Nature 50%

versus

Nurture 50%

as is relates to personality and abilities

Nature:  born this way

Nurture:  Life experiences, how society influeces us.

Don't get hung up on people come to us born with 50% of personality.

Concentrate on we can influence the other 50%, by what we do from an organizational behavior perspective, knowing the personality that we have, and what will motivate them.

The Big 5 Traits of Personality

What are they?

How do they apply to the ob study?

Good managers need to understand and learn to deal with people of all personality types.  Each person is unique and may be suited to different kinds of organizational situations.

CEANO

• Extraversion – tend be friendly, sociable, outgoing, can build relationships quickly
• Neuroticism –Devil’s advocate, critical thinker, negative
• Agreeableness – care for others, affectionate, likeable, good for developing relationships
• Conscientiousness – organized, disciplined, detailed
• Openness to Experience – open to opinions, invite conflict, creative, innovative

Make sure we are attracting personalities that we need Whatever our mission is, we need a mixture of these personality traits.

The Role of Self- Efficacy

self-confidence

People try to learn only those behaviors that they think they will be able to perform.

beleive that they have the skills and abilities to learn and to succeed

• A person’s belief about his or her ability to perform a particular behavior successfully.
• Build self-effiacy by giving feedback, encouragement, and celebrate successes
• Because the degree to which one feels that they can learn, they will learn and be persistent and committed

JOB DESIGN APPROACHES DISCIPLINE

JOB CHARACTERISTICS MODEL

CORE DIMENSIIONS

Very focussed on the intrinsic characterisitcs of job (how challenging, rewarding, how good does it make me feel). If we adopt this model, we can use it to do some extrinsic determinations, salary and job grade.

Does aid in ensuring that we have instrinic and extrinsic values and motivates.

1. Skill variety

2. Task significance

3. Task identity

4. Autonomy

5. Feedback/knowledge of results.

JOB SATISFACTION

4 FACTORS INFLUENCE

1. Personality
2. Values
3. The work situation
4. Social influence

HOW HAS EMPLOYEE/EMPLOYER

CONTRACT CHANGED

OVER LAST 30 YEARS

CATALYSTS ARE MERGERS, UPSIZING, DOWNSIZING, OUTSOURCING, OFF SHORING

The corporation is no longer the "Big Daddy"

less job security

Perception of needed benefits

Now a partnership

Employer should focus on organizational behavior to get loyalty, production and profit.

Consider the employees desires, wants, motivation techniques, flex scheduling, telecommuting

Most important to employee is control and work-life balance

Organizational Behavior

GROUPS IN ORGANIZATION

1. INDIVIDUAL
2. GROUP
3. ORGANIZATION

WHAT IS ORGANIZATIONAL BEHAVIOR?

DEFINITION

Regarding the 4 managerial functions

planning, organizing, leading, controlling

good organizational behavior will produce

1. reduce risk
2. increase success potential
3. identify problems
4. understand/diagnose work situations

know 2

CHALLENGES OF

ORGANIZATIONAL BEHAVIOR

in the 21st Century

1. Diversity complexities

2.  Global environment

3. Advancing Technology

4. Shifting work relationships

Know 2

Intrinsic

versus

Extrinsic

Intrinsic work values – are values that are related to the nature of the work itself. Examples: interesting; challenging; learning new things; making important contributions; teacher, nurse

Extrinsic work values – values related to the consequences of work. high pay; job security; benefits. Valuing work not for its own sake, but for the consequences

1. Personality (the way people behave in a job)

2. Values

3. the work situation (do I feel secure)

4. social influence

KNOW 2

PERCEIVER is the person interpreting observed from one or more of the senses

TARGET of perception is what the perceiver is trying to make sense of; it can be people, events, situations, or a noise.

CONTEXT, where the observation takes place (hallway

Attribution Theory

versus

Perception

Attribution seeks to determine the causes of the behavior

Perceptions seeks to understand, explain meaning of individuals behavior

EXTINCTION

VERSUS

PUNISHMENT

Extinction - remove anything that promotes or encourages undesired behavior.  don't laugh at unprofessional behavior

Punishment - a negative consequence when undesired behavior occurs, termfination, probation

Vicarious learning

conditions need to be present to be successful:

know 2

1. person must be able to observe behavior
2. accurately perceive behavior
3. remember the behavior
4. must have skills or abilities to perform
5. see incentive for proper behavior

characteristics are likely to affect

creativity:

1. Autonomy
2. Provide work environment to be creative
3. Evaluation Process that evalutes creativity
4. Reward

Performance Appraisals

Use of

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1. Set goals
2. evaluate goals
3. guidepost
4. focus document, maintain focus on our goals

Coping with Stress

Problem focused – looking for source of the issue, eliminate or fix the problem that creates the stress.  Example, looking for other jobs in times of actual or pending layoffs.

Emotion focused – the steps people take to deal with and control the feelings and emotions related to stress. Example: meet with mentor, exercising and meditating.

Psychological Contracts

Determinants

• Direct communication

• Observation

• Written documents

DOW

EXTRA CREDIT QUESTION

GOALS NEED TO BE

**Goals need to be

specific

measurable

achievable

reasonable

timely

SMART

ORGANIZATIONAL CITIZENSHIP BEHAVIOR

OCB

• behavior that is above the call of duty
• help coworkers
• voluntter in community
• volunteer
• loyalty to company, protect from theft or fire

Diversity Training

Know 2 objectives as it relates to the study of OB

• Breakdown team members stereotypes
• Making members aware of different cultures and backgrounds and values
• Gain a general understanding of peoples background and experiences
• Improve members understanding of each other

Degree to which we can recognize our emotions and control them and seek to control the emotions in other people. 

• Realize they exist
• manage and lead utilizing our ob tools  
• to control those emotions,
• channel them in a direction that will be for us. 

Purpose of Goal Setting

From OB perspective, why do you set goals?

• motivation
• focus and guide employees attention in the right direction
• measuring results and performance

Performance versus Motivation

Performance is a product of

1. skills
2. right work environment
3. motivation

Motivation is one component of overall performance

versus

Performance is a result of a person's behavior.

Job Design

What is the purpose?

Corporate needs:  profit, loyalty, time

Indivual needs:  pay, benefits, career opportunites

Tap in to the needs of and create jobs that will enable company and individual to:

1. achieve their goals
2. maintain focus
3. guides
4. catalyts for setting goals

Personality

The way people think, feel and behave

How do they influence individual organization behavior?

1. job satisfaction
2. career choice
3. leadership style - from a managerial perspective

Know 2