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HRM 601 Organizational Behavior

HRM 601 Organizational Behavior. Session 3 Individual Difference, Personality & Attitudes. Individual Performance Factors. Individual Abilities Effort Organizational Support. Personality. A relatively stable And unique Pattern of behavior, thoughts & emotions Shown by an individual.

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HRM 601 Organizational Behavior

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  1. HRM 601 Organizational Behavior Session 3 Individual Difference, Personality & Attitudes

  2. Individual Performance Factors • Individual Abilities • Effort • Organizational Support

  3. Personality • A relatively stable • And unique • Pattern of behavior, thoughts & emotions • Shown by an individual

  4. Erikson’s Psycho-Social Model of Personality Development • Infancy: Trust vs Mistrust • Toddler-hood: Autonomy vs Shame • Childhood: Competency vs Inferiority • Adolescence: Identity vs Role confusion • Early Adulthood: Intimacy vs isolation • Middle Adulthood: Generativity vs stagnation • Late Adulthood: Ego integrity vs despair

  5. Conscientiousness Organized, self-disciplined, responsible Disorganized, undisciplined, irresponsible The Big Five Personality Traits

  6. Extroversion - introversion Sociable, talkative, active Sober, quiet, reserved Big Five Cont’d

  7. Agreeableness Good-natured, gentle, cooperative, forgiving Cantankerous, irritable, uncooperative Big Five Cont’d

  8. Emotional stability Calm. enthusiastic, secure Anxious, depressed, angry, insecure Big Five Con’t

  9. Openness to experience Imaginative, creative, sensitive Insensitive, narrow, unimaginative Big Five Con’t.

  10. Other Traits • Locus of control • Internal vs external • Self-monitoring • High self-monitors vs Low self-monitors

  11. Cognitive Ability • General intelligence -- ability to think analytically, reason, problem solve • Verbal • Numerical • General knowledge • Reasoning ability • Spatial ability

  12. Physical Ability • Motor skills: manual dexterity, eye-hand coordination, reaction time • Fitness: strength, stamina

  13. Measuring Personality & Ability • Reliability: The extent to which test scores are consistent from time to time • Validity: Extent to which a test is actually measuring what it claims to measure

  14. Measuring Personality & Ability • Projective tests: Test which use ambiguous stimuli to measure personality. • Objective tests: Inventories or questionnaires used to measure personality. These are scored by any objective key so there is no room for interpretation to answers

  15. Attitude Defined • Stable cluster of • Feelings • Beliefs • and Behavioral Intentions • Towards specific people, things, or events

  16. Attitudinal Components • Beliefs -- cool thoughts • Feelings -- hot emotions • Behavioral intentions -- tendency to respond or behave consistent with attitude

  17. Developing an Attitude • Information • Learning • Modeling

  18. Predicting Behavior • Thought and feeling consistency • Subjective norms • Direct experience • Attitude accessibility

  19. Job Satisfaction • Feelings, • Beliefs, and • Evaluations of a person’s job

  20. Herzberg’s Two Factor Theory • Motivators • personal growth • recognition • responsibility • promotion opportunities • achievement

  21. Two Factor Theory, Con’t. • Hygiene • supervision • pay • company policies • working conditions • co-workers • job security

  22. Consequences of Job Satisfaction • Withdrawal behavior • Absenteeism • Turnover • Time theft

  23. Influences of Job Satisfaction • Quality supervision • Fair pay • Empowerment • Person-job fit

  24. Organizational Commitment • Extent to which an individual • Identifies with, • Is involved with, • Is unwilling to leave • The organization

  25. Consequences of Organizational Commitment • Continuance • Willingness to make shared sacrifices • Organizational citizenship

  26. Influences of Organizational Commitment • Social responsibility • Enriched jobs • Participatory management • Aligning workers’ interests with company • Demonstrating trust

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