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7/27/2019 Individual Diff. Prof. Kiran
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PROF. KIRAN TANEJA
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Individual differences determine our preferredbehaviors.
By studying and understanding these
tendencies, OB can more accurately predictindividual and group interactions. Self awareness - a conscious understanding of
ourselves (personality, talents, preferences andbiases).
Awareness of others - recognizing and beingattuned to the styles, moods, and personality ofothers.
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Components of Self Self-concept
The view individuals have of themselves as physical,social, spiritual, and moral beings.
Self-esteem belief in ones self worth based on
overall self-evaluation.
Self-efficacy-belief in ones ability accomplish a
specific task.
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Heredity and environment Heredity sets the limits on the development of
personality characteristics.
Environment determines development within these
limits. About a 50-50 heredity-environment split.
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Personality
Heredity:
Physical
characteristics
Gender
Environment:
Cultural factors
Social factors
Situational factors
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Researchers study how personality developsover time: As a continuum of dimensions over time. As a series ofstages over time.
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Fommmauty
Passivity
Dependence
Limited Behavior
Shallow interests
Subordinate position
Little self-awareness
TMauty
Activity
Independence
Diverse Behavior
Deep Interests
Long term perspective
Subordinate position
Much self-awareness
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Personality Combination of characteristics that comprise the
unique nature of a person as that person reacts andinteracts with others.
Social traits Surface-level traits that reflect the way a person
appears to others when interacting in various social
settings.
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Locus of control The extent to which a person feels able to control
his/her own life.
Concerned with a persons internal-external
orientation.
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People andcircumstancescontrol my fate!I control whathappens to me!
EXTERNALS
INTERNALS
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Proactive Personality Actively influencemaking a change in their environment. Persevere until change occurs
More receptive to organizational change
Able to adapt to circumstances
Taking things in their stride
Concentrating on positive aspects
Taking prompt actions
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Machiavellian personality: Approach situations logically and thoughtfully.
Are capable of lying to achieve personal goals.
Are rarely swayed by loyalty, friendships, pastpromises, or others opinions.
Critical thinking
Analytical thinking
Self introspection
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People with a low-Machiavellian personality: Accept direction imposed by others in loosely
structured situations.
Work hard to do well in highly structured situations.
Lack critical & analytical thinking No self introspection
Lack of resourcefulness
Lack of leadership qualities
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Self-monitoring A persons ability to adjust his/her behavior to
external, situational (environmental) factors
Self analysis.
Personality type Attitude-positive, optimistic & yes
Grooming & dress
Behavior facial expression
Communication skills Learning life long
Health-diet, exercise, sleep & relaxation
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Emotional adjustment traits How much an individual experiences distress or
displays unacceptable acts.
Type A orientation
Type B orientation Type A-AGGRESSIVE & anxious
always in a hurry
prone to heart disease & stress
Type B- calm & relaxed slow & steady
less prone to stress
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Stress A state of tension experienced by
individuals facing extraordinarydemands, constraints, oropportunities.
Type of personality
Attitude
Physical & mental health
Kind of job Abilities
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Source of stress Stressors
The wide variety of things that cause stress forindividuals
Types of stressors
Work-related stressors
Life stressors
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Work-related stressors: Task demands
Role ambiguities
Role conflicts Ethical dilemmas
Interpersonal problems
Career developments
Physical setting
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Life stressors Family events
Economic difficulties
Personal affairs
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Stress and performance Constructive stress (or eustress)
Moderate levels of stress act in apositive way for both individuals andorganization.
Destructive stress (or distress) Low and especially high levels of
stress act in a negative way for bothindividuals and organization.
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Coping responses Problem focused
Make a plan to deal with the problem
Emotion focused
Change your attitude
Positive self talk can help. (Dr. Shad Helmstetter, video, 7
min.)
http://www.youtube.com/watch?v=rvzfnm9uk-0&feature=relatedhttp://www.youtube.com/watch?v=rvzfnm9uk-0&feature=related7/27/2019 Individual Diff. Prof. Kiran
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Personal wellness Take responsibility to enhance and maintain wellness
through disciplined self management (weight, diet,smoking, alcohol use, physical fitness).
Employee assistance programs Provide help for employees who are experiencing
personal problems and related stress
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Values Broad preferences concerning appropriate courses
of action or outcomes.
Values influence behavior and attitudes.
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Terminal values Reflect a persons preferences concerning the
ends to be achieved.
Instrumental values reflect a persons beliefs about the means for
achieving desired ends
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Gordon Allports values categories Theoretical- discover truth through reasoning.
Economic usefulness, practicality.
Aesthetic value beauty and form. Social - value people and relationships.
Political interest in power and influence.
Religious interest in unity.
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Maglinos categories of workplace values Achievement
Helping and concern for others
Honesty
Fairness
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Value congruence Occurs when individuals express positive feelings
upon encountering others who exhibit valuessimilar to their own.
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Current trends in the workplace: Fromvaluing shared values such as duty,
honesty, organizational loyalty.
Tovaluing meaningful work, self-fulfillment,and pursuit of leisure.
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1) Power Distance
2) Uncertainty avoidance
3) Individualism-collectivism
4) Masculinity-femininity
5) Long-term/ short-termorientation
How willing are people to
accept status and power?
How strongly to people
preferred structured
organizations?
Which is more valued the
individual or the group?
Are stereotypical m/f traits
valued? Save for the future and be
persistent, or live for
today?
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Workforce diversity The presence of individual human characteristics
that make people different from one another.
Practices and policies that seek to include peoplewho are considered in some way different from theprevailing group.
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Benefits of focusing on diversity: Diverse talents and backgrounds contribute to
competitive advantage.
Promotes creativity and innovation.
Workforce better reflects customer base. Increased employment increases productivity and
benefits larger community.
Reduced legal noncompliance costs.
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Race
Gender
Ethnicity
Economic Education
Disability
Religion
Religion
Sexual
Orientation
Marital Status
Parental Status
Military
Experience
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Important lessons for valuing and supportingdiversity. Appreciate differences.
Acknowledge that diversity shapes theorganization.
Respect the needs of all.
Practice inclusion.
Avoid linking differences to stereotypes.
Commit to social responsibility.
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How we gather information: Sensing (S) getting the facts, good at
details, comfortable with standard solutionsto problem solving, working with testedideas
Intuition (N) developing data throughinsight and imagination, get bored with
routine, see the possibilities, less concernedwith facts, seek innovation, see the bigpicture
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How we make decisions: Thinking (T) analytical, look for
cost/benefit/ focus on analysis/prefer clarity,task oriented
Feeling (F) personal convictions or beliefs,can become committed to personal views,nostalgic, traditional, principles oriented
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How we choose priorities: Perceiving (P) oriented towards generating
data, can procrastinate, open minded andcurious, comfortable with ambiguity
Judging (J) oriented towards decisionmaking, clarity, order, dislike ambiguity,decisions are important not informationgathering
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How we establish relationships: Extravert (E) requires variety and
stimulation, become bored easily, sociable,look for new situations, often viewed asinfluential, not easily organized, likemeetings
Introvert (I) Think things through beforecommunicating, harder to get to know,communication is more of a strain, few
tasks at one time, few interruptions, othersaround the introvert often feel left in thedark
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Interpretation of Individual Scores Consider how cognitive differences affect
organizational situations Four or more points viewed as a significant
preference, less than four points means no clearpreference on that dimension
Does your score feel right? You can probably think of a situation where your
behavior was inconsistent with your Myers-Briggsscore
No right or wrong answers, your results represent alifetime of experience
According to the theory, we all have the ability andpotential to develop both sides the personalitydimension
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Closing Thoughts There are differences based on country, culture, and
experience Age and education influence personality Risk of organizational homogeneity Seek balance in your own personality, balance is the key to
effectiveness and this ability resides within all of us To derive the best solution seek cognitive diversity, groups
grasped only a part of the problem, best solution was acombination of ideas
Psychological testing can deepen self-knowledge, andimprove teamwork but can be misused in promotion andhiring decisions
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Physical growth & development Mental growth & development
Motor skills & abilities
Emotional stability
Socialization
Morality & character
Aesthetic sense & artistic ability
Interests & attitudes Value system
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