...Hapuarachchi | 4/3/2015 | | Contents 1.0 Introduction 2 1.1 Purpose of the report 2 1.2 Personality 2 1.3 Methodology 2 2.0 Job Satisfaction 3 2.1 Definition and relationship to turnover 3 2.2 Locus of control 3 2.2.1 Definition 3 2.2.2 Internal LOC Vs External LOC 4 2.3 Two-Factor Theory 5 2.3.1 Definition 5 2.3.2 Motivators Vs Hygiene factors 5 2.3.3 Application of the theory 5 3.0 Organizational Commitment 6 3.1 Definition and relationship to turnover 6 3.2 Value Congruence 6 3.2.1 Definition 6 3.2.2 The effect of value congruence on the three types of organizational commitment 6 3.3 The Five Factor Model 7 3.3.1 Definition 7 3.3.2 The effect of the model on the three types of organizational commitment 8 4.0 Conclusion 9 5.0 Recommendations 10 6.0 References 11 1.0 Introduction 1.1 Purpose of the report The purpose of this essay is to provide recommendations for the human resource practitioners to increase employee job satisfaction and organizational commitment in the company by taking into account the personality of an employee and his/her influence on job satisfaction and organizational commitment. 1.2 Personality Personality is defined as the sum total of ways in which an individual reacts to and interacts with others (Robbins & Judge, 2012). In modern organizations, management has started to take employee’s personality in to consideration in order to increase the effectiveness and efficiency of employees to improve...
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...from their co-workers. False (page 59, moderate, recall) If false, why? The concept of sensitive line refers to the point at which people become defensive or protective of information about themselves 4. Marvin consistently finds fault with Alicia’s competence as a manager. Because Alicia has been told she is doing a good job and therefore responds in a threat rigid way. Thus, her most likely response will be to defend herself in light of Marvin’s accusations. True (page 60, moderate, understanding) If false, why? 5. Self-awareness can be managed by exercising minimal control over when and what kind of information one receives about oneself and by not involving others in the pursuit of self-understanding. False (page 60, moderate, understanding) If false, why? It requires more than minimal control. Understanding and Appreciating Individual Differences 6. Simone will be viewed as an effective manager if she uses her ability to recognize, appreciate, and act on key fundamental differences among her employees. True (page 61, easy, recall) If false, why? 7. Promoting similarity among people in a work setting reduces creativity and complex problem solving. True (page 61, easy, recall)...
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...believed that the content of dreams should be interpreted, and that this would be help in treating the patient. They also had their differences. Jung disagreed with Freud of many things. Jung did not accept Freud’s theory on the role of sexuality, personality and the things that influence it, and the unconscious. Adler...
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...Attitudes Attitudes, Job Attitudes, Personality and Values Attitudes Evaluative statements or judgments concerning objects, people, or events Cognitive Component The opinion or belief segment of an attitude Affective Component The emotional or feeling segment of an attitude Behavioral Component An intention to behave in a certain way toward someone or something 1 2 Nature of Evaluations Underpinning Attitudes • Attitudes not represented on single continuum e.g. totally +ve to totally –ve • Rather, evaluate attitude objects on both positive and negative dimensions (Cacioppo et al 1977) – – – – positive attitude = Hi +ve reaction & Lo -ve reaction negative attitude= Lo +ve reaction & Hi –ve reaction indifference = Lo +ve reaction & Lo –ve reaction ambivalence = Hi +ve reaction & Hi –ve reaction The Theory of Cognitive Dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes Individuals seek to reduce this gap, or “dissonance” Desire to reduce dissonance depends on: • Importance of elements creating dissonance • Degree of individual influence over elements • Rewards involved in dissonance 4 • Since evaluations of attitude objects ‘automatic’ some consider attitude formation to be a reflex e.g. Chaiken et al., 1996 – But range of personal and social factors influence nature of our evaluations Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict...
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...Below are key definitions (terms) & concepts from the assigned readings and lecture slides. You should be familiar with them for Exam 1. The key definitions / concepts are not intended to be an all inclusive list of what will be on the exam. I also included the pages of the chapters that will be covered on the exam. I will not ask questions from chapter pages that do not fall in the ranges listed below. I will not ask questions from the “Skills & Best Practices” & “Hands On Exercises” sections in the OB textbook. I will not ask questions from the “HR How To”, “eHRM”, “Did You Know”, “Best Practices” & “HR Oops” sections of the HR textbook. Make sure you download the post-lecture slides from Carmen On page 4 of this study guide I have provided some example questions. Remember the likely sources of exam material: • Material Found in Book & Slides (found both places) – MOST LIKELY • Material Found Only In Slides (I have placed an ASTERISK on slides with non-book content that is exam material) • Material Found Only In Book (e.g. definitions, frameworks,…) Strategy & Strategic OB: K&K Chapter 1: Definitions (key terms): contingency approach, human capital, management, organizational behavior, social capital, Theory Y, total quality management Reading: p.5-16 (just the top of 16) Key concepts Human Relations Movement Theory X, Theory Y Total Quality Management Deming’s 85-15 Rule Contingency Approach Human Capital Social Capital Congruence...
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...CHAPTER 3 - PERSONALITY AND EMOTIONS CHAPTER OBJECTIVES After reading this chapter, students should be able to: 1. Describe the eight categories in the Myers-Briggs Type Indicator (MBTI) personality framework. 2. Identify the Big Five personality variables and their relationship to behavior in organizations. 3. Describe the impact of job typology on the personality/job performance relationship. 4. Differentiate felt from displayed emotions. 5. Identify the six universal emotions. 6. Explain if it is possible for a person to be emotionless. 7. Describe ways in which emotions influence work-related behavior. LECTURE OUTLINE I. PERSONALITY A. Introduction 1. When we describe people in terms of characteristics such as quiet, passive, loud, and so on, we categorize them in terms of personality traits. 2. An individual’s personality, therefore, is the combination of psychological traits we use to classify that person. (ppt 4) B. The Myers-Briggs Type Indicator (MBTI) (ppt 5) 1. One of the most widely used personality frameworks. 2. Essentially a 100-question personality test that asks people how they usually feel or act in particular situations. 3. Individuals are classified as: a) extroverted or introverted (E or I) (ppt 6) b) sensing or intuitive (S or N) (ppt 7) c) thinking or feeling (T or F) (ppt 8) d) perceiving or judging (P or J) (ppt 9) 4. These...
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...failures more on internal factors relating to the individual than on external factors relating to the environment. Self-serving bias – explains personal success by internal causes and personal failures b y external causes. Offers Contributions Offers Inducements Figure 15.1 Components in the psychological contract. PERCEPTUAL TENDENCIES AND DISTORTIONS Stereotype – is when attributes commonly associated with a group are assigned to an individual. Halo effects – occurs when one attribute is used to develop an overall impression of a person or situation. Selective Perception – is the tendency to define problems from one’s own point of view. Projection – is the assignment of personal attributes to other individuals. Impression Management – is the systematic attempt to influence how others perceive us. PERSONALITY Personality – is the profile of characteristics making a person unique from others. BIG FIVE MODEL Extraversion – is being outgoing, sociable, and assertive. Agreeableness – is being good-natured, cooperative, and trusting. Conscientiousness – is being responsible, dependable, and careful. Emotional Stability – is being relaxed, secure, and unworried. Openness to experience – is being curious, receptive to new ideas, and imaginative. ADDITIONAL PERSONALITY FACTORS Locus of control – is the extent to which one believes that...
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...“Entrepreneurs are born not made.” Critically analyse this statement with reference to the literature and to your experience of entrepreneurship. This essay aims to evaluate the various traits identified with entrepreneurs, and then establish whether entrepreneurs are born with these traits, or whether, they are shaped and developed through their life experiences. Put simply the purpose of this essay is to establish whether entrepreneurs are ‘born or made’. This essay focuses on two distinct schools of researchers in the field of entrepreneurship: The more traditional group of researchers has focused on the personality characteristics of the individual, the internal factors, whilst a second group of researchers have taken a social cognitive approach. They look at the relationship between an individual and his or her environment. The external factors include culture, role models, work experience, education, and environment. This essay looks at the early definitions of an entrepreneur, evaluates the literature which supports the theory that entrepreneurs are ‘born’, and also evaluates the proposal that there is a relationship between the individual entrepreneur and their social environment, that is, entrepreneurs are ‘made’. Cantillon (1756) defined the entrepreneur as engaging in business without an assurance of profits; thus the bearing of risk being the distinguishing feature of an entrepreneur. Jean Baptiste Say expanded on this by making the entrepreneur the pivot of the...
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...Lecture 1: 1. What Are Organizations? Organizations are social inventions for accomplishing common goals through group effort. * Social Inventions mean that their essential characteristic is the coordinated presence of people. The field of organizational behaviour is about understanding people and managing them to work effectively. * Goal Accomplishment: organizational survival and adaptation to change are important goals. The field of organizational behaviour is concerned with how organizations can survive and adapt to change. Example: People have to be motivated to join and remain in organization; carry out their basic work reliably, productivity, quality and service; be willing to continuously learn and upgrade their knowledge and skill; and be flexible and innovative. * Group Effort: organizations depend on interaction and coordination among people to accomplish goals. The field of organizational behaviour is concerned with how organizations to get people to practice effective teamwork. 2. What Is Organizational Behaviour? Organizational behaviour refers to the attitudes and behaviours of individuals and groups in organizations. 3. Goals of Organizational Behaviour are effectively predicting, explaining, and managing behaviour that occurs in organizations. * Predicting organizational behaviour and events. * Explaining organizational behaviour and events in organizations. (Why event occur). * Managing organizational behaviour by...
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...What is Personality? * The sum total of ways in which the individual reacts and interacts with others. * Measurable traits that a person exhibits. Personality Determinants * HEREDITY - factors determined at conception; genetics * ENVIRONMENT - culture in which we were raised; norms among our family, friends, social groups. * SITUATION - changes in different wsituations, some adversely, others hardly. Personality Traits * Enduring characteristics that describe an individual’s behavior Primary traits – 16 traits found to be generally steady and constant sources of behavior. Examples: Reserved, serious, trusting, practical, conservative, relaxed, timid, expedient, self-assured etc. Big Five Model * EXTROVERSION - sociable, gregarious, assertive * AGREEABLENESS - good natured, cooperative, trusting * CONSCIENTIOUSNESS* - responsible, dependable, persistent, organized * EMOTIONAL STABILITY - calm, secure, self confident * OPENNESS TO EXPERIENCE - curious, sensitive, imaginative *predictor of job performance Personality attributes that are major predictors of behavior in organizations: * Locus of control * Machiavellianism * Self-esteem/self monitoring/risk taking * Type A vs. Type B Predictors of Organizational Behavior * LOCUS OF CONTROL - A person’s perception of his or her own fate. * INTERNALS - They are masters of their own fate. Ex. More motivated, perform better at work, willingness to...
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...employment relationship. * Perception and Attribution Attrubution -is the process of explaining events. Attribution error -overestimates internal factors and underestimates external factors as influences on someone’s behavior. Self serving bias-explains personal success by internal causes and personal failures by external causes. * Perceptual tendencies and distortions * Stereotypes -occurs when attributes commonly associated with group are assigned to an individual. * Halo effects -occurs when one attribute is used to develop an overall impression of a person or situation. * Selective Perception -is the tendency to define problems from one’s own point of view. * Projection -is the assignment of personal attributes to other individuals. The lists of job preferences often attributed to Millennials include: * Meaningful work * Positive organizational culture * Socially responsible employers * Learning opportunities * Supportive managers * Clear goals * Personal attention * Sought after opinions * Flexible schedules * Positive feedback * Lots of rewards * Tech savvy setting * Impression Management -is the systematic attempt to influence how others perceive us. PERSONALITY - is the profile of characteristics making...
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...Michael Golubski 2634188 Chapter 2 Notes Overview - People are different in a number of different ways and we must learn those differences in order to work well with them - The two main differences between people are personality differences and differences in ability Personality - Personality is the pattern of relatively enduring ways that a person feels, thinks, and behaves Two determinants of Personality * Nature * Nurture Nature- biological heritage, the genes we get from our parents that determine our personality, 50% Nurture- life experiences, other 50%, could be strictness of parents, # of kids in family, -Managers have to take into account that they will not change personalities, but must find ways to deal with the personality given -Situational factors effect how a person performs at their job. High job pressures eliminate the effect personality has on their job performance, Low job pressures allow for personality to take effect. McDonalds vs. Teacher -Big Five Personality Traits -Extraversion -Neuroticism -Agreeableness -Conscientiousness -Openness to Experience -Extraversion- personality trait that predisposes people to experience positive emotional states and feel good about themselves and the world around them. Happy, Social, and satisfied with their job. -Neuroticism- he tendency to experience negative emotional state and view oneself in the world around one negatively. Devils Advocate, Stressed out, Critical -Agreeableness-...
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...1. Describe the three components of and attitude and explain the four job-related attitudes. Cognitive: Our thoughts, beliefs, and ideas about something. When a human being is the object of an attitude, the cognitive component is frequently a stereotype. Affective: Feelings or emotions that something evokes. The person's emotions and affect towards the object. Behavioral: This component of attitude consists of a tendency of an individual to behave in a particular way towards and object. Only this component of attitude is visible as the other two can only be inferred. The behavioral component refers to that part of attitude which reflects the intension of a person in short run or in long run. •Employee Productivity: A performance measure of both efficiency and effectiveness Absenteeism: The failure to report to work when expected Turnover: The voluntary and involuntary permanent withdrawal from an organization Organizational Citizenship Behavior: Discretionary behavior that is not a part of an employee’s formal job requirements, but which promotes the effective functioning of the organization. Job Satisfaction: The individual’s general attitude toward his or her job 2. Explain how an understanding of perception can help managers better understand individual behavior. Name three shortcuts used in judging others. Our perceptions in the workplace are biased by our experience, the culture, our education, and socialization. We tend to make assumptions and act on our...
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...PERSONALITY Psychoanalytic Freud’s psychosexual theory Structure: id (pleasure principle), ego (reality principle), superego (morals, ideals) Levels of awareness: conscious, preconscious, unconscious Development: oral, anal, phallic (Oedipal complex, penis envy), latency, genital Fixations Defense mechanisms - reduce anxiety Repression (primary) Regression Reaction formation Rationalization Displacement Sublimation Projection Denial Neo-Freudians Adler—social, not sexual tensions * Birth order, inferiority complex Horney—rejected penis envy idea Carl Jung—collective unconscious Assessment Projective tests Rorschach TAT - Thematic Apperception Test Draw-a-person Sentence completion Evaluation: * Repression often not shown (vivid memory often results after trauma) * Terror management theory Social-cognitive Reciprocal determinism—interplay of Personal factors/internal cognition Behavior Environment Personal control (Julian Rotter) External locus of control Internal locus of control *Without internal locus, learned helplessness results Explanatory style (Martin Seligman) Optimistic Unstable, specific, external Pessimistic Stable, global, internal Bandura Personality influenced by observational learning, outside influences (Bobo doll study) Self-efficacy (belief in ability to do things that lead to positive outcomes) Humanism Maslow—self-actualization Hierarchy of needs * Safety—security—love—selfesteem—self-actualization Carl Rogers—person-centered Genuineness Unconditional...
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...important for them to understand because it allows them to have a better understanding and appreciation of the behavior of those around them. Focal Point: . Jobs . Work . Management . Human Performance . Employment turnover 3- Contributing discipline to the OB; draw diagram and explain each 4- What is personality? What are the personality approaches? Personality is the relatively stable set of psychological characteristics that influences the way an individual interacts with his or her environment and how he or she feels, thinks, and behaves. Personality Approaches: 1- The Dispositions Approach 2- The Situational Approach 3- The Interactionist Approach 5- What are the big 5 personality traits? 1- Extroversion 2- Agreeableness 3- Emotional stability 4- Openness to experience 5- Conscientiousness 6- What is locus of control? 1- Internal believe that opportunity to control their own behavior resides within themselves. 2- Externals believe that external forces determine their behavior. 7- What is learning? A relatively permanent change in behavior potential as a result of practice or experience. 8- What is punishment? Determine problems of punishment? The application of an aversive stimulus following unwanted behavior to decrease the probability of that behavior. Problems of Punishment: ...
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