foundations of individual behavior final
TRANSCRIPT
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FOUNDATION OF INDIVIDUAL
BEHAVIOR
Understanding Self
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Age
Impact on:
Performance
Turnover Absenteeism
Productivity
Satisfaction
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Sex/ Gender
Problem-solving ability
Analytical skill
Competitive drive
Motivation
Leadership
Sociability & Learning ability not gender
dependant; turnover& absenteeism due to familyresponsibilities e.g. Shahnaz Hussain
Lady takes time off to attend to domestic needs
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Education
Level & type of education affects individual
behavior with increased expectations about
positive outcomes/satisfying job,higher income
level & different outcomes/disillusionment .Type
of education general(arts,humanities,social
sciences) & specialised-narrow &focussed(engineering,medicine,computer
science)
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Abilities
Refers to an individuals capacity to performvarious tasks in a job.
Made up of 2 sets of skills:
1]Intellectual abilities-needed to perform mentalactivities. IQ tests as in admission tests,numberaptitude, verbal comprehension,perceptualspeed
2]Physical abilities-in ones stamina,manualdexterity..Management to identify theabilities(out of 9 basic abilities)(High score onone?) if these are major inputs needed for a task.
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Ability-Job Fit
Hiring procedures-focus on general
abilities/abilities for job requirement, ignoring
fit between the two.Technology
changes,measurement of skills, assessing
attitudes & personality is difficult. Employees
abilities should neither exceed nor fall short.
Job satisfaction to be considered.
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Marital status & no of dependants
Marital status:Influence on absenteeism,
turnover & satisfaction.Imposes
responsibility,need for a steady job,steady
income.
No of dependants: Related to absence, esp.
women.
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Others
Background experience: esp for creative
individuals.e.g. Thomas Edison influenced by
mother;Pierre & Marie Curie, great scientists,
raised a daughter, Irene,who won a nobel
prize in Chemistry.
Personal Traits: linked to creativity in
individuals such as openness,high level of
energy,self confidence,etc.
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Cognitive Abilities
An individuals power to think intelligently,&
to analyse situations& data effectively.
Intelligence a precondition for creativity; Ability to think both convergently(perceiving
similarities between situations & events) and
divergently.Firms look out for this trait for
creativity & innovation.
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Environmental Factors
Include such variables as economic, social,political.
ECONOMIC factors:
Employment level-job opportunities/job security/behof Prof & Exec,worker & cartpuller
Wage rates-satisfy basic needs, measure ofachievement,status symbol, level of job satisfaction
Economic outlook-industry employment affected byeconomic cycles,public sector employees insulated
from economy; motivation changes with job security Technological change-changes job opportunities,esp
lower leveljobs through automation, computerisation,robotics, maybe reduced skills required, job satisfactn?
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Environmental Factors
Cultural environment
Forces affecting societys basic values ,perceptions, work ethics, preferences,behaviors. This shapes their basic beliefs,values & behavior.Culture varies from countryto country, within a country. Workethics,achievement needs,effort-rewardexpectations & values are cultural factors,affecting behavior.
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Environmental Factors
Work Ethics tinged with morals,implying hard
work & commitment.Strong work ethics
ensures motivated employees.
Achievement one with high need to achieve
tends to have a high degree of responsibility,
uses personal performance feedback
Political Factors- stability of government,
political ideology of the government
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Organisational Systems & Resources
OB is also influenced by
physical facilities- ventilation, lighting, secretarialsupport, dcor
organisation structure & design-different departmentsreporting relationships,lines of communication
leadership- & supervision to provide advice tocoaching to ind members
& reward systems.
Organisations establish reward systems to compensate.
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Types of Work related Behavior-
Behavior in organisations
Joining the organisation-Excitement
&anxiety-new assignment & expectations to
fulfill
Remaining with the organisation- Attract
talent & retain competent employees
Dissatisfied employee tends to withdraw &
shows less productivity; satisfied employeeshows better productivity
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Types of Work related Behavior-
Behavior in organisations..contd Maintaining work attendance-Expected to
report for work, absenteeism is caused due to
various reasons health, family
responsibilities,job dissatisfaction, lack of
motivation
Performing required tasks- Hired to perform
tasks(goal directed activities under theindividuals control)above min standards.Need
to harness their abilities & put to
organisational effectiveness
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Types of Work related Behavior-
Behavior in organisations..contd Exhibiting organisational citizenship-
organisational effectiveness depends onmore
than just satisfactory performanceRelies also
on organisational citizenshipbehaviors which
extend beyond job related tasks.Include
tleratingambiguities,accepting occasional
impositions,sharing resources,co-operatingwith fellow employees.
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How do employees becopme good
organisation citizens Firms can develop citizen trust by ensuring
fairness of the companys treatment of
employees; by correcting the equity felt by an
employee,
The other is the degree to which employees
hold strong ethical values,& a sense of social
responsibility An employee with socialconsciousness will reach out to others to help
out; does well for the firm to hire someone
with this value.
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Types of Work related Behavior-
Behavior in organisations..contd Psychological factors
Are the individuals mental characteristics&
attributes that affect behaviorThough notobservable, have a considerable role in
affecting behaviorProminentpsychological
factors are personality,perception, attitudes,
values & learning.
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Models of individual behavior
Theory X and Theory Y Model
Economic & self actualizing Model
Behavioristic & Humanistic model
Rational & emotional Model
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Theory X and Theory Y Model
Assumption- theory X
Individual is lazy, non-creative,in need of
constant prodding Assumption- theory Y
Individual has tremendous potential, which
effective management may channelisetowards organisational goals
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Economic & self actualizing Model
Economic modelof the human being
conceptualises the individual as totally
economic in orientation
Concept derived from scientific management
philosophy of late 1880s
Scientific management concerned for
standardising jobs,specialising work
functions,providing economic incentives for
standard/better performance.
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Economic & self actualizing Model
Self actualizing Model- Individual is motivated
to grow, mature & achieve/become all he is
capable of. Model underlines that individual
cannot be adequately described by
physiological & economic considerations
alone.People strive for goals like self
fulfillment & self actualisation.Adherentscrave for personal growth,job competence
&self-actualisation. Firm should provide
proper conditions.
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Behavioristic & Humanistic model
Scholars believe that individuals can be
described only in terms of behavior.these
theorists interested only inobservable
behavioras contrasted with thoughts or
feelings.Beh model scholars believe that beh is
environmentally determined. In the
humanistic model,ind is more philosophicalthan scientific.Humanists believe the ind is
capable of conscious reasoning & contol of
their destiny
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Rational & emotional Model
Rational model- individual is highly rational
like a computer..collect all relavant
information,analyse the data & then arrive at
a solution. They are deliberate, serious &
computational.Emotional model-human
beings guided by emotions.Freudians perceive
human beings as irrational, because ofconstant conflicts among Id/birth,Ego/reality
and super-ego/values of society- levels of
consciousness
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Thank You!