Understanding Behavior, Human Relations, and Performance

Diversity in Attitudes,

Self-Concept, and Values

3

Question…

I have a job for you that pays $124,000 per year. You will be working with a man who is extremely difficult to get along with; the job is laden with stress; and you will not be able to have much contact with your family

because you will working long, tedious hours. The environment isn’t always clean, and in this job you

might find that the conditions for working here are not exactly what you had in mind when you signed on…do

you still want the job?

Sometimes It’s Hard to Keep a Good

Attitude!

Movie Trailer

Attitudes

Attitude: a strong belief or feeling toward people, things, and situations. Attitudes are more important to employers than any other single factor. Attitudes are acquired primarily through experience. Attitudes have an important influence on behavior.

Management AttitudesDouglas McGregor classified attitudes, as Theory X and Theory Y.

Theory X: employees dislike work and must be closely supervised to get them to do their work.

Theory Y: employees like to work and need not be closely supervised to get them to do their work.

Pygmalion effect

Pygmalion effect: supervisors’ attitudes and expectations of employees and how they treat them largely determine their performance.

A supervisor’s attitude largely determines performance

Changing Your Attitudes

Be aware of your attitudes. Think for yourself. Realize that there are few, if any, benefits to

harboring negative attitudes. Keep an open mind.

Changing Employee Attitudes

Give employees feedback.

Accentuate positive conditions.

Provide consequences. Be a positive role model.

Six Job Satisfaction Determinants

1) The work itself

2) Pay

3) Growth and upward mobility

4) Supervision

5) Coworkers

6) Attitude toward work

Jobsatisfaction

The workitself

Pay

Supervision

Attitude toward work

Coworkers

Growth andupward mobility

Figure 10.5 Comparison of Maslow and Figure 10.5 Comparison of Maslow and HerzbergHerzberg

Herzberg’s Theory

VS. What we want to see…

Job Satisfaction

Job satisfaction survey: process of determining employee attitudes about the job and work environment.

Three ways to measure job satisfaction:

1) Observation

2) Interview

3) Questionnaire—covers four major areas

Objectives and design Administration

Feedback Follow-up

SELF CONCEPT

Self-Concept: overall attitude about yourself

Mediates and regulates behavior. Affects interactions with others.

Attribution: your perception of the causes of successes and failures. Protects self-concept.

Self-Efficacy

Self-efficacy: your belief in your capability to perform in a specific situation.

Self-fulfilling prophecy: occurs when your expectations affect your success or failure.

Both self-concept and self-efficacy affect performance and can create

expectations.

HOMEWORK ASSIGNMENT:

One Page: (Three Paragraphs)

Describe your self concept:

• As a person

• As a student

• As a leader

Building a Positive Self-Concept

General GuidelinesView mistakes as learning

experiences.Accept failure and bounce back.Control negative behavior and

thoughts.Use any religious or spiritual

beliefs that you have. Action Plan

Identify your strengths and areas that need improvement.

Set goals and visualize them.Develop a plan and implement it.

View mistakes as a learning experience

Accept failureand bounce back

Control negativebehavior and thoughts

1. Identify your strengths and areas that need improvement.2. Set goals and visualize them.3. Develop a plan and implement it.

Use religious/spiritual beliefs

Values: Things that have worth for or are important to the individual.

Value system: the set of values by which the individual lives.

Workplace Spirituality

Know thyself Act with authenticity and congruency Respect the beliefs of others Be as trusting as you can Maintain a spiritual practice

Just remember, life could be worse…you could live with this guy!