WEEK 2 Flashcards
Human Factor
the people of an organization
Managing the human factor
- human factor unpredictability is high
- individuals differ in: personality traits, abilities and skills, attitudes, motivational orientations, behaviors, cultural values
Attitude
a characteristic and recurrent way of thinking, feeling and behaving in relation to an object, idea, person or group
3 components of attitude
- Cognitive (thoughts/beliefs: studying hard gets good grades)
- Affective (feelings/emotions: feeling proud after getting good grades)
- Behavioural -> actions taken due to cognitive and affective components (actions/intentions: as a result of their belief and being proud, they will study hard)
Job satisfaction
a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experience
Satisfaction and performance MODEL
Model 1: job satisfaction and job performance influence each other
Model 2: job satisfaction and job performance don’t affect each other
Model 3: only job satisfaction influences job performance (vice versa)
A-B relationship (Attitude-Behaviour)
- Attitudes leads to Behaviour
- Job satisfaction = attendance + performance + organizational behaviour
- Job dissatisfaction = absenteeism + counterproductive behaviour
DISC Model (Individual Assessment)
- Dominance
- Influence
- Conscientiousness
- Steadiness
Dominance
- Makes decisions quickly
- Isn’t afraid of risks or conflicts
- Sets their own rules
- Decision making
- Strategic planning
- Negotiation skills
- Creativity and innovation
- Likes competition
Influence
- Finds it easy to express feelings
- Forms connections between people
- Motivational
- Empathetic
- Impactful
Conscientiousness (Cautious)
- Completes tasks accurately
- Plans things carefully
- Time management
- Has an analytical mindset
Steadiness
- Likes familiar processes
- Listens carefully and shows understanding
- Customer oriented
- Teamwork
- Supportive
- Project management
Personality types - Meyer Brigs
- Extroverts
- Sensors
- Thinkers
- Judgers
- Introverts
- Intuitives
- Feelers
- Perceivers
Extroverts and introverts
- Extrovers are energized by people and are good at multitasking
- Introverts like working alone or in small groups, and like to focus on one task at a time
Sensors and intuitives
Sensors apply common sense and past experience to find solutions
Intuitives focus on possibilities, value innovation and seek creative solutions
Thinkers and feelers
Thinkers objectively weigh pros and cons, and value honesty, consistency and fairness
Feelers are more sensitive and cooperative, and decide based on their own values and how other will be affected by their actions
Judgers and perceivers
Judgers are more organized and prepared, and are comfortable following most rules
Perceivers prefer keeping their options open, being able to act spontaneously and like to be flexible with making plans
Personality big 5 (OCEAN)
Openness (imagination, feelings, actions)
Conscientiousness (competence, self-discipline)
Extroversion (sociability, assertiveness)
Agreeableness (cooperative, trustworthy)
Neuroticism (tendency toward unstable emotions)
Machiavellianism
- pragmatic individual
- maintains emotional distance
- persuasive
- manipulates
- enjoy work less
- express higher levels of stress
Narcissism
- exaggerated sense of self-importance
- demands excessive admiration
- arrogant
- selfish and exploitative
- not good when it comes to helping other people
Risk aversion/risk propensity
- willingness to take or avoid risk
- trait that affects the time needed and amount of information needed to make a choice
- managers are more likely to take risks, make faster decisions and use less information to do so
- greater propensity to take risks can lead a stockbroker to perform better
Self-monitoring
- ability to adjust behaviour to external situational factors
- tend to have excellent performance evaluations, occupy leadership positions and demonstrate less commitment to their organizations
Proactive personality
- identify opportunities, show initiative, act and persevere until desired change occurs
- create positive changes in their environment
- seek information about job and the company, making relevant contacts
Motivation
an internal state that energizes, directs, and sustains an individual behaviour toward certain goals
3 features of motivation
direction
intensity
duration
Theories of motivation
- Content theories (what drives workers):
- Maslow’s Hierarchy of Needs
- Herzberg’s Two-Factor Theory - Process theories (“hows” of motivation):
- Expectancy theory
- Equity theory
- Goal-setting theory
Maslow’s hierarchy of needs
- five stage model of human needs
Self-fulfillment needs: self-actualization
Psychological needs: esteem needs (feeling of accomplishment) + belongingness and love needs (friends, relationships)
Basic needs: safety needs + physiological needs (food, water, rest…)
Two-Factor Theory
Hygiene factors: basic needs to not feel unhappy at work (fair salary, safe place to work…)
Dissatisfaction due to hygiene factors (hostile) <-> No dissatisfaction (quiet)
Motivation factors: make people feel motivated at work (achievement, recognition, responsibility)
No satisfaction (unmotivated) <-> Satisfaction (energetic)
Equity theory
Inputs: what you put into work (efforts, experience, skills)
Outputs: what you get from it (salary, recognition)
Compare your input-output ratio to others around you:
- getting same reward as others? feel good and happy
- not getting same reward as others? sad and unmotivated
Expectancy theory
- explains how employees are motivated based on their expectations of outcomes, its based off of 3 factors:
- expectancy: belief that effort will lead to desired performance
- instrumentality: belief that good performance will be rewarded
- valence: the value an employee places on a reward
Goal-Setting Theory
Specific: goals should be cleared and detailed
Measurable: monitor progress and assess goals
Achievable: Set challenging goals
Realistic: goals that are relevant and meaningful
Timed: define deadlines to create a sense of urgency
Job Characteristics Model
- job features can make working more motivating and satisfying for employees
- Core job dimensions: skill variety, task identity, task significance, autonomy, feedback
- when dimensions are present, workers tend to feel more motivated
