Individual

Behavior
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www.gunadarma.ac.id
in Organization
By Daniel Damaris NS
Individual Behavior Framework
Intellectual Ability
Physical Ability
 Perception

 The process by which an individual gives

meaning to the environment.

 It involves organizing and interpreting various

stimuli into a psychological experience.
Perception (cont.)
 Stereotype

 An over-generalized, oversimplified, and

self-perpetuating belief about people’s personal
characteristics
 E.g:
 Many people stereotype used-car salespeople
 Men stereotype female executives
 Young employees stereotype older managers
 Female workers stereotype male managers
 Attribution

 The process of perceiving the causes of behavior and outcomes

 Dispositional Attributions: Emphasize some aspect of the individual, such as
ability or skill, to
explain behavior
 Situational Attributions: Attributions that
emphasize the environment’s effect
on behavior
 Attributional Bias is making a judgment with only limited information about the
person or situation.
 Attitude

 An evaluative statement—either favorable or unfavorable—about

objects, people, or events
 Cognitive Component: a description of or belief in the way things are
 Affective Component: the emotional or feeling segment of an attitude
and is reflected in the statement “I am angry over how little I’m paid.”
 Behavioral Component: an attitude describes an intention to behave
in a certain way towards someone or something
Attitude (cont.)
Attitude (cont.)
Integrating Vision and Values
within a Strategic Framework
 Personality

 A stable set of
characteristics and
tendencies that
determine
commonalities and
differences in
people’s behavior
Personality (cont.)
 Theory of Personality

 Trait Personality Theories: Theories based on the premise that

predispositions direct the behavior of an individual in a consistent pattern
 Psychodynamic Personality Theories: Freudian approach that discusses
the id, superego, and ego. Special emphasis is placed on unconscious
determinants of behavior
 Humanistic Personality Theories: Emphasize the individual’s growth
and self-actualization and the importance of how people perceive their
world and all the forces influencing them
Ego Defense Mechanism
 The Big Five
Personality Dimensions

 Conscientiousness. The hardworking, diligent, organized,

dependable, and persistent behavior of a person

 Extraversion–Introversion. The degree to which a person is

sociable, gregarious, and assertive versus reserved, quiet, and timid

 Agreeableness. The degree of working well with others by sharing

trust, warmth, and cooperativeness
 The Big Five Personality
Dimensions (cont.)

 Emotional Stability. The ability a person displays in handling stress by

remaining calm, focused, composed, and self-confident, as opposed to
insecure, anxious, and depressed

 Openness to Experience. A person’s range of interest in new things. Open

people are creative, curious, and artistically sensitive, as opposed to being
closed-minded
The Big Five Personality
Dimensions (cont.)
 Measuring Personality
Characters

 Minnesota Multi-phasic Personality Inventory

(MMPI): A widely used survey for assessing personality
 consists of statements to which a person responds true, false,
or cannot say
 MMPI items cover such areas as health, psychosomatic
symptoms, neurological disorders, and social attitudes, as
well as many well known neurotic or psychotic manifestations
such as phobias, delusions, and sadistic tendencies
 Measuring Personality
Characters (cont.)

 Myers-Briggs Type Indicator (MBTI): A scale that assesses

personality or cognitive style
 Respondents’ answers are scored and
interpreted to classify them as extroverted or
introverted, sensory or intuitive, thinking or
feeling, and perceiving or judging
Bandura’s Self-Efficacy
Workplace Application
 The Psychological Contract

 An implied understanding of mutual contributions between a

person and his or her organization
 The psychological contract is not a written document between a
person and the organization; it is an implied understanding of
mutual contributions
 E.g: employees may assume that if they work hard and display
loyalty, the organization will provide good working conditions
and job security
 The Psychological Contract (cont.)

 The psychological contract violation:

The perception of the person that his or her
firm has failed to fulfill or has reneged on one or
more obligations
 The response of worker:
 Voice (Step 1) = protest
 Silence (Step 2) = Working without commitment
 Retreat (Step 3) = Cause negligence
 Destruction (Step 4)
 Exit from company (Step 5)
The Psychological Contract (cont.)
The Psychological Contract (cont.)
Emotion and Mood
Structure of Moods
 The Emotion Function

 Do Emotions Make Us Irrational?

 “Where we have strong emotions, we’re liable to fool ourselves.” (Carl Sagan)
 We must have the ability to experience emotions to be rational. Because our
emotions provide important information about how we understand the world
around us.
 The key to good decision making is to employ both thinking and feeling in our
decisions
Source of the Emotion and Mood

 Personality
 Day of the Week and
Time of the Day
 Weather
 Stress
 Social Activities
 Sleep
 Exercise
 Age
 Sex
Our Moods are Affected
by the Day of the Week
Our Moods are Affected
by the Time of the Day
Affected Events Theory
Emotional Intelligence Model
Early Theories of Motivation
 Need for achievement (nAch) is the drive to excel,
to achieve in relationship to a set of standards.

 Need for power (nPow) is the need to make others

behave in a way they would not have otherwise.

 Need for affiliation (nAff) is the desire for friendly

and close interpersonal
relationships
 Comparison
the Motivation Theories
Goal Setting Theory
Expectancy Theory
Organizational Justice
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