Organizational Behaviour Chapter # 2 Individual Behavior, Values and Personality

Individual Behavior Values and PersonalityIndividual Behavior Values and Personality

• Employees Engagement – Extent of commitment to work

Depends on employees ability & resources availability

• Directly proportion to Productivity & inversely to turnover

How to achieve this (one way) – As practiced by many

Mangers to communicate to employees as role model

Managers meets personally with employees frequently

Top Mgmt is to teach company’s vision of customer serv.

Giving opportunities to employees to socialize after work

Individual Behavior Values and PersonalityIndividual Behavior Values and PersonalityEmployees Engagement - includes drivers of individualbehavior that results in efficient performance results Concluding definition:“Employees emotional & cognitive (rational) motivation,ability to perform jobs, understanding of org. vision & theirrole in vision & belief that they have been given resourcesto do the jobs” – To achieve this is Managers responsibility

Four Drivers of individual behavior and results directlyproportional to employees performance:

MotivationAbilityRole PerceptionSituational Factors


Motivation

Ability

Role Perceptions

Behavior & Results

Situationalfactors

Individual Characteristics

Values

Personality

Perceptions

Emotions &Attitudes

Stress

MARS Model of Individual Behavior


Motivation PPsychological processes that arouse & ensures goal-directed behavior Or The Forces within a person that affect his or her direction, intensity and persistence of voluntary behavior

Does high motivation mean better job performance?

Is money the only motivator?


Theories of Motivation

Content Theories– Identify internal factors influencing motivation

• Maslow’s Need Hierarchy• Alderfer’s ERG• McClelland’s Need

• Herzberg’s Motivator-Hygiene

Process Theories– Identify the process by which internal factors and cognitions influence

motivation• Adam’s Equity• Vroom’s Expectancy• Goal Setting Theory


AbilityAbility – – Both Natural aptitudes & learned capabilities required to Both Natural aptitudes & learned capabilities required to successfully complete a task successfully complete a task

AptitudesAptitudes – – Natural talents enables speedy leaning & better performanceNatural talents enables speedy leaning & better performance

Learned capabilities – Skills and Knowledge that one actually acquiresLearned capabilities – Skills and Knowledge that one actually acquires

Employee Competencies - Employee Competencies - Skills, Knowledge, Aptitudes, Values, Skills, Knowledge, Aptitudes, Values, Drives & other personal characteristics leading to superior Drives & other personal characteristics leading to superior performance performance

Difficult task for Managers is to find right person for the jobDifficult task for Managers is to find right person for the job

Person – Job Matching :Person – Job Matching :Three Approaches used in Industry;Three Approaches used in Industry;

Selecting competent person for jobSelecting competent person for jobTraining employees to develop required skillsTraining employees to develop required skillsRedesigning jobs at company e.g PTCL exampleRedesigning jobs at company e.g PTCL example


Role Perception–Three ways how employees perceive jobs

Understanding assigned task–Consequences of AccountableUnderstanding relative importance of quality and quantityUsing most preferred method of doing work - Alternatives

E.G , Good Service provisioning by Warid “We Care” moto byemployees

Situational Factor - Conditions Beyond employees control thatconstraint or facilitate their behavior & performance – A challengefor Managers


Types of Individual Behavior in Organizations

Types of Work-Related

Behavior

Task Performance

Maintaining Work

Attendance

Joining/StayingWith the

Organization

CounterProductive

Work Behavior

OrganizationalCitizenship


• Task Performance – Its goal directed individual controlled behavior & aimed at org. objectives. This behavior

transforms Raw material in to goods and services.

• Employees in any job have following few performance dimensions:- Cooperative working with clients and co-workers under stress- Training new staff- using man and material resources efficiently without error

• Organizational Citizen ship – Employee behaviors that extends beyond normal job duties / Task Performance

• Kenexa said “Engaged Employees will go the extra step, or maybe even the extra mile, to support the interest of the organization.”

• Counter Productive Work Behavior (CWBs) – Voluntary behaviors that are potentially harmful to the organization’s effectiveness


Five categories of CWBs – Abuse of others (Insult and nasty comments),

Threats (Threatening harm), Work avoidance

(tardiness), Work sabotage (doing work incorrectly) and Overt acts (theft)

• Joining/staying With the Organization – Attracting & retaining talented people is challenge for

Managers• OB experts identified low job satisfaction as main cause of turnover

- Job Satisfaction – A person’s evaluation of his or her job & work context

Appraisal of perceived job characteristics, work environment & emotional

experiences at work

- Manger’s need to review “ shock event “ like:

Boss unfair decision

Conflict with co-workers

Irritants creating strong emotions for employee turnover

• Maintaining Work Attendance – Big challenge to minimize absenteeism

Individual Behavior Values and PersonalityIndividual Behavior Values and PersonalityReasons for absenteeism:• Beyond employees control, (child ill, car break down etc.) • Less motivation• Job dissatisfaction • Work related stress• Presence of absenteeism trend as team norm

Values at Work Place• Values: Stable, long lasting beliefs about what is important in a variety of

situations, that guide our decisions and actions• Important because values tell us what we “aught” to do & who we are as

individual and as a group member in organization• Values are socially desirable, so people claims to believe in values• Each person’s unique value systems based on & develops through

Socialization from parents

Religious Institutions

Friends

Personal Experience & society in which individual lives


• Group of people might hold the same or similar values these shared values called team, department or organizational values

• At times are induced by the executives in line with goals of org.• Values shared across society are cultural values

Two major types of corporate values:

Espoused – Values that we say we use e.g environmentalism, creativity & politeness, its irrespective whether they really value it

Enacted – Values that we actually relay on to guide our decisions & actions, these values are apparent to be in use like judging an individual by his/her behavior

Values categorized into dozens of types and these comprehensively

Short listed by Schwartz model – Defines ten broader domains of

values further divides it to two bipolar dimensions


Self-transcendence

ConservationOpennessTo change

Self-enhancement

Universalism Benevolence

Self-direction

Tradition

Conformity

Achievement

Security

Power

Stimulation

Hedonism

Schwartz’s Values Circumplex


• Openness To change – Extent to which a person is motivated to persue

innovative ways it includes:

- Self direction – Independent thought and action

- Stimulation – Excitement and challenge

• Conservation – Extent to which a person is motivated to preserve status quo it includes:

- Conformity – Adherence to social norms and expectations

- Security – Safety and stability

- Tradition – Moderation and preservation of status quo

• Self enhancement – How much a person is motivated by self interest it includes:

- Values of achievement – Pursuit of personal success

- Power – Dominance over others


Self – transcendence – Motivation to promote welfare of others, it Includes:

- Values of Benevolence – Concern for other’s in one’s life- Universalism – Concern for welfare of all people

Values and individual behavior _ Stabilizes employees & keeps them moving collectively in samedirection _ Beacon and core part of leadership for managers during difficulties

Disconnect exists between personal values and individual behavior Values appear as abstract concepts, e.g benevolence not practiced

Values influences Managers decisions three conditions are met:-Conscious Awareness about a value e.g telling employees for ben.- Presence of logical reason for practicing value e.g Logical reason for being benevolent


- Work environments to encourage or discourage values- consistent behavior

e.g, at times employees behaving at work place against their personal values

Values Congruence – A situation wherein two or more entities have similar

value systems e.g, An individual and organization values matches called

person-organization values congruence

Values across cultures – Meetings time targets in USA/West and Asia it is

outcome of two values:

. Individualism. Extent to which a person values independence and personal uniqueness

– People value personal freedom, self sufficiency, control over their own lives & appreciation of unique values that distinguish them from others


. Collectivism. Extent to which people value duty to groups to which

they belong and to group harmony.

- It lies in conservation of values (security, tradition & conformity)

- Both Appears as inversely proportion, but actually are not.

- Power Distance. Extent to which people accept unequal distribution of power in a society or organization

OR- Obedience to authority & comfortably receiving commands from

superiors without consultation or debate e.g, Opposite in Asia than advanced countries

- Uncertainty Avoidance – Degree to which people tolerate ambiguity and uncertainty

Individual Behavior Values and PersonalityIndividual Behavior Values and PersonalityA must for a successful Manager. Achievement nurturing orientation – A competitive versus cooperative view of relations with other people

Ethics – Study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad

Three Ethical Principles for Managers:

- Utilitarianism – Consequential Principle, choosing option providing highest degree of satisfaction to those affected

Problem for managers – Difficult to evaluate the benefits or costs of manyDecisions, Resolved by applying better analytical/ logical skills & experience

- Individual Rights (Legal and Human rights included) – Every one is entitled to act in a certain way, e.g freedom of movement, physical security, freedom of speech and fair trial


- Distributive Justice. Individuals fulfilling prerequisites have equality in

benefits and workload/burden, inequalities acceptable where it benefits

the least well off people

Personality. Relatively stable pattern of Behaviors & consistent internal

states that explains a persons’ behavioral tendencies

Why to study personality – Like ethical, cultural and personal values

individual’s personality also have stable nature and it effects employee

behavior in organization

Internal states of individual – Represents thoughts, values and genetic

Characteristics impacting their behavior


Five Personality Dimensions

Careful, dependable, Self – disciplined, low conscientiousness results in attitudes like

carelessness, less thorough, disorganized and irresponsible

Courteous, good-natured, empathic, caring, people with low agreeableness, tend to be uncooperative, short-

tempered and irritable

Anxious, hostile, depressed, people with low neuroticism (high emotional stability), behaves having secure feeling and acts calmly.

Sensitive , flexible, creative, curious. Absence of this results more resistant to change, less open to ideas

and more fixed in their ways.

Outgoing, talkative, sociable, assertive

Conscientiousness

Agreeableness

Neuroticism

Openness to experience

Extroversion


Extroversion – A “big five” personality dimension that characterizes people

who are outgoing, talkative, social able and assertive

Introversion – A “ big five” personality dimension that characterizes people

who are quiet, shy and cautious

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Organizational Behaviour Chapter # 2 Individual Behavior, Values and Personality