Appreciating Individual Differences (Self-Concept, Personality, Emotions) Chapter Five

PERSPECTIVE Working with people, managing people, requires understanding  Of ourselves  Of those around us This demands that we make inference based on their behavior (and our own feelings and responses to their behavior) Theories help us make these inferences

Perspective – course sequence Understanding perception within organizations or social systems  Diversity Learning to appreciate individual differences Moving to motivation  Needs, satisfaction, job design  Equity, expectancy theory, goal setting, etc.  Improving performance with feedback

From Self-Concept to Self-Management Self Esteem Self-Efficacy (“I can do that.”) Self-Monitoring Self management: A Social Learning Model Personality Dynamics The Big Five Personality Dimensions Locus of Control: Self or Environment? Attitudes Intelligence and Cognitive Abilities 5-1a Chapter Five Outline

OB Gets Emotional Positive and Negative Emotions More Attention Needed Emotional Intelligence 5-1b Chapter Five Outline (continued)

Personality traits An OB Model for Studying Individual Differences 5-2 Figure 5-1 Self Concept Self-esteem Self-efficacy Self-monitoring The Unique Individual Forms of Self- Expression Attitudes Abilities Emotions Self-Management

Self-esteem “... a belief about one’s own self-worth based on an overall self-evaluation.”  Am I equal to others?  Do I have much to be proud of? Cross cultural differences re: relationship between self esteem and satisfaction depend on the individualistic – collectivist dimension.

A Model of Self-Efficacy A Model of Self-Efficacy (refer to Fig 5-2 on p 124) Sources of Self-Efficacy Beliefs: - Prior experience - Behavior models - Persuasion from others - Assessment of physical/emotional state Self-efficacy: Self-efficacy: “A person’s belief about his or her chances of successfully accomplishing a specific task.” 5-3 Figure 5-2 Self-Efficacy

How Good Are You at Self- Monitoring? Self-Monitoring: Self-Monitoring: “The extent to which a person observes their own self-expressive behavior and adapts it to the demands of the situation.” What implications does your score have for you as a manager? Would those who know you well score you about the same? If not, could that be a source of interpersonal problems? Explain. If you are unhappy with your score, what can you do to change your self-monitoring tendencies?

Self-monitoring - insights High self-monitors tend to move up faster, better record at acquiring a mentor Suggestions  Be conscious of your self image  Don’t overdo it and risk being perceived as being insincere, phony, etc.

5-5 Figure 5-3 Person (psychological self ) Situational Cues Consequences Behavior A Social Learning Model of Self- Management

1. Be proactive. 2. Begin with the end in mind. 3. Put first things first. 4. Think win/win. 5. Seek first to understand, then to be understood. 6. Synergize. 7. Sharpen the saw. 5-6 Table 5-1 Covey’s Seven Habits: An Agenda for Managerial Self-Improvement

 Extraversion: Outgoing, talkative, sociable, assertive  Agreeableness: Trusting, good natured, cooperative, soft hearted  Conscientiousness: Dependable, responsible, achievement oriented, persistent  Emotional stability: Relaxed, secure, unworried  Openness to experience: Intellectual, imaginative, curious, broad minded Research finding: Conscientiousness is the best (but not a strong) predictor of job performance 5-7 Table 5-2 The Big Five Personality Dimensions

Locus of Control  Internal locus of control: belief that one controls key events and consequences in one’s life. 5-8  External locus of control: One’s life outcomes attributed to environmental factors such as luck or fate. For class discussion: For class discussion: What sort of locus of control “balance” do today’s managers need to seek to be successful without experiencing excessive stress?

 Verbal comprehension:  Verbal comprehension: Meaning of words and reading comprehension  Word fluency:  Word fluency: Ability to produce isolated words to meet specific requirements  Numerical:  Numerical: Arithmetic computation  Spatial:  Spatial: Perceive spatial patterns and visualize geometric shapes  Memory:  Memory: Good rote memory of words, symbols, and lists  Perceptual speed:  Perceptual speed: Perception of similarities and differences in figures  Inductive reasoning:  Inductive reasoning: Reasoning from specifics to general conclusion 5-9 Table 5-3 Seven Major Mental Abilities

Positive and Negative Emotions 5-14 Figure 5-4 Emotions: Emotions: “Complex, patterned, organismic reactions to how we think we are doing in our lifelong efforts to survive and flourish and to achieve what we wish for ourselves.” Positive emotions (Goal congruent) Positive emotions (Goal congruent) - Happiness/joy- Pride - Love/affection- Relief Negative emotions (Goal incongruent): Negative emotions (Goal incongruent): - Anger- Fright/anxiety - Guilt/shame- Sadness - Envy/jealousy- Disgust Emotions