behavioural training

Understanding Human Behavior

Why bother trying to understand it?

Dr. E. J. Sarma

http://www.saama.com/

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dr.sarma/saamaacademy

Why can’t everyone just learn to get along with

each other ?

We all want two things from life: Happiness and

Success .

What’s the one common denominator

to success and happiness?

Knowing how to do a job is not the key to success... It is more

important to know how to work with people

Human Behavior Why bother trying to understand it? And…

We hear this everyday from line managers

Everyone wants this

Constantly we are searching the meaning of these

People skills is the success factor

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Human nature is one of those things that everybody talks about but no one can define precisely. Every time we fall in love, fight with our spouse, get upset we are, in part, behaving as a human animal with our own unique evolved nature—human nature

The beast in usa

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Human behavior is a product both of our innate human nature and of our individual experience and environment.

Nature and Nurture

Understanding Human Behavior :What is the key to success? :

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What is the key to success?

IQ versus EQ .

Is there a career where career

success is completely a

matter of technical skill?

The History of People

Management Machiavelli:

earlier approaches on management

through manipulation (1469-1527)

People are lazy, and self-centered and you have to trick them into

working .

Not uncommon to find modern mangers with same belief

systems even now

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The Scientific Approach: :The Scientific Approach: The late 1800’s brought the Industrial Revolution

There was no one best way to do a job .

Scientific methods and tools can solve people’s problems

The Hawthorne Effect :

Paying attention to workers’ needs affected output. Social and psychological factors play important roles in productivity.

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Belief systems

Control theory

Choice theory

The important drivers

What is personality

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What is personality?

What makes us what we are?

What are the key elements of personality?

Are there generic types or classes?

Is this personality “good” or “bad”?

Few steps in mastering the behavioural skills

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Self-awareness

People are the most important organizational

resource

Improving predictability

and self-confidence

Building relationships

Effective utilization of

human resources

Avoiding or managing conflicts

Improving the quality of life

and work environment

Human Relation- organisational context:

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People are motivated by many factors, not just pay/moneyEmployees have feelings and attitudes that affect the work . Informal workgroups affect performance .Employees like and need to participate in decision making .Communication channels should flow down, up and horizontally

Have you ever faced a person whom you failed to

understand?

Have you ever been misunderstood (as a

person)?

Have you ever been frustrated by people who looked, behaved, thought or felt very different than

you?

Have you ever looked down on someone who behaved, thought or felt differently?

Reflection


Personality describes the character of

emotion, thought, and behavior

patterns unique to a person

It is a particular pattern of behaviour

and thinking prevailing across

time and situations that differentiates one person from

another

Personality is the sum total of ways in which an individual react and interacts

with others

Personality


Personality is that which permits a prediction of what a person will do in a

given situation

It explains how each individual is unique

Personality is one of the key determinants of human behaviour – but there are also other factors of behaviour e.g. situation,

attitude, cognition, motivation, belief etc.

Personality


What makes us what we are?

How do i become “true i”?


How do we start to understand people

management?

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Review of what we learned

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Technical skills are necessary but not sufficient for career success as go up in career ladder.

• human nature is to combine behaviour with emotions• nature is the product of innate and learned experiences.• traditional approaches to managing people in organisations have

limited or no validity in modern complex organisations .

mastering behavioural skills involve

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social and psychological factors play important role in

motivation and productivity.

understanding self/othersbelief systems in alignment with

right corporate values.having the right attitude towards

self/others- building healthy interpersonal

relationships.skills in resolving conflicts

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The Behavioral Movement: Supervisors learned they needed communication skills .

Managers now had to handle conflict and change .

Employees treated more as equals and informal relationships started

• Nature vs. Nurture

Heredity and biology - genes, nervous system, endocrine system and other systems

Environment and life experiences

• Identical twins share the same template but have different “states”

• Twins raised in different families have often demonstrated similar tastes, choosing the same profession and even using the same brands of products

The Development of Personality


• Some traits may be more strongly linked to heredity than others

• The initial few years are critical in the formation of personality

• Plaster vs. Plasticity hypothesis

Set like plaster

Changes throughout adulthood

The Development of Personality


• Trait Theories – personality is a set of mental structures/systems, different for each individual, resulting in characteristic responses to situations

• Humanist Theories – difficult to predict behaviour – lives are not scripted – personalities are defined by their own different perceptions and experiences

• Behavioural Theories – Personality is the constantly changing set of learned behaviour, influenced by reinforcements

Views on Personality


• Human behaviour is influenced by:

Personality traits

The situation

The interaction between personality and situation

• How one perceives or defines a situation is a critical factor of behaviour

Interactionism


• Doctors report that the child would never be able to play any physically exerting sport… the child grows to be the fittest athlete in the world

• How did the parents define the situation?

• How did the child define the situation?

• How did it influence their behaviour?

CASE


• Locus of Control (internal/external)The degree to which people believe they are in control of their own fate

• Self-Esteem - Feelings of self-worth stemming from the individual's positive or negative beliefs about being valuable and capable

• Self-awareness - being aware of oneself, including one's traits, feelings, behaviours and limitations

• Risk Taking - a person’s willingness to take chances or risks

Other Attributes


Personality Models


• Before we examine various types of personalities we should remember: There is no “right”, “wrong”, “good” or

“bad” type

Each type has “strengths” and “weaknesses”

A personality may however be more “suitable” for a given role or situation

Personality traits may shift over time

Behaviour/performance is not dependent on personality alone

Is this Personality Good or Bad?


• The Big Five

• Cattell’s 16 Primary Factors

• Myers-Briggs Type Indicator

Personality Models


The Big FiveNeuroticism Anxiety Angry hostility Depression Self-consciousness Impulsiveness Vulnerability

Extraversion Warmth & Sociability Assertiveness Activity Positive emotions Talkativeness Boldness Spontaneity Adventure & Enthusiasm

Openness Fantasy Aesthetics Feelings Actions Ideas Values

Agreeableness Trust Straightforwardness Altruism Compliance Modesty Tender-mindedness

Conscientiousness Competence Order Dutifulness Achievement striving Self-discipline Deliberation (reflection)


Cattells’ 16 Primary FactorsFactor Low High

Warmth Reserved, impersonal, cool, detached, formal

Warm, outgoing, kindly, easygoing, participating, likes people

Reasoning Concrete-thinking, less intelligent

Abstract-thinking, more intelligent, bright, fast learner

Emotional Stability

Reactive, emotionally less stable, easily upset

Emotionally stable, adaptive, mature, faces reality, calm

Dominance Respectful, humble, cooperative, avoids conflict, obedient

Dominant, assertive, aggressive, competitive, stubborn, bossy

Liveliness Serious, restrained, prudent, thoughtful, silent

Lively, spontaneous, enthusiastic, cheerful, expressive, impulsive



Rule-Consciousness

Expedient, nonconforming, disregards rules

Rule-conscious, dutiful, conscientious, moralistic, rule-bound

Social Boldness Shy, threat-sensitive, timid, hesitant, intimidated

Socially bold, venturesome, thick-skinned, uninhibited

Sensitivity Utilitarian, objective, unsentimental, tough-minded, rough

Sensitive, aesthetic, sentimental, tender-minded, intuitive, refined

Vigilance Trusting, accepting, unconditional, easy

Vigilant, suspicious, skeptical, distrustful, oppositional

Abstractedness Grounded, practical, solution-oriented, steady, conventional

Abstracted, imaginative, absent-minded, absorbed in ideas, impractical,



Privateness Straightforward, genuine, open, naive

Private, tactful, non-disclosing, shrewd, worldly, diplomatic

Apprehension unworried, secure, complacent, free of guilt, confident

Apprehensive, self-doubting, worried, guilt-prone, insecure, self-blaming

Openness to Change

Traditional, attached to familiar, conservative

Open to change, experimenting, liberal, analytical, flexible

Self-Reliance Group-oriented, affiliative, follower, dependent

Self-reliant, solitary, individualistic, self-sufficient



Perfectionism Tolerates disorder, flexible, careless, impulsive

Perfectionist, organized, compulsive, self-disciplined

Tension Relaxed, easy going, calm, lazy, patient, low drive

Tense, high energy, impatient, frustrated, high drive, time-driven


• 4 Scales Extraversion - Introversion

Sensing – Intuition

Thinking – Feeling

Judging - Perceiving

• 16 Types

Myers-Briggs Type Indicator (MBTI)


MBTI ScalesExtraversion Outer world People/Things Active Breadth of Interest Live, then understand Interaction Outgoing

Introversion Inner World Thoughts/Concepts Reflective Depth of Interest Understand, then live Concentration Inwardly directed

Sensing Facts Data Details Reality based Actuality Here and now Utility/Purpose

Intuition Meanings Associations Possibilities Hunches/Speculations Theoretical Future Fantasy


MBTI ScalesThinking Analysis Objective Logic Impersonal Critique Reason Criteria

Feeling Sympathy Subjective Humane Personal Appreciate Values Circumstances

Judging Organized Settled Planned Decisive Control own life Set goals Systematic

Perceiving Pending Flexible Spontaneous Tentative Let life happen Undaunted by surprise Open to change


MBTI – 16 Personality TypesISTJSerious and quiet, interested in security and peaceful living. Extremely thorough, responsible, and dependable. Well-developed powers of concentration. Usually interested in supporting and promoting traditions and establishments. Well-organized and hard working, they work steadily towards identified goals. They can usually accomplish any task once they have set their mind to it.

ISTPQuiet and reserved, interested in how and why things work. Excellent skills with mechanical things. Risk-takers who they live for the moment. Usually interested in and talented at extreme sports. Uncomplicated in their desires. Loyal to their peers and to their internal value systems, but not overly concerned with respecting laws and rules if they get in the way of getting something done. Detached and analytical, they excel at finding solutions to practical problems.

ISFJQuiet, kind, and conscientious. Can be depended on to follow through. Usually puts the needs of others above their own needs. Stable and practical, they value security and traditions. Well-developed sense of space and function. Rich inner world of observations about people. Extremely perceptive of other's feelings. Interested in serving others.

ISFPQuiet, serious, sensitive and kind. Do not like conflict, and not likely to do things which may generate conflict. Loyal and faithful. Extremely well-developed senses, and aesthetic appreciation for beauty. Not interested in leading or controlling others. Flexible and open-minded. Likely to be original and creative. Enjoy the present moment.


MBTI – 16 Personality TypesINFJQuietly forceful, original, and sensitive. Tend to stick to things until they are done. Extremely intuitive about people, and concerned for their feelings. Well-developed value systems which they strictly adhere to. Well-respected for their perserverence in doing the right thing. Likely to be individualistic, rather than leading or following.

INFPQuiet, reflective, and idealistic. Interested in serving humanity. Well-developed value system, which they strive to live in accordance with. Extremely loyal. Adaptable and laid-back unless a strongly-held value is threatened. Usually talented writers. Mentally quick, and able to see possibilities. Interested in understanding and helping people.

INTJIndependent, original, analytical, and determined. Have an exceptional ability to turn theories into solid plans of action. Highly value knowledge, competence, and structure. Driven to derive meaning from their visions. Long-range thinkers. Have very high standards for their performance, and the performance of others. Natural leaders, but will follow if they trust existing leaders.

INTPLogical, original, creative thinkers. Can become very excited about theories and ideas. Exceptionally capable and driven to turn theories into clear understandings. Highly value knowledge, competence and logic. Quiet and reserved, hard to get to know well. Individualistic, having no interest in leading or following others.


MBTI – 16 Personality TypesESTPFriendly, adaptable, action-oriented. "Doers" who are focused on immediate results. Living in the here-and-now, they're risk-takers who live fast-paced lifestyles. Impatient with long explanations. Extremely loyal to their peers, but not usually respectful of laws and rules if they get in the way of getting things done. Great people skills.

ESTJPractical, traditional, and organized. Likely to be athletic. Not interested in theory or abstraction unless they see the practical application. Have clear visions of the way things should be. Loyal and hard-working. Like to be in charge. Exceptionally capable in organizing and running activities. "Good citizens" who value security and peaceful living.

ESFPPeople-oriented and fun-loving, they make things more fun for others by their enjoyment. Living for the moment, they love new experiences. They dislike theory and impersonal analysis. Interested in serving others. Likely to be the center of attention in social situations. Well-developed common sense and practical ability.

ESFJWarm-hearted, popular, and conscientious. Tend to put the needs of others over their own needs. Feel strong sense of responsibility and duty. Value traditions and security. Interested in serving others. Need positive reinforcement to feel good about themselves. Well-developed sense of space and function.


MBTI – 16 Personality TypesENFPEnthusiastic, idealistic, and creative. Able to do almost anything that interests them. Great people skills. Need to live life in accordance with their inner values. Excited by new ideas, but bored with details. Open-minded and flexible, with a broad range of interests and abilities.

ENFJPopular and sensitive, with outstanding people skills. Externally focused, with real concern for how others think and feel. Usually dislike being alone. They see everything from the human angle, and dislike impersonal analysis. Very effective at managing people issues, and leading group discussions. Interested in serving others, and probably place the needs of others over their own needs.

ENTPCreative, resourceful, and intellectually quick. Good at a broad range of things. Enjoy debating issues, and may be into "one-up-manship". They get very excited about new ideas and projects, but may neglect the more routine aspects of life. Generally outspoken and assertive. They enjoy people and are stimulating company. Excellent ability to understand concepts and apply logic to find solutions.

ENTJAssertive and outspoken - they are driven to lead. Excellent ability to understand difficult organizational problems and create solid solutions. Intelligent and well-informed, they usually excel at public speaking. They value knowledge and competence, and usually have little patience with inefficiency or disorganization.


• Self-management Understand strengths, weaknesses and

preferences

Predict, plan and avoid failures

Self-optimize, excel and adapt

• Managing relationships Understand strengths, weaknesses and

preferences

Predict, plan and avoid conflict and failures

Adapt and support

Application


• Try to accommodate type mismatch Remember, type mismatch is

unavoidable

Remember, 50% of the mismatch is caused by you

Do not blame the person for something s/he hasn’t done

Do not forget that the perceived weakness could be a real advantage in a different situation

Application


• Diversity Recognizing differences as natural

Appreciating diversity

Developing complementary work teams

Expertise and task assignment

Caution: other components of behaviour + development of others

• Synergy

n1 + n2 = k x (n1 + n2)where k > 1

Application


• For those traits that are not dominant Avoid over exposure and over

commitment

Understand the consequences

Cognition (thinking)

Self-monitoring

Positive attitude

Learning and practice

Changes in socio-technical environment

Application: Other Considerations


Can you visualize someone who:

• would panic under stress, is a frequent worrier or would be intensely tense on slightest criticism

• is very open to change, new idea or suggestion

• would do all it takes to get the job done, on time, even if it involves taking on enormous stress

• Enjoys parties and gatherings, is talkative even with strangers, is adventurous and is action oriented

• Is very considerate and sympathetic, and works hard to ensure that others feelings are not hurt

Exercise: Trait Recognition


• Identify a trait that you perceive as a “weakness”, then think of a situation where it could be utilized as a strength

Exercise: “Undesirable” Traits


• Awareness and recognition is the first step towards change

• After self-evaluating your personality, observe other available templates and see how that may help you in adapting into a “new” person or adopting a different response set

• If no traits are absolutely bad, then recognize that differences, perspectives and conflicts are actually opportunities to broaden our thinking and prospects

Afterthoughts


• While dealing with people, lose your spectacle and put on their glasses – try to understand first before being understood

Final Word


Thank you


Q & A


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The Behavioral Movement: Expanded role of manager Managers became more people focused Incentives and sources of motivation were studied

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Management Theory Today :Management Theory Today The Systems Theory Approach: every system has input, transformation and output Ripple effects

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Management Theory Today :Management Theory Today The Systems Theory Approach: every system has input, transformation and output Ripple effects

Management Theory Today :

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The Contingency Approach: :The Contingency Approach: No two situations are exactly alike. With each event, you size up the situation and choose the best course of action

The Quality of Work Life Approach: :The Quality of Work Life Approach: Seeks to make work productive as well as satisfying to workers Quality Circles

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Caring and Trust: The bottom line in Human Relations today.

Herb Kelleher of Southwest Airlines :

He doesn’t put making a profit first or put customers first – so who comes first?

To lead yourself,use you head.To lead others,use your heart. :

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