Lecture # 3

Activity
What Kind of abilities you have, mention any 5?
 Foundations Of Individual Behavior

Ability
-An Individual’s Capacity to Perform the Tasks
-What one can do at this point of time (Relates to situation)

Types Of Ability

1. Physical Ability
2. Intellectual Ability
3. Emotional Ability
 Intellectual Ability
-Mental Activities, Thinking, Reasoning, Problem Solving

-Intelligent People, Leaders of Groups ,their IQ Tests

Tools for measurement for Intellectual Ability SAT, GMAT,
GRE etc.
 Intellectual Ability
Seven (7) Dimensions

1. Number Aptitude
Speedy, Accurate Arithmetic e.g. Accountant:
Computing the sales tax on a set of items

2. Verbal Comprehension
Understand – What is HEARD & READ
e.g. Plant following Corporate Policies on Hiring

3. Perceptual Speed
Identify Visual Similarities & Differences Quickly
and Accurately e.g. Fire Investigator
 Intellectual Ability Continued….
4. Inductive Reasoning
Identify Logical Sequence in Problem Solving e.g Market
Researcher forecasting product demand
5. Deductive Reasoning
Use Logic for Implications of Argument e.g. supervisor:
choosing between to suggestions from subordinate

6. Spatial Visualization
Ability to visualize Changed Position of an Object e.g
Interior Decorator
7. Memory
Retaining, Recall : PAST EXPERIENCES e.g sales
person retaining names of customer
 Physical Abilities
The ability to perform some physical act; contrasting with mental ability.
Basic abilities of physical task: Static Strength, Dynamic flexibility,
Body Coordination, stamina etc.
Models:
Ability-job Fit (Match)
Performance enhances with the increase in Ability-Job Fit
Ability Requirements of Jobs, e.g., Pilot- Spatial Visualization.
Personality-Organization-fit:
The personality–job fit theory postulates that a person's
personality traits will reveal insight as to adaptability within
an organization.
Emotional ability / intelligence
Goleman ’s dimensions of EI in the workplace.
I. Self awareness
II.Self management
III.Self motivation
IV.Empathy
V.Social skills
Activity!
Please think about the best and worst jobs you have
ever had and why you felt so? If you have never had a
job, think of a school project instead. What made the
job or project great or horrible?
Attitude
•Have a positive attitude about it. Your personality is a big part of your happiness.
If you are always looking for the negative side of everything, you will find it.
Attitude
An attitude refers to our opinions, beliefs, and
feelings about aspects of our environment. ... At work,
two particular job attitudes have the greatest
potential to influence how we behave. These are job
satisfaction and organizational commitment.
 THE ICEBERG
HOW MUCH DO YOU SEE OF AN ICEBERG?
THE ICEBERG

ONLY 10% OF
ANY ICEBERG
IS VISIBLE.
THE
REMAINING
90% IS BELOW
SEA LEVEL.
 THE ICEBERG

VISIBLE
ABOVE SEA LEVEL
10 %
SEA LEVEL

INVISIBLE
BELOW SEA LEVEL

90 %
 THE ICEBERG

The Iceberg phenomena is also applicable on

human beings …
 THE ICEBERG

KNOWLEDGE
KNOWN &
TO OTHERS
SKILLS SEA LEVEL

UNKNOWN
TO OTHERS

ATTITUDE
 THE ICEBERG

In other words,

 THE ICEBERG

KNOWN
TO OTHERS
BEHAVIOR
SEA LEVEL

UNKNOWN
TO OTHERS

VALUES – STANDARDS – JUDGMENTS

ATTITUDE
MOTIVES – ETHICS - BELIEFS
 WHAT MAKES YOUR LIFE 100% ?

Let each letter of the alphabetic has a value equals

to it sequence of the alphabetical order:
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26

S K I L L S
19 11 9 12 12 19 = 82
K N O W L E D G E
11 14 15 23 12 5 4 7 5 = 96
H A R D W O R K
8 1 18 4 23 15 18 11 = 98
A T T I T U D E
1 20 20 9 20 21 4 5 = 100
 Attitudes
Evaluating statements or judgments concerning
objects, people or events.

Behavior
Any observable, recordable, and measurable
movement, response, or verbal or nonverbal act
demonstrated by an individual
 Components of Attitudes
Attitudes are composed of thinking, feeling, and
behaving:

Cognitive (thinking/evaluation) Component

Beliefs people hold about the object of the attitude.

Affective (feeling) Component

Emotional feelings stimulated by the object.

Behavioral (action) Component

An intention to behave in a certain way toward
someone or something.
 Role
perceptions

Motivation
Individual
behaviour and
performance
Ability
Situational
factors
 Employee motivation
Internal forces that affect a person’s voluntary
choice of behaviour, or Employee motivation is
the level of energy, commitment, and creativity
that a company's workers bring to their jobs.
direction
intensity
Persistence/endurance
R
M
BAR
A
S

Behavior & Results

Cont..
Motivation is the process that starts with a
physiological or psychological deficiency/need that
activates a behavior or drive that is aimed at a goal
achievement—incentives.
 Employee Ability
Natural aptitudes and learned capabilities required to
successfully complete a task.

competencies  personal characteristics that lead to

superior performance

person  job matching

select qualified people
R
develop employee M
abilities through training BAR
redesign job to fit
A
person's existing abilities S
 Employee Role Perceptions
Beliefs and thoughts about what behaviour is
required to achieve the desired results:
understanding what tasks to perform

understanding relative importance of tasks

understanding preferred behaviours to accomplish
tasks.

R
M
BAR
A
S
 Situational factors
Environmental conditions beyond the individual’s
short-term control that constrain or facilitate behaviour
time
people
budget
work facilities

R
M
BAR
A
S
Major Job Attitude:
Job Satisfaction
It refers to the general attitude of the employees
towards their jobs & the organization.
A positive feeling about a job, resulting from an
evaluation of its characteristics.
Job Satisfaction
Measuring Job Satisfaction
Single global rating
Summation score
How Satisfied Are People in Their Jobs?
Job satisfaction declined
Decline attributed to:
 Pressures to increase productivity
 Less control over work
 A Model of Job Satisfaction
Low
Turnover

Organizational Job Low

Factors Satisfaction Absenteeism
Outcomes
Expected/valued

Group Factors

Outcomes High
Turnover
Received Job
Individual
Dissatisfaction
Factors

High
Absenteeism
The Effect of Job Satisfaction on
Employee Performance
Satisfaction and Productivity
Satisfied workers aren’t necessarily more productive.
Worker productivity is higher in organizations with
more satisfied workers.
Satisfaction and Absenteeism
Satisfied employees have fewer avoidable absences.
Satisfaction and Turnover
Satisfied employees are less likely to quit.
Organizations take actions to cultivate high performers
and to weed out lower performers.
Causes of Job Satisfaction
Organizational factors:

Wages
Promotions
Nature of Work (work content, challenges, skill variety,
task identity etc)
Organizational policies & procedures
Working Conditions
Causes of Job Satisfaction
Group factors:

Size
Supervision

Individual factors:

Personality variables
Expectations
Interests
General life satisfaction
Experiential Exercise
What factors are most important to your job
satisfaction?
Rank the factors from 1 to 10 (1 is most important).
1. Benefits
 2. Autonomy and independence
 3. Career advancement opportunities.
 4. Compensation/pay
 5. Job security
 6. Meaningfulness of j0b.
 7. Variety of work
 8. Corporate culture
 9. Training
 10. Relationship with co-workers
Job Involvement
Job involvement measures the degree to which people
identify psychologically with their job.
Job Involvement refers to the psychological and
emotional extent to which someone participates in his/her
work, profession, and company. Showing up to work on
time. Top performers are engaged in their work and have
high job involvement.
High level of job involvement and empowerment are
positively related to job performance.
‘Engagement’ is the result of a passive acceptance of
company values and objectives. It helps increase
productivity, to a point.
‘Involvement’ is the active pursuit of these objectives.
An involved employee will help drive the organization
forward and add value to your business.
Organizational Commitment
The third job attitude is organizational commitment, a
state in which an employee identifies with a particular
organization and wishes to maintain membership in the
organization.
3 separate dimensions to organizational commitment:
Affective commitment
Continuance commitment
Normative commitment
Cont..
Affection for your job ("affective commitment").
Fear of loss ("continuance commitment").
Sense of obligation to stay ("normative
commitment").

Example:
If you're enjoying your work, you're likely to feel good,
and be satisfied with your job. In turn, this increased
job satisfaction is likely to add to your feeling of
affective commitment (affective commitment).
Cont..
This type of commitment occurs when you weigh up
the pros and cons of leaving your organization. You
may feel that you need to stay at your company,
because the loss you'd experience by leaving it is
greater than the benefit you think you might gain in a
new role (Continuance Commitment)
This type of commitment occurs when you feel a
sense of obligation to your organization, even if you're
unhappy in your role, or even if you want to pursue
better opportunities (Normative commitment).
Experiential working:
Are happy worker productive workers?
Does satisfaction mean the same to everyone? What
is your perception about satisfaction? What will give
you satisfaction?
Suppose that organization is downsizing many of its
employees including middle manager. Some top level
managers charged with deciding whom to terminate,
they might go to favor those who are obedient rather
than best performers or highly paid employees. Think
on it and suggest any ethical way!!