Business......3 paragraphs..... due today!!!! please read first
Alexis562
PrinciplesofManagement_12_TheIndividualAndTheOrganization.pptxPrinciples of Management
The Individual and the Organization
1
Role of Personal Values and Personality
Employees are unique individuals
Several approaches to defining personality
Most common approach is known as the “Big Five” personality traits
Goldberg’s “Big Five”
OCEAN
Openness- how willing and eager individual is to try new experiences
Conscientiousness- how concerned an individual is to be organized/reliable
Extraversion- how eager individual is to be outgoing and have social interaction
Agreeableness- how desirous an individual is to please others and be friendly, sensitive and kind
Neuroticism- how negative, moody, and emotionally unstable an individual is
Title: The Big 5 Personality Traits. Authored by: Seeker. Located at: https://i.ytimg.com/vi/oWpRKJPCI7M/maxresdefault.jpg. License: CC-BY
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Openness
Advantages
Excel when flexibility is required
Do well in training
Adapt well to unexpected changes
Disadvantages
Can become bored with routine jobs
Title: Big Five Personality Test. Authored by: Psychd. Located at: https://social.psychd.co/tests/bigFive. License: CC-BY
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Conscientiousness
Advantages
High levels of effort and motivation
Low levels of absenteeism and turnover
Only personality trait that is consistently linked to career success over time
Disadvantage
Can become consumed with details and miss the big picture
Title: Big Five Personality Test. Authored by: Psychd. Located at: https://social.psychd.co/tests/bigFive. License: CC-BY
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Extraversion
Advantages
Can be successful managers who motivate employees
Often successful in jobs involving sales
Disadvantage
Can be poor fit for jobs that do not provide sufficient social interaction
Title: Big Five Personality Test. Authored by: Psychd. Located at: https://social.psychd.co/tests/bigFive. License: CC-BY
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Agreeableness
Advantages
Often display high willingness to help others at work and display good organizational citizenship behaviors
Create fair environments when in management positions
Work well in team settings
Disadvantage
Might be hesitant to engage in constructive criticism and encourage change, even when it is needed
Title: Big Five Personality Test. Authored by: Psychd. Located at: https://social.psychd.co/tests/bigFive. License: CC-BY
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Neuroticism
Advantages
Might be hesitant to engage in constructive criticism and encourage change, even when it is needed
Tendency to analyze self and world more realistically
High tendencies towards job dissatisfaction and intention to leave their jobs
Disadvantage
Tend to create unfair environments when in leadership positions
Title: Big Five Personality Test. Authored by: Psychd. Located at: https://social.psychd.co/tests/bigFive. License: CC-BY
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Myers-Briggs Type Indicator (MBTI)
Common tool designed for use in identifying an individual’s personality type- relies on psychological theories of Carl Jung
Basic assumption that individuals fall into fairly distinct classes or types
Individuals characterized by:
Extraversion (E) or Introversion (I)
Sensing (S) or Intuition (N)
Thinking (T) or Feeling (F)
Judging (J) or Perceiving (P)
Title: MyersBriggsTypes. Authored by: Jake Beech. Located at: https://commons.wikimedia.org/wiki/File:MyersBriggsTypes.png. License: CC-BY
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MBTI- Disadvantages
Lack of scientific evidence
Divides individuals into different classes for each category, not indicating how strong an individual’s preference is towards that end of the spectrum
Reliability and stability- as much as 50% of individual’s MBTI classification will change from test to test
Warn strongly against use for purposes of hiring or promoting employees- intended as a learning tool and to help better understand oneself
Title: The Pros & Cons of Different Types of Health Insurance. Authored by: Jake Beech. Located at: https://www.agilehealthinsurance.com/health-insurance-learning-center/pros-and-cons-of-different-types-of-health-insurance. License: CC-BY
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Values
Power
Achievement
Hedonism
Stimulation
Self-direction
Universalism
Benevolence
Tradition
Conformity
Security
Terminal values- end goals that people hope to reach in life
Instrumental values- modes of conduct considered appropriate and right (honesty, integrity, ambition)
Businesses use attributes to identify the best fit for employees and potential future employees
Wise business practice- to try to match individuals with optimum role in light of their personality and values
Values and Role Application
| Value | Example of Role Application |
| Universalism | Cultural analyst and advisor for a company expanding its activities into new and foreign markets. |
| Benevolence | Focused on organizing activities giving back to company’s local community |
| Security | Risk analysis and contingency planning |
Common Biases Affecting Manager’s Perception
Perception and Attribution
Biases
Stereotypes
Selective Perception and Confirmation Bias
First Impression Bias
Recency Bias
Spillover Bias
Negativity Bias
Ingroup Bias
Similarity Bias
Title: Know Your Bias- Anchoring. Authored by: Chris Sanders. Located at: http://chrissanders.org/2017/01/know-your-bias-2-anchoring/. License: CC-BY
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Perception and Attribution
Perception- process through which we take in and process information from our surroundings: what we see, hear, feel, etc.
Example: studies have shown that people who are afraid of spiders tend to exaggerate their size- allow our minds to alter objective stimuli we perceive with our senses
Attribution- we look for the unseen cause behind what we see
Example: if a co-worker is late, we might make an assumption to why they are late (poor character or lack of responsibility) when really something unavoidable and unexpected delayed him
Title: Learning, Perception, and Attribution. Authored by: Robi Cuenco. Located at: https://prezi.com/h4cg-7de0apd/learning-perception-and-attribution/. License: CC-BY
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Stereotypes
General opinion or assumption about a class of individuals that share a particular trait
General feelings or ideas based on gender, ethnic background, or age- from that we form opinions or make judgements about people
Women have been negatively impacted- workplace is not an exception
Age is another stereotype- believing potential employee isn’t good enough because they are too young or old
Studies show more attractive people tend to receive better grades in school, have higher likelihood of being hired for a job, and earn more $$
Title: Stereotypes. Authored by: Psychology. Located at: https://psychology.iresearchnet.com/social-psychology/prejudice/stereotypes/. License: CC-BY
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Selective Perception and Confirmation Bias
Bias by unknowingly paying attention to only a portion of the information available to them
Reinforces other types of biases often- if manager has negative opinion of an individual, they might be prone to pay more attention to negative behaviors or actions
When it is employed to confirm existing opinions, known as confirmation bias
Title: Confirmation Bias. Authored by: Diversity Tomorrow. Located at: http://diversitytomorrow.com/thread/1859/0/. License: CC-BY
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First Impressions Bias
Giving too much prominence to first impression of an employee
Initial judgements the manager makes about the employee, often with very limited information, shape and control how they interpret evidence
Even when future information would seem to contradict initial picture, manager might be unwilling to change perspective
Title: Stop First Impression Interviewer Bias Before It Starts. Authored by: James Colino, CEO HireBar. Located at: https://www.hirebar.com/stop-first-impression-interviewer-bias-starts/. License: CC-BY
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Recency Bias
Manager’s focus is unduly balanced in favor of employee’s most recent activities
Often happens in cases of annual performance reviews
Difficult to keep entire year’s activities in full view, and often employee’s most recent activities are over-weighted
If recent activities are negative, they can easily overshadow many months’ worth of strong previous performance
Poor performance might be mostly forgotten if employee has recently excelled
Title: Beware Of Recency Bias. Authored by: Steven E. Leininger. Located at: http://www.steveleinblog.com/blog-2/2014/3/26/beware-of-recency-bias. License: CC-BY
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Spillover Bias
Can skew manager’s perspective by paying too much attention to past information
Usually relates to prominent episode in employee’s past activities
Example- employee played starring role in successful project and manager always thinks of employee in terms of success
Even if employee consistently underperforms after success
Inversely- if employee is unfortunate to be guilty of major failure, might be difficult to change manager’s opinion even if they do excellent work after
Title: Negative Spillover Bias. Authored by: Kassandra Ellmore. Located at: http://slideplayer.com/slide/2587167/. License: CC-BY
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Negativity Bias
When we are presented with positive and negative information, we are prone to give more attention to negative information
Negative information predominates thoughts and moves us to form imbalanced conclusions on negative side
Title: Negativity Bias. Authored by: Aspen Neurofeedback. Located at: http://www.aspenneurofeedback.com/the-negativity-bias/. License: CC-BY
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Ingroup Bias
Managers might tend to show favoritism in judgement
Those in manager’s “in” circle receive special positive judgements while those not in do not
Strength of this influence can dramatically vary and it may more may not be true actual negative perspective is displayed to those not in group
Title: None. Authored by: Unknown. Located at: http://science-junkie.tumblr.com/image/66207778386. License: CC-BY
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Similarity Bias
Reflects human tendency to focus on ourselves and prefer those who are like we are
Leads managers to give special, positive attention, and judgements to those who remind manager of themselves- hobby, same hometown/college
Manager might recognize similar personality traits in employee- can lead to preferential treatment
Title: What Is Bias? Authored by: Siofra Pratt. Located at: https://www.socialtalent.co/blog/how-badly-is-your-unconscious-bias-affecting-your-recruiting-skills. License: CC-BY
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Consequences
Employee forced to work extra hard to overcome bias- can lead to resentment
Studies have shown that employees who labor under negative biases tend to underperform as a result
Even positive biases can have negative impact- manager might overlook faults and dangerous behaviors that need to be addressed
If employee realizes they will be given special evaluations- can lead to give less effort and show less commitment
Title: The Second and Third Order Consequences. Authored by: George James. Located at: https://www.linkedin.com/pulse/second-third-order-consequences-george-james. License: CC-BY
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Attitudes Affecting Job Performance
When you think of effective employee- intelligence, skill, training, and others
Perhaps an even greater and more influential factor: attitude
Even most skilled employee might be prone to severe underperformance if attitude is lacking
Employees whose positive attitude of dedication/commitment leads to high levels of effort
Title: The Impact of Job Satisfaction on Performance. Authored by: Benn Cornett. Located at: https://www.linkedin.com/pulse/impact-job-satisfaction-performance-benjamin-cornett. License: CC-BY
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Job Satisfaction and Organizational Commitment
Focus on optimizing job satisfaction will influence organization’s priorities from earliest stage in interaction with employees
Employee-to-job fit is important- those with excellent knowledge of industry but prefers to work in research and development shouldn’t be hired for role in marketing
Careful management practices will keep an eye on the changing developments of employee interests
Job satisfaction is primary factor in employee attitude- when high job satisfaction is matched with high organizational commitment, employees are very likely to have positive work attitude
Negative Job Satisfaction and Organizational Commitment
Employees who are very satisfied with job but not committed to organization are still likely to provide good effort
Committed to organization but has low job satisfaction- common that employees are willing to struggle through low job satisfaction which will likely wear on attitude
Can tie employee rewards to success of organization or seek to develop commitment by emphasizing to align employee perspectives with vision of organization
Title: How Negative Online Reviews Affect Your Business. Authored by: Andrea Kayal. Located at: http://blog.signpost.com/how-negative-online-reviews-affect-your-business/. License: CC-BY
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Organizational Justice
Usually, employees want workplace to be fair and where everyone is treated with equal respect
Employees tend to focus on pay equality and advancement opportunity- divisions between employees can arise
Highly important to provide fair workplace, no matter how difficult it may be
Difficult because employees exhibit bias in evaluations- might think to highly of themselves
Title: Organizational Psychology- Organizational Justice. Authored by: Organisation Development. Located at: http://organisationdevelopment.org/organizational-psychology-organizational-justice/. License: CC-BY
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Employee Attitude Surveys
Importance has led to increased use of employee attitude surveys- used to identify areas of concern that employees have
Wise to keep them confidential to give opportunity to share concerns without fear of being punished for voicing negative thoughts
Leaders should want to hear criticisms and be aware of concerns employees have- if problems, knowing about them gives them opportunity to fix them
Generally beneficial
Exit interviews prove to be successful as well
Title: What is an Employee Attitude Survey? Authored by: Wise Geek. Located at: http://www.wisegeek.com/what-is-an-employee-attitude-survey.htm. License: CC-BY
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Organizations Have Their Own Culture
Every organization promotes particular culture
May be healthy or unhealthy- strong influence on performance and productivity of members
Organizations that actively embrace concept of organizational culture have opportunity to intentionally shape culture into productive force
Title: 4 Insights About Your Organization. Authored by: Eyal Steiner. Located at: https://www.linkedin.com/pulse/4-insights-your-organization-only-organizational-network-eyal-steiner. License: CC-BY
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Healthy Environment, Productive Employees
Benefits of healthy culture within organization is significant
Basic idea summarized- concept that healthy environment results in productive employees
Unhealthy organizational culture leads to lower job satisfaction, worse attitudes, less productivity, increased levels of absenteeism, etc.
Title: Health Behavior Change. Authored by: RTI International. Located at: https://www.rti.org/practice-area/health-behavior-change. License: CC-BY
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Managing Employee Stress Levels
Stress levels can become helpful overall indicator of how healthy organizational environment is
Attempting to remove all stress, however, wouldn’t be realistic or healthy- appropriate level may actually be essential part of healthy environment
One approach is teaching employee’s to manage stress- programs and resources but also changes to basic system
Title: Stress Level Meter. Authored by: Dreamstime. Located at: https://www.dreamstime.com/stock-photo-stress-level-meter-image27882160. License: CC-BY
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Work-Life Balance
Not possible to completely separate the two areas, as problems in one strongly affects the other
Two areas often compete with one another for individuals’ time, energy, and attention- causes lower performance levels
Not a beneficial situation- many things they can do to support such as limit expectations to reasonable levels of commitment
Providing enough vacation time is also wise to prevent employee burnout
Interpersonal Relationships
Because members of an organization spend a lot of time together and must collaborate with each other, how relationships function is important
Negative side- interpersonal conflict can become obstacle to productivity
Ideally, goal is deeper than avoiding major conflict- if employees develop strong relationships, organization is likely to reap benefits
Employees will work together better, enjoy time together more, and be less likely to leave
Title: Achieving Success in Interpersonal Relationships. Authored by:Jason Wee Teck Chuan. Located at: https://www.linkedin.com/pulse/achieving-success-interpersonal-relationships-jason-wee-teck-chuan. License: CC-BY
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Health, Relaxation, and Entertainment
Physically healthy employees are more productive- more energy and miss fewer days for sickness
Companies often offer health-related incentives and create programs
Companies find it beneficial to provide certain types of extracurricular facilities such as fitness rooms, nap rooms, and entertainment rooms
Personal and Professional Development
Makes sense for business to invest time and resources into developing employee skills
Increasing these skills strengthens business
Many companies help fund employees’ education who want to pursue advanced degrees
Investing in personal development of employees also benefits organization
Still be related to professional functions- programs that help develop leadership skills
Quick Review
Can you describe Goldberg’s “big five” personality traits?
Can you evaluate whether personality tests can predict performance?
How does work express individual values?
What are some of the biases that affect a manager’s perception of employees?
Are you able to differentiate job satisfaction and organizational commitment?
Why are there employee attitude surveys?
What are employees’ perceptions of organizational justice?
Can you explain the concept of “fitness” within an organization?
Can you explain the influence of common factors (such as work-life balance, relationships, attitudes, work ethic) on job performance?
