Individual Behavior 2
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Transcript of Individual Behavior 2
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Foundations of Individual Behavior
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Biographical CharacteristicsBiographical Characteristics
Personal characteristics such as age, gender,
and marital status that are objective andeasily obtained from personnel records.
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Ab ility, Intellect, and IntelligenceAb ility A n individual s capacity to performthe various tasks in a job.
In tellectual Ab ilityThe capacity to do mental activities.
Multiple In tellige n cesIntelligence contains four subparts:cognitive, social, emotional, and cultural.
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N um b er aptitude
Ver b
al comprehen
sion
P erceptual speed
In ductive reaso n in g
Deductive reaso n in g
Spatial visualizatio n
Memory
N um b er aptitude
Ver b
al comprehen
sion
P erceptual speed
In ductive reaso n in g
Deductive reaso n in g
Spatial visualizatio n
Memory
Dimensions of
Intellectual Ab ility
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P hysical Ab ilitiesP hysical Ab ilities
The capacity to do tasksdemanding stamina, dexterity,strength, and similarcharacteristics.
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What Is Personality?What Is Personality?
HeredityHeredity
HeredityHeredity SituationSituation
SituationSituationEnvironmentEnvironment
EnvironmentEnvironment
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Style of Style of Decisio n Maki n gDecisio n Maki n g Judgme n tal (J)Judgme n tal (J)
P erceptive ( P )P erceptive ( P )
P refere n ce for P refere n ce for Decisio n Maki n gDecisio n Maki n g
Thi n kin g (T)Thi n kin g (T)
Feeli n g (F)Feeli n g (F)
Type of SocialType of SocialIn teractio nIn teractio n In trovert ( I)In trovert ( I)
Extrovert (E)Extrovert (E)
P refere n ce for P refere n ce for Gatheri n g DataGatheri n g Data In tuitive ( N )In tuitive ( N )
Se n si n g (S)Se n si n g (S)
MyersMyers- -Briggs Type In dicator Briggs Type In dicator
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T heT he
Big FiveBig FiveP ersonalityP ersonalityModelModel
O pe nn ess to Experie n ceO pe nn ess to Experie n ce
Extraversio nExtraversio n
A greea b le n essA greea b le n ess
Co n scie n tious n essCo n scie n tious n ess
Emotio n al Sta b ilityEmotio n al Sta b ility
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The Big Five Personality DimensionsThe Big Five Personality Dimensions
Ex traversionEx traversion: : Outgoing, talkative, sociable, assertive Agreeableness Agreeableness: : Trusting, good natured, cooperative,soft hearted
ConscientiousnessConscientiousness: : Dependable, responsible,achievement oriented, persistentE motional stabilityE motional stability :: Rela x ed, secure, unworriedOpenness to e x perience:Openness to e x perience: Intellectual, imaginative,curious, broad minded
Research findingResearch finding: : Conscientiousness is the best (butnot a strong) predictor of job performance
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H olland s Personality-Job Fit Theory
Type P erso n ality O ccupatio n s
Realistic
Investigative
Social
Conventional
Enterprising
Artistic
Shy, Stable, Practical
Analytical, Independent
Sociable, Cooperative
Practical, Efficient
Ambitious, Energetic
Imaginative, Idealistic
Mechanic, Farmer, Assembly-Line Worker
Biologist, Economist,
MathematicianSocial Worker,
Teacher, Counselor
Accountant, Manager Bank Teller
Lawyer, Salesperson
Painter, Writer,Musician
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A ttitudes
Cognitive and affective evaluation thatpredisposes a person to act in a certain way
A ttitudes determine how people P erceive the work environment Interact with others
Behave on the job
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Components of an A ttitude
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Components of A ttitudes
Cognitive component includes the b eliefs,opinions, and information the person hasa b out the o b ject of the attitude
A ffective component is the persons emotionsor feelings a b out the o b ject of the attitude
Behavioral component of an attitude is thepersons intention to b ehave toward theob ject of the attitude in a certain way
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High- P erformance Work A ttitudes
T wo attitudes thatmight relate to highperformance
Jo b Satisfaction
OrganizationalCommitment
Managers of todays knowledge workers often rely onManagers of todays knowledge workers often rely on job satisfaction to keep motivation and enthusiasm for job satisfaction to keep motivation and enthusiasm for the organization highthe organization high
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High- P erformance Work A ttitudes
Jo b Satisfaction = positive attitudetoward ones jo b
Organizational Commitment = loyaltyto and heavy involvement in onesorganization
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Conflicts A mong A ttitudes
Cognitive Dissonance = condition in whichtwo attitudes or a b ehavior and an attitudeconflict Leon Festinger 1 9 5 0s P eople want to b ehave in accordance with
their attitudes
Usually will take corrective action
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WE DONT SEE THINGS AS THEY
ARE, WE SEE THINGS AS WE ARE.
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P erceptio n
T he study of perception is concerned with identifying the processthrough which we interpret and organize sensory information to
produce our conscious experience of o b jects and o b ject relationship.
P
erception is the process of receiving information ab
out and makingsense of the world around us. It involves deciding which informationto notice, how to categorize this information and how to interpret itwithin the framework of existing knowledge.
Aprocess
by which individuals organize and interpret their sensoryimpressions in order to give meaning to their environment.
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T he P erceptual P rocess
1 .Sensation A n individuals a b ility to
detect stimuli in the
immediateenvironment.2 .Selection
T he process a personuses to eliminate someof the stimuli that haveb een sensed and toretain others for further processing.
3.Organization T he process of placing
selected perceptual
stimuli into aframework for storage.
4 .T ranslation
T he stage of theperceptual process atwhich stimuli areinterpreted and givenmeaning.
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R eceivi n g Stimuli(External & Internal)
Selecti n g StimuliExternal factors : Nature,
Location,Size,contrast,Movement,repetition,similarity
Internal factors : Learning,needs,age,Interest,
O rga n izi n gFigure Background ,P erceptual Grouping( similarity, proximity,closure, continuity)
R espo n seCovert: A ttitudes ,
Motivation,Feeling
Overt: Behavior
P erceptual P rocess
In terpreti n g A ttrib ution ,Stereotyping,
Halo Effect, P rojection
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Factors i n flue n ci n g perceptio n
A num b er of factors operate to shape and sometimes
distort perception. T hese factors can reside in the
perceiver , in the o b ject or target b eing perceived or in
the context of the situation in which the perception is
made.
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Factors i n flue n ci n g P erceptio n
Factors i n the perceiver A ttitudesMotivesInterestsExperienceExpectations
P erceptio n
Factors i n the TargetNoveltyMotionSoundsSizeBackgroundP roximitySimilarity
Factors i n the situatio nT imeWork SettingSocial Setting
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P erceptual organization
It is the process b y which we group outside stimuli into recogniza b leand identifia b le patterns and whole o b jects.
Certain factors are considered to b e important contri b utors onassem b ling, organizing and categorizing information in the humanb rain. T hese are
- Figure ground- P erceptual grouping
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Figure-Ground Illustration
Field-ground differentiation T he tendency to distinguish
and focus on a stimulus thatis classified as figure asopposed to b ackground.
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P ER CEP T U A L G ROU P ING
Our tendency to group several individual stimuli into ameaningful and recogniza b le pattern.
It is very b asic in nature and largely it seems to b e
inb orn.
Some factors underlying grouping are-continuity
-closure-proximity-similarity
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Types of Values
Termi n alTermi n alValuesValues
In strume n talIn strume n talValuesValues
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Values A cross CulturesValues A cross Cultures
P ower Distance
Individualism or Collectivism
Quantity or Quality of Life
Uncertainty A voidance
Long- T erm or Short- T erm