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Understanding and Managing Individual Behaviour

The document discusses individual behavior and factors influencing it. It covers concepts like organizational behavior, learning theories, personality factors, perception, attitudes and how to change attitudes. It provides information on these topics in detail with examples and classifications.

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58 Ajay Yadav
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459 views25 pages

Understanding and Managing Individual Behaviour

The document discusses individual behavior and factors influencing it. It covers concepts like organizational behavior, learning theories, personality factors, perception, attitudes and how to change attitudes. It provides information on these topics in detail with examples and classifications.

Uploaded by

58 Ajay Yadav
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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UNDERSTANDING AND

MANAGING INDIVIDUAL
BEHAVIOUR

Submitted to :- Submitted by :-
Dr. Mahavir Malik Savi
(02)
Rahul (68)
Himanshu (70)
Aman Chaudhary (72)
CONTENT
o Organisational behaviour
o Need of Organisational behaviour
o Individual behaviour
o Need of understanding individual behaviour
o Factors influencing individual behaviour
ORGANISATIONAL
BEHAVIOUR
Organisational Behaviour is the
field of study devoted to
understanding and utilisation of
information about the behaviour
and group in the organisation.
NEED OF ORGANISATIONAL BEHAVIOUR

1.Understanding of self and others.


2.Motivational of Human Resources.
3.Enhancement of Quality and
Productivity.
4.Effective Communication.
5.Effective Organisational Climate.
CONCEPT OF
INDIVIDUAL BEHAVIOUR
 In an organization without understanding
individual behaviour organizational
behaviour becomes incomplete.
 Behaviour is goal directed.
 Individuals are influenced by a number of
diversified factors both genetic and
environmental.
 Influence of this factor determine the
pattern of behaviour.
NEED OF UNDERSTANDING
INDIVIDUAL BEHAVIOUR

1) Provides Motivation.
2) Provides Guidance.
3) Conduct Performance Reviews.
4) Communicate Successfully with Others.
5) Manages Changes in a Positive and Efficient Manner.
6) Provides Learning Experience.
7) Figure out Problems before they Arise.
8) Helps in Maintain Friendly Industrial Relations.
LEARNING
Learning means acquisition of knowledge , skills
, ability , expertise , etc. Through study,
experience and practice that result into long
term change in one’s behaviour.
Two theories of learning:
 Operant conditioning
 Social/Observational learning
OPERANT
CONDITIONING
A theory of learning that says behaviour is a
function of its consequences.
 Behaviours are learned by making rewards
contingent to behaviours.
 Behaviour that is rewarded ( positively
reinforced ) is likely to be repeated.
 Behaviour that is punished or ignored is less
likely to be repeated.
SOCIAL
LEARNING
A theory of learning that says people can
learn through observation and direct
experience.
 People learn from various role models like
parents, teachers, leaders, etc.
 Simplest theory of learning.
 One observes behaviour of others and
acts accordingly.
VALUES
 Value of an individual is one of the
major forces shaping behaviour. It
represent an individuals ideas as
to what is right and what is
wrong.
 It identify a person ethical / moral
structure.
FEATURES OF
VALUES
 It contain moral flavour.
 It is one of the source of individual
differences and affect individual
behaviour.
 All of us have value system that is a
set of values.
 They are basically learned .But some
are genetically determined.
CLASSIFICATION OF VALUES

1. Human Values
2. Social Values
3. Business Values
4. Family Values
5. Professional Values
6. National Values
PERSONALITY
Personality is a unique way, or a
distinctive set of
characteristics, to influence or
impress others. It depends on
physical and mental
characteristics and the current
situation.
FACTORS AFFECTING PERSONALITY

Biological factors:
Cultural factors: role of heredity
values, rituals, social norms, Role of maturity
beliefs, customs, social events Role of brain
Physical characteristics

Family related factors: Situational factors:


Early family treatment Freedom, challenges,
Impact of group and Association competition, facilities
Birth orders participation, training
PERSONALITY
THEORIES
Psychological
theory
• The ID
• The ego
• Super ego

• Building social relation


• Viewing people positively
Socio-psychological • developing positive attitude
theory • career planning and networking

• Religious traits or values


• social values
• economic value
Traits theory
• theoretical value

• Self-image
• Ideal self
Holistic theory
• Real – life
• looking glass- self
PERCEPTION
 Perception is one’s own views about any
object, event, or person.
 It involves transforming raw data into
meaningful picture.
 It is unique way of perceiving(looking at) the
world.
RECEPTION SELECTION

PERCEPTION
PROCESS

INTERPRETATIO
ORGANIZATION
N
ATTITUDES
 ATTITUDES
Persistent tendency to feel and behave in a particular
way towards some object.
 CHARACTERISTICS OF ATTITUDE
 They tend to persist unless something is done to
change them.
 They can fall anywhere along a continuum from
very favourable to very unfavourable.
 They are directed toward some object about
which a person has feelings and beliefs.
TYPES OF ATTITUDE IN AN
ORGANIZATION
Job Satisfaction :-
 A collection of positive and or negative feelings
that an individual holds toward his or her job.
Job Involvement :-
 Identifying with the job, actively participating in it,
and considering performance important to self-
worth.
Organizational Commitment :-
 Identifying with a particular organization and its
goals, and wishing to maintain membership in the
organization.
COMPONENTS OF ATTITUDE
Attitudes structure can be described
in terms of three components:-

 Affective component: this involves a person’s


feelings / emotions about the attitude object.
For example: “I am scared of spiders”.
 Behavioural (or cognitive) component: the way
the attitude we have influences how we act or
behave. For example: “I will avoid spiders and
scream if I see one”.
 Cognitive component: this involves a person’s
belief / knowledge about an attitude object.
For example: “I believe spiders are dangerous.
CHANGING ATTITUDE
 Employees’ attitudes can bechanged and sometimes it is in
the best interests of managements to try to do so. For
example, if employees believe that their employer does not
look after their welfare, the management should try to
change their attitude and help develop a more positive
attitude in them.

 However, the process of changing the attitude is not always


easy. There are some barriers which have to be overcome
if one strives to change somebody’s attitude. There are
two major categories of barriers that come in the way of
changing attitudes.
There are two major categories of barriers that come in
the way of changing attitudes:-
 Prior commitment when people feel a commitment

towards a particular course of action that have already


been agreed upon and thus it becomes difficult for
them to change or accept the new ways of functioning.
 Insufficient information also acts as a major barrier to

change attitudes. Sometimes people simply see any


reason to change their attitude due to unavailability
of adequate information.
HOW TO CHANGE ATTITUDE
COMMITMENT CHANGE

PROVIDING INFORMATION

PROVIDING RELEVANT TRAINING

USE OF FEAR

INFLUENCE OF FRIENDS OR PEERS

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