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Individual Behavior in Organization. By Daniel Damaris NS. Individual Behavior Framework. Intellectual Ability. Physical Ability. Perception. The process by which an individual gives meaning to the environment.
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Individual Behaviorin Organization www.gunadarma.ac.id By Daniel Damaris NS
Perception • The process by which an individual gives meaning to the environment. • It involves organizing and interpreting various stimuli into a psychological experience.
Stereotype • An over-generalized, oversimplified, andself-perpetuating belief about people’s personalcharacteristics • E.g: • Many people stereotype used-car salespeople • Men stereotype female executives • Young employees stereotype older managers • Female workers stereotype male managers
Attribution • The process of perceiving the causes of behavior and outcomes • Dispositional Attributions: Emphasize some aspect of the individual, such as ability or skill, toexplain behavior • Situational Attributions: Attributions thatemphasize the environment’s effecton behavior • Attributional Bias is making a judgment with only limited information about the person or situation.
Attitude • An evaluative statements—either favorable or unfavorable—about objects, people, or events • Cognitive Component: a description of or belief in the way things are • Affective Component: the emotional or feeling segment of an attitude and is reflected in the statement “I am angry over how little I’m paid.” • Behavioral Component: an attitude describes an intention to behave in a certain way toward someone or something
Personality • A stable set of characteristics and tendencies that determine commonalities and differences in people’s behavior
Theory of Personality • Trait Personality Theories: Theories based on the premise that predispositions direct the behavior of an individual in a consistent pattern • Psychodynamic Personality Theories: Freudian approach that discusses the id, superego, and ego. Special emphasis is placed on unconscious determinants of behavior • Humanistic Personality Theories: Emphasize the individual’s growth and self-actualization and the importance of how people perceive their world and all the forces influencing them
The Big Five Personality Dimensions • Conscientiousness. The hardworking, diligent, organized, dependable, and persistent behavior of a person • Extraversion–Introversion. The degree to which a person is sociable, gregarious, and assertive versus reserved, quiet, and timid • Agreeableness. The degree of working well with others by sharing trust, warmth, and cooperativeness
The Big Five Personality Dimensions (cont.) • Emotional Stability. The ability a person displays in handling stress by remaining calm, focused, and self-confident, as opposed to insecure, anxious, and depressed • Openness to Experience. A person’s range of interest in new things. Open people are creative, curious, and artistically sensitive, as opposed to being closed-minded
Measuring Personality Characters • Minnesota Multi-phasic Personality Inventory(MMPI): A widely used survey for assessing personality • consists of statements to which a person responds true, false, or cannot say • MMPI items cover such areas as health, psychosomatic symptoms, neurological disorders, and social attitudes, as well as many well known neurotic or psychotic manifestations such as phobias, delusions, and sadistic tendencies
Measuring Personality Characters (cont.) • Myers-Briggs Type Indicator (MBTI): A scale that assesses personality or cognitive style • Respondents’ answers are scored andinterpreted to classify them as extroverted orintroverted, sensory or intuitive, thinking orfeeling, and perceiving or judging
The Psychological Contract • An implied understanding of mutual contributions between a person and his or her organization • The psychological contract is not a written document between a person and the organization; it is an implied understanding of mutual contributions • E.g: employees may assume that if they work hard and display loyalty, the organization will provide good working conditions and job security
The Psychological Contract (cont.) • The psychological contract violation: The perception of the person that his or herfirm has failed to fulfill or has reneged on one ormore obligations • The response of worker: • Voice (Step 1) = protest • Silence (Step 2) = Working without commitment • Retreat (Step 3) = Cause negligence • Destruction (Step 4) • Exit from company (Step 5)
The Emotion Function • Do Emotions Make Us Irrational? • “Where we have strong emotions, we’re liable to fool ourselves.” (Carl Sagan) • We must have the ability to experience emotions to be rational. Because our emotions provide important information about how we understand the world around us. • The key to good decision making is to employ both thinking andfeeling in our decisions
Source of the Emotion and Mood • Personality • Day of the Week and Time of the Day • Weather • Stress • Social Activities • Sleep • Exercise • Age • Sex
McClelland’sTheoryofNeeds • Need for achievement (nAch) is the drive to excel, to achieve in relationship to a set of standards. • Need for power (nPow) is the need to make others behave in a way they would not have otherwise. • Need for affiliation (nAff) is the desire for friendly and close interpersonalrelationships
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