Individuals Behaviors in Organizations Flashcards
behavior and organizational behavior
behavior - the actions of people
organizational behavior - the study of the actions of people at work
goals of organizational behavior
- employee productivity -> a performance measure of both efficiency and effectiveness
- absenteeism -> the failure to show up for work
- turnover -> the voluntary and involuntary permanent withdrawal from an organization
- organizational citizenship behavior (OCB)
- workplace misbehavior
what determines organizational behavior
- personality
- belief, emotion, and attitude
Personality is
the unique combination of emotional thoughts and behavioral patterns that affect how a person reacts to situations and interacts with others/ enduring characteristics that describe an individual’s behavior - The more consistent the characteristic and the more
frequently it occurs in diverse situations, the more
important the trait
Heavily influenced by genes
2 dominant frameworks used to describe personality
- MBTI
- Big Five Model
issues with MBTI
- dischotomous (one or the other)
- reliabilities
- people can lie
concerns on MBTI
- lack of predictive power
- binary categories do not capture the complexity of human personality
Big Five
personality trait that includes extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience
conscientiousness
responsible, dependable, persistent, and organized
extraversion
sociable, gregarious, assertive
agreeableness
good-natured, cooperative, trusting
openness to experience
curious, imaginative, artistic, sensitive
emotional stability (neuroticism)
calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative)
traits have been shown to strongly relate to higher job performance (from most to least)
- conscientiousness
- emotional stability
- agreeableness
- openness to experience
- extraversion
big 5 personalities changes
- women is higher in everything except for the emotional stability and opensness
- all increase except extraversion
why is high conscientious people tend to have higher job performance
- organization and planning
- dependability
- goal oriented
- attention to detail
five factor personality and organizational behavior
- conscientiousness and emotional stability
-> motivational components of personality
-> strongest personality predictors of performance - agreeableness
-> effective in jobs requiring cooperation and helpfulness - openness to experience
-> linked to higher creativity and adaptability to change - extraversion
-> linked to sales and management performance
-> related to social interaction and persuasion
proactive personality is + (4)
A stable disposition to take personal initiative in a broad
range of activities and situations
- resilience
- core self-evaluation
- growth (learning) mindset
- performance mindset
Narcissistic characteristic
- grandiosity -> inflated sense of self importance, arrogance, preoccupation with power and wealth, excessive seeking of admiration
- a sense that they are entitled to have whatever they want
- lack of concern for and devaluation of others - sometimes paranoid
Desctructive Narcisssism
- can help manager rise in an organization
- Ability to cover up with outward self-confidence,
enthusiasm, drive, ability to charm and manipulate
people, glibness, skill at selling themselves, & street
smart - behavior is directed at subordinates not the superiors
how to avoid DN managers
- 360 degree feedback
- moving to another position
why should management understand personality
- personality assessment and recruiting
- development of organizational culture
- understand what can be changed, what cannot be
- personality - job fit
dark core of personality
if you say they are wrong, they will justify it
personality - job fit theory
an employee’s job satisfaction and likelihood of turnover depends on the compatibility of the employee’s personality and occupation
key points:
- there are differences in personality
- there are different types of jobs
- job satisfaction and turunover are related to the match between personality and job for an individual
emotions, attitudes, and behavior
perceived environment -> beliefs, affect, and behavioral intentions (all 3 attitudes) & emotional episodes becomes behavior
beliefs
- everyone has an ideology, and that ideology determines our behavior
ideology means
a system of ideals forming the basis of a theory
- a set of beliefs characteristic of a social group or individual
affect (feeling) is
a broad range of emotions that people experience
affect - emotions and moods
emotions -> intense feelings that are directed at someone or something
moods -> feelings that tend to be less intense than emotions and that lack a contextual stimulus
2 ways to think about affect
- emotional circumplex
2 dimensions
- activation (high vs low)
- valence (positive vs negative)
-> activation determines action tendency (approach vs avoidance)
-> valence determines broadening vs narrowing of attention
- discrete social emotions (guilt, shame, envy, gratitude)
- guilt –> helping behaviors
- shame –> avoidance
- envy –> want to become better
- gratitude –> more willing to accept advice
Emotional Intelligence (EI)
the ability to notice and to manage emotional cues and information
a person’s ability to:
- be self aware
- detect emotion in others
- manage emotional cues and information
Behavioral intentions
the theory of planned behavior
attitude toward the behavior + subjective norm + perceived behavioral control –> intention –> behavior
3 components of an attitude
- cognitive - the opinion belief segment of an attitude (evaluation)
- affective - the emotional or feeling segment of an attitude (feeling)
- behavioral - an intention to behave in a certain way toward someone or something (action)
job satisfaction
- attitudes (evaluative statements)
- job satisfaction (an employee’s general attitude toward his or her job)
> > tends to be related to performance dimensions
job involvement, organizational commitment, perceived organizational support
job involvement - the degree the employee identifies with their job, actively participates in it, consider their job performance to be important to self worth
organizational commitment - the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in that organization
perceived organizational support - employee’s general belief that their organization values their contribution and cares about their well-being
employee engagement is
when employees are connected to, satisfied, and enthusiastic about their jobs
behavior follow from attitudes
attitudes are used after the fact to make sense out of an action that has already occurred (post-decisional justification)
