CHAP#5 Personality & Attitudes The Meaning of Personality: Personality represents the “Whole Person” including perception, learning, motivation & more. The Meaning of Personality: Personality represents the “Whole Person” including perception, learning, motivation & more. It also means, how people affect others & how they understand & view themselves, as well as their pattern of inner & outer measurable traits & the person-situation interaction. It also means, how people affect others & how they understand & view themselves, as well as their pattern of inner & outer measurable traits & the person-situation interaction. 1organization behavior

Personality Development: Elements that Develop Personality Following are the elements that contribute in personality development: 1. The role of the Heredity & the Brain 1. The role of the Heredity & the Brain 2. Self-Esteem 2. Self-Esteem 3. Person-Situation Interaction 3. Person-Situation Interaction 4. the socialization Process 4. the socialization Process 2organization behavior

The Big Five Personality Traits/Five-Factor Model(FFM) 1 Conscientiousness: It is a characteristic of a well balanced personality Which shows that a person is dependable, hardworking, organized, self-disciplined, persistent, & responsible. 3organization behavior

Cont… (FFM) 2 Emotional Stability: It is the characteristic of a personality which shows that a person having well balanced personality is calm, secure, happy & unworried. 4organization behavior

Conti…(FFM) 3 Agreeableness: it is the personality trait which tells that a good personality is always cooperative, warm, caring, good-natured, courteous & trusting. 5organization behavior

Cont…(FFM) 4 Extraversion: it is the personality trait which shows that a good personality is sociable, outgoing, talkative, assertive & gregarious(liking company). 6organization behavior

Conti…(FFM) 5 Openness to Experience: It shows that a good personality is curious, intellectual, creative, cultured, artistically sensitive, flexible & imaginative. 7organization behavior

The nature & dimensions of Attitudes Attitude: A continual tendency to feel & behave in a particular way toward some object. Attitude: A continual tendency to feel & behave in a particular way toward some object. For example Naveed does not like working the night shift. He has a negative attitude toward his work assignment. For example Naveed does not like working the night shift. He has a negative attitude toward his work assignment. 8organization behavior

Components of Attitudes There are three basic components of attitude: 1. Emotional Component: It contains the person’s feelings or affect (positive, negative or neutral) about an object. The term emotional labor has emerged in recent years to represent the work people are asked to perform beyond their physical & mental contributions. The term emotional labor has emerged in recent years to represent the work people are asked to perform beyond their physical & mental contributions. 9organization behavior

Components of Attitudes 2. Informational Component: It consists of the beliefs & information which a person has about an object. It makes no difference whether the information are correct or incorrect. For example a supervisor may believe that two weeks of training is necessary before a worker can effectively conduct a For example a supervisor may believe that two weeks of training is necessary before a worker can effectively conduct a 10organization behavior

Components of Attitudes particular process. In reality, the average worker may be able to perform successfully after only four days of training. Yet the information that a supervisor is using, is the key to his attitude about training. 11organization behavior

Components of Attitudes 3. Behavioral Component: It consists of a person’s tendencies to behave in a particular way toward an object. For example, in the previous example, the supervisor may assign two weeks of training to all his new people. For example, in the previous example, the supervisor may assign two weeks of training to all his new people. NOTE: among all the three components, only the behavioral component can be directly observed. NOTE: among all the three components, only the behavioral component can be directly observed. 12organization behavior

Functions of Attitudes 1. Predict work behavior: Attitudes can help predict work behavior. For example, if an attitude survey shows that workers are upset by a change in the work rules & the next week absenteeism begins to increase sharply, management may conclude that a negative attitude toward work rules led to an increase in worker absenteeism. For example, if an attitude survey shows that workers are upset by a change in the work rules & the next week absenteeism begins to increase sharply, management may conclude that a negative attitude toward work rules led to an increase in worker absenteeism. 13organization behavior

Functions of Attitudes 2. The adjustment function: Attitude often help people adjust to their work environments. For example, when employees are well treated, they are likely to develop a positive attitude toward management & organization. For example, when employees are well treated, they are likely to develop a positive attitude toward management & organization. 14organization behavior

Functions of Attitudes 3. The Ego-Defensive Function: Attitudes help people defend their self-images. For example, an older manager whose decisions are continually challenged by a younger subordinate, the manager may feel that the subordinate is hasty, arrogant (proud) immature & inexperienced. In truth, the younger subordinate may be right For example, an older manager whose decisions are continually challenged by a younger subordinate, the manager may feel that the subordinate is hasty, arrogant (proud) immature & inexperienced. In truth, the younger subordinate may be right 15organization behavior

Functions of Attitudes 4. The Value Expressive Function: Attitudes provide people with a basis for expressing their values. For example, The chancellor of MIHE who believes strongly in hard work might tell the MIHE team: “ You have got to work harder. That has been the tradition of the institute since it was founded. For example, The chancellor of MIHE who believes strongly in hard work might tell the MIHE team: “ You have got to work harder. That has been the tradition of the institute since it was founded. 16organization behavior

Functions of Attitudes It helped get us where we are today, & everyone is expected to promise to this ethic ” It helped get us where we are today, & everyone is expected to promise to this ethic ” 17organization behavior

Functions of Attitudes 5. The Knowledge Function: Attitudes help supply standards & frames of reference that allow people to organize & explain the world around them. For example, a union organizer may have a negative attitude toward management. This attitude may not be based on fact, but it does help the individual relate to For example, a union organizer may have a negative attitude toward management. This attitude may not be based on fact, but it does help the individual relate to 18organization behavior

Functions of Attitudes management. Regardless of how accurate a person’s view of reality is, attitudes toward people, events, & objects help the people make sense out of what is going on. management. Regardless of how accurate a person’s view of reality is, attitudes toward people, events, & objects help the people make sense out of what is going on. 19organization behavior

Changing Attitude Changing Attitude Employee attitudes can be readily changed, and sometimes it is in the best interests of management to try to do so. Employee attitudes can be readily changed, and sometimes it is in the best interests of management to try to do so. For example, if employees believe that their employer does not take care of them, management would like to change this attitude. For example, if employees believe that their employer does not take care of them, management would like to change this attitude. 20organization behavior

How to Change Attitudes How to Change Attitudes 1. Providing New Information 2. Use of Fear (low level, moderate level, high level) 3. Resolving discrepancies 4. Influence of Friends or Peers 5. The Co-opting Approach: it means taking people who are dissatisfied with a situation and getting them involved in improving things. 21organization behavior

Job satisfaction Job satisfaction A pleasurable or positive emotional state which results from the evaluation of one’s job, is called job satisfaction. A pleasurable or positive emotional state which results from the evaluation of one’s job, is called job satisfaction. Job satisfaction is a result of employees’ sensitivity of how well their jobs provide those things which are considered important. Job satisfaction is a result of employees’ sensitivity of how well their jobs provide those things which are considered important. 22organization behavior

Dimensions of Job Satisfaction There are three dimensions to job satisfaction: There are three dimensions to job satisfaction: 1. Job Satisfaction is an emotional response to a job situation. It cannot be seen; it can only be understood. 1. Job Satisfaction is an emotional response to a job situation. It cannot be seen; it can only be understood. 2. Job Satisfaction is often determined by how well outcomes meet or exceed expectations. For example, if employees 2. Job Satisfaction is often determined by how well outcomes meet or exceed expectations. For example, if employees 23organization behavior

Conti… Conti… Feel that they are working much harder than others in the department but are receiving fewer rewards, they will probably have a negative attitude toward their work, boss & coworkers. They will be dissatisfied. On the other hand, if they are being treated very well and are being paid equitably, they are likely to have a positive attitude toward the job. Feel that they are working much harder than others in the department but are receiving fewer rewards, they will probably have a negative attitude toward their work, boss & coworkers. They will be dissatisfied. On the other hand, if they are being treated very well and are being paid equitably, they are likely to have a positive attitude toward the job. 24organization behavior

Conti… Conti… 3. Job Satisfaction represents several related attitudes. Attitudes which are deemed(think) better in the society. 3. Job Satisfaction represents several related attitudes. Attitudes which are deemed(think) better in the society. 25organization behavior

How to measure Job Satisfaction How to measure Job Satisfaction Job Satisfaction is measured by job dimensions. Following are the job dimensions which are used to measure Job Satisfaction: Job Satisfaction is measured by job dimensions. Following are the job dimensions which are used to measure Job Satisfaction: 1. The work itself 1. The work itself 2. Pay 2. Pay 3.Promotion opportunities 3.Promotion opportunities 26organization behavior

Conti… Conti… 4. Supervision: The abilities of the supervisor to provide technical assistance & behavioral support. 4. Supervision: The abilities of the supervisor to provide technical assistance & behavioral support. 5. Coworkers: The degree to which fellow workers are technically skilled and socially supportive. 5. Coworkers: The degree to which fellow workers are technically skilled and socially supportive. 27organization behavior

Influences on Job Satisfaction There are many factors that influence Job Satisfaction. The main influences are the following: 1. The Work Itself: The content of the work itself is a major source of satisfaction. Feedback from the job itself and autonomy are two of the major job- related motivational factors. If the creative 1. The Work Itself: The content of the work itself is a major source of satisfaction. Feedback from the job itself and autonomy are two of the major job- related motivational factors. If the creative 28organization behavior

Conti… Conti… Requirements of employees’ jobs are met, then they likely to be satisfied. Work satisfaction is associated with equal opportunities and family-friendly and anti- harassment practices. 29organization behavior

Conti… Conti… 2. Pay: Money not only helps people attain their basic needs but is also instrumental in providing upper-level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization. 2. Pay: Money not only helps people attain their basic needs but is also instrumental in providing upper-level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization. If employees are allowed some flexibility in choosing the type of benefits, they If employees are allowed some flexibility in choosing the type of benefits, they 30organization behavior

Conti… Conti… Prefer within a total package, called a flexible or cafeteria benefits plan. Prefer within a total package, called a flexible or cafeteria benefits plan. 31organization behavior

Conti… Conti… 3, Promotions: Promotional opportunities have a varying effect on job satisfaction. Individuals who are promoted on the basis of seniority often experience job satisfaction but not as much as those who are promoted on the basis of performance. Besides, a promotion with 10 percent salary raise is typically not as 3, Promotions: Promotional opportunities have a varying effect on job satisfaction. Individuals who are promoted on the basis of seniority often experience job satisfaction but not as much as those who are promoted on the basis of performance. Besides, a promotion with 10 percent salary raise is typically not as 32organization behavior

Conti… Conti… Satisfying as with a 20 percent salary raise. A positive work environment and opportunities to grow intellectually and broaden their skill base has for many become more important than promotion opportunities. A positive work environment and opportunities to grow intellectually and broaden their skill base has for many become more important than promotion opportunities. 33organization behavior

Conti… Conti… 4. Supervision: Supervision is moderately important source of job satisfaction. There are two dimensions of supervisory style that affect job satisfaction. I. Employee-centeredness: it means to focus on employees. It can be measured by the degree to which a supervisor takes a personal interest & cares the employees. I. Employee-centeredness: it means to focus on employees. It can be measured by the degree to which a supervisor takes a personal interest & cares the employees. 34organization behavior

Conti… Conti… ii. Participation/Influence: managers who allow their people to participate in decisions that affect their jobs. In most cases this approach leads to higher job satisfaction. ii. Participation/Influence: managers who allow their people to participate in decisions that affect their jobs. In most cases this approach leads to higher job satisfaction. 35organization behavior

Conti… Conti… 5. Work Group: Friendly, co-operative co- workers or team members are a modest source of job satisfaction to individual employees. A tight team serves as a source of support, comfort, advice and assistance to the individual members. If the people are difficult to get along with, has a negative effect on job satisfaction. 36organization behavior

Conti… Conti… 6. Working Conditions: If the working conditions are good (clean, attractive surroundings), the personnel will find it easier to carry out their jobs. If the working conditions are poor (hot, noisy surrounding) personnel will find it more difficult to get things done. 37organization behavior

Outcomes of Job Satisfaction 1. Satisfaction & Performance: Satisfaction has a positive effect on performance, but it should not be considered the endpoint in human performance. 1. Satisfaction & Performance: Satisfaction has a positive effect on performance, but it should not be considered the endpoint in human performance. 2. Satisfaction & Turnover: High job satisfaction Will not always keep turnover low, but it does seem to help. On the other hand, if there is considerable job 2. Satisfaction & Turnover: High job satisfaction Will not always keep turnover low, but it does seem to help. On the other hand, if there is considerable job 38organization behavior

Conti… Conti… Dissatisfaction, there is likely to be high turnover. Obviously, other variables enter into an employee’s decision to quit besides job satisfaction. For example, age, tenure in the organization & commitment to the organization, may play a role. When things in the economy are going well & there is little unemployment, typically there Dissatisfaction, there is likely to be high turnover. Obviously, other variables enter into an employee’s decision to quit besides job satisfaction. For example, age, tenure in the organization & commitment to the organization, may play a role. When things in the economy are going well & there is little unemployment, typically there 39organization behavior

Conti… Conti… Will be an increase in turnover, because people will begin looking for better opportunities with other organizations. Even if they are satisfied, many people are willing to leave if the opportunities elsewhere promise to be better. On the other hand, if jobs are tough to get & downsizing, mergers, & acquisitions are Will be an increase in turnover, because people will begin looking for better opportunities with other organizations. Even if they are satisfied, many people are willing to leave if the opportunities elsewhere promise to be better. On the other hand, if jobs are tough to get & downsizing, mergers, & acquisitions are 40organization behavior

Conti… Conti… Dissatisfied employees will voluntarily stay where they are. Dissatisfied employees will voluntarily stay where they are. 3. Satisfaction & Absenteeism: Although high job satisfaction will not necessarily result in low absenteeism, low job satisfaction is more likely to bring about absenteeism. Absenteeism mostly depends upon the degree to which people 3. Satisfaction & Absenteeism: Although high job satisfaction will not necessarily result in low absenteeism, low job satisfaction is more likely to bring about absenteeism. Absenteeism mostly depends upon the degree to which people 41organization behavior

Conti… Conti… Feel that their jobs are important. Feel that their jobs are important. 4. Other Effects: Research reports that highly satisfied employees tend to have better physical health, learn new job- related tasks more quickly, have fewer grievances etc. it is also found that by building satisfaction, stress may be reduced. 4. Other Effects: Research reports that highly satisfied employees tend to have better physical health, learn new job- related tasks more quickly, have fewer grievances etc. it is also found that by building satisfaction, stress may be reduced. 42organization behavior