O slideshow foi denunciado.
Seu SlideShare está sendo baixado. ×

OB UNIT-II.pdf

Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Carregando em…3
×

Confira estes a seguir

1 de 48 Anúncio
Anúncio

Mais Conteúdo rRelacionado

Mais recentes (20)

Anúncio

OB UNIT-II.pdf

  1. 1. UNIT-II DYNAMICS OF OB-II 1 PERSONALITY 2 ATTITUDES 3 MOTIVATION 4 POSITIVE ORGANIZATIONAL BEHAVIOUR
  2. 2. CONTENTS IN THE CONCEPT OF PERSONALITY IN OB 1 THE MEANING OF PERSONALITY 2 PERSONALITY IS A CONTINUUM ( TRAITS OF PERSONALITY) 3 JOHARI WINDOW AND TRANSACTIONAL ANALYSIS
  3. 3. THE MEANING AND DEFINITION OF PERSONALITY:- 1. Personality has come from a Latin word ‘Persona’ meaning to speak through (mask). As in the ancient days masks were worn in Greece and Rome by actors, while enacting plays. Thus, personality is used for influencing others through external appearance. However, personality is not the external appearance alone. 2. Personality can be defined as those inner psychological characteristics that both determine and reflect how a person think and act in an environment. 3. According to Stephen P. Robbins, personality is the sum total ways in which an individual reacts and interacts with others. It may be defined as those inner psychological characteristics that both determine and reflect how a person responds to his environment.
  4. 4. PERSONALITY AS A CONTINUUM:- 1. A continuum is something that keeps on going, changing slowly over time 2. TRAIT meaning a distinguishing quality or characteristic or a genetically determined characteristic. 3. The basic components of personality refer to the personality trait. Many researchers have shown interest to know about individual’s personality as it is linked with behaviour. 4. If one can predict the behaviour of individuals, modification of behaviour can be done in a smoother way towards achieving the organisational goals. 5. Each personality factor represents a collection of related or cluster of traits. These clusters of traits determine whether the individual is achievement- oriented, dominating, responsible, etc.
  5. 5. PERSONALITY TRAITS • The 5 personality traits exist on a continuum rather than as attributes that a person does or does not have. • Each of these 5 traits is made up individual aspects, which can be measured independently. • The personality traits cannot be studied in isolation.
  6. 6. The “Big Five” Personality Traits: S.N CORE TRAITS DESCRIPTIVE CHRACTERSITICS OF HIGH SCORERS 1 Conscientiousness Dependable, hardworking, organized, self-disciplined, persistent, responsible 2 Emotional stability Clam, secure, happy, unworried 3 Agreeableness Cooperative, warm, caring, good- natured, courteous, trusting. 4 Extraversion Sociable, outgoing, talkative, assertive, gregarious 5 Openness to experience Curious, intellectual, creative, cultured, artistically, sensitive, flexibe,imaginative
  7. 7. Myers-Briggs Type Indicator (MBTI) The MBTI is based on a very old theory, has mixed at best research support, but is widely used and very popular in real- world career counseling, team building, conflict management, and analyzing management styles.
  8. 8. Where do you get your energy? Extraversion (E) _____________ Introversion (I) Outgoing Quiet Interacting Concentrating Speaks, then thinks Thinks, then speaks Gregarious Reflective
  9. 9. What do you pay attention to and collect information on? Sensing (S) ___________________ Intuiting (N) Practical General Details Possibilities Concrete Theoretical Specific Abstract
  10. 10. How do you evaluate and make decisions? Thinking (T) ___________________ Feeling (F) Analytical Subjective Head Heart Rules Circumstance Justice Mercy
  11. 11. How do you orient yourself to the outside world? Judging (J) __________________ Perceiving (P) Structured Flexible Time oriented Open ended Decisive Exploring Organized Spontaneous
  12. 12. “JOHARI” WINDOW Definition: Johari window is a psychological tool to self-assess one’s behaviour as well as the relationship with others, through feedback or disclosure. It is one of the most effective means of self-analysis by considering the other’s perspective to understand oneself in a better way. It helps in determining the areas of expertise or strengths, the shortcomings, the scope of development and challenge to be faced.
  13. 13. JOHARI WINDOW
  14. 14. ADVANTAGES OF JW • SELF-AWARENESS • CORDIAL RELATIONSHIPS • IMPROVES COMMUNICATION • TEAM DEVELOPMENT • PERSONAL DEVELOPMENT • GROUP DYNAMICS
  15. 15. TRANSACTIONAL ANALYSIS • Transactional analysis (TA) is a psychoanalytic theory and method of therapy wherein social transactions are analyzed to determine the ego state of the communicator (whether parent-like, childlike, or adult-like) as a basis for understanding behavior. • In transactional analysis, the communicator is taught to alter the ego state as a way to solve emotional problems. • The method deviates from Freudian psychoanalysis which focuses on increasing awareness of the contents of subconsciously held ideas. • Eric Berne developed the concept and paradigm of transactional analysis in the late 1950s.
  16. 16. PAC-MODEL The ego-state, or Parent–Adult–Child (PAC), models Many of the core TA models and concepts can be categorised into 1 STRUCTURAL ANALYSIS analysis of the individual psyche 2 TRANSACTIONAL ANALYSIS analysis of interpersonal transactions based on structural analysis of the individuals involved in the transaction 3 GAME ANALYSIS repeating sequences of transactions that lead to a result subconsciously agreed to by the parties involved in the game 4 SCRIPT ANALYSIS a life plan that may involve long-term involvement in particular games in order to reach the life pay-off of the individual
  17. 17. PARENT (“ ETEROPSYCHE”) • a state in which people behave, feel, and think in response to an unconscious mimicking of how their parents (or other parental figures) acted, or how they interpreted their parent's actions. • For example, a person may shout at someone out of frustration because they learned from an influential figure in childhood the lesson that this seemed to be a way of relating that worked.
  18. 18. ADULT (“NEOPSHYCHE”) • a state of the ego which is most like an artificially intelligent system processing information and making predictions about major emotions that could affect its operation. • Learning to strengthen the Adult is a goal of TA. • While a person is in the Adult ego state, he/ she is directed towards an objective appraisal of reality.
  19. 19. CHILD(“ARCHAEOPSYCHE” • a state in which people behave, feel, and think similarly to how they did in childhood. • For example, a person who receives a poor evaluation at work may respond by looking at the floor and crying or pouting, as when scolded as a child. • Conversely, a person who receives a good evaluation may respond with a broad smile and a joyful gesture of thanks. The Child is the source of emotions, creation, recreation, spontaneity, and intimacy.
  20. 20. THANK YOU THAT’S ABOUT “ PERSONALITY IN OB “ IS COMPLETED WITH BELOW SUMMARY POINTS THE BIG FIVE PERSONALITY TRAITS RELATION BETWEEN BEHAVIOUR AND PERSONALITY MBTI ANALYZING MANAGEMENT STYLES JOHARI WINDOW SELF-ANALYSIS TRANSACTIONAL ANALYSIS EGO AND EMOTIONAL STAGTE OF COMMUNICATION
  21. 21. UNIT-II DYNAMICS OF OB-II 1 PERSONALITY 2 ATTITUDES 3 MOTIVATION 4 POSITIVE ORGANIZATIONAL BEHAVIOUR
  22. 22. EMPLOYEE ATTITUDES AND IT’S NATURE 1. Specific employee attitudes relating to job satisfaction and organizational commitment are of major interest to the field of organizational behavior and the practice of human resource management. 2. Whereas the above discussion of positive and negative affectivity are considered to be antecedents of work attitudes, more directly job satisfaction focuses on employees’ attitudes toward their job and organizational commitment focuses on their attitudes toward the overall organization.
  23. 23. DIMENSIONS OF EMPLOYEE ATTITUDE JOB SATISFACTION ORGANIZATIONAL COMMITMENT
  24. 24. What Is Meant by Job Satisfaction? 1. Locke gives a comprehensive definition of job satisfaction as involving cognitive, affective, and evaluative reactions or attitudes and states it is “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience. 2. Job satisfaction is a result of employees’ perception of how well their job provides those things that are viewed as important. 3. It is generally recognized in the organizational behavior field that job satisfaction is the most important and frequently studied employee attitude.
  25. 25. ❑ Although theoretical analyses have criticized job satisfaction as being too narrow conceptually, there are three generally accepted dimensions to job satisfaction. ❑ First, job satisfaction is an emotional response to a job situation. As such, it cannot be seen; it can only be inferred. ❑ Second, job satisfaction is often determined by how well outcomes meet or exceed expectations. ❑ For example, if organizational participants feel that they are working much harder than others in the department but are receiving fewer rewards, they will probably have a negative attitude toward their work, boss, and/or coworkers. and are being paid equitably, they are likely to have a positive attitude toward the job. They will be job satisfied. ❑ Third, job satisfaction represents several related attitudes. T
  26. 26. JOB SATISFACTION DIMENSIONS • THE WORK ITSELF • PAY • PROMOTION OPPORTUNITIES • SUPERVISION • COWORKERS / WORK GROUP • WORKING CONDITIONS OUTCOMES • SATISFACTION AND PERFORMANCE • SATISFACTION AND TURNOVER • SATISFACTION AND ABSENTEEISM
  27. 27. DIMENSIONS OF EMPLOYEE ATTITUDE JOB SATISFACTION ORGANIZATIONAL COMMITMENT
  28. 28. ORGANIZATIONAL COMMITMENT AS AN ATTITUDE, ORGANIZATIONA COMMITMENT IS MOST OFTEN DEFINED AS 1. STRONG DESIRE TO REMAIN A MEMBER OF A PARTICULA ORGANIZATION; 2. A WILLINGNESS TO EXERT HIGH LEVELS OF THE EFFORT ON BEHALF OF THE ORGANIZATION AND 3. A DEFINITE BELIEF IN, AND ACCEPTANCE OF THE VALUES AND GOALS OF THE ORGANIZATION,
  29. 29. ORGANIZATIONAL COMMITMENT DIMENSIONS • Affective commitment • Continuance commitment • Normative commitment OUTCOMES • High performance, • Low turnover and • low absenteeism
  30. 30. UNIT-II DYNAMICS OF OB-II 1 PERSONALITY 2 ATTITUDES 3 MOTIVATION 4 POSITIVE ORGANIZATIONAL BEHAVIOUR
  31. 31. MOTIVATION Motivation is essentially the underlying drive of individuals to accomplish tasks and goals. There are many factors that can influence employee motivation including organizational structure, integrity of company operations, and company culture. Motivation is an important determinant for organizational growth.
  32. 32. THE BASIC MOTIVATION PROCESS NEEDS • PHY SIO LOG ICA L NEE DS DRIVES • PSY CH OLO GIC AL DRI VES INCENTIVES CES OF BOT HE PHY SIO LOG ICA L AN D PSY CH OLO GIC AL
  33. 33. WORK-MOTIVATION THEORIES David McClelland introduced this theory during 1960’s. Motivation becomes a cause of economic and social development through organizations by fulfilling the following needs 1. Need for Power (nP), or the drive to influence others and any given situation. 2. Need for Affiliation(nAff), or the drive for interpersonal relationship. 3. Need for Achievement (nAch), or the drive to excel, advance, and grow
  34. 34. nP • Need of Power • People with this need have following characteristics. • They Like to control others • The/y are argumentative • They have ability to influence people • These people are suitable for leadership roles. “It is the desire to control other and influence their behavior”
  35. 35. nAff • Need for Affiliation • Individual having this need have following characteristics. • They are concerned in “being liked” and “being accepted” • They Form Informal Relationships • They are very cooperative • These people perform better in Team. “Desire for friendly and warm relationship with others”
  36. 36. nAch • Need Of Achievement The individuals who posses this need have following characteristics : • They are Challenging • They like working Alone or with other Achievers • They are self motivated • They like feedback to assess their progress • These individuals will perform better if money is linked with their achievements. “It is the desire to do better solve problems or master complex problems”
  37. 37. LEADING-nP TEAMING-nAff ACHIEVING-nAch
  38. 38. HIERARCHY THEORY OF MOTIVATION It is based on Maslow’s hierarchy of needs. According to him individual posses three needs which are not innate they are learned through culture, age and experiences.
  39. 39. MASLOW’S DAVID’S MURRAY & MORGAN’S HARMON ROSHAK’S NEEDS OF HIERARCHY nP-nAff-nAch PERCEPTION TEST THEMATIC APPERCEPTION TEST
  40. 40. HIERARCHY THEORY OF MOTIVATION It is based on Maslow’s hierarchy of needs. According to him individual posses three needs which are not innate they are learned through culture, age and experiences.
  41. 41. UNIT-II DYNAMICS OF OB-II 1 PERSONALITY 2 ATTITUDES 3 MOTIVATION 4 POSITIVE ORGANIZATIONAL BEHAVIOUR
  42. 42. POSITIVE ORGANIZATIONAL BEHAVIOUR ✔ Few important variables that have more recently emerged to help in both the better understanding and the effective application of organizational behavior. ✔ The term POSITIVE ORGANIZATIONAL BEHAVIOR; simply POB, was coined and defined by this author (Luthans) as ✔ “ the study and application of positive oriented human resource strengths and psychological capacities that cab be measured, developed, and effectively managed for performance improvement in today’s workplace”
  43. 43. Besides being positive and a psychological resource capacity, to be included as a POB construct, the following operational criteria must be met. ❖ Based on theory and research ❖ Valid measures ❖ “statelike” and thus open to development ❖ Managed for performance improvement
  44. 44. DIMENSIONS OF POB POSITIVE PSYCHOLOGY EFFECTIVE POSITIVE INTENTIONS
  45. 45. AIM OF POSITIVE PSYCHOLOGY To use scientific methodology to discover and promote the factors that allow individuals, groups, organizations, and communities to thrive. There are three levels of positive psychology: 1. VALUE SUBJECTIVE EXPERIENCES 2. POSITIVE INDIVIDUAL TRAITS AND 3. CIVIC VIRTUES AND THE INSTITUTIONS THAT MOVE INDIVIDUALS TOWARD BETTER CITIZENSHIP
  46. 46. EFFECTIVE POSITIVE INTENTIONS H -> HEALTH (both physical and mental) R -> RELATIONSHIPS ( both intimate and social) W-> WORK ( both performance and satisfaction) And what be called simply H-R-W model of self development
  47. 47. UNIT-II COMPLETED THANK YOU

×