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Individual Behavior

The document discusses the relationship between individuals and organizations. It describes the psychological contract where individuals contribute effort and skills in exchange for tangible and intangible rewards from the organization. It also discusses how personality traits, attitudes, perceptions, and behaviors can impact work performance and the organization's effectiveness.

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KazzandraEngallaPadua
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© © All Rights Reserved
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53 views

Individual Behavior

The document discusses the relationship between individuals and organizations. It describes the psychological contract where individuals contribute effort and skills in exchange for tangible and intangible rewards from the organization. It also discusses how personality traits, attitudes, perceptions, and behaviors can impact work performance and the organization's effectiveness.

Uploaded by

KazzandraEngallaPadua
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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FOUNDATION OF

INDIVIDUAL BEHAVIOR
OBJECTIVES

1. Discuss the nature of the individual-organization relationship;


2. Define personality and describe personality attributes that affect behavior in
organizations;
3. Discuss individual attitudes in organizations and how they affect behavior;
4. describe basic perceptual processes and the role of attributions in organizations;
5. explain how workplace behaviors can directly or indirectly influence organizational
effectiveness.
PEOPLE IN ORGANIZATIONS
Psychological contract.
- is a person’s overall set of expectations regarding to what he/she will contribute to an
organization and what the organization will provide to the individual.
- individual makes a variety of contribution to the organization such as effort, skills, ability, time
and loyalty.
-in return, the organization provides inducements to individuals in the form of tangiblr and
intangible rewards (tangible reward – pay and career opportunities ; intangible reward – job security
and status).
PEOPLE IN ORGANIZATIONS
Person-job Fit
- is the extent to which the contributions made by the individual match the inducements offered
by the organization.

Individual’s Organization’s
Contributions = Inducements
Individual differences
- are personal attributes that vary from one person to another. It may be physical, psychological
and emotional and these make an individual unique. Basic categories of individual differences:
personality, attitudes, perception and creativity.
If the psychological contract is fair and equitable, both will be satisfied with the
relationship and will do what they can to continue it.
If either party sees an inequity in the contract, that party may initiate a change
PERSONALITY AND ORGANIZATIONS
Personality
- is the relatively stable set of psychological attributes that distinguish one person from
another.

THE BIG FIVE PERSONALITY TRAITS


• Agreeableness is the ability to get along with others.
• Conscientiousness refers to the number of goals on which a person focuses.
• Neuroticism is characterized by a person’s tendency to experience unpleasant emotions such as anger, anxiety,
depression, and feelings of vulnerability
• Extraversion is the quality of being comfortable with relationships; the opposite extreme, introversion, is
characterized by more social discomfort.
• Openness is the capacity to entertain new ideas and to change as a result of new information.
PERSONALITY AND ORGANIZATIONS
The Myers-Briggs Framework
- is a popular questionnaire that some organizations use to determine communication
style and interaction preferences.

.
PERSONALITY AND ORGANIZATION
Emotional intelligence, or EQ, is the extent to which people are self-aware, can manage their
emotions, can motivate themselves, express empathy for others, and possess social skills.
DIMENSIONS:
1. Self-Awareness – being aware of what he or she is feeling
2. Managing Emotions - capacities to balance anxiety, fear, and anger so that they do not interfere
with getting things accomplished
3. Motivating oneself - a person’s ability to remain optimistic and to continue striving in the face of
setbacks, barriers, and failure
4. Emphathy - person’s ability to understand how others are feeling
5. Social Skill - ability to get along with others and to establish positive relationships
OTHER PERSONALITY TRAITS AT WORK

Locus of control - refers to an individual’s perception about the underlying main causes in his/her
life.
Self-Efficacy – a person’s beliefs about his/her capabilities to perform task.
Authoritarianism - the enforcement or advocacy of strict obedience to authority at the expenses
of personal freedom; lack of concern for the wishes or opinions of others.
Machiavellianism – behavior directed at gaining power and control of others.
Self-esteem – the extent to which a person believes he or she is a worthwhile deserving individual.
Risk propensity – the degree to which a person is willing to take a chance and make risky
decisions.
ATTITUDES IN ORGANIZATION
Attitudes are a person’s complexes of beliefs and feelings about specific ideas,
situations, or other people.
Structural components of attitudes
 Cognition - knowledge a person presumes to have about something.
 Affect – person’s feelings toward something.
 Intentional Behavior - component of an attitude that guides a person’s behavior.

Cognitive dissonance is the anxiety a person experiences when simultaneously


possessing two sets of knowledge or perceptions that are contradictory or incongruent.
ATTITUDES IN ORGANIZATION

ATTITUDE CHANGES for the following reasons:


• Availability of New information
• Changes in the object of the attitude
• Object of the attitude becomes less important
• To reduce cognitive dissonance
ATTITUDES IN ORGANIZATION

KEY WORK-RELATED ACTIVITIES


Job satisfaction is the extent to which a person is gratified or fulfilled by his or her work.
Organizational Commitment is a person’s identification with and attachment to an organization.

AFFECT AND MOOD IN ORGANIZATIONS


Positive affectivity are upbeat and optimistic, have overall sense of well-being, and see things in
a positive light.
Negative affectivity are generally downbeat and pessimistic, seeing things in a negative way,
seem to be in a bad mood.
PERCEPTION IN ORGANIZATION
Perception is the set of processes by which an individual becomes aware of and interprets information
about the environment.
BASIC PERCEPTUAL PROCESSES
Selective perception is the process of screening out information that we are uncomfortable with or that contradicts our
beliefs.
Stereotyping is the process of categorizing or labeling people on the basis of a single attribute.

Attribute theory suggests that we attribute causes to behavior based on our observations of certain
characteristics of that behavior.
 Consensus
 Consistency
 Distinctiveness
TYPES OF WORKPLACE BEHAVIOR
Workplace behavior is a pattern of action by the members of an organization that
directly or indirectly influences organizational effectiveness.

Performance behaviors are all of the total set of work-related behaviors that the
organization expects the individual to display.

Dysfunctional behaviors are those that detract from organizational performance.


Absenteeism occurs when an individual does not show up for work (illness, jury duty, or a death or
illness in the family).
Turnover occurs when people quit their jobs. An organization usually incurs costs in replacing workers
who have quit, and if turnover involves especially productive people, it is even more costly.

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