PERSON JOB FIT IS ONE IN

WHICH THE EMPLOYEE CONTRIBUTION

MATCH THE INDUCEMENT THE

ORGANIZTION OFFERS.


5/22

INDIVIDUAL DIFFERENCES

AS ALREADY NOTED EVERY NDIVIDUAL

IS UNIQUE. INDIVIDUAL DIFFERNCES

ARE PERSONAL ATTRIBUTES THAT VARYFROM ONE PERSON TO ANOTHER.

INDIVIDUAL DIFFERENCES MAY BE

PHYSICAL, PSYCHOLOGIAL AND

EMOTIONAL


6/22

PERSONALITY AND

ORGANIZATION

PERSONALITY IS THE RELATIVELY

STABLES SET OF PSYCHOLOGICAL

ATTRIBUTES THAT DISTINGUISH ONEPERSON FROM ANOTHER A

LONGSTANDING DEBATE AMONG

PSYCHOLOGIST OFTEN EXPRESS AS

NATURE VERSUS NURTURE


7/22

THE BIG FIVE PERSONALTY

TRAITS

PSYCHOLOGIST HAVE IDENTIFIED

LITERALLY THOUSANDS OF

PERSONALITY TRAITS AND DIMENSIONSTHAT DIFFERETIATE OONE PERSON TO

ANOTHER


8/22

THE BIG FIVE PESONALITY

FRAMEWORK

AGREEABLENESS REFERS TO A PERSONS ABLITY TO

GET ALONG WITH OTHER

CONSCIENTIOUSNESS -REFERS TO THE NUMBER OFGOALS ON WHICH PERSON FOCUSES

EXTRAVERSION- REFLECTS A PERSONS COMFORT

LEVEL WITH RELATIONSHIP

OPENNESS- REFLECTS A PERSONS RIGIDITY OF

BELIEFS AND RANGE OF INTEREST

NEUROTISM- CHARACTERIZED A PERSONS TENDENCY

TO EXPERIENCE UNPLEASANT EMOTIONS SUCH AS

ANGER, ANXIETY, FEELINGS OF VULNERABILITY


9/22

THE MYERS-BRIGGS

FRAMEWORK

THIS FRAMEWORK BASED ON THE

CLASSICAL WORK OF CARL JUNG,

DIFFFERENTIATE PEOPLE IN TERMS OFFOUR GENERAL DIMENSION SENSING,

INTUITING, JUDGING AND PERCEIVING


10/22

EMOTIONAL INTELLIGENCE

REFERS TO THE EXTENT TO WHICH

PEOPLE ARE SELF AWARE CAN MANAGE

THEIR EMOTIONS CAN MOTIVATETHEMSELVES EXPRESS EMPHATHY FOR

OTHERS AND POSSESS SOCIAL SKILLS


11/22

VARIOUS DIMENSIONS SELF AWARENESS- THIS IS THE BASIS FOR THE

OTHER COMPETENT

MANAGING EMOTIONS- THIS REFERS TO A PERSONSCAPACITIES TO BALANCE ANXIETY FEAR AND ANGER

MOTIVATING ONESELF- THIS DIMENSIONS REES TO

PERSONS ABILITY TO REMAIN OPTIMISTIC

EMPHATY- REFERS TO A PERSON ABILITY TO

UNDERSTAND HOW OTHERS ARE FEELING EVEN

WITHOUT BEING EXPLICITY

SOCIAL SKILLS- THIS REFERS TO A PERSON ABILITY

TO GET ALONG WITH OTHERS


12/22

PERSONALTY TRAITS OF

WORK SELF EFFICACY- IS A RELATED BUT SUBTLY DIFFERENT

PERSONALITY CHARACTERISTICS

AUTHORITARIANISM- THE EXTENT TO WHICH A PERSON BELIVE

THAT POWER STATUS DIFFERENCES ARE APPROPRIATE WITHINHIERARCHICAL SOCIAL SYSTEM

MACHIAVALISM- EXPLAIN HOW NOBILITY COULD MORE EASILY

GAIN AND USE POWER

SELF ESTEEM-IS THE EXTENT TO WHICH PERSON BELIEVES THAT

HE OR SHE IS WORTHWHILE AND DESERVING INDIVIDUAL

LOCUS OF CONTROL- IS THE EXTENT TO WHICH PEOPLE BELIEVE

THAT IF THEY BEHAVIOR HAS AREAL EFFECT ON WHAT HAPPENS

TO THEM

RISK PROPENSITY- DEGREE TO WHICH PERSON IS WILLING TO

TAKE CHANCE


13/22

ATTITUDES IN ORGANIZATION

ATTITUDES ARE COMPLEXES OF BELIEFS

AND FEELINGS THAT PEOPLE HAVE

ABOUT SPECIFIC IDEAS SITUATONS OROTHER PEOPLE


14/22

HOW ATTITUDES ARE FORMED

ATTITUDES ARE FORMED BY VARIETY OF

FORCES INCLUDING OUR PERSONAL VALUES

OUR EXPERIENCES AND OUR PERSONALITIES ATTITUDE STRUCTURE- VIEWED AS STABLE

DISPOSITIONS TO BEHAVE TOWARD OBJECTS

IN A CERTAIN WAY

COGNITIVE DISSONANCE- OCCUR WHEN

PEOPLE BEHAVE IN FASHION ATTITUDE CHANGE- ARE NOT STABLE AS

PERSONALITY ATTRIBUTES


15/22

JOB SATISFACTION

JOB SATISFACTION- REFLECT TO EXTENT

TO WHICH PEOPLE FIND GRATIFICATION

OR FULLFILLMENT IN THEIR WORK


16/22

ORGANIZATONAL

COMMITMENT

REFLECTS AN INDIVIDUALS

IDENTIFICATON WITH ATTACHMENT TO

THE ORGANIZATION. A HIGHLYCOMMITED PERSON WILL PROBABLY SEE

HERSELF AS TRUE MEMBER OF THE

FIRM


17/22

PERCEPTION IN ORGANIZATION

PERCEPTION- THE SET OF PROCESSES

BY WHICH INDIVIDUAL BECOMES AWARE

OF AND INTERPRETS INFORMATIONABOUT ENVIRONMENT


18/22

BASIC PERCEPTUAL

PROCESSES

SELECTIVE PERCEPTION- IS THE

PROCESS OF SCREENING OUT OF

INFORMATION THAT WE AREUNCOMFORTABLE WITH OR THAT

CONTRADICTS OUR BELIEF

STEREOTYPING- IS CATEGORIZING OR

LABELING PEOPLE ON THE BASIS OF ASNGLE ATTRIBUTE.


19/22

PERCEPTION AND

ATTRIBUTION

ATTRIBUTION THEORY- HAS ETENDED

OUR UNDERSTANDING AFFECTS

BEHAVIOR IN ORGANIZATIONS , THISTHEORY SUGGESTS THAT WE OBSERVE

BEHAVIOR AND THEN ATTRIBUTES

CAUES TO IT


20/22

TYPES OF WORKPLACE

BEHAVIOR

WORKPLACE BEHAVIOR- IS A PATTERN IN

ORGANIZATION THAT DIRECTLY OR INDIRECTLY

INFLUENCES THE ORGANIZATIONEFFECTIVENESS

PERFORMANCE BEHAVIORS- ARE THE TOTAL

SET OF WORK RELATED BEHAVIORS

DYSFUNCTIONAL BEHAVIORS- ARE THOSE THAT

DETRACT FROM RATHER THAN CONTRIBUTION

TO ORGANIZATIONAL PERFORMANCE


21/22

ORGANIZATIONAL CITIZENSHIP

REFERS TO THE BEHAVIORS OF

INDIVIDUALS WHO MAKE A POSITIVE

OVERALL CONTRIBUTION TO THEOGANIZATION


22/22

END

Documents

Foundations of Individual Behavior_report