BAM - 04. Human Behavior Flashcards
Five Influences of Behavior
- Aspirations
- Personality
- Self-Concept
- Self-Efficacy and Locus of Control
- Attitudes and Values
A lack of something necessary or desirable.
Needs
The objective toward which effort is directed.
Goals
To act in a specific way.
Behaviors
Return of information about the result of a process.
Feedback
Things blocking our goal achievement.
Barriers
Examples of External Barriers
Environment, other people, etc.
Examples of Internal Barriers
Physical, mental, or emotional limitations (real or perceived)
A key aspect of _____ is the person using them is usually not aware he or she is using them.
Defense Mechanisms
This provides a degree of protection against a world that isn’t always what we’d like it to be.
Coping Behavior
Two Forms of Coping Behaviors
- Becoming obsessed with the need
- Adjustment or Defense Mechanisms
Common Defense Mechanisms
- Rationalization
- Projection
- Repression
- Suppression
- Withdrawal
One of the most dominant factor in our choice of behavior is what we learned in the _____.
Past
States that a person can be conditioned to respond to a given stimulus. Also known as stimulus-response.
Classical Conditioning Theory
Based on the connection between a behavior and its consequences. When consequences are good, something pleasant happens or something unpleasant is removed, and behavior is reinforced. Conversely, when something unpleasant happens or something pleasant is removed, the behavior has resulted in punishment.
Operant Conditioning
States that we tend to imitate what we see others do. The concept of being a good or poor example is based on this theory.
Observational Learning
The “why” of behavior.
Motivation
Internal states that lead to the instigation, persistence, energy, and direction of behavior.
Motivation
A process that both energizes and direct goal-oriented behavior.
Motivation
Theories of motivation can be placed into two categories:
- Universalistic
- Contingency
Attempt to posit widespread applicability to the work environment.
Universalistic Theories
Focus on individual differences that influence motivation levels.
Contingency Theories
Two Universalistic Theories
- Herzberg’s Two-Factor Theory
- McClelland’s Achievement Motivation Theory
Asserts job satisfaction and dissatisfaction are caused by different work-related factors.
Two-Factor Theory
Factors that lead to job satisfaction are labeled _____.
Motivators
Examples of Motivators
- Achievement
- Recognition (awards, rewards, etc)
- Advancement
- The Work Itself
- Possibility of Growth and Responsibility
Factors that influence work performance and cause dissatisfaction when they are lacking.
Hygiene Factors
Examples of Hygiene Factors
- Company Policy and Administration
- Technical Supervision
- Interpersonal Relations
- Salary
- Working Conditions
- Training Needed to Perform the Job
- Status
Contends that three critical needs may be fulfilled through the organization.
Achievement Motivation Theory
Three Critical Needs of Achievement Motivation Theory
- Power
- Affiliation
- Achievement
The satisfaction derived from controlling others.
Power
The satisfaction derived from social and interpersonal activities.
Affiliation
The satisfaction derived from reaching one’s goals.
Achievement
Theories centered on individual differences.
Contingency Theories
Two Prominent Contingency Theories
- Adams’ Equity Theory
- Vroom’s Expectancy Theory
Assumes people want to be treated with equity on their jobs.
Equity Theory
Four Key Concepts of Equity Theory
- Person for whom the equity exists or doesn’t exist
- Comparison Other
- Inputs
- Outcomes
The person or group used by the Person as a comparison regarding inputs and outputs.
Comparison Other
Subjective perceptions of the Person about the characteristics individuals possess.
Inputs
The subjective perceptions of the Person about the things one receives from the job.
Outcomes
_____ is a product of the comparison between the Person’s inputs and outcomes and the Comparison Other’s inputs and outcomes.
Motivation
When _______ exists, the person is motivated to act so that equity is achieved.
Inequity
Using Equity Theory, motivation to perform would _____ if an individual believed they were working harder than others yet were receiving similar compensation.
Decrease
______ theory focuses on not only previous experiences, but on anticipation of future events.
Expectancy
Three Components of Expectancy Theory
- Expectancy
- Instrumentality
- Valence
The activity will lead to a given outcomes.
Expectancy
The belief that a person will receive a reward if the performance expectation is met.
Instrumentality
The value the individual places on the rewards based on their needs, goals, values and Sources of Motivation
Valence
For motivation to be _____, a person must believe effort will lead to effective performance and performance will lead to a reward. The reward must be valued.
Strong
To have a fervent hope or ambition.
To Aspire
The driving force in personalities.
Aspirations
By measuring the distance between a desired level of aspiration and the level reached up to now, a _____ can be established… one can thus discover whatever gap exists, as for instance between professional skill attained and the one desired.
Motivational Differential
Levels of growth and performance we desire to attain.
Aspirations
An individual’s characteristic pattern of behavior, thought, and emotion.
Personality
Two Theories to Explain Personality
- Trait Theory
- Type Theory
Relies on specific descriptive tendencies.
Trait Theory
Relatively enduring descriptive characteristics of a person… a ____ is a single continuous dimension of personality.
Trait
Terms such as generous, ambitious, aggressive, shy, and anxious are all examples of _____.
Traits
A more complex pattern of characteristics that serves as a model for categorizing people.
Type Theory
The _____ approach is popular among laypersons because it simplifies understanding commonalities and individual differences.
Type
Examples of the _____ approach are classifying people as type A/B and categorizing people as extroverted, sensing, and judging.
Type
Based on what we think and feel about ourselves and from feedback from external sources, we form a picture of ourselves.
Self-Concept
A self-image including assessment of abilities, attributes, and values.
Self-Concept
Aspects to our Self-Concept
- Personal self-concept
2. Social self-concept
Descriptive attributes or behavioral characteristics as seen from one’s personal perspective.
Personal Self-Concept
Self-descriptive attributes or behavioral characteristics as one thinks they are seen by others.
Social Self-Concept
In relation to personal self-concept, _____ are conceptions of what a person wants to be like, and in relation to social self-concept, they are how a person would like others to see them. They can range from general to very specific.
Self-Ideals
“I’d like to be a better technician” is an example of?
Personal Self-Ideals
“I want others to see me as more intelligent” is an example of?
Social Self-Ideals
_____ and _____ are terms used to categorize the amount of control people believe they have.
Self-Efficacy, Locus of Control
A sense of competence and self-control.
Self-Efficacy
People’s beliefs in the capability to exercise control over their own functioning and over environmental demands.
Self-Efficacy
Someone who believes they control their own behavior has _____.
High Self-Efficacy
Someone who believes his or her behavior is not within his or her control, but is determined by external influences in their environment has _____.
Low Self-Efficacy
It doesn’t matter whether an outcome is attainable, the _____ determines if one will try to attain it.
Perception of Control
The extent to which individuals believe that they can control events that affect them
Locus of Control
Whenever reinforcements (positive or negative) are perceived by the individual as being the result of his or her own behavior, efforts, or relatively permanent characteristics.
Internal Belief
Involve perceptions that reinforcements occur as the result of luck, chance, fate, ore the interventions of powerful others.
External Belief
Beliefs about _____ can fall anywhere along a dimension marked by external beliefs at the one extreme and internal ones a the other.
Locus of Control
A person with _____ will attribute the failure to meet a desired goal to poor personal preparation.
Internal Locus of Control
A person with _____ will attribute the failure to circumstances beyond the individuals control.
External Locus of Control
A key difference between locus of control and self-efficacy is that while _____ deals with who or what controls behavior, _____ deals with control over the outcomes of behavior.
Self-Efficacy, Locus of Control
An enduring belief that a specific principle, standard, or quality is regarded as worthwhile or desirable.
Value
A disposition to respond favorably or unfavorably to an object, person, institution, or event.
Attitude
An _____ is more specific than a _____.
Attitude, Value
_____ are more general and abstract than _____.
Values, Attitudes
Love of freedom is an example of?
Value
Enjoying flag ceremonies is an example of?
Attitude
_____ range from shallow, changeable opinions to major convictions…. a _____ is a more central and basic motivating belief, reflecting the goals and ideals that are important to a person.
Attitudes, Values
Attitudes and values are _____ predictors of behavior.
Poor
Why should we as leaders be concerned about the attitudes and values of our people?
- To help us understand why someone has behaved a certain way
- To help us understand what we must overcome when trying to change behavior
This person may be good at:
- Getting results
- Being in charge
- Causing action
- Making decisions
- Taking authority
Dominant Style
This person is not good at:
- Weighing pros and cons
- Using caution
- Researching facts
Dominant Style
To motivate a dominant person and make them successful
- Give them difficult assignments from time to time
- Help them pace themselves and relax
This person is good at:
- Following standards, instructions, and directives
- Enforcing standards
- Values quality and accuracy
- Like to demonstrate expertise
- May ask why questions to ensure they have all the details
- Like to be in charge so the can enforce the standards
Compliance Style
This person may not be good at:
- Delegating important tasks and using teamwork; “If you want it done right, do it yourself”
- Making good decisions
- Encouraging teamwork
Compliance Style
To motivate a compliance person and make them successful
- Give them time to plan
- Give them specific instructions
- Help them value the work of others
This person is good at:
- Consistent, predictable tasks
- Patience
- Show loyalty and help others
- Maintain the status quo
- Do not like conflict
- Being a team player
Steady Style
This person may not be good at:
- Reacting quickly to change; tend to resist change
- Being optimistic
- Prioritizing work
Steady Style
To motivate a steady person and make them successful
- Give them plenty of notice about change
- Reinforce their value to the team
- Help them prioritize work by providing task lists and due dates
This person may be good at:
- Generating excitement
- Contacting people
- Public relations
- Supervising lots of people
- Making favorable impressions
- Customer service positions
Influential Style (Outgoing)
This person may not be good at:
- Speaking bluntly
- Working alone
- Dealing logical with some issues
- Easily distracted at times
Influential Style (Outgoing)
To motivate an influential (outgoing) person and make them successful
- Assist them with time management skills
- Give them opportunities for social interaction
Four Behavior Traits
- Dominant
- Steady
- Compliance
- Influential
Best motivational environment is when the demands of the job match the person’s ______.
Behavioral Trait
When the demands of the job do not match the behavioral traits of the person
A Job Mismatch
Questions on Pages 25-31
Questions on Pages 25-31
A sense of competence and self-control.
Self-efficacy
