mgmt1001 topic 4 - attitudes, perception, and personality

!"#

Part 1: (Behaviours of ) Individuals in Organisations (OB) Why is it important to look at individual behaviour in an organisation? What are the 6 behaviours that managers want to predict and influence?Attitudes What are the 3 components of an attitude? What are 3 job-related attitudes? How does job satisfaction affect employees behaviour? How do individuals reconcile inconsistencies between attitudes and behaviour?Personality How can we identify/ classify personality? What are the personality traits that explain behaviour in organisations? How do emotions and emotional intelligence impact behaviours?Perception How does perception relates to individual behaviour? What are the key elements of the attribution theory? How does fundamental attribution error and self-serving bias distort attributions? What are the three shortcuts used in judging others?

Organisational Behaviour (OB)OB is the study of the actions of people at work

Understanding Individual Behaviour

Organisational behaviour (OB)

Dual focus of OB

Goals of OB

Erina CiputraThe actions of people at work

Erina Ciputra- Individual behaviour- Group behaviour - Norms, roles, team building, and conflict

Erina CiputraTo explain, predict, and influence behaviour.

6 Important Employee Behaviours

ATTITUDES An attitude is an expression of favour or disfavour toward a person,

place, thing, or event (the attitude object).

Components of an attitude

Subsequent behaviourEmployee

attitude

Erina CiputraCognitive component: the beliefs, opinions, knowledge, or information held by a person

Affective component: the emotional or feeling part of an attitude

Behavioural component: the intention to behave in a certain way

Erina CiputraPause & Reflect: Who controls your attitudes? Can attitudes be influenced?

Erina CiputraIf you are a manager, how would you reduce turnover?

Three job-related attitudes1. Job satisfaction

Job satisfaction and productivity

BehaviourProductivity

Attitude Job satisfaction

Erina Ciputra- The individual's general attitude toward his or her job- Job satisfaction is affected by level of income earned and by the type of a job a worker does.- "So what" if there is no job satisfaction?

Erina Ciputra2 perspectives, from employee's views and employer's views

Three job-related attitudes (contd)Job satisfaction and absenteeism

Job satisfaction and turnover

BehaviourJob withdrawal/ Absenteeism/

Turnover

Attitude Low/ Poor Job

satisfaction

Erina Ciputra- The individual's general attitude toward his or her job- Job satisfaction is affected by level of income earned and by

Erina Ciputra- 2 perspectives (from employee/s views & employer/s views)- Satisfied employees tend to have lower levels of absenteeism

Erina Ciputra- 2 perspectives (from employee's views and employer's views)- Satisfied employees have lower levels of turnover; dissatisfied empoyees have higher levels of turnover (and also affect other employees' attitude)- Turnover is affected by the level of employee performance - The preferential treatment afforded superior employee makes satisfaction less important in predicting their turnonver decisions

Erina CiputraIf you are a manager, how would you reduce turnover?

Three job-related attitudes (contd)Job satisfaction and customer satisfaction

Erina Ciputra- 3 perspectives (from employee, employer's, and customer's views)- The level of job satisfaction for frontline employees is related to increased customer satisfaction and loyalty- Actions to increase job satisfaction for customer service workers - Hire upbeat and friendly employees - Reward superior customer service - Provide a positive work climate - Use attitude surveys to track employee satisfaction- Interaction with dissatisfied customers can increase an employee's job dissatisfaction.

10

Three job-related attitudes (contd)2. Job involvement

3. Organisational commitment

Erina Ciputra- 3 perspectives (from employee's views, employer's views, and customer's views)

Erina CiputraThe degree to which an employee identifies with his or her job, actively participates in it, and considers his or her performance to be important to his or her self'worth

Erina Ciputra- The degree to which an employee identifies with a particular organisation and its goals and wishes to maintain membership in the organisation- There are 3 forms of organisational commitment: - Affective commitment: employee strongly identifies with organisation and desires to remain

Erina Ciputra- 3 perspectives (from employee, employer's, and customer's views)- The level of job satisfaction for frontline employees is related to increased customer satisfaction and loyalty- Actions to increase job satisfaction for customer service workers - Hire upbeat and friendly employees - Reward superior customer service - Provide a positive work climate - Use attitude surveys to track employee satisfaction- Interaction with dissatisfied customers can increase an employee's job dissatisfaction

11

Three job-related attitudes (contd)3. Organisational commitment

In summary: Affective Commitment

Continuance Commitment

Normative Commitment

Erina Ciputra- 3 perspectives (from employee, employer's, and customer's views)- The level of job satisfaction for frontline employees is related to increased customer satisfaction and loyalty- Actions to increase job satisfaction for customer service workers - Hire upbeat and friendly employees - Reward superior customer service - Provide a positive work climate - Use attitude surveys to track employee satisfaction- Interaction with dissatisfied customers can increase an employee's job dissatisfaction

Erina Ciputra3 forms of organisational commitment:- Continuance commitment: employee commits because he/she perceives high costs of losing organisation membership- Normative commitment: employee commits due to feelings of obligation

Erina CiputraEmployee commits to the organisation because he/she "wants to"

Because employee "has to"

Because employee "ought to"

Cognitive Dissonance TheoryCognitive dissonance

Intensity of the desire to reduce the dissonance is influenced by:

Erina CiputraA

Erina Ciputra- any incompatibility or inconsistency between attitudes or between behaviour and attitudes- any form of inconsistency is uncomfortable and individuals will try to reduce the dissonance

Erina Ciputra- The importance of the factors creating the dissonance- The degree to which an individual believes that the factors causing the dissonance are controllable- Rewards available to compensate for the dissonate

Erina CiputraThe theory suggests that dissonance, being unpleasant, motivates a person to change either his or her cognition, attitude, or behaviour.

PERSONALITY

Personality The unique combination of psychological characteristics

(measurable traits) that affect how a person reacts and interacts with others.

Erina Ciputra- Examples: quiet, passive, loud, aggressive, ambitious, extroverted, loyal, tense, sociable, positive, negative, daring, etc.- There are many ways to identify or classify personality. For examples, the big 5 model, myers-biggs type indicator (MBTI)

Pause and reflect:- Can a person have more than one personality?- Are there distinct personality types between cultures?- What is my personality? How will this impact my performance at work?- How do emotions and emotional intelligence impact behaviours?

$!$!$!$!

####

How will the 5 listed personality insights below impact on(i) performance at work?(ii)Team cohesiveness? Team performance?















5 Personality dimensions (Additional Personality Insights)

) Locus of control (External/ Internal)

2) Machiavellianism (High/ Low)

3) Self-Esteem (High/ Low)

Erina CiputraExternal locus: persons who believe that what happens to them is due to luck or chance (the uncontrollable effects of ouside forces)Internal locus: believe that they control their own destiny

Erina CiputraThe degree to which an individual is pragmatic, maintains emotional distance, and seeks to gain and manipulate power "the ends justify the means"

Erina CiputraThe degree to which people like or dislike themselves

Five personality dimensions (contd)4) Self-Monitoring (High/ Low)

5) Risk-Taking (High/ Low)

Erina Ciputra- An individual's ability to adjust his or her behaviour to external, situational factors- High self monitors: - sensitive to external cues and behave differently in different situations - can present contradictory public personal and private selves

Erina CiputraThe degree to which people like or dislike themselves

Erina CiputraThe propensity (willingness) to take risks

The Big Five Model1. Extroversion

2. Agreeableness

3. Conscientiousness

4. Emotional Stability

5. Openness to Experience

The big 5 personality test. (2008). The big 5 personality test. http://www.outofservice.com/bigfive/,accessed 22 March, 2015.

Erina CiputraSociable, gregarious, assertive, talkative, expressive

Erina CiputraCourteous, trusting, good-natured, tolerant, cooperative, and forgiving

Erina CiputraDependable, organised, persevering, thorough, and achievement orientated

Erina CiputraCalm, non-depressed, secure, and content

Erina CiputraCurious, imaginative, artistically, sensitive, broad-minded, and intellectual

%!&'

Erina Ciputrasociable, gregarious, assertive, talktative, expressive

Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.

E

INS

T

F J

P

Myers Briggs Type Indicator (MBTI)

Style ofdecision making

Preference fordecision making

Preference forgathering data

Judgmental (J)Perceptive (P)Thinking (T)Feeling (F)

Introvert (I)Extrovert (E)

Intuitive (N)Sensing (S)

Socialinteraction

4 Dimensions* Preferences*

*Combining dimensions/preferences results in 16 personality types.

Hollands theory of personality-job fitType Personality Occupations

Realistic

Investigative

Social

Conventional

Enterprising

Artistic

&&(&&(&&(&&(

What is Emotion?

&&(&&(&&(&&(

Emotion Intelligence (EI)

&!)&(*+&!)&(*+&!)&(*+&!)&(*+

2. PERCEPTIONPerception

A process by which individuals give meaning (reality) to their environment by organising and interpreting their sensory impressions.

Since people behave according to their perceptions, managers need to understand it.

Factors influencing perception:

FactorsThat CanInfluence

Perception

Thetarget

Theperceiver

Thesituation

How we perceive people?

Attribution theory How the actions of individuals are perceived by others

Determining the source of behaviours: Distinctiveness Consensus Consistency

Key Elements of Attribution Theory (AT)

AT research finds that there are errors or biases that distort attributions

1) Fundamental Attribution Error

2) Self-Serving Bias

Judgmental / Perceptual shortcuts

Halo effect

Assumed similarity

Question: How do you turn Judgmental/ Perceptual shortcuts to your advantage?

L E A R N I N G R E V I E W

1. Attitudes3 components of an attitude. 3 job-related attitudesLink between job satisfaction and employee behaviour

2. Personality The MBTI and the Big Five Model of personality 5 other personality traits that can explaining individual behaviour Emotions and emotional intelligence

3. Perception Perception and individual behaviour Attribution theory, Fundamental attribution error, Self-serving bias 3 cognitive shortcuts

Reflection: How does todays lecture fit into our learning of managing organisations

and people? Which aspects of the lecture are likely to be examined in the final

exams?

mgmt1001 topic 4 - attitudes, perception, and personality

Documents