OB Lecture 2 - REVISED Utech Ability Biographical Characteristics

University of Technology, Jamaica
School of Business Administration

MAN2005: Organizational Behaviour
Lecture 2 – UNDERSTANDING ABILITIES,

BIOGRAPHICAL CHARACTERISTICS
Source: Robbins & Judge, Organizational Behaviour (2013)
Lecturer: Audrey Spencer-Hastings

aspencer-hastings@utech.edu.jm
1
Recap from Lecture 1
Organizational Behaviour
• A field of study that investigates the impact that
individuals, groups, and structure have on
behavior within organizations, for the purpose of
applying such knowledge toward improving an
organization’s effectiveness. (Robbins & Judge,
2013)
• The study of people at work

OB Model – 3 Levels
• Three levels of analysis

• Each level is constructed on the prior level
Dependent Variables
• Productivity
• Absenteeism
• Turnover
• Deviant Workplace Behaviour
• Organizational Citizenship Behaviour
• Job Satisfaction
The Independent Variables
The independent variable (X) can be at any of these three levels
in this model:
• Individual
– Biographical characteristics, personality and emotions,
values and attitudes, ability, perception, motivation, individual
learning and individual decision making.
• Group
– Communication, group decision making, leadership and trust,
group structure, conflict, power and politics, and work teams.
• Organization System
– Organizational culture, human resource policies and
practices, and organizational structure and design. 1-5
Lecture 2: Learning Objectives
At the end of this unit students should be able to:
1. Differentiate between intellectual abilities and physical

abilities
2. Assess the influence of biographical characteristics on

the Dependent Variables of O.B.
Basic OB
Model,
Stage II
E X H I B I T 1-7
E X H I B I T 1-7 7
Ability
LO #1: Differentiate between intellectual abilities and physical abilities 8

We are not equal in abilities. We all have
different levels of strengths and weaknesses in
performing certain tasks.
Management is interested in using this knowledge

to increase the likelihood that an employee will
perform his or her job well.
9
Definitions
(Robbins & Judge, 2013)
Ability - An individual’s capacity to perform the
various tasks in a job
1. Intellectual Abilities – the capacity to do

mental activities – thinking, reasoning and
problem solving
2. Physical Abilities – the capacity to do tasks

that demand stamina, dexterity, strength and
similar characteristics
10
LO #1: Differentiate between intellectual abilities and physical abilities
Dimensions of Intellectual Ability

Relevance to OB
• Most societies value intelligence.
• Smart people generally earn more and
attain higher levels of education.
• They are more likely to emerge as leaders.
• IQ tests used to measure a person’s
general intellectual abilities
• IQ scores vary to some degree across
cultures, but the differences are much
smaller when adjusted for educational and
economic differences.
Intellectual Ability
– Relevance to OB
• The more complex a job is, the more
intellectual abilities needed.
• Generally, high IQ is not required for highly

routine jobs with few or no opportunities
for discretion

How bigger companies hire!
• Microsoft and Amazon.com emphasize
that intelligence is their primary factors in
hiring employees
• Rationale
– You can teach smart people any thing
– Greatest Asset is their collective intellectual
resources of employees
– IQ is more important than Experience
– Hence job interview stresses intelligence
Nine Physical Abilities
Strength
StrengthFactors
Factors
1.1.Dynamic
Dynamicstrength
strength
2.2.Trunk
Trunkstrength
strength
3.3.Static
Staticstrength
strength
4.4.Explosive
Explosivestrength
strength Flexibility
FlexibilityFactors
Factors
5.5.Extent
Extentflexibility
flexibility
6.6.Dynamic
Dynamicflexibility
flexibility
Other
OtherFactors
Factors
7.7.Body
Bodycoordination
coordination
Source: Adapted from
8.8.Balance
Balance HRMagazine published
by the Society for Human
Resource Management,
9.9.Stamina
Stamina
Alexandria, VA.
16
• Individuals differ in the extent to which they
have of these abilities.
• High employee performance is likely to be

achieved when management ascertained which of
the nine abilities is required for the job and then
ensures that employees for those jobs have those
requirements.
Ability-Job
Employee’s Job’s Ability
Abilities Fit Requirements

Biographical
Characteristics
LO#2: Assess the influence of biographical characteristics on the Dependent Variables of O.B.
Biographical Characteristics
Definition:
Personal characteristics – such
as age, gender, race and
length of tenure – that are
objective and easily obtained
from personnel records.
(Robbins & Judge, 2013)
Biographical Characteristics and
Dependent Variables
Biographical Dependent
Characteristics Variables
• Gender • Productivity
• Age • Absence
• Race • Turnover
• Tenure • Deviance
• Others – religion, • Citizenship
sexual orientation, • Satisfaction
and gender identity
21
Relationships
• Positive Correlation – Both Variables going

in the Same Direction (Ice-cream Sales and
the High temperature) Up = Up
• Negative Correlation/Inverse Relationship

– Both variables going in the opposite
direction – top 40 charts – as the weeks go
up, the sales of the records go down
22
Age Factor
Older workers BUT….

• Perceived as lacking
Positives flexibility, and
• Experience • Resisting new
• Better Judgement technology
• Better work ethic • Less adaptable to
• Commitment to change
quality • Likely to let go during
cutbacks.
The Age Factor
• Variables Relationship
Age and turnover inverse relationship

Age and absenteeism inverse relationship
(older workers – lower rates of avoidable absence
and higher rates of unavoidable absence)
LO#2: Assess the influence of biographical characteristics on the Dependent Variables of O.B. 24
The Age Factor
Age and Productivity positive; unrelated

(mixed results)
Age and satisfaction Positive relationship

(U-shaped for non-professionals)
The Gender Factor
No differences in:
• Problem-solving ability
• Analytical skill
• Competitive drive
• Motivation
• Sociability
• Learning ability
Do you agree?
The Gender Factor
• Few differences, if any, that
affect job performance
• Women – more agreeable,
more willing to conform to
authority.
• Men – more aggressive,
more likely to have
expectations of success
(minor differences)
The Gender Factor
• Working mothers - part-time
work, flexible schedules,
telecommuting
• Women prefers job with work-life-
balance
• Women – higher turnover, higher
absenteeism
• Parents – lower in job
commitment, achievement
striving, dependability
The Gender Factor
Variables Relationship
Gender and turnover Women more likely than men
Gender and absenteeism Women more than men

Gender and Productivity Same
Gender and satisfaction Same
The Race Factor
Definition: The biological

heritage people use to
identify themselves What
race are you?
30
The Race Factor

• People generally favor their race for
performance evaluation, promotion, pay
raises. Is this true in Jamaica?
• In America for example, Black Americans
are rated less in interviews; receive lower
job performance ratings, promoted less,
paid less, promoted less
31
The Race Factor

• No difference between African Americans
and whites in absenteeism, applied social
skills at work, or accident rates.
• African Americans and Hispanics have higher

turnover rates than whites
32
The Race Factor

• Minority groups score less than
their white counter parts in verbal,
numerical and spatial tests
• Evidence is that – well constructed

tests is a predictor of educational,
training and occupational ability
33
Tenure
(seniority – time on the job)
Variables Relationship
Tenure and absenteeism Negative relationship
Tenure and Productivity Positive relationship
Tenure and turnover Negative relationship
Tenure and satisfaction Positive relationship
Others – Religion, Sexual
Orientation and Gender Identity
• Some Christians believe they should not work
on Sundays or Saturdays (Jews, 7th Day)
• Some religious individuals believe they have an
obligation to express their beliefs in the
workplace; others may object
• Many organizations in USA have policies to
protect workers on the basis of sexual
orientation
• Dealing with transgender employees requires
consideration in areas such as bathrooms and
employee names
35
Summary and Implications for Managers
• Understanding human behaviour helps to explain

human behaviour
• We are not equal in abilities. We all have different
levels of strengths and weaknesses in performing
certain tasks.
• Management is interested in using this knowledge to
increase the likelihood that an employee will perform his
or her job well (Ability-Job-fit)
• People differ in terms of ability, age, gender, etc.
• We can readily observe biographical characteristics
• Management should not explicitly use those
characteristics for decisions, because of bias, and other
factors.
• Few biological differences impact performance.
1-36
References
• Robbins, S. and Judge, T.

(2013). Organizational
Behaviour
37

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University of Technology, Jamaica

School of Business Administration

Lecture 2 – UNDERSTANDING ABILITIES,

Lecturer: Audrey Spencer-Hastings

• The study of people at work

• Three levels of analysis

1. Differentiate between intellectual abilities and physical

2. Assess the influence of biographical characteristics on

LO #1: Differentiate between intellectual abilities and physical abilities 8

Management is interested in using this knowledge

1. Intellectual Abilities – the capacity to do

2. Physical Abilities – the capacity to do tasks

LO #1: Differentiate between intellectual abilities and physical abilities

• Generally, high IQ is not required for highly

LO #1: Differentiate between intellectual abilities and physical abilities

• High employee performance is likely to be

LO #1: Differentiate between intellectual abilities and physical abilities 18

• Positive Correlation – Both Variables going

• Negative Correlation/Inverse Relationship

Older workers BUT….

Age and turnover inverse relationship

Age and Productivity positive; unrelated

Age and satisfaction Positive relationship

Gender and absenteeism Women more than men

The Race Factor

Definition: The biological

The Race Factor

The Race Factor

• African Americans and Hispanics have higher

The Race Factor

• Evidence is that – well constructed

• Understanding human behaviour helps to explain

• Robbins, S. and Judge, T.

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