FOUNDATIONS OF INDIVIDUAL BEHAVIOR

PEOPLE IN A ORGANIZATIONAS A STARTING POINT FOR

UNDERSTANDING THE BEHAVIOR OF PEOPLE IN ORGANIZATIONS WE FIRST EXAMINE THE BASIC NATURE OF INDIVIDUAL ORGANIZATION RELATIONSHIP. UNDERSTANDING HELPS US APPRECIATE THE NATURE OF DIFFERENCES

PSYCHOLOGICAL CONTRACTS WHENEVER WE BUY A CAR OR SELL A

HOUSE. BOTH BUYE AND SELLER SIGN A CONTRACT THAT SPECIFIES THE TERMS OF THE AGREEMENT WHO PAYS WHAT WHOM WHEN ITS PAID AND ITS SO FORTH A PSYCHOLOGICAL CONTRACTS RESEMBLES A STANDARD LEGAL CONTRACTS IN SOME WAYS BUT IS LES FORMAL AND LESS DEFINED

THE PERSON JOB FIT ONE SPECIFIC ASPECT OF MANAGING

PSYCHOLOGICAL CONTRACTS IS MANAGEMENT OF THE PERSON JOB FIT. A GOOD PERSON JOB FIT IS ONE IN WHICH THE EMPLOYEE CONTRIBUTION MATCH THE INDUCEMENT THE ORGANIZTION OFFERS.

INDIVIDUAL DIFFERENCES AS ALREADY NOTED EVERY NDIVIDUAL

IS UNIQUE. INDIVIDUAL DIFFERNCES ARE PERSONAL ATTRIBUTES THAT VARY FROM ONE PERSON TO ANOTHER. INDIVIDUAL DIFFERENCES MAY BE PHYSICAL, PSYCHOLOGIAL AND EMOTIONAL

PERSONALITY AND ORGANIZATION PERSONALITY IS THE RELATIVELY

STABLES SET OF PSYCHOLOGICAL ATTRIBUTES THAT DISTINGUISH ONE PERSON FROM ANOTHER A LONGSTANDING DEBATE AMONG PSYCHOLOGIST OFTEN EXPRESS AS NATURE VERSUS NURTURE

THE BIG FIVE PERSONALTY TRAITS PSYCHOLOGIST HAVE IDENTIFIED

LITERALLY THOUSANDS OF PERSONALITY TRAITS AND DIMENSIONS THAT DIFFERETIATE OONE PERSON TO ANOTHER

THE BIG FIVE PESONALITY FRAMEWORK AGREEABLENESS – REFERS TO A PERSONS ABLITY TO

GET ALONG WITH OTHER CONSCIENTIOUSNESS -REFERS TO THE NUMBER OF

GOALS ON WHICH PERSON FOCUSES EXTRAVERSION- REFLECTS A PERSONS COMFORT

LEVEL WITH RELATIONSHIP OPENNESS- REFLECTS A PERSONS RIGIDITY OF

BELIEFS AND RANGE OF INTEREST NEUROTISM- CHARACTERIZED A PERSONS TENDENCY

TO EXPERIENCE UNPLEASANT EMOTIONS SUCH AS ANGER, ANXIETY, FEELINGS OF VULNERABILITY

THE MYERS-BRIGGS FRAMEWORK THIS FRAMEWORK BASED ON THE

CLASSICAL WORK OF CARL JUNG, DIFFFERENTIATE PEOPLE IN TERMS OF FOUR GENERAL DIMENSION; SENSING, INTUITING, JUDGING AND PERCEIVING

EMOTIONAL INTELLIGENCE REFERS TO THE EXTENT TO WHICH

PEOPLE ARE SELF AWARE CAN MANAGE THEIR EMOTIONS CAN MOTIVATE THEMSELVES EXPRESS EMPHATHY FOR OTHERS AND POSSESS SOCIAL SKILLS

VARIOUS DIMENSIONS SELF AWARENESS- THIS IS THE BASIS FOR THE

OTHER COMPETENT MANAGING EMOTIONS- THIS REFERS TO A PERSONS

CAPACITIES TO BALANCE ANXIETY FEAR AND ANGER MOTIVATING ONESELF- THIS DIMENSIONS REES TO

PERSONS ABILITY TO REMAIN OPTIMISTIC EMPHATY- REFERS TO A PERSON ABILITY TO

UNDERSTAND HOW OTHERS ARE FEELING EVEN WITHOUT BEING EXPLICITY

SOCIAL SKILLS- THIS REFERS TO A PERSON ABILITY TO GET ALONG WITH OTHERS

PERSONALTY TRAITS OF WORK SELF EFFICACY- IS A RELATED BUT SUBTLY DIFFERENT

PERSONALITY CHARACTERISTICS AUTHORITARIANISM- THE EXTENT TO WHICH A PERSON BELIVE

THAT POWER STATUS DIFFERENCES ARE APPROPRIATE WITHIN HIERARCHICAL SOCIAL SYSTEM

MACHIAVALISM- EXPLAIN HOW NOBILITY COULD MORE EASILY GAIN AND USE POWER

SELF ESTEEM-IS THE EXTENT TO WHICH PERSON BELIEVES THAT HE OR SHE IS WORTHWHILE AND DESERVING INDIVIDUAL

LOCUS OF CONTROL- IS THE EXTENT TO WHICH PEOPLE BELIEVE THAT IF THEY BEHAVIOR HAS AREAL EFFECT ON WHAT HAPPENS TO THEM

RISK PROPENSITY- DEGREE TO WHICH PERSON IS WILLING TO TAKE CHANCE

ATTITUDES IN ORGANIZATION ATTITUDES ARE COMPLEXES OF BELIEFS

AND FEELINGS THAT PEOPLE HAVE ABOUT SPECIFIC IDEAS SITUATONS OR OTHER PEOPLE

HOW ATTITUDES ARE FORMED ATTITUDES ARE FORMED BY VARIETY OF

FORCES INCLUDING OUR PERSONAL VALUES OUR EXPERIENCES AND OUR PERSONALITIES

ATTITUDE STRUCTURE- VIEWED AS STABLE DISPOSITIONS TO BEHAVE TOWARD OBJECTS IN A CERTAIN WAY

COGNITIVE DISSONANCE- OCCUR WHEN PEOPLE BEHAVE IN FASHION

ATTITUDE CHANGE- ARE NOT STABLE AS PERSONALITY ATTRIBUTES

JOB SATISFACTION JOB SATISFACTION- REFLECT TO EXTENT

TO WHICH PEOPLE FIND GRATIFICATION OR FULLFILLMENT IN THEIR WORK

ORGANIZATONAL COMMITMENT REFLECTS AN INDIVIDUALS

IDENTIFICATON WITH ATTACHMENT TO THE ORGANIZATION. A HIGHLY COMMITED PERSON WILL PROBABLY SEE HERSELF AS TRUE MEMBER OF THE FIRM

PERCEPTION IN ORGANIZATION PERCEPTION- THE SET OF PROCESSES

BY WHICH INDIVIDUAL BECOMES AWARE OF AND INTERPRETS INFORMATION ABOUT ENVIRONMENT

BASIC PERCEPTUAL PROCESSES SELECTIVE PERCEPTION- IS THE

PROCESS OF SCREENING OUT OF INFORMATION THAT WE ARE UNCOMFORTABLE WITH OR THAT CONTRADICTS OUR BELIEF

STEREOTYPING- IS CATEGORIZING OR LABELING PEOPLE ON THE BASIS OF A SNGLE ATTRIBUTE.

PERCEPTION AND ATTRIBUTION ATTRIBUTION THEORY- HAS ETENDED

OUR UNDERSTANDING AFFECTS BEHAVIOR IN ORGANIZATIONS , THIS THEORY SUGGESTS THAT WE OBSERVE BEHAVIOR AND THEN ATTRIBUTES CAUES TO IT

TYPES OF WORKPLACE BEHAVIOR WORKPLACE BEHAVIOR- IS A PATTERN IN ORGANIZATION THAT DIRECTLY OR INDIRECTLY INFLUENCES THE ORGANIZATION EFFECTIVENESSPERFORMANCE BEHAVIORS- ARE THE TOTAL SET OF WORK RELATED BEHAVIORS DYSFUNCTIONAL BEHAVIORS- ARE THOSE THAT DETRACT FROM RATHER THAN CONTRIBUTION TO ORGANIZATIONAL PERFORMANCE

ORGANIZATIONAL CITIZENSHIP REFERS TO THE BEHAVIORS OF

INDIVIDUALS WHO MAKE A POSITIVE OVERALL CONTRIBUTION TO THE OGANIZATION

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