Ch02

Individual differences determine our preferred

behaviors.

By studying and understanding these tendencies, OB can

more accurately predict individual and group

interactions. Self awareness - a conscious understanding of ourselves

(personality, talents, preferences and biases).

Awareness of others - recognizing and being attuned to the

styles, moods, and personality of others.

2-2Copyright © 2010 John Wiley & Sons, Inc.

Components of Self Self-concept

The view individuals have of themselves as

physical, social, spiritual, and moral beings.

Self-esteem – belief in one’s self worth based

on overall self-evaluation.

Self-efficacy-belief in one’s ability accomplish

a specific task.


Heredity and environment

Heredity sets the limits on the

development of personality characteristics.

Environment determines development

within these limits.

About a 50-50 heredity-environment split.


Researchers study how personality

develops over time:

As a continuum of dimensions over time.

As a series of stages over time.


Personality

Combination of characteristics that

comprise the unique nature of a person as

that person reacts and interacts with

others.


“Big Five” personality dimensions

Extraversion

Being outgoing, sociable, assertive.

Agreeableness

Being good-natured, trusting, cooperative.

Conscientiousness

Being responsible, dependable, persistent.


“Big Five” personality dimensions

Emotional stability

Being unworried, secure, relaxed.

Openness to experience

Being imaginative, curious, broad-minded.


Social traits

Surface-level traits that reflect the way a

person appears to others when interacting

in various social settings.


Information gathering

Getting and organizing data for use.

Styles range from sensation to intuitive.


Evaluation in problem solving

Making judgments about how to deal with

information once it has been collected.

Styles vary from an emphasis on feeling to

an emphasis on thinking.


Personal conception traits

The way individuals tend to think about

their social and physical settings, their

major beliefs, and their personal

orientation concerning a range of issues.


Locus of control

The extent to which a person feels able to

control his/her own life.

Concerned with a person’s internal-

external orientation.


Copyright © 2010 John Wiley & Sons, Inc. 2-17

People and circumstances control my

fate!

I control what happens to me!

EXTERNALS

INTERNALS

Proactive Personality – Actively

influence making a change in their

environment.

Persevere until change occurs

More receptive to organizational change


Authoritarianism

Tendency to adhere rigidly to conventional

values and to obey recognized authority.

Dogmatism

Tendency to view the world as a

threatening place.


Machiavellian personality:

Approach situations logically and

thoughtfully.

Are capable of lying to achieve personal

goals.

Are rarely swayed by loyalty, friendships,

past promises, or others’ opinions.


People with a low-Machiavellian

personality:

Accept direction imposed by others in

loosely structured situations.

Work hard to do well in highly structured

situations.


What are your Machiavellian tendencies?

Take the Mach test to find out.


Self-monitoring

A person’s ability to adjust his/her behavior

to external, situational (environmental)

factors.


Emotional adjustment traits

How much an individual experiences

distress or displays unacceptable acts.

Type A orientation

Type B orientation


Stress

A state of tension experienced

by individuals facing

extraordinary demands,

constraints, or opportunities.


Source of stress

Stressors

The wide variety of things that cause stress

for individuals

Types of stressors

Work-related stressors

Life stressors


Work-related stressors: Task demands

Role ambiguities

Role conflicts

Ethical dilemmas

Interpersonal problems

Career developments

Physical setting


Life stressors

Family events

Economic difficulties

Personal affairs


Stress and performanceConstructive stress (or

eustress) Moderate levels of stress act in

a positive way for both individuals and organization.

Destructive stress (or distress) Low and especially high levels

of stress act in a negative way for both individuals and organization.


Coping responses

Problem focused

Make a plan to deal with the problem

Emotion focused

Change your attitude

o Positive ‘self talk’ can help. (Dr. Shad Helmstetter,

video, 7 min.)


Personal wellness

Take responsibility to enhance and maintain

wellness through disciplined self management

(weight, diet, smoking, alcohol use, physical

fitness).

Employee assistance programs

Provide help for employees who are experiencing

personal problems and related stress


Values

Broad preferences concerning appropriate

courses of action or outcomes.

Values influence behavior and attitudes.


Terminal values

Reflect a person’s preferences concerning

the “ends” to be achieved.

Instrumental values

reflect a person’s beliefs about the means

for achieving desired ends


Gordon Allport’s values categories

Theoretical- discover truth through reasoning.

Economic – usefulness, practicality.

Aesthetic – value beauty and form.

Social - value people and relationships.

Political – interest in power and influence.

Religious – interest in unity.


Maglino’s categories of workplace values

Achievement

Helping and concern for others

Honesty

Fairness


Value congruence

Occurs when individuals express positive

feelings upon encountering others who

exhibit values similar to their own.


Current trends in the workplace:

From valuing shared values such as

duty, honesty, organizational loyalty.

To valuing meaningful work, self-

fulfillment, and pursuit of leisure.


Think of a job you had in which you

excelled and were most productive.

Which of your individual values

contributed to this?


Culture

The learned and shared way of thinking

and acting among a group of people or

society.


1) Power Distance

2) Uncertainty avoidance

3) Individualism-collectivism

4) Masculinity-femininity

5) Long-term/ short-term

orientation

How willing are people to accept status and power?

How strongly to people preferred structured organizations?

Which is more valued – the individual or the group?

Are stereotypical m/f traits valued?

Save for the future and be persistent, or ‘live for today’?


Workforce diversity

The presence of individual human

characteristics that make people different

from one another.

Practices and policies that seek to include

people who are considered in some way

different from the prevailing group.


Stereotyping

Occurs when one thinks of an individual

belonging to a group and the characteristics

commonly associated with the group are

assigned to the individual in question.


Benefits of focusing on diversity: Diverse talents and backgrounds contribute to

competitive advantage.

Promotes creativity and innovation.

Workforce better reflects customer base.

Increased employment increases productivity

and benefits larger community.

Reduced legal noncompliance costs.



Race

Gender

Ethnicity

Economic

Education

Disability

Religion

Religion

Sexual

Orientation

Marital Status

Parental Status

Military

Experience

Gender

After steady progress,

advancement of

women to higher

levels has stalled.

“Leaking pipeline”

#of women decreases

the more senior the

roles become.


Race and Ethnicity

Title VII of the Civil Rights Act of 1964

includes protections against discrimination in all

areas of recruitment, hiring, and promotion.

Workplace attitudes have changed: from focus

on legal compliance to a focus on inclusion.


Social Identity Theory

Developed to understand the psychological

basis of discrimination.

Categorizing yourself as a member of a

social group leads to ‘in-group’

identification.


Age

Diverse workforce (40% Baby Boomers, 36%

GenXers, 16% Millenials).

Differences in work ethic among groups can

result in organizational stress.

Interesting discussion of this subject on

current blogs. (e.g. CNNMoney)


Disability

Any form of impairment or handicap.

Advocates are seeking new definition in order to

remove the stigma that has been associated

with the term ‘disability


Sexual Orientation

Attitudes toward gays and lesbians have

steadily improved.

Organizations are including non-

discrimination policies and extending equal

health and insurance benefits to domestic

partners2-51Copyright © 2010 John Wiley & Sons, Inc.

Important lessons for valuing and

supporting diversity.

Appreciate differences.

Acknowledge that diversity shapes the organization.

Respect the needs of all.

Practice inclusion.

Avoid linking differences to stereotypes.

Commit to social responsibility.


Ch02

Technology

Transcript of Ch02