Download Individual behavior in Organization

Amel Adilović
Individual behavior refers to how individual behaves at
work place, as a result of his personality and conditions in
which he works.
This relationship is a proof that you are a part of company or
organization called a psychological contract.
Contributions
Inducements
Effort
Pay
Ability
Job security
Loyalty
Benefits
Skills
Career oppurtunities
Time
Promotion oppurunities
This is happening when one side (individual or
organization) thinks that contract is not fair,
then this side can initiate a change of contract to
make a new agreement.
This means a right person for a certain kind of job.
There are some techiques or steps which can show is an
individual a right person for a some kind of job.
Individual differences are personal properties which are
different from person to person.
They can be physical, psychological or emotional.
Set of this differences creates a specific personality which is
unique.
Personality is a relative stable set of psychological attributes that
make a difference between each person.
People identified five fundamental personality traits which are
extremely important for organizations.
Managers should be careful while using this method because it
is not such as mathematics to estimate a value of something.

The Myers-Briggs Type Indicator (MBTI) is a way of examining the
personality of an individual.
It is one of today's most widely used personality assessment tools.
 There are 16 personality types in the Myers-Briggs taxonomy.
 Types are not right or wrong: they are simply different from one
another.
The main difference between extroverts and introverts is that
introverts gain their energy by being alone and extroverts gain
their energy by being with others.
The main difference between sensing and intuition is that
sensors take in information via their five senses and through
facts, and intuitives take in information via patterns,
impressions ands possibilities.
The main difference between thinking and feeling is that
thinkers make decisions based on facts, and feelers make
decisions based on values.
The main difference between perceivers and judgers is that
judgers prefer their world to be structured and planned, while
perceivers prefer their world to be open ended and find that
having plans is stifling.
Other personalitiy traits at works
Locus of control
Other personalitiy traits at works
Self-efficacy
Measure of one's own ability to complete tasks and reach goals.
Other personalitiy traits at works
Authoritarianism

Other personalitiy traits at works
Machiavellianism
A person's tendency to deceive and manipulate others for personal gain.
Machiavellianism is one of the three personality traits referred to as
the dark triad, along with narcissism and lack of empathy.
Narcissism
Lack of empathy
Other personalitiy traits at works
Self-esteem
It is a judgement of oneself as well as an attitude toward the self
Other personalitiy traits at works
Risk propensity
 Risk propensity is a degree to
which an individual is willing
to make a decision with
defined chances with respect to
risk of loss.
Other personalitiy traits at works
Risk propensity
 There are three kinds of risk
propensity:
A) Physical status: the
domains of health and safety
risk;
B) Lifestyle: social and
recreational risk;
C) Livelihood : career and
finance risk
Emotional intelligence is ability to be aware of your emotions
and the emotions of others and then to use that knowledge for
making some decisions which are affecting you or other people.
People who have high level of emotional intelligence are able
to understand physical, mental and social impact that negative
emotions have on their bodies, minds, relationship and ability
to achieve goals.
Attitudes are complexes of beliefs and feelings that people
have about specific ideas, situation or other people.
They are like systems through which most people express
their feelings.
They have three components shown below
Cognitive dissonance
Work-Related attitudes
Job satisfaction or dissatisfaction
 This means positive or
negative feelings and
attitudes about one’s job.
 Does job satisfaction cause
job performance?
 Or Does job performance
cause job satisfaction?
Factors which affect this attitude
Organizational Commitment
 This means worker’s feelings and
attitudes about the entire work
organization.
 Affective Commitment: a person’s desire
to work for an organization because he or
she agrees with its goals and wants to do
so
 Normative Commitment: a person’s desire
to continue working for an organization
because he or she feels obligations from
other to remain
 Continuance Commitment: a person’s
desire to continue working for an
organization because he or she needs to
and cannot afford to do otherwise
Affect and mood can have effects on your work in company.
Managers believed that emotion and feelings varied among the
people from day to day, but after some time research show that there
are underlying stable predisposition towards fairly constant and
predictable moods and emotional states.
Negative affectivity
Positive affectivity
An important element of an attitude is the individual's perception of
the object about attitude is formed.
Perception is the set of processes by which an individual becomes
aware of and interprets information about the environment.
The way we perceive our environment is what makes us different
from each other.
The process of screening out information that we are
uncomfortable with or that contradicts our beliefs.
It is the process by which individual selects, organizes and
evaluates stimuli from the environment to provide meaningful
experiences for him- or herself.
Stereotyping
The process of categorizing/labeling people on the basis of a
single attribute.
It is the process that organizes beliefs about one group of
people and assigns them to everyone in that group.
Perception and Attribution
 Attribution is the process of
observing behaviour and
attributing casues to it.
 How do we attach meaning to
other's behavior, or our own?
 This is called attribution
theory.
 For example, is someone
angry because they are badtempered or because
something bad happened?
The basic frame work of attribution consists of:
Consensus
(the extent to which other people in the same situation behave
the same way)
Consistency
(the extent to which the same person behaves in the same way in
different times)
Distinctiveness
(the extent to which same persons behaves in the same way in
other situations)
Self bias
The self-serving bias is people's tendency to attribute positive events to
their own character but attribute negative events to external factors. It's a
common type of cognitive bias that has been extensively studied in social
psychology.
Stress and Individual behavior
 Stress is a state of tension experienced by individuals facing
extraordinary demands, constraints, or opportunities.
 Stressors are things that cause stress and have the potential to
influence work attitudes, behavior, job performance, and
health.
There are three types of stressors:
 Work factors as potential




stressors:
Excessively high or low task
demands
Role conflicts or ambiguities
Poor interpersonal
relationships
Too slow or too fast career
progress
 Personal factors as potential
stressors:
 Includes needs, capabilities,
and personality
 Stressful behavior patterns of
the Type A personality:
 Always moving, walking, and
eating rapidly
 Acting impatient, hurrying
others, disliking waiting
 Doing, or trying to do, several
things at once
 Feeling guilty when relaxing
 Hurrying or interrupting the
speech of others
 Nonwork factors as potential
stressors:
 Family events
 Economics
 Personal affairs
Constructive stress:
Acts as a positive influence
Can be energizing and performance enhancing
Destructive stress:
Acts as a negative influence
Breaks down a person’s physical and mental systems
Can lead to job burnout and/or workplace rage.
Burnout is a feeling of exhaustion that may develop when
someone experiences too much stress for an extended period of
time. It results in constant fatigue, frustration and helplessness.
How to manage stress
Workplace behavior is a pattern of action by the members of an
organization that directly or indirectly influences organizational
effectiveness. They are:
Performance behaviors: All of the total set of work-related
behaviors that the organization expects the individual to display.
Absenteeism: Absenteeism is the term generally used to refer to
unscheduled employee absences from the workplace.
Turnover: Occurs when people quit their jobs
An organization usually incurs costs in repleacing individuals who
have quit, but if turnover involves especially productive people, it is
even more costly.
Organizational citizenship: The extent to which a person’s
behavior makes a positive overall contribution to the organization.