INTERPERSONAL

BEHAVIOR

10/08/20 ORGANIZATIONAL BEHAVIOR

 INTERPERSONAL BEHAVIOR (IO), YAITU BERBAGAI PERILAKU
YANG TERAKTUALISASI SAAT SEORANG INDIVIDU BEKERJA SAMA
(SALING MENDUKUNG) MAUPUN SALING BERTENTANGAN.

FONDASI MUNCULNYA HUBUNGAN SOCIAL SECARA UMUM, YAITU:

(1) KONTRAK PSIKOLOGIS  KEYAKINAN SESEORANG MENGENAI
APA YANG DIHARAPKANNYA DARI SUATU HUBUNGAN. MISAL :
KITA MEMILIKI HARAPAN AGAR SETIAP KALI KITA MENGIRIM
BERITA, PENGIN SEGERA DIRESPON. INI TERBAWA KE TEMPAT
KERJA, APABILA DIBERI TUGAS DAN SUDAH DISELESAIKAN,
BERHARAP SEGERA DIGAJI DAN (2) KEPERCAYAAN (TRUST) 
TINGKAT KEPERCAYAAN SESEORANG TERHADAP PERKATAAN
DAN PERBUATAN ORANG LAIN

10/08/20 ORGANIZATIONAL BEHAVIOR

 HOW DOES TRUST DEVELOP ?
AS YOU MAY ALREADY KNOW FROM EXPERIENCE, SOME
PEOPLE TEND TO BE MORE TRUSTING THAN OTHERS

AS YOU KNOW, PEOPLE DEVELOP REPUTATIONS FOR

BEING TRUSWORTHY OR NOT TRUSTWORTHY

(1) COMMUNICATIONS, (2) SUPPORT, (3)

RESPECT, (4) FAIRNESS, (5) PREDICTABILITY,
(6) COMPETENCE

10/08/20 ORGANIZATIONAL BEHAVIOR

 HOW TO PROMOTE TRUST IN
WORKING RELATIONSHIP ?

ALWAYS MEET DEADLINES

FOLLOW THROUGH AS PROMISED
SPEND TIME SHARING PERSONAL
VALUES ANDGOALS

10/08/20 ORGANIZATIONAL BEHAVIOR

 VARIETIES OF INTERPERSONAL
BEHAVIOR

PROSOCIAL BEHAVIOR DEVIANT ORGANIZATIONAL

BEHAVIOR
(HELPING,
ORGANIZATIONAL (WORKPLACE AGGRESSION,
COMPETITION
BEHAVIOR) EMPLOYEE THEFT, LYING,
FRAUD, ETC)

WORKING
WORKING
AGAINST
WITH
OTHERS
OTHERS

KONFLIK
COOPERATION

10/08/20 ORGANIZATIONAL BEHAVIOR

 ORGANIZATIONAL CITIZENSHIP
BEHAVIOR (OCB)

OCB : AN INFORMAL FORM OF

BEHAVIOR IN WHICH PEOPLE GO
BEYOND WHAT IS FORMALLY
EXPECTED OF THEM TO CONTRIBUTE
TO THE WELL-BEING OF THEIR
ORGANIZATION AND THOSE IT.

10/08/20 ORGANIZATIONAL BEHAVIOR

 OCB : SPECIFIC FORMS AND
EXEMPLES
FORM OF OCB EXAMPLES
ALTRUISM HELPING A COWORKER WITH A
PROJECT
SWITCHING VACATION DATES WITH
ANOTHER PERSON

CONSCIENTIOUSNESS COMING TO WORK EARLY IF NEEDED

NOT SPENDING TIME ON PERSONAL
CALLS
CIVIC VIRTUE ATTENDING VOLUNTARY MEETINGS
AND FUNCTIONS
READING MEMOS, KEEPING UP WITH
NEW INFORMATION
SPORTMANSHIP MAKING DO WITHOUT COMPLAINT
NOT FINDING FAULT WITH THE
ORGANIZATION
COURTESY “TURNING THE OTHER CHEEK” TO
AVOID PROBLEMS
Not “blowing up” when provoked

10/08/20 ORGANIZATIONAL BEHAVIOR

 TIPS FOR PROMOTING OCB

GO OUT OF YOUR WAY TO HELP OTHERS

BE AN EXAMPLES OF CONSCIENTIOUSNESS
MAKE VOLUNTARY FUNCTIONS FUN
DEMONSTRATE COURTESY AND GOOD SPORTMANSHIP

WHISTLE-BLOWING : THE DISCLOSURE BY EMPLOYEES OF ILLEGAL,

IMMORAL, OR ILLEGITIMATE PRACTICES BY EMPLOYERS TO PEOPLE OR
ORGANIZATIONS ABLE TO TAKE ACTION

10/08/20 ORGANIZATIONAL BEHAVIOR

 BEING AN EFFECTIVE WHISTLE-
BLOWER

DOCUMENT YOUR CLAIMS

KEEP THINGS INSIDE THE COMPANY BEFORE GO
PUBLIC
TALK TO A LAWYER
PLAN FOR THE WORST

10/08/20 ORGANIZATIONAL BEHAVIOR

 COOPERATION
COOPERATION : A PATTERN OF BEHAVIOR IN WHICH ASSISTANCE
IS MUTUAL AND TWO OR MORE INDIVIDUALS, GROUPS, OR
ORGANIZATIONS WORK TOGETHER TOWARD SHARED GOALS FOR
THEIR MUTUAL BENEFIT

DETERMINANT OF COOPERATIONS : (1) PRINSIP SALING, (2)

ORIENTASI PRIBADI : COMPETITOR (INGIN SELALU MENJADI
PALING BAIK), INDIVIDUALIS (YANG PENTING DIRI SENDIRI,
TIDAK PEDULI PADA ORANG LAIN), COOPERATOR (SELALU
MENEKANKAN PADA MAMFAAT BAGI KELOMPOK), EQUALIZER
(ORANG YANG SELALU BERUSAHA MEMINIMALKAN PERBEDAAN
ANTARA DIRINYA DENGAN LAINNYA), (3) ORGANIZATIONAL
REWARD SYSTEMS

10/08/20 ORGANIZATIONAL BEHAVIOR

 DEVIANT ORGANIZATIONAL
BEHAVIOR
ACTIONS ON THE PART OF EMPLOYEES THAT INTENTIONALLY
VIOLATE THE NORMS OF ORGANIZATIONS AND/OR THE FORMAL
RULES OF SOCIETY, RESULTING IN NEGATIVE CONSEQUENCE

PRODUCTION DEVIANCE ORGANIZATION PROPERTY DEVIANCE

• LEAVING EARLY • STEALING COMPANY PROPERTY
• TAKING LONG BREAKS • LYING ABOUT HOURS WORKED
•CYBERLOAFING •DAMAGING EQUIPMENT

MINOR
MAJOR
SERIOUSNESS

POLITICAL DEVIANCE
• SHOWING FAVORITISM
• GOSSIPING ABOUT OTHERS
• INCIVILITY
PERSON
T
A
R PERSONAL AGGRESSION
G • BULLYING
E
• STEALING FROM COWORKERS
T
• ABUSING ANOTHER PERSON
PHYSICALLY OR VERBALLY

10/08/20 ORGANIZATIONAL BEHAVIOR

 DEVIANT ORGANIZATIONAL
BEHAVIOR
INCIVILITY : DEMONSTRATING A LACK OF REGARD OTHERS AND DENYING
THE RESPECT THEY ARE DUE

WORKPLACE AGGRESSION : ACTS OF VERBAL AND PHYSICAL ABUSE

TOWARD OTHERS IN ORGANIZATION, RANGING FORM MILD TO SEVERE.

TIPS FOR AVOIDING WORKPLACE AGGRESSION : (1) TETAPKAN PROSEDUR

KEDISIPLINAN YANG JELAS, (2) ANCAM ORANG DENGAN MENJAGA
MARTABAT DAN KEHORMATAN, (3) LATIH MANAJER CARA
MENANGANI DAN MENCEGAH AGRESI

CYBERLOAFING : THE PRACTICE OF USING A COMPANY’S E-MAIL AND/OR

INTERNET FOR PERSONAL USE  MSNBC SURVEY : 1/5 KARAYAWAN BUKA
SITUS PORNO DI SAAT JAM KERJA. SOCIETY OF FINANCIAL SERVICE
PROFESSIONAL : ¼ DARI KARYAWAN YANG DISURVEI MAIN GAME DI SAAT
JAM KERJA, PRIVACY FOUNDATION : 83% KARYAWAN YANG DISURVEI
MENNGUNAKAN E-MAIL UNTUK KEPENTINGAN PRIBADI

10/08/20 ORGANIZATIONAL BEHAVIOR

 DEVIANT ORGANIZATIONAL
BEHAVIOR
WORKPLACE BULLYING : REPEATED MISTREATMENT OF AN
INDIVIDUAL AT WORK IN A MANNER THAT ENDANGERS HIS OR
HER PHYSICAL OR MENTAL HEALTH

FORMS OF WORKPLACE BULLYING : (1) CONSTANT CRITIC, (2)

TWO-HEADED SNAKE, (3) GATEKEEPER, (4) SCREAMING MIMI

EMPLOYEE THEFT : THE TAKING OF COMPANY PROPERTY FOR

PERSONAL USE

MENGAPA KARYAWAN MENCURI : (1) ALASAN PALING BANYAK :

MELIHAT TEMAN JUGA MENCURI, (2) DI ORGANISASI, MENCURI
BUKANLAH SUATU KESALAHAN YANG FATAL, TIDAK ADA NORMA
MENGENAI ITU, (3) MENGHUKUM PEMILIK, KARENA KARYAWAN
YAKIN BAHWA MEREKA TELAH DIPERLAKUKAN TIDAK SEBAGAIMA
SEHARUSNYA  BANYAK TERJADI PADA BISNIS RESTORAN, TOKO
BARANG CONVENIENCE

10/08/20 ORGANIZATIONAL BEHAVIOR

 DEVIANT ORGANIZATIONAL
BEHAVIOR

TIPS FOR REDUCING EMPLOYEE THEFT :

(1) LIBATKAN KARYAWAN DALAM MENYUSUN KEBIJAKAN
MENGENAI PENANGANAN PENCURIAN

(2) INFORMASIKAN KERUGIAN YANG TELAH DIDERITA

AKIBAT PENCURIAN

(3) BERI HUKUMAN SECARA ADIL

(4) JADILAH SURI TAULADAN.

10/08/20 ORGANIZATIONAL BEHAVIOR