Transcript File - student business information

PowerPoint Presentation
to Accompany
Management, 9/e
John R. Schermerhorn, Jr.
Chapter 15:
Individual Behavior
Prepared by: Jim LoPresti
University of Colorado, Boulder
Published by: John Wiley & Sons, Inc.
Study Question 1: How do perceptions influence
individual behavior?
 Perception.



The process through which people
receive and interpret information from
the environment.
People can perceive the same things
or situations differently.
People behave on the basis of their
perceptions.
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Figure 15.1 Perception and communication.
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Study Question 1: How do perceptions influence
individual behavior?
 Psychological contract



Person-job fit begins here.
A set of expectations held by an individual
about what will be given and received in the
employment relationship.
An ideal work situation is one with a fair
psychological contract.

Balance of contributions and inducements.
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Study Question 1: How do perceptions influence
individual behavior?
 Perception and attribution.

Attribution


Fundamental attribution error


The process of developing explanations for events.
Occurs when observers blame another’s
performance failures or problems on internal
factors rather than external factors.
Self-serving bias

Occurs because individuals blame their personal
performance failures or problems on external
factors and attribute their successes to internal
factors.
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Study Question 1: How do perceptions influence
individual behavior?
 Perceptual tendencies and
distortions:

Stereotypes.


Occur when someone is identified with a
group or category, and then oversimplified
attributes associated with the group or
category are used to describe the individual.
Halo effects.

Occur when one attribute is used to develop
an overall impression of a person or
situation.
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Study Question 1: How do perceptions influence
individual behavior?
 Perceptual tendencies and
distortions:

Selective perception.


The tendency to single out for attention
those aspects of a situation or attributes
of a person that reinforce or appear
consistent with one’s existing beliefs,
values, or needs.
Projection.

The assignment of personal attributes to
other individuals.
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Study Question 1: How do perceptions influence
individual behavior?
 Perceptual tendencies and
distortions:

Projection.


The assignment of personal attributes to
other individuals.
Impression management

The systematic attempt to influence how
others perceive us.
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Study Question 2: What should we know about
personalities in the workplace?
 Personality

The combination or overall profile of characteristics
that makes one person unique from others.
 “Big Five” personality traits:



Extroversion.
 The degree to which someone is outgoing, sociable,
and assertive.
Agreeableness.
 The degree to which someone is good-natured,
cooperative, and trusting.
Conscientiousness.
 The degree to which someone is responsible,
dependable, and careful.
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Study Question 2: What should we know about
personalities in the workplace?
 “Big Five” personality traits:
 Emotional stability.


The degree to which someone is relaxed,
secure, and unworried.
Openness.

The degree to which someone is curious,
receptive to new things, and open to
change.
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Study Question 2: What should we know about
personalities in the workplace?
 Other personality traits that affect work
behavior:
 Locus of control.


The extent to which people believe they
are in control of their destinies versus
believing that that what happens to them
is beyond their control.
Authoritarianism.
The degree to which a person defers to
authority and accepts status differences.
Machiavellianism.
 The extent to which someone is
emotionally detached and manipulative in
using power.


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Study Question 2: What should we know about
personalities in the workplace?
 Other personality traits that affect
work behavior:

Problem-solving styles.


The ways people gather and evaluate
information for decision making. .
Self-monitoring.

The degree to which someone is able to
adjust and modify behavior in response to
the situation and external factors.
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Study Question 3: How do attitudes influence
individual behavior?
 Attitude.

A predisposition to act in a certain way toward
people and things in one’s environment.
 Components of attitudes:




Cognitive component.
Affective or emotional component.
Behavioral component.
Cognitive dissonance.

The discomfort a person feels when attitudes
and behavior are inconsistent.
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Study Question 3: How do attitudes influence
individual behavior?
 Job satisfaction.


The degree to which an individual feels
positively or negatively about various aspects
of work.
Common aspects of job satisfaction:
 Pay.
 Coworkers.
 Supervision.
 Work setting.
 Advancement opportunities.
 Workload.
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Study Question 3: How do attitudes influence
individual behavior?
 Strong and positive relationship between
satisfaction and absenteeism and turnover.
 Satisfaction-related concepts having quality
of work life implications …
 Job involvement

The extent to which an individual is dedicated to
a job.
 Organizational commitment

Loyalty of an individual to the organization.
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Study Question 3: How do attitudes influence
individual behavior?
 Job performance.
 The quantity and quality of task
accomplishments by an individual or group at
work.
 Individual performance equation:
 Performance begins with ability.
 Performance requires support.
 Performance involves effort.
Performance = Ability x Support x Effort
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Study Question 4: What are the dynamics of stress
and stress management?
 Stress

A state of tension experienced by individuals
facing extraordinary demands, constraints, or
opportunities.
 Stressors



Things that cause stress
Originate in work, personal, and nonwork
situations.
Have the potential to influence work attitudes,
behavior, job performance, and health.
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Study Question 4: What are the dynamics of stress
and stress management?

Work factors as potential stressors:
 Includes:
Excessively high or low task demands.
 Role conflicts or ambiguities.
 Poor interpersonal relationships.
 Too slow or too fast career progress.


Work-related stress syndromes:
Set up to fail.
 Mistaken identity.

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Study Question 4: What are the dynamics of stress
and stress management?

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.
 Trying to schedule more in less time.
 Using nervous gestures such as a clenched fist.
 Hurrying or interrupting the speech of others.
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Study Question 4: What are the dynamics of stress
and stress management?

Nonwork factors as potential stressors:


Includes:

Family events.

Economics.

Personal affairs.
“Spill-over” effect on the stress an
individual experiences at work.
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Study Question 4: What are the dynamics of stress
and stress management?
 Consequences of stress:
 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.

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Figure 15.4 Potential negative consequences of a
destructive job stress-burnout cycle.
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Study Question 4: What are the dynamics of stress
and stress management?
 Personal wellness:

The pursuit of personal and mental
potential though a personal health-
promotion program.

A form of preventative stress
management.

Enables people to be better prepared to
deal with stress.
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