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OB - Module - 2

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11 views61 pages

OB - Module - 2

Some presentations

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sanalgupta1022
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© © All Rights Reserved
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OB

MODULE -2
• Personality: Determinants, Trait Theory, MBTI, Big Five model, Emotions: Affective events theory &
Emotional Intelligence; Perception: Perceptual process, Attribution theory, Frequently used shortcuts in
judging others, Individual Decision Making & Perceptual errors.

• Work Motivation: Early Theories (Mc. Gregor’s Theory X & Y, Abraham Maslow’s Need Hierarchy Theory,
Herzberg’s Two Factor Theory), Contemporary Theories (McClellend’s 3 Needs Theory, Goal setting theory,
Equity theory, Expectancy theory, Reinforcement theory), Application of Motivation Theories
Personality is a structure gathering interrelated behavioural, cognitive
and emotional patterns that biological and environmental factors
influence; these interrelated patterns are relatively stable over time
periods, but they change over the entire lifetime.
MBTI Meaning

MBTI, short for Myers-Briggs Type Indicator, is a widely used personality


assessment tool based on Carl Jung’s theories.

It categorizes individuals into one of 16 personality types, providing insights


into their preferences in four dimensions:
• extraversion/introversion,
• sensing/intuition,
• thinking/feeling, and
• judging/perceiving. MBTI is commonly used for personal development,
career counselling, and team building.
According to the MBTI theory, you combine your preferences to
determine your personality type. The 16 types are referred to by an
abbreviation of the initial letters of each of the four type preferences of
each cognitive function.
Extraversion (E) vs. Introversion (I)

• These are opposite ways to direct and receive energy. Do


you prefer to focus on the outer world or your inner world?
• This dichotomy describes how people respond and interact
with others and orient themselves within the world around
them.
• Extraverts tend to be action-oriented – focusing on other
people and things, feeling energized by the presence of
others, and emitting energy outwards.
• Introverts are more thought-oriented. They enjoy deep and
meaningful social interactions and feel recharged after
spending time alone.
Sensing (S) vs. Intuition (N)

• Do you prefer to focus on the basic information you


take in, or do you prefer to interpret and add meaning?
• This dichotomy describes how people gather and
perceive information.
• Sensing-dominant people tend to prefer to focus on
facts and details and perceive the world around them
through their five senses.
• Intuition-dominant types are more abstract in their
thinking, focusing on patterns, impressions, and future
possibilities.
Thinking (T) vs. Feeling (F)

• When making decisions, do you prefer to first look at


logic and consistency or first look at the people and
special circumstances?
• This dichotomy describes how people make decisions
and use judgments.
• Thinking types use logic and facts to judge the world,
while feeling types tend to consider emotions.
Judging (J) vs. Perceiving (P)

• In dealing with the outside world, do you prefer to get


things decided, or do you prefer to stay open to new
information and options?
• This dichotomy describes how people tend to operate in
the outside world and reveals the specific attitudes of the
functions.
• Those judging dominant tend to be more methodical and
results-oriented and prefer structure and decision-
making.
• Perceiving dominant individuals are more adaptable and
flexible and tend to be good at multitasking.
What Does the Big 5 Personality Test Measure?

• Agreeableness is a measure of an individual’s tendencies with respect to social


harmony. This trait reflects how well the individual gets along with others, how
cooperative or skeptical they are, and how they might interact within a team.
• Conscientiousness is a measure of how careful, deliberate, self-disciplined, and
organized an individual is. Conscientiousness is often predictive of employee
productivity, particularly in lower-level positions.
• Extraversion is a measure of how sociable, outgoing, and energetic an individual is.
Individuals who score lower on the extraversion scale are considered to be more
introverted, or more deliberate, quiet, low key, and independent. Some types of positions
are better suited for individuals who fall on one side of the spectrum or the other.
• Openness measures the extent to which an individual is imaginative and creative, as
opposed to down-to-earth and conventional.
• Stress Tolerance measures the ways in which individuals react to stress.
Affective events theory is an industrial and organizational psychology
model developed by organizational psychologists Howard M. Weiss and
Russell Cropanzano to explain how emotions and moods influence job
performance and job satisfaction.
Simply put, a person's environment and events in that environment can
cause emotional reactions. The central point of this theory is that
connections made between emotions and behaviors can inherently affect
job satisfaction and performance.
A process analysis of Affective events theory
Perception is the organization, identification, and interpretation of
sensory information in order to represent and understand the presented
information or environment. All perception involves signals that go
through the nervous system, which in turn result from physical or
chemical stimulation of the sensory system.

In perceptual psychology, a stimulus is an energy change (e.g., light or


sound) which is registered by the senses (e.g., vision, hearing, taste,
etc.) and constitutes the basis for perception. In behavioural psychology
(i.e., classical and operant conditioning), a stimulus constitutes the basis
for behavior.
A perceptual error is the inability
to judge humans, things or
situations fairly and accurately.
Examples could include such
things as bias, prejudice,
stereotyping, which have always
caused human beings to err in
different aspects of their lives.
Halo effect refers to the tendency of judging a person entirely on the
basis of a single trait that may be favourable or unfavourable. Here, a
single trait dominates other characteristics of the individual.

It helps to judge others quickly. Among other errors of perception,


halo error has the most profound/deep impact and implication on an
individual’s perception and behaviour.
In order to simplify matters, we often tend to classify people and events
into already-known general categories or groups. We put people into a
convenient category on the basis of some characteristics (usually ethnic
occupational, sexual, etc.) is known as stereotyping. It helps to simplify
the complexity. It avoids individual differences and gives a wrong
judgment.

For e.g: Indians are quick-tempered, Fat men are Jolly/happy, Americans
are ambitious, Chinese are mysterious and Japanese are industrious, etc.
The above examples are not always true. They are true in general not in
particular.
When we compare something to
something else, the contrast effect
distorts our perception of it,
intensifying their differences. An
explicit or implicit comparison can
occur simultaneously or at
different times, and it can
encompass a variety of traits, from
physical traits such as color and
taste to abstract qualities such as
price and attractiveness.
There is a popular saying that ‘the first
impression is the last impression’. We
frequently form the impression of others at
first sight. Even before knowing any of
their personality traits, they start having
impressions and perceive thereby.
This sometimes leads to perceptual
distortion. This error may create biasness
while performing a performance appraisal.
Examples are:
• First-bench students are disciplined and
intelligent
• Last-bench students are undisciplined
and weak
Fundamental attribution theory
refers to a tendency to underestimate Attribution theory is how we attribute
the impact of the specific contexts feelings and intentions to people to
that led to a particular behaviour or understand their behaviour. For
performance of an individual and example, we may unconsciously apply
instead attribute the behaviour or this theory when we see someone
performance to the individual's shouting on public transport. You may
internal disposition. blame their character, assuming they
are an angry person.
• Instant/Immediate gratification is the immediate fulfilment of a
person's needs or desires. When someone makes an impulsive choice
to do something for the instant feeling of pleasure or satisfaction, they
are receiving instant gratification.
• Sunk costs often influence people's decisions, with people believing
that investments (i.e., sunk costs) justify further expenditures. People
demonstrate "a greater tendency to continue an endeavor once an
investment in money, effort, or time has been made".
• A self-serving bias is any cognitive or perceptual process that is
distorted by the need to maintain and enhance self-esteem, or the
tendency to perceive oneself in an overly favourable manner.
PERCEPTION AND INDIVIDUAL DECISION MAKING

Fundamental attribution error: The tendency to underestimate the


influence of external factors and overestimate the influence of internal
factors when making judgements about the behaviour of others.

Pl. Refer before slides

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