Chapter 14:

Foundations of Behavior

Learning Objectives• Goals of Organizational Behavior• Individual vs. group behavior• What work-related behaviors do we want to explain, predict and influence?• Four psychological factors: attitudes, personality, perception, learning• Job satisfaction and productivity• Job involvement/satisfaction vs. organizational commitment• Attitudes and consistency• Cognitive dissonance theory• Attitude surveys• Big-5 Personality Model• Myers-Briggs• Emotional Intelligence• Factors that influence perception• Attribution theory• Shortcuts in judging others• Operant conditioning• Social learning• Shaping behavior

Organizational Organizational BehaviorBehavior

Definition: Study of actions of people at work

Individual behavior (Ch. 14)

Group behavior (Ch. 15)

Why study both levels?

What Work Behaviors Does OB Want to Explain, Predict and

Influence?

• Productivity

• Absenteeism

• Turnover

• Organizational citizenship

• Job satisfaction

Personality

Attitudes

Perception

Learning

Four Psychological Factors That Help Explain OB

Personality

• Unique combination of psychological characteristics that affect how a person reacts and interacts with others

• Two most studied, validated approaches to classify personality:– Big 5– Myers-Briggs

The Big Five Model

• The most validated personality assessment there is

• 5 core personality dimensions that underlie all others and encompass most of the significant variation in human personality– Use of factor analysis

Big 5 Model

• Extraversion – sociable, talkative, assertive• Agreeableness – good-natured, cooperative,

trusting• Conscientiousness – responsible, dependable,

persistent, achievement-oriented• Emotional Stability – calm, enthusiastic, secure

(positive) versus nervous, depressed, insecure (negative)

• Openness to experience – imaginative, artistically sensitive, intellectual

Components of the Big 5• Extraversion

– Friendliness– Gregariousness– Assertiveness– Activity level– Excitement-seeking– Cheerfulness

• Agreeableness– Trust– Morality– Altruism– Cooperation– Modesty– Sympathy

• Conscientiousness– Self-efficacy– Orderliness– Dutifulness

– Achievement-striving– Self-discipline– Cautiousness

• Emotional Stability (Neuroticism)– Anxiety– Anger– Depression– Self-consciousness– Immoderation– Vulnerability

• Openness to Experience– Imagination– Artistic interests– Emotionality– Adventurousness– Intellect– Liberalism

• Conscientiousness – most predictive of employee performance over all other factors

• Extraversion predicts performance in sales, managers and police

• Agreeableness and openness to experience predicted willingness for training and education, but not success

• Emotional stability (neuroticism) controversial – some studies find it predicts success, others suggest it doesn’t (e.g., many “artists” are neurotic!)

Big 5 and Job Performance

16 Possible Types

• INFJ• INFP• INTJ• INTP• ISFJ• ISFP• ISTJ• ISTP

• ENFJ• ENFP• ENTJ• ENTP• ESFJ• ESFP• ESTJ• ESTP

Overlap and Conversion Between Big 5 and

Myers-BriggsBig 5 Extraversion Openness/

Intellect

Agreeable-ness

Conscien-tiousness

Emotional stability

(neuroti-cism)

Myers-

Briggs

Extraversion vs. Introversion

(E vs. I)

Intuiting vs. Sensing

(N vs. S)

Feeling vs. Thinking

(F vs. T)

Judging vs. Perceiving

(J vs. P)

N/A

Conver-sion

If > 50 - E

If < 50 - I

If > 50 - N

If < 50 - S

If > 50 - F

If < 50 - T

If > 50 - J

If < 50 - P

N/A

Myer’s Briggs

• Taken by over 2 million people• Based on work of Carl Jung (early disciple of Sigmund Freud)• Controversial as a selection tool (bad to put people in boxes) but

great for:– Leaning about and leveraging individuals’ natural strengths– Assist in career development– Improve teamwork (e.g., team composition, resolve conflict)– Understand and adapt to differences in leadership or management style– Enhance communication between supervisors, peers, employees, and

customers– Assist in career development– Resolve conflict– “Personality diversity” – respect different styles

• Taps root preferences only – can change• Can easily LEARN how to be different.

Summary of Myers-Briggs Dimensions

E vs. I Preference for interacting with world and how get “energized”E – outgoing, dominant, assertive, wants to change world, recharges batteries through interaction

I – quiet, inward, observant, enjoys exploring and being alone, recharges batteries through quiet time or interaction with few close friends

S vs. N How prefer to gather data (like big-picture ideas versus data and details)S – likes routine, standardized problems, patient with details and enjoys work requiring careful precision

N – dislikes routine, likes new problems, impatient with details and things requiring precision, likes seeing “big picture”

F vs. T How like to make decisions (with heart or head)F – aware of other peoples’ feelings, like harmony and praise, sympathetic, relate well to most people

T – objective, unemotional, uninterested in feelings, like analysis and logic, able to reprimand and fire

P vs. J How prefer to orient lives (structured, organized versus spontaneous, adaptive)P – curious, spontaneous, flexible, adaptable, tolerant, like starting tasks, tend to postpone decisions

J – decisive, good planners, purposeful, exacting, like completing tasks, make decisions quickly

Four Temperaments and Variants

• Guardian SJs: Supervisors (ESTJ), Inspectors (ISTJ), Providers (ESFJ), Protectors (ISFJ)

• Artisian SPs: Promoters (ESTP), Crafters (ISTP), Performers (ESFP), Composers (ISFP)

• Idealists NF: Teachers (ENFJ), Counselors (INFJ), Champions (ENFP), Healers (INFP)

• Rationals NT: Field Marshals (ENFJ), Masterminds (INTJ), Inventors (ENTP), Architects (INTP)

Extraverts often: - have high energy - talk a lot - think out loud - like to be around

people a lot - are easily distracted

Introverts often: - have quiet energy - talk less - think before they act - are comfortable

spending time alone - have good

concentration

E vs. I

Sensors (low “openness”) often:

- admire practicality - focus on the facts &

specifics - have straightforward

speech - are more realistic - see

what is - are more present-

oriented

Intuitives (high “openness” often:

- admire creativity - focus on ideas & the big

picture - have roundabout

thoughts - are more imaginative -

see possibilities - are more future

oriented

S vs. N

Thinkers (low “agreeableness” often:

are cool & reserved are objective are honest & direct are naturally critical are motivated by

achievement

Feelers (high agreeableness” often:

are warm and friendly get their feelings hurt

easily are sensitive &

diplomatic try hard to please

others are motivated by

being appreciated

T vs. F

Judgers (high “conscientiousness” often:

- are serious & formal - are time-conscious - like to make plans - work first, play later - like to finish projects

best

Perceivers (low “conscientiousness” often:

- are playful & casual - are unaware of time or

being late - like to wait-and-see - play first, work later - like to start projects

best

J vs. P

Examples of Profiles• ISFP – Sensitive, kind, modest, shy, quietly friendly. Dislike

agreements and will avoid them. Loyal followers and often relaxed about getting things done.

• ENTJ – Warm, friendly, candid, decisive; usually skilled in anything that requires reasoning and intelligent talk, but may overestimate what they are capable of doing

• INFJ - quietly forceful, conscientious, and concerned for others. Such people succeed by perseverance, originality, and the desire to do whatever is needed or wanted. They’re often highly respected for their uncompromising principles.

• ESTP - Matter-of-fact and do not worry or hurry. Enjoy whatever comes along. Work best with real things that can be assembled or disassembled. Can be blunt and insensitive.

M-B Distribution – both genders

ISTJ12%

ISTP5%

INTP3%

INTJ2%

ESTJ9%

ESTP4%

ENTP3%

ENTJ2%

ISFJ15%

ISFP9%

INFP4%

INFJ1%

ESFJ12%

ESFP9%

ENFP8%

ENFJ2%

ISTJ15%

ISTP9%

INTP5%

INTJ3%

ESTJ11%ESTP

6%ENTP

4%

ENTJ3%

ISFJ8%

ISFP8%

INFP4%

INFJ1%

ESFJ8%

ESFP7%

ENFP6%

ENFJ2%

Distribution of MB - Men

ISTJ7%

ISTP2%

INTP2%

INTJ1%

ESTJ6%

ESTP3%

ENTP2%

ENTJ1%

ISFJ19%

ISFP10%

INFP5%

INFJ2%

ESFJ17%

ESFP10%

ENFP10%

ENFJ3%

Distribution of MB - Women

Spotting and Communicating with Various Types

INFJ reserved, proper, and cautious at first

creative, visionary, and complex

decisive with strong convictions and values

thoughtful, figurative language

Present your idea in terms of your vision with an emphasis on the larger goals

Appeal to their creativity Expect a careful consideration

and then an in-depth discussion of ideas

ESTP gregarious, talkative, and energetic

spontaneous, impulsive and love to laugh

observant and aware of their environment

curious, active, and quickly bored with inactivity

Have fun! Keep things moving and don't get too serious

Offer the practical and pragmatic outcome of projects

Be specific and direct; don't take their jokes personally

How to Spot How to Interact With

INFP

Psychologist Human resources professional Physical therapist Researcher Translator/interpreter Legal mediator Employee development specialist Religious worker College professor: humanities Massage therapist Social worker Librarian Fashion designer Holistic health practitioner Editor/art director (web site)

ESFP

Advertising account executive Career / outplacement counselor Management consultant Developer of educational software Actor Journalist / magazine reporter Graphics designer Art director Copy writer Corporate team trainer Residential housing director Psychologist Inventor Human resources profession Child welfare counselor

ESTJ

Business executive Military officer Chief Information Officer Sports merchandise sales Paralegal Real estate agent Budget analyst Administrator: health care Database manager Corporate financial attorney Pharmacist Credit counselor Insurance agent Teacher: trade, industrial, technical Property manager

ISTJ

Chief Information Officer Meteorologist Database administrator Healthcare administrator Paralegal Accountant Real estate broker Construction / building inspector Police detective Agricultural scientist Primary care physician Biomedical researcher Office manager Credit analyst

Myers-Briggs and Careers

Assignment #2 Discussion

1. What the Big 5 test an accurate assessment of your personality?

2. What M-B type did the Big 5 suggest you are? Is it what you remember from Gateway?

3. What aspects of your personality will help you in your career? Which might you want to work on?

Personality Testing in the Workplace

• Companies love it.– Hiring bad employees is costly

• Is it legal?– Yes, as long as it is:

• Valid (measures what it says it does) – professionally developed

• Tied to job performance• Doesn’t discriminate – provides assessment regardless of race,

background, age, culture

• Caveats– People can learn to “game” the tests– People can change! Initial tendencies aren’t stuck in stone

Emotional Intelligence

• Currently very popular• Five Components

– Self-Awareness – knowing one’s internal states

– Self-Management – managing one’s internal states

– Self-Motivation – ability to manage emotions to achieve goals

– Empathy – putting self in others’ shoes

– Social Skills – bring about desirable responses in others (leadership, manage

conflict, work as team, etc.)

• Positively related to job performance at all levels

Sample EI Question

• 7. You are trying to calm down a colleague who has worked herself into a fury because the driver of another car has cut dangerously close in front of her. What do you do?A. Tell her to forget about it-she's OK now and it is no big

deal.B. Put on one of her favorite tapes and try to distract her.C. Join her in criticizing the other driver.D. Tell her about a time something like this happened to

you, and how angry you felt, until you saw the other driver was on the way to the hospital.

Sample EI Question

A. Sketch out a specific plan for ways to improve your grade and resolve to follow through.

B. Decide you do not have what it takes to make it in that career.

C. Tell yourself it really doesn't matter how much you do in the course, concentrate instead on other classes where your grades are higher.

D. Go see the professor and try to talk her into giving you a better grade.

4. You are a college student who had hoped to get an A in a course that was important for your future career aspirations. You have just found out you got a C- on the midterm. What do you do?

Locus of ControlLocus of Control

MachiavellianismMachiavellianism

Self-EsteemSelf-Esteem

Self-MonitoringSelf-Monitoring

Risk PropensityRisk Propensity

Five other personality traits that help explain individual behavior in organizations

Five other personality traits that help explain individual behavior in organizations

Holland’s Theory of Personality-Job Fit Type Personality Occupations

Realistic

Investigative

Social

Conventional

Enterprising

Artistic

Shy, Stable, Practical

Analytical, Independent

Sociable, Cooperative

Practical, Efficient

Ambitious, Energetic

Imaginative, Idealistic

Mechanic, Farmer,Assembly-Line Worker

Biologist, Economist,Mathematician

Social Worker,Teacher, Counselor

Accountant, Manager,Bank Teller

Lawyer, Salesperson

Painter, Writer,Musician

Investigative

A

I

S

C

E

RRealis

tic

Artis

tic

Soci

al

Enterprising

Con

ven

tion

al

Occupational Personality Types

What is an attitude?

• An evaluative statement – usually favorable or unfavorable – concerning objects, people, or events.

• They reflect how people feel about things.

CognitiveCognitive AffectiveAffective BehavioralBehavioral

The Three Componentsof an Attitude

The Three Componentsof an Attitude

Sample Attitude Survey (Job Satisfaction)

• The amount of work I am expected to do on my job is reasonable.      

• I am satisfied with the priorities and direction of my department.  

• I have adequate information available which enables me to do my job well.  

• We operate in a cost-efficient way in my department.  

1 – Strongly Disagree2 – Disagree3 – Don’t know4 – Agree5 – Strongly Agree

How Satisfied Are You With The Following Components Of Your Job?

• Salary• Benefits• Bonuses• Connection between pay and performance• Security and administration of your 401K/pension

plans• Flexibility of work hours• Physical working environment• Job security• Ability to influence decisions that affect you• Opportunity to use new technologies

CSUN Student Satisfaction Survey

• How satisfied are you with the following aspects of your experience at CSUN...

Satisfaction-Productivity Controversy

• Do happy (satisfied) employees really make for productive employees?

• E.g., Do you really work harder when you’re happy?

Job Involvement & Organizational Commitment

• Job involvement: degree to which employee identifies with job, participates in it, and considers job performance important to self-worth

• Org Commitment: loyalty to, identification with, involvement in organization

How Involved Are You With Your Job?

1. The most important things that happen to me involve my present job.

2. To me, my job is only a small part of who I am.3. I am very much involved personally in my job.4. I live, eat and breathe my job.5. Most of my interests are centered around my job.6. I have very strong ties with my present job which would be very

difficult to break.7. Usually I feel detached from my job.8. Most of my personal life goals are job-oriented.9. I consider my job to be very central to my existence.10. I like to be absorbed in my job most of the time.

1 – Strongly Disagree2 – Disagree3 – Don’t know4 – Agree5 – Strongly Agree

How Involved Are You With Your Job? - Scoring

Reverse Score #2 and #7. Then add up total.

Total = 10 – 60

Higher score = more involved in your job

Over 40 = relatively high involvementBelow 25 = relatively low involvement

High job involvement is a double-edged sword.

It suggests that you enjoy your job. But in times of re-engineering and downsizing, high involvement can make it hard for you to adjust if your job is eliminated.

Plus, the behaviors associated with high involvement can make it difficult for you to enjoy leisure time or pursue a balanced life. Obsessive emphasis on your job can undermine your personal relationships.

Cognitive Dissonance Theory

• What happens when two attitudes are inconsistent, or when attitudes are inconsistent with behavior?

Cognitive Dissonance Theory

FactorsThat CanInfluence

Perception

FactorsThat CanInfluence

Perception

TheTarget

TheTarget

ThePerceiver

ThePerceiver

TheSituation

TheSituation

A Thematic Apperception Test

The Perceiver: What do you see? What “story” does this picture tell?

The Target: What do you see? Why?

The Target: What do you see? Why?

The Situation (or context). What do you see? Why?

ExternalExternal

ExternalExternal

InternalInternal

InternalInternal

InternalInternal

ExternalExternal

Attribution of Cause

HighHigh

LowLow

InterpretationObservation

HighHigh

LowLow

HighHigh

LowLow

Attribution

Theory and

Individual

Behavior

Attribution

Theory and

Individual

Behavior

ConsensusConsensus

ConsistencyConsistency

DistinctivenessDistinctiveness

Two Biases

• Fundamental Attribution Error

• Self-Serving Bias

Shortcuts in Judging Others

• Selectivity

• Assumed similarity

• Stereotyping

• Halo effect

Video Clip: Age and Attitudes

InvoluntaryBehavior

“Unlearned”

InvoluntaryBehavior

“Unlearned”

VoluntaryBehavior

“Learned”

VoluntaryBehavior

“Learned”

Operant ConditioningOperant Conditioning

Social LearningSocial Learning

Attentional Processes

Retention Processes

Motor Reproduction Processes

Reinforcement Processes

Shaping BehaviorShaping Behavior

Positive Reinforcement

Negative Reinforcement

Punishment

Extinction