Individual Behavior in Organization www.gunadarma.ac.id By Daniel Damaris NS

Individual Behavior Framework

Intellectual Ability

Physical Ability

Perception The process by which an individual gives meaning to the environment. It involves organizing and interpreting various stimuli into a psychological experience.

Perception (cont.)

Stereotype An over-generalized, oversimplified, and self-perpetuating belief about people’s personal characteristics 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, to explain behavior Situational Attributions: Attributions that emphasize the environment’s effect on 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

Attitude (cont.)

Attitude (cont.)

Integrating Vision and Values within a Strategic Framework

Personality A stable set of characteristics and tendencies that determine commonalities and differences in people’s behavior

Personality (cont.)

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

Ego Defense Mechanism

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

The Big Five Personality Dimensions (cont.)

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 and interpreted to classify them as extroverted or introverted, sensory or intuitive, thinking or feeling, and perceiving or judging

Bandura’s Self-Efficacy Workplace Application

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 her firm has failed to fulfill or has reneged on one or more 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 Psychological Contract (cont.)

The Psychological Contract (cont.)

Emotion and Mood

Structure of Moods

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 and feeling 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

Our Moods are Affected by the Day of the Week

Our Moods are Affected by the Time of the Day

Affected Events Theory

Emotional Intelligence Model

Early Theories of Motivation

Alderfer’s ERG Theory

Herzberg’s Two-Factor Theory

McClelland’s Theory of Needs 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 interpersonal relationships

Comparison the Motivation Theories

Goal Setting Theory

Expectancy Theory

Organizational Justice

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