Download - FOUNDATION OF INDIVIDUAL BEHAVIOR
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FOUNDATIONS OF INDIVIDUAL BEHAVIOR
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PEOPLE IN A ORGANIZATIONAS A STARTING POINT FOR
UNDERSTANDING THE BEHAVIOR OF PEOPLE IN ORGANIZATIONS WE FIRST EXAMINE THE BASIC NATURE OF INDIVIDUAL ORGANIZATION RELATIONSHIP. UNDERSTANDING HELPS US APPRECIATE THE NATURE OF DIFFERENCES
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PSYCHOLOGICAL CONTRACTS WHENEVER WE BUY A CAR OR SELL A
HOUSE. BOTH BUYE AND SELLER SIGN A CONTRACT THAT SPECIFIES THE TERMS OF THE AGREEMENT WHO PAYS WHAT WHOM WHEN ITS PAID AND ITS SO FORTH A PSYCHOLOGICAL CONTRACTS RESEMBLES A STANDARD LEGAL CONTRACTS IN SOME WAYS BUT IS LES FORMAL AND LESS DEFINED
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THE PERSON JOB FIT ONE SPECIFIC ASPECT OF MANAGING
PSYCHOLOGICAL CONTRACTS IS MANAGEMENT OF THE PERSON JOB FIT. A GOOD PERSON JOB FIT IS ONE IN WHICH THE EMPLOYEE CONTRIBUTION MATCH THE INDUCEMENT THE ORGANIZTION OFFERS.
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INDIVIDUAL DIFFERENCES AS ALREADY NOTED EVERY NDIVIDUAL
IS UNIQUE. INDIVIDUAL DIFFERNCES ARE PERSONAL ATTRIBUTES THAT VARY FROM ONE PERSON TO ANOTHER. INDIVIDUAL DIFFERENCES MAY BE PHYSICAL, PSYCHOLOGIAL AND EMOTIONAL
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PERSONALITY AND ORGANIZATION PERSONALITY IS THE RELATIVELY
STABLES SET OF PSYCHOLOGICAL ATTRIBUTES THAT DISTINGUISH ONE PERSON FROM ANOTHER A LONGSTANDING DEBATE AMONG PSYCHOLOGIST OFTEN EXPRESS AS NATURE VERSUS NURTURE
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THE BIG FIVE PERSONALTY TRAITS PSYCHOLOGIST HAVE IDENTIFIED
LITERALLY THOUSANDS OF PERSONALITY TRAITS AND DIMENSIONS THAT DIFFERETIATE OONE PERSON TO ANOTHER
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THE BIG FIVE PESONALITY FRAMEWORK AGREEABLENESS – REFERS TO A PERSONS ABLITY TO
GET ALONG WITH OTHER CONSCIENTIOUSNESS -REFERS TO THE NUMBER OF
GOALS ON WHICH PERSON FOCUSES EXTRAVERSION- REFLECTS A PERSONS COMFORT
LEVEL WITH RELATIONSHIP OPENNESS- REFLECTS A PERSONS RIGIDITY OF
BELIEFS AND RANGE OF INTEREST NEUROTISM- CHARACTERIZED A PERSONS TENDENCY
TO EXPERIENCE UNPLEASANT EMOTIONS SUCH AS ANGER, ANXIETY, FEELINGS OF VULNERABILITY
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THE MYERS-BRIGGS FRAMEWORK THIS FRAMEWORK BASED ON THE
CLASSICAL WORK OF CARL JUNG, DIFFFERENTIATE PEOPLE IN TERMS OF FOUR GENERAL DIMENSION; SENSING, INTUITING, JUDGING AND PERCEIVING
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EMOTIONAL INTELLIGENCE REFERS TO THE EXTENT TO WHICH
PEOPLE ARE SELF AWARE CAN MANAGE THEIR EMOTIONS CAN MOTIVATE THEMSELVES EXPRESS EMPHATHY FOR OTHERS AND POSSESS SOCIAL SKILLS
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VARIOUS DIMENSIONS SELF AWARENESS- THIS IS THE BASIS FOR THE
OTHER COMPETENT MANAGING EMOTIONS- THIS REFERS TO A PERSONS
CAPACITIES TO BALANCE ANXIETY FEAR AND ANGER MOTIVATING ONESELF- THIS DIMENSIONS REES TO
PERSONS ABILITY TO REMAIN OPTIMISTIC EMPHATY- REFERS TO A PERSON ABILITY TO
UNDERSTAND HOW OTHERS ARE FEELING EVEN WITHOUT BEING EXPLICITY
SOCIAL SKILLS- THIS REFERS TO A PERSON ABILITY TO GET ALONG WITH OTHERS
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PERSONALTY TRAITS OF WORK SELF EFFICACY- IS A RELATED BUT SUBTLY DIFFERENT
PERSONALITY CHARACTERISTICS AUTHORITARIANISM- THE EXTENT TO WHICH A PERSON BELIVE
THAT POWER STATUS DIFFERENCES ARE APPROPRIATE WITHIN HIERARCHICAL SOCIAL SYSTEM
MACHIAVALISM- EXPLAIN HOW NOBILITY COULD MORE EASILY GAIN AND USE POWER
SELF ESTEEM-IS THE EXTENT TO WHICH PERSON BELIEVES THAT HE OR SHE IS WORTHWHILE AND DESERVING INDIVIDUAL
LOCUS OF CONTROL- IS THE EXTENT TO WHICH PEOPLE BELIEVE THAT IF THEY BEHAVIOR HAS AREAL EFFECT ON WHAT HAPPENS TO THEM
RISK PROPENSITY- DEGREE TO WHICH PERSON IS WILLING TO TAKE CHANCE
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ATTITUDES IN ORGANIZATION ATTITUDES ARE COMPLEXES OF BELIEFS
AND FEELINGS THAT PEOPLE HAVE ABOUT SPECIFIC IDEAS SITUATONS OR OTHER PEOPLE
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HOW ATTITUDES ARE FORMED ATTITUDES ARE FORMED BY VARIETY OF
FORCES INCLUDING OUR PERSONAL VALUES OUR EXPERIENCES AND OUR PERSONALITIES
ATTITUDE STRUCTURE- VIEWED AS STABLE DISPOSITIONS TO BEHAVE TOWARD OBJECTS IN A CERTAIN WAY
COGNITIVE DISSONANCE- OCCUR WHEN PEOPLE BEHAVE IN FASHION
ATTITUDE CHANGE- ARE NOT STABLE AS PERSONALITY ATTRIBUTES
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JOB SATISFACTION JOB SATISFACTION- REFLECT TO EXTENT
TO WHICH PEOPLE FIND GRATIFICATION OR FULLFILLMENT IN THEIR WORK
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ORGANIZATONAL COMMITMENT REFLECTS AN INDIVIDUALS
IDENTIFICATON WITH ATTACHMENT TO THE ORGANIZATION. A HIGHLY COMMITED PERSON WILL PROBABLY SEE HERSELF AS TRUE MEMBER OF THE FIRM
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PERCEPTION IN ORGANIZATION PERCEPTION- THE SET OF PROCESSES
BY WHICH INDIVIDUAL BECOMES AWARE OF AND INTERPRETS INFORMATION ABOUT ENVIRONMENT
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BASIC PERCEPTUAL PROCESSES SELECTIVE PERCEPTION- IS THE
PROCESS OF SCREENING OUT OF INFORMATION THAT WE ARE UNCOMFORTABLE WITH OR THAT CONTRADICTS OUR BELIEF
STEREOTYPING- IS CATEGORIZING OR LABELING PEOPLE ON THE BASIS OF A SNGLE ATTRIBUTE.
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PERCEPTION AND ATTRIBUTION ATTRIBUTION THEORY- HAS ETENDED
OUR UNDERSTANDING AFFECTS BEHAVIOR IN ORGANIZATIONS , THIS THEORY SUGGESTS THAT WE OBSERVE BEHAVIOR AND THEN ATTRIBUTES CAUES TO IT
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TYPES OF WORKPLACE BEHAVIOR WORKPLACE BEHAVIOR- IS A PATTERN IN ORGANIZATION THAT DIRECTLY OR INDIRECTLY INFLUENCES THE ORGANIZATION EFFECTIVENESSPERFORMANCE BEHAVIORS- ARE THE TOTAL SET OF WORK RELATED BEHAVIORS DYSFUNCTIONAL BEHAVIORS- ARE THOSE THAT DETRACT FROM RATHER THAN CONTRIBUTION TO ORGANIZATIONAL PERFORMANCE
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ORGANIZATIONAL CITIZENSHIP REFERS TO THE BEHAVIORS OF
INDIVIDUALS WHO MAKE A POSITIVE OVERALL CONTRIBUTION TO THE OGANIZATION
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