Chapter Two Individual Behaviour in the Organization 3-0 Foundation of Individual Behavior Understanding of individual behavior begins with a review of the major psychological contributors such as: Perception Attitude Personality Emotions and moods 3-1 Individual Behavior • Behavior refers to the response made by the individual. The response may be the result of influence of external factors. • The external factor is termed as stimulus and the action taken by the individual is known as response. • Both heredity and environment determine the behavior of an individual. 2 What is Individual Difference? It is the ways in which people differ from each other Individual difference may be grouped into two categories: personality differences and difference in ability Everybody wants to understand others behavior. Understanding others behavior help the persons to influence them. 3 With Whom You Want to Work? Others Acceptance of My Capacity (C) High Low C√ CX Low PX PX CC√X CX P√ P√ Others Acceptance of My Personality (P) High 4 • But before we understand others, we need to understand ourselves – self-awareness. Each individual has four sets of personality characteristics. • One set open self, which includes such characteristics as working hard, the individual is well aware of and so are others. • A second set is unknown (blind self) is unknown to the individual but obvious to others. • A third set is known to the individual but not others is Concealed self. These are situations that you have elected not to share, perhaps because of a lack of trust. • Finally, there is a fourth set blind area, which is not known to the individual or to others, such as why you are uncomfortable at office parties. 5 Self-awareness & Others Understanding My Own Perceptions Things I Know About Myself Other Persons’ Perceptions Things Others Know About Me Things Others Do not Know About Me Things I Do not Know About Myself The Open Self The Blind Self Characteristics Apparent to me & to Others Characteristics not Apparent to me The Concealed Self Characteristics Known to me but Kept Hidden from Others The Unknown Self The Blind Area 6 FACTORS INFLUENCING INDIVIDUAL DIFFERENCE Perception Attitude Personality Ability and Skills 7 1. Concept of Perception OB deals with human behavior at work place and perception is an important determinant of behavior. Perception is the process of gathering information through our senses, organizing and making sense of it. Perception may be defined as the way a person sees the universe and feels about certain elements in a situation. E.g. Happy employees are productive. It may or it may not. Perception can provide false interpretations of sensory information. Incorrect perceptions are called illusions. Illusions may take place in two ways: due to physical processes (mirages) & cognitive processes.8 Concepts of Perception… • A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. • People’s behavior is based on their perception of what reality is, not on reality itself. • The world as it is perceived is the world that is behaviorally important. 69 Discussion Question How do you explain that individuals may look at the same thing, yet perceive it differently? 510 Factors Influencing Perception Factors in the perceiver (perceiver variable) Attitudes, Motives Self-concept, Experience, etc. Factors in the target (subject characteristics) Status, Appearance Sound and Background of the Target, etc. Factors in the situation (situational variables) Social context, Organizational roles Work setting, Time, etc. 11 Attribution Theory: Judging Others • Our perception and judgment of others is significantly influenced by our assumptions of the other person’s internal state. – When individuals observe behavior, they attempt to determine whether it is internally or externally caused. • Internal causes are under that person’s control • External causes are not under the person’s control 612 Errors and Biases in Attributions • Fundamental Attribution Error – The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others – We blame people first, not the situation 613 Self-Serving Bias ◦The tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors ◦It is “our” success but “their” failure 514 Barriers to Accurate Perception Similar-to-me effect or projection Selective perceptions Halo effect Contrast effects Stereotyping Primacy effect Recency effect Distortion 15 False-consensus effect (similar-to- me effect): A perceptual error in which we overestimate the extent to which others have beliefs and characteristics similar to our own 516 • Selective Perception – People selectively interpret what they see on the basis of their interests, background, experience, and attitudes • Halo Effect – Drawing a general impression about an individual on the basis of a single characteristic 617 Contrast Effects ◦Evaluation of a person’s characteristics that are affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics 518 Stereotyping Judging someone on the basis of one’s perception of the group to which that person belongs 519 Primacy effect: A perceptual error in which we quickly form an opinion of people on the basis of the first information we receive about them. Recency effect: A perceptual error in which the most recent information dominates our perception of others 520 Perceptual distortion: refers to a situation where a person perceives different stimuli in a different way than they are actually supposed to be perceived, sometimes knowingly sometimes unknowingly... - It is a process by which information about the worldas received by the senses is falsely analysed and is not meaningful. Can include hallucinations, imagery, and illusions - Example: if a person believes someone dislikes them because of the way they dress, when in reality, that is the persons own insecurity that he or she has about him or herself. DEVELOPING PERCEPTUAL SKILLS Getting feedback & receiving feedback Having empathy Having positive attitudes Enhancing self-concept Avoiding common biases Communication Correct use of attribution 22 2. CONCEPT OF ATTITUDE Attitude is general evaluations people make about themselves, other persons, objects, or issues. It is a positive or negative evaluation towards an object (person, thing, event, issue. Positive attitude :- Positive mental attitude is a psychological term which describes a mental phenomenon in which the central idea is that one can increase achievement through optimistic thought processes. Negative attitude :-A negative attitude is characterized by a great disdain for everything. Someone who constantly points out the negative in everything (pessimistic). 23 Attitudes Evaluative statements or judgments concerning objects, people, or events Three components of an attitude: Affective Cognitive The opinion or belief segment of an attitude The emotional or feeling segment of an attitude Behavioral Attitude An intention to behave in a certain way toward someone or something 3-24 The Components of an Attitude Cognitive = evaluation My supervisor gave a promotion to a co-worker who deserved it less than me. My supervisor is unfair. Affective = feeling I dislike my supervisor! Negative attitude Toward supervisor Behavioral = action I’m looking for other work; I’ve complained about my supervisor to anyone who would listen. 3-25 CHARACTERISTICS OF ATTITUDE Attitude can be characterized in Different ways: Changes with time & situation Related to feelings & beliefs of people Effects one’s behavior positively or negatively Affect perception Learned through experiences May be unconsciously held FORMATION OF ATTITUDE Experience with Object: Attitude can develop from a personally rewarding or punishing experience with a object. Learning: Formation of attitude by observing or learning behavior of others and consequences of that behavior. Family and Peer Groups: A person may learn attitudes through imitation of parents. Neighborhood: Involves being told what attitudes to have by parents, schools, community organizations, religious doctrine, friends, etc. Economic Status: Our Economical and occupational positions also contribute to attitude formation. Mass Communication: Television, Radio, Newspaper and magazine feed their audiences large quantities of information. genetic factors….etc. METHODS TO BRING ATTITUDE CHANGE Providing Information Fear arousal and reduction- but have no long lasting effect. Resolving Discrepancies Influence of Friends, Peers and the society Communication Cooperative Participation approach in decesion making WHY STUDY ATTITUDES? Attitudes are important because they: strongly influence our social thought help to organize and evaluate stimuli (e.g., categorizing stimuli as positive or negative) presumably have a strong effect on behavior help to predict people’s behavior in wide range of contexts (e.g., voting, organizational work, interpersonal relations) Cognitive Dissonance • Cognitive Dissonance: Any incompatibility between two or more attitudes or between behavior and attitudes – Individuals seek to reduce this uncomfortable gap, or dissonance, to reach stability and consistency – Consistency is achieved by changing the attitudes, modifying the behaviors, or through rationalization e.g. smoker 3-30 Discussion Question Is It Possible to Predict Attitude from Behavior? 3-31 How Attitudes will Influence the Workplace 1. Job Satisfaction: refers to an individual’s general attitude towards his/her job. When people speak of employee attitudes, they usually mean job satisfaction , which describes a positive feeling about a job, resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while a person with a low level holds negative feelings. 3-32 2. Job Involvement is the degree to which an employee identifies with their work, actively participates in it, and derives a sense of self-worth from it. 3-33 3. Organizational Commitment: The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization. 3-34 Organizational Citizenship Refers to the behavior of individuals who make a positive contribution to the organization Consider for example, an employee who does work that is acceptable in terms of both quality and quantity. However, she refuses to work over time, won’t help newcomers learn the ropes, and is generally unwilling to make any contribution beyond the strict performance of her job. This person may be seen as a good performer but she is not likely to be seen as a good organizational citizen. Outcomes of Job Satisfaction • Job Performance – Satisfied workers are more productive AND more productive workers are more satisfied! – The causality may run both ways. • Organizational Citizenship Behaviors – Satisfaction influences OCB through perceptions of fairness. • Customer Satisfaction – Satisfied frontline employees increase customer satisfaction and loyalty. • Reduced Absenteeism – Satisfied employees are moderately less likely to miss work. 3-36 3. Personality of an Individual (Individual Personality and Organization) 537 What is Personality? • Personality is the relatively stable set of psychological attributes that distinguish one person from another. • A longstanding debate among psychologists – often expressed as nature vs. nurture – is the extent to which personality attributes are inherited from our parents (the nature argument) or shaped by our env’t. (Nurture agreement).. • In reality both biological and environmental factor play important role in shaping our personalities. • Although their debate is beyond the scope of our discussion here, managers should strive to understand basic personality attributes 638 PERSONALITY …. Personality is the study of the characteristics traits of an individual, relationships between these traits, and the way in which a person adjust to other people & situations. Personality is the sum total of ways in which an individual reacts & interacts with others (Robbins). Personality is the pattern of relatively enduring ways that a person feels, thinks, & behaves. It is a factor in accounting why employees have favorable or unfavorable attitudes towards their jobs & organizations (George & Jones). Personality has been shown to influence career choice, job satisfaction, stress, leadership, & some aspects of job performance 39 Based on the above definitions personality characteristics are: Personality refers both physical & psychological qualities. It is unique in the sense that no two individuals are same in terms of their personality. Personality is the manner of adjustment of individual to the organization, environment and the group. It is a qualitative aspect. Certain techniques exist to quantify it indirectly. Personality is dynamic. It changes with the time & situation. Personality is a system. It has input, processing and output. Personality influences goal achievement & performance of an individual. 40 DETERMINANTS OF PERSONALITY Nature Biological Heritage Personality Nurture Life Experiences Nature Biological Factors Heredity- physical stature, facial attractiveness, gender, color of skin, hair & eye balls, temperament, skills, abilities, etc. Brain Physical Feature – height, color, facial attraction, muscle strength influences ones self-concept. Nurture Family Factors Socialization Birth Order Environmental Factors (Social & Cultural Factors) Situational Factors 41 THE INTERACTION OF PERSONALITY & SITUATIONAL FACTORS Both personality & situational factors affect Organizational behavior. It is the interaction of personality & situational factors that determines how people think, feel, & behave in general &, specifically, how they do so within an organization. Feelings Personality Thoughts Attitudes Behavior Situational Factors (Job requirements, rules, etc.) 42 PERSONALITY TYPES Extrovert-Introvert Personality Types (Carl Jung) - Extrovert individual are outgoing, sociable, & assertive. - Introverts are quiet & shy. Type A & Type B Personality Type A: A person with desire to change, extremely competitive, strong sense of urgency, impatient & can be hostile. Type B: A person who tends to be easygoing & relaxed. 43 The Big Five Personality Traits • Psychologists have identified literally thousands of personality traits and dimensions that differentiate one person for the others. • But in recent years, researchers identified five fundamental traits that are especially relevant to organizations. • Because these five traits are so important and because they are currently receiving so much attention, they are now commonly called big five personality traits: Agreeableness, Conscientiousness, Negative emotionality, Extraversion, and Openness 644 The Big Five Model of Personality … Extroversion • Sociable, gregarious, and assertive • Good-natured, cooperative, and trusting Agreeableness • Responsible, dependable, persistent, and organized Conscientiousness Emotional Stability 5-45 Openness to Experience • Calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative) • Curious, imaginative, artistic, and sensitive 1. Agreeableness • Agreeableness: refers to a person’s ability to get along with others. • It causes some people to be gentle, cooperative, forgiving, understanding, and good natured in their dealing with others. But it results in others being irritable, short tempered, uncooperative, and generally antagonistic towards other people. • Researchers have not yet fully investigated the effects of agreeableness, but it seems likely that higher agreeable people are better at developing good working relationship with coworkers, subordinates, and higher level managers; where as less agreeable people are not likely to have particularly good working relationships 646 2. Conscientiousness • Conscientiousness: refers to the number of goals on which a person focuses. • People who focus on relatively few goals at a time are likely to be organized, systematic, careful, thorough, responsible, and self disciplined. • Others however, tend to pursue a wider array of goals, and as result, are more disorganized, careless, and irresponsible, as well as less thorough and less self disciplined 647 3. Negative Emotionality • Negative emotionality: this is the third of the big five personality traits. • Negative emotionality is characterized by moodiness and insecurity. • People with less negative emotionality are relatively poised, calm, resilient, and secure; people with more negative emotionality are more excitable, insecure, reactive, and subject extreme mood swings. 648 4. Extroversion • Extroversion: reflects person’s comfort level with relationships. • Extroverts are sociable, talkative, assertive, and open to establishing relationship with others. • Introverts are much less sociable, talkative, assertive, and reluctant to begin new relationships.. • Research suggests that extroverts tends to be higher overall performer than introverts, and that they are more likely to be attracted jobs based on personal relationships, such as sales and marketing positions. 649 5. Openness • Openness: reflects person’s rigidity of beliefs and range of interests. • People with high level of openness are willing to listen to new ideas and to change their own ideas, believes, and attitudes in response to new information. They also tend to have broad interests, curious, imaginative and more creative. • On the other hand, people with low level of openness tend to less receptive to new ideas and less willing to change their minds. Further they tend to fewer and narrower interest to and to be less curious and creative. 650 4. Affect, Emotions, and Moods 3-51 Emotion • Emotions are conscious mental reactions (such as anger or fear) subjectively experienced as strong feelings usually directed toward a specific object and typically accompanied by physiological and behavioral changes in the body Emotion • Negative emotions: can be described as any feeling which causes you to be miserable and sad. These emotions make you dislike yourself and others, and reduce your confidence and self-esteem, and general life satisfaction. Emotions that can become negative are hate, anger, jealousy and sadness. Yet, in the right context, these feelings are completely natural. Negative emotions can dampen our enthusiasm for life, depending on how long we let them affect us and the way we choose to express them. A few of the most commonly felt negative emotions are:Fear, anger, disgust, sadness, rage, loneliness, Melancholy, Annoyance Emotion • Positive emotions: are emotions that we typically find pleasurable to experience. The Oxford Handbook of Positive Psychology defines them as “pleasant or desirable situational responses… distinct from pleasurable sensation and undifferentiated positive affect” (Cohn & Fredrickson, 2009). • Basically, this definition is stating that positive emotions are pleasant responses to our environment (or our own internal dialogue) that are more complex and targeted than simple sensations. • Some common positive emotions include: Love, Joy, Satisfaction, Contentment, Interest, Amusement, Happiness, Serenity and Awe Do Emotions Make Us Irrational? • The famous astronomer Carl Sagan once wrote, “Where we have strong emotions, we’re liable to fool ourselves.” • These observations suggest rationality and emotion are in conflict, and that if you exhibit emotion you are likely to act irrationally. • One team of authors argues that displaying emotions such as sadness to the point of crying is so toxic to a career that we should leave the room rather than allow others to witness it. • These perspectives suggest the demonstration or even experience of emotions can make us seem weak, brittle, or irrational. 3-55 Do Emotions Make Us Ethical? • Like decision making in general, most ethical decision making was based on higher-order cognitive processes. • Many researchers believe that emotions have evolved in part to encourage us to obey society's moral rules so that we can effectively live together in groups. For example, self-conscious emotions such as guilt, shame, and embarrassment motivate people to follow society's moral norms. 3-56 Sources of Emotions and Moods - Personality Weather Stress Social activities Sleep Exercise Age Gender 3-57 Emotional Intelligence • Emotional Intelligence or emotional quotient or EQ: is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict. • Intellectual ability or your intelligence quotient (IQ) isn't enough on its own to achieve success in life. Yes, your IQ can help you get into college, but it's your EQ that will help you manage the stress and emotions when facing your final exams. IQ and EQ exist in tandem and are most effective when they build off one another. 3-58 Emotional Intelligence • • - It is commonly defined by four attributes: Self-management Self-awareness Social awareness Relationship management Emotional intelligence affects: Your performance at school or work Your physical health/stress Your mental health/anxiety and depression – loneliness Your relationships Your social intelligence 3-59 Emotional Intelligence (EI) to control our emotions 3-60 Advantages of Emotional Intelligence Emotional intelligence in the workplace; • Helps to take control of the conflicts. • Creates a positive working environment and contributes to teamwork • Develops a common vision among team members • Helps to perform successful change management • Helps to control stress • Improves communication and collaboration 3-61 Emotion Regulation: Have you ever tried to cheer yourself up when you’re feeling down, or calm yourself when you’re feeling angry? If YES, you are engaged in Emotion Regulation • The central idea behind emotion regulation is to identify and modify the emotions you feel 3-62 Strategies to regulate your emotions Emotion Regulation: Thinking about more pleasant things, suppressing negative thoughts, distracting yourself, reappraising the situation, or engaging in relaxation techniques. 3-63 Effects of Positive Emotions/Moods Emotion Regulation: Enhances creativity Improves decision making, A leader with positive emotions buys the attention of his/her subordinates Job attitudes: “Never take your work home with you,”. You might damage the emotions of your family at home too. The display of emotions is important to social behavior like negotiation and customer service. 3-64 Summary of Organizational Behavior