lecture 3 : individual behavior Flashcards
(36 cards)
organizational behavior goals
- behavior = the actions of people
- organizational behavior = the study of the actions of people at work
- employee productivity = performance measurement of both effectiveness and efficiency
- absenteeism = failure to show up for work
- turnover = the voluntary and involuntary permanent withdrawal from an organization
- organizational citizenship behavior (OCB) = descretionary (self-initiated, optional), behaviors that are not a part of the employee’s formal job requirements, but promotes effective functioning of the organization
- workplace misbehavior = intentional behavior of an employee that disrupts the organization or individuals within the organization
what determines organizational behavior?
- personality
- beliefs, emotions, and attitude
personality
the unique combination of emotional thoughts and behavioral patterns that affects how an individual reacts to situations and interacts with others. heavily influenced by our genes.
personality traits
enduring characteristics that describes an individual’s behavior –> the more consistent the characteristics and the more freqeuntly it occurs in diverse situations, the more important the trait is
two most dominant frameworks used to describe personality :
- myers-briggs type indicator
- the big five model
MBTI
introversion - extroversion
intuition - sensing
feeling - thinking
perceiving - judging
issues with MBTI
You can’t be in the middle with each indicator, have to be the one or the other (dichotomous)
big five personality trait model
- extraversion - sociable, gregorious, assertive
- agreeableness - good-natured, trusting, cooperative
- conscientiousness - dependable, responsible, organized, consistent
- emotional stability - self confident, calm, secure under stress(positive)
- opennes to experience - curious, sensitive, artistic, imaginative
is the big five personalty trait better than mbti?
some research has shown that the big five is better because certain traits have shown stronger relation to higher job performance –> highly concientious people develop more job knowledge, exert greater effort, and have better performance
big five personality and organizational behavior
- conscientiousness : strongest personality predictor of performance
- emotional stability : counselling
- agreeableness : customer service
- openness to experience : designer
- extroversion : sales and management performance and social interaction and persuasion
proactive personality
a stable disposition on taking personal initiatives on a broad range of activities and situations
why does a proactive personality indicate success
based on research a proactive personality indicates success that can be measured by objective and subjective measurements
- objective : salary and promotion
- subjective : career satisfaction
characteristics of narsistic CEOs (destructive narcisism)
- grandiosity - inflated sense of self-importance, arrogance, and preoccupation of power and wealth, and excessive seeking of admiration
- a sense that they are entitled to have whatever they want
- lack of concern for and devaluation of others
how narcissism can help a manager rise in an organization
their flashy and neat dress, charming facial expression, humorous verbal expression, self-assured body movements can increase their popularity in an organization
the destruction caused by narcisism
- the grandiosity, lack of concern for subordinates, lack of values, and search for excitement can be damaging to the organization
- driving away the most talented people
- diverting people’s energies away from their real work
- making reckless business decisions
- fostering a problematic culture
how to avoid DN managers?
- for an early recognition of DN managers, do the 360 degree feedback
- for long term, move to another position within the company to avoid DN managers
why should management understand personality?
- personality assessment and recruiting - how do i know that someone is misrepresenting themselves in a personality assessment?, check for social desirability or find out who has the highest social desirability, and do multiple rounds of recruitment/assessment
- development of an organizational culture
- personality-job fit theory –> an employee’s job satisfaction and likelihood of turnover is based on the compatibility of the employee’s personality with their occupation
what creates behavior?
perceived environement –> creates emotional episodes and attitudes (beliefs, affect, and behavioral intentions) –> creates behavior
two ways to think about affect
based on emotional circumplex : 2 dimensions (high or low activation : avoidance or approach, positive or negative valence : narrowing or broadening of attention)
emotional intelligence is
a person’s ability to notice and manage emotional cues and information or a person’s ability to :
- be self aware
- detect others’ emotions (empathy)
- manage emotional cues and information
what is intention?
the willingness to do a certain behavior, affected by their attitude towards the behavior(is it good or bad), subjective norm (what other people think about it), perceived behavior control (if it is easy to do or not )
does people always act according to their intentions?
no, sometimes habitual behavior override intention
three components of an attitude
- cognitive (the opinion or belief segment if an attitude)
- affective (the feeling or emotional segment of an attitude)
- behavioral (the intention to behave a certain way towards someone or something)
attitudes
an evaluative statement, either favorable or unfavorable, concerning a person, object, or event
job satisfaction
an employee’s general attitude towards his or her job
