1. Individual Behavior in Organization
By Daniel Damaris NS

2. Individual Behavior Framework

3. Intellectual Ability

4. Physical Ability

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

6. Perception (cont.)

7. 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

8. 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.

9. 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

10. Attitude (cont.)

11. Attitude (cont.)

12. Integrating Vision and Values within a Strategic Framework

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

14. Personality (cont.)

15. 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

16. Ego Defense Mechanism

17. 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

18. 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

19. The Big Five Personality Dimensions (cont.)

20. 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

21. 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

22. Bandura’s Self-Efficacy Workplace Application

23. 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

24. 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)

25. The Psychological Contract (cont.)

26. The Psychological Contract (cont.)

27. Emotion and Mood

28. Structure of Moods

29. 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

30. Source of the Emotion and Mood
Personality
Day of the Week and Time of the Day
Weather
Stress
Social Activities
Sleep
Exercise
Age
Sex

31. Our Moods are Affected by the Day of the Week

32. Our Moods are Affected by the Time of the Day

33. Affected Events Theory

34. Emotional Intelligence Model

35. Early Theories of Motivation

36. Alderfer’s ERG Theory

37. Herzberg’s Two-Factor Theory

38. 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

39. Comparison the Motivation Theories

40. Goal Setting Theory

41. Expectancy Theory

42. Organizational Justice

43.
Thank You !