1.2 TYPES OF INDIVIDUAL BEHAVIOR IN ORGANIZATIONS 1. Task Performance – these are goal-directed behaviors under the individual’s control that support organizational objectives. These include physical behaviors as well as mental processes that lead to physical behaviors Example: waiters are expected to give the menu card to guests as soon as they are seated 2. Organizational Citizenship – behaviors that extend beyond the employee’s normal job duties. These activities include helping others without selfish intent, being active in organizational activities (participating in party programs), and avoiding conflicts. Example: waiters bussing tables 3. Counterproductive Work Behaviors – voluntary behaviors that are potentially harmful to the organization’s effectiveness. a. abuse of others- insults and nasty comments b. threats c. work avoidance – tardiness d. work sabotage- intentionally doing work incorrectly e. overt acts – theft and pilferage 4. Joining and Staying with the Organization – the effect of job satisfaction; Job satisfaction is a person’s evaluation of his job and work context 5. Maintaining Work Attendance – showing for work consistently; absenteeism makes it difficult in making products or providing services because key people are missing from the work process; absenteeism factors: a. situational – severe weather; car breakdown b. effect on ability – sickness or injury c. motivation – job dissatisfaction, stress VALUES IN THE WORKPLACE Values – stable, long-lasting beliefs about what is important in a variety of situations that guide our decisions and actions Value System – an individual’s set of values arranged in a hierarchy of preferences; for example: others value generosity over frugality; each person’s unique value system is developed and reinforced through socialization from parents, religion, school, friends, personal experiences and the society in which he lives Cross-Cultural Values: 1. Individualism – the extent to which a person values independence and personal uniqueness 2. Collectivism – the extent to which people value duty to groups to which they belong, taking into consideration group harmony 3. Power Distance – the extent to which people accept unequal distribution of power in a society; in cultures with high power distance, employees are comfortable receiving commands from their superiors; in contrast, people in low power distance cultures prefer being involved in making decisions and resolving conflicts more through personal networks and coalitions (labour unions) 4. Uncertainty Avoidance – the degree to which people tolerate or feel threatened by ambiguity or uncertainty; employees with high uncertainty avoidance value structured situations where rules of conduct are properly documented 5. Achievement versus Nurturing Orientation: Achievement-oriented cultures value assertiveness, competitiveness, and materialism; they appreciate people who are tough and favor the acquisition of money and material goods Nurturing-Oriented cultures emphasized relationships and caring for others; they focus on human interaction rather than competition and personal success 6. Short-term versus Long-term orientation Long-term orientation – people anchor their thoughts more in the future than in the past or in the present; they value thrift, savings and persistence Short-term orientation – people put more emphasis in traditions and social obligations PERSONALITY IN ORGANIZATIONS: Personality – the relatively stable pattern of behaviors and behavioral tendencies External traits – observable behaviors that can be observed to identify someone’s personality (example: shyness) Internal traits – represents the thoughts, values, and genetic characteristics that we infer based on external behaviors (example: if a person exhibits shyness, we conclude that he grew up in an environment that valued restraint in actions) The Big Five Personality Dimensions 1. Conscientiousness – this characterizes persons who are Careful, dependable and self-disciplined; people with low conscientiousness tend to be careless and disorganized 2. Agreeableness – being courteous, good-natured, emphatic and caring; the opposites are uncooperative, short-tempered and irritable 3. Neuroticism – high levels of anxiety, hostility, depression and self-consciousness; opposites are poised, secure and calm 4. Openness to experience – the extent to which people are sensitive, flexible, creative, and curious; those who score low in this dimension tend to be more resistant to change and less open to new ideas 5. Extroversion – characterizes people who are outgoing, talkative, sociable and assertive; the opposite, Introversion, is shy, quiet and cautious, and also are quite comfortable in being alone. OTHER PERSONALITY TRAITS 1. Locus of Control – refers to the extent to which people believe events are within their control Internal locus of control – people with this trait believe that they are very much in-charge of their own destiny External Locus of Control – when people think that events in their life are mainly due to fate, luck or others who are more powerful 2. Self-Monitoring – refers to an individual’s level of sensitivity to the expressive behavior of others and the ability to adapt appropriately to these situational signs.
Posted on: Sat, 03 Aug 2013 13:05:36 +0000
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