Ch 14 - Individual Behaviour Flashcards
What is the point of understanding oneself and how individuals differ
managers who know selves and how individuals differ can get best out of each employee, learn to effectively lead people, and recognize how their own behaviour can impact the workplace
What is the most important capability for leaders? Definition of this capablity?
self awareness
= being aware of the internal aspects of one’s nature (personality traits, beliefs, emotions, and perceptions, appreciating how your patterns affect other people)
How would one enhance self-awareness?What is an example of doing so? What is the benefit of each strategy?
1) Solicit feedback (we have blind spots - attributes we arent aware of - that only others can point out)
benefit: improve perf and job satis
ex: encourage empl to challenge “if you ever see me doing something stupid”
2) Self Assessment
- using questionaires and etc to self reflect
- regular introspection on experiences, feelings, consequences, “what can I learn?”
benefit: better able to understand and interact effectively with others.
What is self-confidence? self efficacy?
Self-confidence: general assurance in one’s own ideas, judgment, and capabilities
Self-efficacy: individual’s belief that they can accomplish a specific task or outcome successfully
**a dimension of self-confidence
If you are able to accurately assess your strengths and limitations and how your patterns affect others, you have a great deal of
a) self-awareness
b) self-confidence
c) self-efficacy
d) self-satisfaction
a) self-awareness
What factors are typcially present for people who experience job satisfaction? According to surveys, what are 2 top contributors to job satisfaction?
- when their work matches their needs and
interests - when working conditions and rewards (such as pay) are satisfactory
- when they like their coworkers
- when they have positive relationships with supervisors
survey factors:
- competitive pay
- job security
What do managers need to do for empl job satis? According to a survey of 20,000 employees by HBR and New york times, what are some statistics that indicate manager impact on job satisfaction?
managers need to create the env that incorporates desirable factors, gives empl a positive experience
manager created a clear and inspiring vision?
= ppl 70% more satisfied with their jobs
= 100% more likely to stay with the company
ppl felt treated with respect?
= 55% more satisfied and engaged
= 110% more likely to stay with the company
What is organizational committment? What does a high amount of it look like? How does trust influence org committment?
employee’s loyalty to and engagement with the organization
high = empl likely to say “we” when talking about company - they identify with org
32% of employees’ desire to stay with org depends on trust in mgmt
How does trust impact an organization? What have polls said about trust in orgs recently?
it is an essential component for success in today’s chaotic env!
generally, people think managers are hiding things or “spinning” them and dont trust what leadership says
How can managers promote trust?
- being open and honest in their business dealings
- keeping employees informed
- giving them a say in decisions
- providing the necessary training and other resources that enable them to succeed
- treating them fairly
- offering rewards that they value
What is perception? What are the steps of perception?
cognitive process people use to make sense of the environment by selecting, organizing, and interpreting information from the environment
steps:
1) observe = take in sensory data
2) screen = select items to process further
3) organize = organize selected data into meaningful patterns for interp and response
What are perceptual distortions? What are some main ones? Impact of these?
errors in perceptual judgment (from inaccuracies anywhere in process)
1) stereotyping = tendency to assign an individual to a group or broad category and then attribute generalizations about the group to the individual
IMPACT: prevents ppl from truly knowing those they stereotyped
2) halo effect (horns) = perceiver develops overall impression based on one characteristic (favourable = halo, unfavourable = horns)
IMPACT: can be big impact on accuracy of perf appraisal, mger needs to be aware and objective
Jay is a newly employed emergency room nurse. At work Jay is focused and serious, seldom smiling except when speaking to a patient. Jay’s coworkers think Jay is quiet and calm in life away from the hospital, when in reality, Jay’s friends see Jay as a practical jokester, always ready for a party or a spontaneous trip. What accounts for Jay’s coworkers’ biased view of Jay’s personality?
a) Stereotyping
b) Organizational commitment
c) Halo effect
d) Self-efficacy
c) Halo effect
What are attributions? difference between internal and extternal attribution?
judgments about the cause of a person’s behavior
Internal attribution: characteristics of the person caused behavior (this happened bc they’re lazy)
External attribution: situation caused behavior (this happened bc I didnt get the info I needed on time)
What is the fundamental attribution error?What is self-serving bias? IN relation to these, what characteristic should one look for in employees?
Fundamental att error:
For ourselves: we blame external factors for mistakes and ignore internal ones
For others: we blame internal factors for misakes and ignore external
self serving bias: give self too much credit for doing well and blaming external factors (almost exclusively) for failure
characteristic: HUMILITY - indicates those who do not have self serving bias (watch for this bc those who are intelligent and successful often DO have self serving bias)
