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Interpersonal Analysis

The document discusses organizational behavior and interpersonal interactions within organizations. It describes how individual traits shape behavior and how people interact in different ways, including one-on-one, in groups, and between groups. The document also defines cooperative and conflicting interpersonal behaviors and provides skills like positive thinking, mutual trust, empathy, and avoiding ego problems that can help foster cooperative behaviors.

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Harshita
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26 views4 pages

Interpersonal Analysis

The document discusses organizational behavior and interpersonal interactions within organizations. It describes how individual traits shape behavior and how people interact in different ways, including one-on-one, in groups, and between groups. The document also defines cooperative and conflicting interpersonal behaviors and provides skills like positive thinking, mutual trust, empathy, and avoiding ego problems that can help foster cooperative behaviors.

Uploaded by

Harshita
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Organizational Behaviour

The individual dimensions of organizational behaviour i.e personality,


perception, learning attitudes, values, emotional intelligence, and
motivation etc. shape an individual's behaviour. These dimensions are
changed to a certain degree when the Individual comes in contact with
others in the organization where he/she interacts
1. on one-to-one basis.
2. on one to group basis.
3. on group to one basis.
4. on group-to-group basis
In each basis of interaction, the individual faces different types of
situations. These interactions affect the behaviour of people interacting
together.
Nature of Interpersonal Behaviour
People spend a large portion of their time in an organisation interacting
with others. These interactions help to hold the subparts of the
organization together. Normally, these interactions are paired
relationships. that is, there are two persons in contacts-either with
superior, subordinate, co-worker, or outsider. This dyadic relationship
involves an interaction in which both may behave in a particular way
which may be either cooperative or conflicting Thus, there may be
either cooperative Interpersonal behaviour or conflicting interpersonal
behaviour.
Cooperative Interpersonal Behaviour-: When the interaction
between the two persons is mutually gratifying, it is cooperative
behaviour. It can be complementary transaction, in this process both
persons get satisfied over the objectives of mutual interaction. In
organizational setting, such behaviours are functional and lead to the
achievement of organizational objectives and also provide satisfaction
to the individuals at the same time.
Conflicting Interpersonal Behaviour-: Out of interpersonal
interaction, it is not necessary that only cooperative behaviour will
emerge. Because of several reasons like personality differences,
different value system, interest conflict, lack of interpersonal skills, and
improper approach of mutual interaction give rise to conflicting
behaviour.
By and large, this type of behaviour is dysfunctional to both
organization and individuals. Therefore, attempts should be made to
replace conflicting Interpersonal behaviour by cooperative
Interpersonal behaviour. To a very great extent, this can be done by
developing interpersonal skills and applying them judiciously.

SKILLS FOR COOPERATIVE INTERPERSONAL


BEHAVIOUR
Since cooperative interpersonal behaviour is functional both for the
organization and the employees, managers should ensure that this type
of behaviour is adopted throughout the organization. They must
motivate the employees to develop and use skills necessary for
cooperative interpersonal behaviour. Such skills are positive thinking,
mutual trust, empathy, courtesy, and avoidance of ego problem. Since
these are behavioral skills, they are relevant for any form of human
interaction.
1. Positive Thinking: Generally, a person with positive thinking
looks for positive aspects in person, object, or event while a
person with negative thinking looks for negative aspects in these.
Positive aspects bring gratification and negative aspects bring
frustration. When both the individuals mutually interact with
positive thinking many issues that lead to conflicting
interpersonal behaviour like clash of mutual rest, differences over
tiny matters, etc. can be sorted out easily. When such matters are
sorted out amicably between two individuals interacting among
themselves, cooperative personal behaviour takes place.
2. Mutual Trust: Two Individuals interacting among themselves
should have mutual trust. Trust is a two-way traffic, that is, if one
wants that others should trust him, he must also trust others. In
the context of trust, there are two approaches. First approach says,
trust everyone unless evidence goes otherwise; second approach
says, do not trust anyone unless evidence goes otherwise.
Following the first approach brings positive aspects in
interpersonal interaction while following the second approach
brings negative aspects in this interaction. Mutual interaction
becomes gratifying when negative things are substituted by
positive things.

3. Empathy: Empathy means understanding other's viewpoint from


his own point of view It a putting one's legs in other's shoes, or
projecting oneself into the viewpoint of the other person. When
empathy is practiced in interpersonal interaction, many of the
false assumptions on which a particular viewpoint is based are
corrected and mutuality of agreement is arrived. This mutuality
of agreement leads to cooperative interpersonal behaviour.

4. Courtesy: Courtesy means an act of civility and respect which is


shown towards others. When two individuals interacting mutually
adopt courtesy to each other, the environment of mutual
interaction becomes quite positive which leads to free expression
of one's ideas and understanding of other's ideas in right
perspective. When ideas are expressed and understood in right
perspective, many of the misgivings that may lead to conflicting
Interpersonal behaviour can be overcome easily.

5. Avoidance of Problem: Emphasizing on one's ego is


dysfunctional in any kind of human interaction, whether
organizational or other. Ego means putting emphasis on oneself.
An egoist thinks and speaks too much of himself or of things as
they affect him. Such a person remains arrogant about his opinion
and knowledge. This egoism has been called as ego-fed mental
fever. Naturally, this becomes dysfunctional like a fever and tends
to generate tension during interpersonal interaction. Therefore, it
is desirable to overcome this problem by developing positive
thinking based on reality.

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