The Individual
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Transcript of The Individual
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THE INDIVIDUALFactors Influencing Work Behaviour
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Learning Objective
I. Discuss the factors which influence individual behaviour at work.
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To achieve a pass in LO1.3, we must discuss the factors which influence individual behaviour at work.
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The human being is the most studied subject. Yet still least understood.
Pict
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ture
.com
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human behaviour atAn area that continues to attract attention is
WORK .
Picture source: green-mission.info
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work behaviour.An individual
?
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Meet Cheery. She takes
pride in her work.
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Why does she take pride inher work? Why others don’t?
10 minutes
List as many reasons.
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Jim and Kim are just coming out froma meeting chaired by their line manager.
“What a waste of my time!” “Wow. What a great manager!”
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List as many factors that couldaccount for the difference in opinion held by
Jim and Kim towards their line manager.
10 minutes
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There are many factors that influencean individual work behaviour. All of which
cannot be covered in this session.These factors are grouped into three major influences…
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Personal Influences.
Organisational Influences.
Situational Influences.
Factors InfluencingIndividual Work Behaviour
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Personal Influences
Our physical and psychological make-up, and desires affect what we do and how we act; and explain why we act the way we act at work. Personal influences include…
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Age Gender Abilities Motivations Perception Personality
MoodsAttitude
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Young Individuals Less Younger Individuals
Less experienced Highly experienced
New skills and knowledge Have some obsolete skills and knowledge
Seek to disrupt the status-quo Seek to preserve the status-quo
Seek to embrace new work technologies Seek to embrace routine work systems
Rely on the experience of the old Rely on the novelty of the young
A simplified comparison howage influences work behaviour.
Age
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Jim and Kim are just coming out froma meeting chaired by their line manager.
“What a waste of my time!” “Wow. What a great manager!”
Gender
Pict
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orbe
s.co
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Compassion.
Multi-tasking.
Communication.
Physical strength.
Decision-making.
Career choices.
Risk-taking.
Perception.
Etc.
Areas of Gender Differences at Work
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Beware of gender stereotypes at work.
10 minutes
Any examples?
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Education.
Knowledge.
Skills.
Physical qualities.
Experience.
Ability comprises
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Source: usainbolt.com
The science behind Usain Bolt’s sprinting superiority.www.popsci.com/science/article/2012-08/video-superhuman-biomechanics-behind-usain-bolt
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Needs | Goals | Expectations of the individual.
Motivation
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1. Physiological
2. Safety
3. Social
4. Esteem
5. Self-Actualisation
Food, Sex, Sleep,
Safety, security, protection
Affection, Affiliation, Belonging, Be Accepted
Respect,recognition,
status
Ultimateaspirations
& potentials
Maslow’s Hierarchy of Needs Theory
Maslow, A. (1943), “A Theory of Human Motivation by Abraham Maslow”. Psychological Review, vol. 50, NO. 4, pp. 370-396
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Why do we work? Why do we avoid work? Why our work motivation is hardly stable? Do managers understand why we (avoid) work?
20 minutes
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Personality
A set of enduring, observableand unobservable qualities that influence how a person looks,
feels, thinks and behaves. Hellriegel, G. and John, W. S. (2011), “Organisational Behavior”. 13th edition, Cengage Learning: Mason,. p. 70
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Who am I?
Picture source: © Riona 2013
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Often used methods ofdetermining one’s personality
are traits and types.
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Traits MethodAccording to personality trait theory, there arefive major traits that underlie human personality.
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Big Five Personality Traits
Extraversion.
Conscientiousness.
Openness to new experience.
Agreeableness.
Neuroticism/Emotional stability.
Mullins, L. J. (2010), "Management and Organisational Behaviour". 9th edition, Prentice Hall: Harlow,. p. 133
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Use the mnemonic—OCEAN—to remember theBig Five personality traits: Openness, Conscientiousness,
Extraversion, Agreeableness and Neuroticism.
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© 2014 Berlin Asong. All rights reserved. 30Source: Costa, P. T & McCrae, R. “Big Five Personality Traits”
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Extraversion 20%
Conscientiousness 40%
Openness to new experience 98%
Agreeableness 70%
Neuroticism 42%
Cilia’s Big Fiver personality test score.
Picture source: kellymartinspeaks.co.uk
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What sort of role or profession is the best fit for Cilia? How would youexpect Cilia to behave in a teamwork environment? Assuming Cilia holds amanagement position, what could be her major strength and weaknessbased on her Big 5 personality test score?
15 minutes
To complete this exercise, you need to know the meanings of each of the five personality traits. See slide 29 or 30.
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Extraversion 99%
Conscientiousness 70%
Openness to new experience 65%
Agreeableness 40%
Neuroticism 50%
Dino’s Big Fiver personality test score.
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Amongst the tools you are using in deciding the best candidate for the postof Events Manager is the Big Five personality trait test. Base on thepersonality test scores of Cilia and Dino; which of the two candidateswould you hire. Justify your answer.
15 minutes
To complete this exercise, you need to know the meanings of each of the five personality traits. See slide 29 or 30.
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Type MethodAccording to personality type theory,there are 16 discrete personality types.
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ISTJ ISFJ INFJ INTJ
ISTP ISFP INFP INTP
ESTP ESFP ENFP ENTP
ESTJ ESFJ ENFJ ENTJ
Myers-Briggs 16 Personality Types
Mullins, L. J. (2010), "Management and Organisational Behaviour". 9th edition, Prentice Hall: Harlow,. p. 136
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Click slide to access description of 16 personality types. Internet connection is required.
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Myers-Briggs Type Indicator (MBTI)
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Attitude is an opinion or judgement held byan individual towards a person or object.
Attitude
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Do you like your job? What aspects about your jobdo (don’t) you like? Do you identify yourself with members of
your organisation? Are you proud of your organisation?
20 minutes
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What do you think of your boss? Competent? Lazy?Vulnerable? Hardworking? Pleasant? Does the opinion you hold
about your boss influence your behaviour towards them?
20 minutes
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An individual’s attitude is formed through direct andindirect experiences, imagination and personal beliefs.
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Perception describes how a person selects,organises, and interprets input from their senses
to make meaning of the world around them.
Perception
Hellriegel, G. and John, W. S. (2011), “Organisational Behavior”. 13th edition, Cengage Learning: Mason,. p. 104
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Stimuli Response
How the individual processesinformation determines the response.
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Individuals are susceptible to perceptual errors like stereotyping, selective distortion, selective attention, self-
fulfilling prophecy, attribution bias, etc. For example…
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Premier League Referee Sian Massey
Source: politiken.dk
Sky sport commentators, Andy Gray & Richard Keys sacked for making sexist comments about Ms. Massey & female referees.
“Women [don’t] know the offside rule”.
2010—
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Half-full or half-empty?
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Created by and courtesy of Dr. Akiyoshi Kitaoka, Ritsumeikan University
Are these objects rotating or static?
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"What" do you see?
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"What" do you see?
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You have four referral grades. Whydid you perform poorly in your exams?Some individuals would attribute their underachievement to
external factors rather to their own making. — Attribution bias
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Wow. You passed your exams inflying colours—five distinctions. Explain
the reasons for your success?Some individuals would attribute their achievementsolely to their own making. — Attribution bias
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Factors affecting Perception
Perceiver
Perceived objectContext
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Have you been in a situation at work where colleagues perceivedan issue differently from you? Or a problem to which your colleagues’
interpretation is completely different from yours? What could have accounted for the difference in interpretation or perspective?
20 minutes
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Organisational Influences
These are factors outside the individual but inside the organisation that affect how a person acts, feels and thinks at work.
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Teams.
Leadership.
Organisational culture.
Organisational structure.
Interpersonal relationships.
Physical workplace design.
Job characteristics.
Organisational Influences
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What does the job entail?
What tools & knowledge are required to do the job?
Where and when would the job be carried out?
With whom would I be doing the job?
Are responsibilities and accountabilities clearly defined?
How would performance on the job be assessed?
Would job performance lead to valuable rewards?
Does the job make effective use of my skills?
How does the job affect other jobs in the organisation?
Is the job routine or dynamic?
What unexpected issues could affect the job?
Etc.
Job Characteristics &Impact on Individuals Behaviour
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Situational Influences
These are factors outside the organisation that affect people’s
behaviour at work.
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Weather conditionsPicture source: forwallpaper.com
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PESTEL Forces
National values & norms with regards to work; work-life balance.
Depressing & uncertain economic climate, redundancy, pay-cut on
employee moral & outlook.
Effect of new work technologies & workplace
design on employees
Effect of green issues &workplace design on employees.
Changes in employmentlaws, employee rights.
Political risks & governmental policies on economic, social & legal matters
that directly/indirectly affect employees.
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Organisationalinfluences
Situational influences
Personalinfluences
Source: ealingreflexology.co.uk
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NEXT CLASSCompare the effectiveness of differentleadership styles in different organisations.