Group 4

INDIVIDUAL AND
INTERPERSONAL
BEHAVIOR
GROUP 4:
Monessa Bale
Waffah Latiph
Epryll Mambulao
Darlene Pacete
Alibai Blah
Rheyan Ampatuan
Shahani Udin
 Individual Behavior
• Individual behavior can be defined as a
mix of responses to external and
internal stimuli.

• refers to the way in which an individual

reacts or behaves at his place of work.
Factors that influences Individual Behavior
• Personal Factors

• Environmental Factors

• Organizational Behavior
Personal Factors
A) Biographical characteristics
• Physical characteristics
• Age
• Gender
• Religion
• Marital status
• Experience
• Intelligence
• Ability
B) LEARNED CHARACTERISTICS

• Personality

• Perception

• Attitude

• Values
ENVIRONMENTAL FACTORS
• The external environment is known to have a
considerable impact on a person’s behavior.
Economic factors:
• Employment level
• Wage rates
• Technological development

 socio-culture factor
 Political factors
 Legal environment
ORGANIZATIONAL FACTORS
• Individual behavior is largely affected by a variety of
organizational system and resources.

• Physical facilities
• Organizational structure and design
• Leadership
• Reward system
Organizational
Management
Group 4
Wa ff a Lati p h, RE E, RME
Eng r.
Topics

 Factors affecting individual Behavior

 Mars model of individual behavior
 Attribution
 Consensus − The extent to which people in the same
situation might react similarly.
 Distinctiveness − The extent to which a person’s
behavior can be associated to situations or personality.
 Consistency − The frequency measurement of the
observed behavior, that is, how often does this
behavior occur.
Attitude

 Attitude is the abstract learnt reaction or say

response of a person’s entire cognitive process over
a time span.
 For example − A person who has worked with
different companies might develop an attitude of
indifference towards organizational citizenship.
Mars Model of Individual Behavior
Motivation
Motivation can be described as internal forces
that impact the direction, intensity, and
endurance of a person’s voluntary choice of
behavior. It consists of −
•Direction − focused by goals.
•Intensity − bulk of effort allocated.
•Persistence − amount of time taken for the
effort to be exe
Ability
Ability is the natural tendency and learned capabilities
needed to complete a task successfully. It has four
different parts namely −
•Aptitudes − natural talent that helps people learn
more efficiently and perform effectively.
•Learned capabilities − accomplished skills and
knowledge.
•Competencies − abilities, individual values,
personality traits and other features of people that result
in superior performance.
•Person-job fit − there are three ways to match people
with jobs
• selecting qualified people
• developing employee abilities through training
• redesigning job to fit person's existing abilities
Role Perceptions Situational Factors

They are the beliefs about what behavior They are the environmental conditions
is necessary to achieve the desired like given time bound, team members,
results, and have a check that everyone budget, and work facilities that limits or
is clear regarding their part. It is of four facilitates behavior. Factors that are
types − beyond the individual’s control in the short
•Understanding the tasks to be run
performed.
•Understanding associated importance
of tasks allotted.
•Understanding preferred behaviors to
complete respective tasks.
•Clarifying role perceptions
Douglas McGregor
 Theory X

 Disfavor working.
 Abstain from responsibility and the need to be directed.
 Need to be controlled, forced, and warned to deliver what's needed.
 Demand to be supervised at each and every step, with controls put
in place.
 Require to be attracted to produce results, else they have no
ambition or incentive to work.
 Theory Y

 Take responsibility willingly and are encouraged to fulfill the goals they
are given.
 Explore and accept responsibility and do not need much guidance.
 Assume work as a natural part of life and solve work issues
imaginatively.
Comparing Theory X & Theory Y
Motivation

 Theory X considers that people dislike work,  In contrast, Theory Y considers that people
they want to avoid it and do not take are self-motivated, and sportingly take
responsibilities willingly. responsibilities.
Management Style and Control

 In a Theory X-type organization, the  While in Theory Y-type organization, the

management is authoritarian, and management style is participative,
centralized control is maintained. employees are involved decision making, but
the power retains to implement decisions.
Work Organization
 Theory X employees are specialized and the
same work cycle continues
 In Theory Y, the work tends to be
coordinated around wider areas of skill or
knowledge. Employees are also motivated to
develop expertise and make suggestions
and improvements.
Rewards and Appraisals
 Theory X organizations work on a ‘carrot and
stick’ basis, and performance assessment is
part of the overall mechanisms of control and
compensation.
 Coming to Theory Y organizations, appraisal
is regular and crucial, but is usually a
separate mechanism from organizational
controls. Theory Y organizations provide
employees frequent opportunities for
promotion.
Application
 Theory X management style is widely
accepted as inferior to others, however it
has its place in large scale production
procedure and unskilled production-line
work.
 Many of the principles of Theory Y are
widely accepted by different types of
organization that value and motivate
active participation.
 Theory Y-style management is
appropriate to knowledge work and
licensed services. Licensed service
organizations naturally develop Theory
Y-type practices by the nature of their
work, even high structure knowledge
framework, like call center operations,
benefits from its principles to motivate
knowledge sharing and continuous
improvement.
Reporter: Epryll Marquez -Mambulao

Types of Personality
Personality Traits
Myers-Briggs Type Indicator
Personality Types

 refers to the psychological classification of different types of individuals. Personality types

are sometimes distinguished from personality traits, with the latter embodying a smaller
grouping of behavioral tendencies.
 Four Main Personality Types
 Average: The most common type are people who are high in neuroticism and
extraversion while lower in openness.

 Reserved: People in this type are not open or neurotic but they are
emotionally stable. They tend to be introverted, agreeable and conscientious.

 Role-models: These people are natural leaders with low levels of neuroticism

and high levels of agreeableness, extraversion, openness and
conscientiousness. They listen to new ideas and are reliable.

 Self-centered: While these people score high in extraversion they rank below

average openness, agreeableness and conscientiousness.
JUNG’S 8 PERSONALITY TYPES

 Extraverted Thinking
 Introverted Thinking 
 Extraverted Feeling 
 Introverted Feeling 
 Extraverted Sensation 
 Introverted Sensation 
 Extraverted Intuition
 Introverted Intuition
 Carl Gustav Jung (1875-1961)

Carl Jung was an early 20th century psychotherapist and psychiatrist who created the field of
analytical psychology. He is widely considered one of the most important figures in the
history of psychology.
John Holland
John Lewis Holland (October 21, 1919 – November 27, 2008)
was an American psychologist and Professor Emeritus of
Sociology at Johns Hopkins University. He was the creator of
the career development model, Holland Occupational Themes,
commonly known as the Holland Codes.
Holland Hexagon
Realistic – “Do-er”

Realistic occupations frequently involve work activities that include practical, hands-on
problems and solutions. They often deal with plants, animals and real-world materials like
wood, tools and machinery. Many of the occupations require working outside and do not
involve a lot of paperwork or working closely with others

Investigative – “Thinker”

Investigative occupations frequently involve working with ideas and require an extensive
amount of thinking. These occupations can involve searching for the facts and figuring out
problems mentally.

Artistic - “Creator”

Artistic occupations frequently involve working with forms, designs and patterns. They often
require self-expression, and the work can be done without following a clear set of rules.
Social - “Helper”

Social occupations frequently involve working with, communicating with, and teaching
people. These occupations often involve helping or providing service to others.

Enterprising – “Persuader”

Enterprising occupations frequently involve starting and carrying out projects. These
occupations can involve leading people and making decisions. Sometimes they require
risk taking and often deal with business.

Conventional – “Organizer”

Conventional occupations frequently involve following set procedure and routines. These
occupations can include working with data and details more than ideas. Usually there is a
clear line of authority to follow.
What is Personality Traits?

 Personality traits reflect people’s characteristic patterns of

thoughts, feelings, and behaviors. Personality traits imply
consistency and stability—someone who scores high on a
specific trait like Extraversion is expected to be sociable in
different situations and over time.
Openness is a characteristic that includes imagination and insight. The world, other people
and an eagerness to learn and experience new things is particularly high for this
personality trait. It leads to having a broad range of interests and being more adventurous
when it comes to decision making. 

Conscientiousness is a trait that includes high levels of thoughtfulness, good impulse

control, and goal-directed behaviours. This organized and structured approach is often
found within people who work in science and even high-retail finance where detail
orientation and organization are required as a skill set. 

Extraversion (sometimes referred to as Extroversion) is a trait that many will have come

across in their own lives. It’s easily identifiable and widely recognizable as “someone who
gets energized in the company of others.”

Agreeableness individuals tend to hold attributes of trust and kindness. They are
cooperative and are very helpful. They are usually caring and honest individuals. As a
result, friends and family of agreeable people will often reach out for support. If you are
an agreeable individual, be sure to set boundaries to balance your own needs with others.

Neuroticism is characterized by sadness, moodiness, and emotional instability. Often

mistaken for anti-social behaviour, or worse a greater psychological issue, neuroticism is a
physical and emotional response to stress and perceived threats in someone’s daily life.
The indicator was started by Katharine Cook Briggs and her daughter
Isabel Briggs Myers, a duo who had been inspired by the personality
theories of Swiss psychoanalyst Carl Jung. 

Katharine, was born in 1875, had graduated top of her class from Michigan
Agricultural College (now Michigan State), but didn’t carry on her studies
any further. 

Isabel studied political science at Swarthmore college and also graduated at

the top of her class, later pursuing a career as a mystery novelist before
deciding to ultimately focus on the Myers–Briggs system. Building on her
mother’s initial research and interpretations of Jung’s work, Isabel began
designing a prototype of the indicator in the early 1940s. 
12. Learning Theories - is a popular concept that
focuses on how students learn.
- focuses on the idea that all
behaviors are learned through interaction with
environmental
- states that behavior are learned
from environmental and says that innate
or inherited factors have very
little influence on behavior.
 Learning Theories

* Classical Conditioning

* Operant Conditioning

* Cognitive Learning Theory

* Social Learning Theory

13. Method of Shaping Behavior – is reinforcement of
successive approximation to a desired
instrumental response

- an attempts to mold
individuals behavior by guiding their
learning in graduated
steps
 Method of Shaping Individuals

* Positive Reinforcements

* Negative Reinforcement

* Punishment

* Extinction

* Schedules of reinforcement
13.Individual Behavior and Performance - can be defined as a mix
responses to external
and internal stimuli
- is how effective something or
someone is at
doing good job

* Individual’s Capacity to perform

*Organizational Support
Interpersonal Behavior
 Interpersonal Behavior

 is the behavior and actions that are present in human relationships. The way
in which people communicate, and all that this entails, is considered
interpersonal behavior.

 may include both verbal communication and nonverbal communication.

 Verbal interpersonal behavior consists of joking, relating to one
another via the art of storytelling, and taking or following orders.
 Non-verbal communication may be body language or facial
expressions.
INTERPERSONAL SKILLS
 are the qualities and behaviors a person uses to interact with others properly. In the
business domain, the term refers to an employee’s ability to work well with others while
performing their job. Interpersonal skills range from communication and listening to
attitude and deportment.
 Interpersonal skills relate to the knowledge of social expectations and customs.
 Interpersonal Skills in the Workplace
 Strong interpersonal skills, such as negotiating, problem-solving and knowledge-
sharing, are the main job requirement, as employees must be able to work well with
others to achieve company objectives. Interpersonal skills may also include:

 Teamwork
 Verbal and written communication
 Dependability
 Responsibility
 Empathy
 Leadership
 Motivation
 Flexibility
 Patience
 Active Listening
Importance of Interpersonal relationship in organization

1. An individual spends around eight to nine hours in his organization and it is practically
not possible for him to work all alone. Human beings are not machines who can work at a
stretch.
2. A single brain alone can’t take all decisions alone.
3. Interpersonal relationship has a direct effect on the organization culture.
4. We need people around who can appreciate our hard work and motivate us from time to
time.
5. It always pays to have individuals around who really care for us.
6. An individual needs to get along with fellow workers to complete assignments within the
stipulated time frame.
 Transactional Analysis & Its application in organization

 Transactional analysis (TA) is a technique used to help people better

understands their own and other’s behavior, especially in interpersonal
relationships.”

 TA refers to a method of analyzing and understanding interpersonal behavior.

 TA offers a model of personality and the dynamics of self and its relationship
to others that makes possible a clear and meaningful discussion of behavior.”
THANK YOU AND
WASSALAM
Transaction Analysis is primarily concerned with
following
1. Analysis of Self-awareness - is empowering because it can reveal where the performance problems
are and indicate what can be done to improve performance. ... SELF-ANALYSIS is a systematic
attempt by an individual to understand his or her own personality without the help of another
person is termed as self-analysis.

• Self-awareness means knowing your values, personality, needs, habits, emotions, strengths,

weaknesses, etc. With a sense of who you are and a vision of the person you want to become, a plan for
professional or personal development can be created.
 
 IMPORTANCE OF SELF-awareness When we are self-aware we are able to recognize our
strengths and weaknesses. This knowledge helps us to set goals for ourselves. We know where we
have to room to grow and that's a good thing! Our strengths help us feel confident in our ability to
improve on our weaknesses
 
An example of self-awareness is your ability to distinguish your own beliefs from others. You can
step back and ask yourself, Am I being true to myself at this moment? I spent much of my life feeling like I
needed to fit into feminine norms.
 
HOW DO YOU APPLY SELF-Awareness in daily life? Examples of Self-Awareness in Everyday Life
1. Identifying your emotions and what you're feeling. ...
2. Recognizing your primary coping mechanisms. ...
3. Defining your own beliefs without being influenced by others. ...
4. Prioritizing what gives you joy and purpose. ...
5. Identifying your strengths and shortcomings.
Analysis of Self Awareness:

The interpersonal relationships are composed of inter-self. Self is the core of personality pattern which provides
integration. This relationship can be studied properly if a person can perceive his own behavioural style and at the
same time how it is perceived by others.

Self awareness is a cognitive concept; it describes the self in terms of image, both conscious and unconscious. Joseph
Luft and Harrington Ingham have developed a diagram to look at one’s personality including behaviours and
attitudes that can be known and unknown to self and known and unknown to others. They named this diagram the
Johari window.

This Johari window comprising of four quadrants is shown in the following diagram. 1. The Open Self: The open
quadrant refers to the behaviours, feelings and motivations of an individual which are known to self and also known
to others in any specific organizational setting. Some individuals are straight forward, open and sharing. He himself
is very clear about what he is doing, what he is feeling and what his motivations are. Similarly others are also very
clear about his actions, feelings and motivations. In such type of interpersonal relationship, chances of conflict, if
any, will be very little.
This Johari window comprising of four quadrants is shown in the following diagram.
1. The Open Self:
The open quadrant refers to the behaviors, feelings and motivations of an individual which are known to self and also known
to others in any specific organizational setting. Some individuals are straight forward, open and sharing. He himself is very clear
about what he is doing, what he is feeling and what his motivations are. Similarly others are also very clear about his actions,
feelings and motivations. In such type of interpersonal relationship, chances of conflict, if any, will be very little.
2. The Blind Self:
The blind self quadrant is unknown to self but known to others. Other people know what is happening to a person, but he
himself is unaware of it. Very often such blind behaviour is copied by individuals from certain significant people unconsciously
right since the childhood. Since such a behaviour is copied unconsciously, people may not be aware of it. Another reason for this
unawareness is that other people are not willing to be open and do not give relevant feed back to the person concerned.
3. The Hidden Self:
The hidden self is the quadrant which is known to self but not known to others. This is a very private and personal window
because only the person concerned knows what is happening. The individual is aware about the hidden self but does not want to
share it with others. People learn to hide their feeling and ideas right from the childhood. Other people in the system are unable to
perceive the verbal and non-verbal behaviour of the person in quadrant. Like blind self, chances of interpersonal conflict are there
is this situation.

4.The Unknown Self:

This quadrant is unknown to self and unknown to others. The unknown self is mysterious in nature. Sometimes
feelings and motivation go so deep that no one including the person concerned knows about them. In Freudian
Psychology, this would be called the subconscious or unconscious. Many times only a small portion of motivation is
clearly visible or conscious to oneself. People experience unknown parts of life in dreams or deep rooted fears or
compulsions.
2. Analysis of EGO states
 
Ego States are a concept developed by Eric Berne the founder of Transactional
Analysis. ... Transactional Analysis identifies three Ego States, called Parent, Adult,
and Child. This is not about actual parents, adults and children, but about different
ways of experiencing. Think about the significant people from your past.
 
 

What are the 3 ego states?

 Transactional analysis is a technique which helps to
understand the behaviour of other person so that communication becomes
effective. ... TA studies transactions amongst people and understands their
interpersonal behaviour. It was developed by Eric Berne, a psychotherapist
 

Communication between individuals, termed 'social intercourse' or social action, sits

at the core of Transactional Analysis. A 'transaction' is the unit of social action, in the
words of Berne: “The unit of social intercourse is called a transaction. If two or more
people encounter each other
1. Parent Ego:
The parent ego state means that the values, attitudes and behaviours of parents become an integral part of the
personality of an individual.rents, we do not mean the natural parents but all those emotionally significant people like
elder brothers, and sisters, school teachers, elder relatives or friends, who served as parent figure when an individual
was a child.

2. Adult Ego The adult ego state is authentic, direct, reality based, rational, fact seeking and problem solving. People
interacting with adult ego; do not act impulsively or in a domineering style. They assume human beings as equal,
worthy and responsible. The process of adult ego state formation goes through one’s own experiences and
continuously updating parental prejudices or attitudes left over from childhood

3. Child Ego:
The child ego state is the inner world of feelings, experiences and adaptations. In each case, the child ego is
characterised by very immature behaviour.
 There are two types of parent ego states:

(i) Nurturing Parent Ego:

Nurturing parent ego state reflects sympathetic, protective and nurturing behaviour not only
towards children but also to other people in interaction.

(ii) Critical Parent Ego:

Critical parent ego state shows critical and evaluative behaviour in interaction with others.
This ego state attacks people’s personalities as well as their behaviour. They are always ready to
respond with a should or ought to almost anything people tell them. Each individual has his
unequal parent ego state which is likely to be a mixture of helpfulness (Nurturing state ego) and
hurtfulness (Critical ego state).
Analysis of Transactions:

A transaction is a basic unit of social interaction. The heart of transactional analysis is the study
and diagramming of the exchanges between two persons. Thus, where a verbal or non verbal
stimulus from one person is being responded by another person, a transaction occurs. T.A. can
help us to determine which ego state is most heavily influencing our behaviour and the behaviour
of the other people with whom we interact.

Depending on the ego states of the persons involved in transactions, there may be three
types of transactions:
(i) Complementary transactions
(ii) Crossed transaction
(iii) Ulterior transactions.
 (I) Complementary Transactions:
Complementary transactions are those where the ego states of the sender and the receiver in the opening transaction
are simply reversed in the response. In these transactions stimulus and response patterns from one ego state to
another are parallel. The message by one person gets the predicted response from the other person. There can be nine
complementary transactions:

1. Adult-Adult Transactions:
In these transactions, the manager and his subordinate interact with each other from adult-adult ego. This is
an ideal transaction. Complementary transactions in these ego states are psychologically mature and effective
because both the boss and the subordinate are acting in a rational manner. Both are attempting to concentrate on
problems, developing alternatives and trying to choose the best possible alternative to solve the problem.
2. Adult-Parent Transaction:
In adult parent transaction, the manager has the adult ego and he attempts to use the information he himself
has processed. On the other hand, the subordinate has the parent ego and he prefers to use the clicks and rules of the
past. The employee’s parent ego tries to control and dominate the boss.
3. Adult-Child Transaction:
An adult child transaction occurs when the manager has an adult ego but the subordinate has a child ego.
(II) Crossed Transactions:
A crossed or non-complementary transaction is one in which the sender sends a message or
exhibits a behaviour on the basis of his ego state, but this message or behaviour is reacted to by an
un-compatible and unexpected ego state on the part of the receiver. Such transactions occur when
the stimulus and response are not parallel.
In this case, the manager tries to deal with the employee on adult to adult basis, but the
employee responds on child to parent basis and the communication is blocked. Crossed
transactions should be avoided as far as possible.

(III) Ulterior Transaction:

Ulterior transactions are the most complex because unlike complementary and crossed
transactions, they always involve more than two ego states and the communication has double
meaning. An ulterior transaction occurs when a person appears to be sending one type of message
but is secretly sending another message. Thus, the real message is often disguised in a socially
acceptable way.
4. Script Analysis:
In a layman’s view, a script is the text of a play, motion picture or radio or TV program. In
TA, a person’s life is compared to a play and the script is the text of that play. As Shakespeare
said, “All the world is a stage. And all the men and women merely players. They have their exits
and their entrances. Each man in his time plays many parts.” A person’s psychological script is a
life plan, a drama he or she writes and then feels compelled to live out. These plans may be
positive, negative or circular-endless repetition headed nowhere.

According to Eric Berne, “A script is an ongoing program, developed in early childhood

under parental influence which directs the individual behaviour in the most important aspect of
his life.” “A script is a complete plan of living, offering both structures, structure of
conjunctions, prescriptions and permissions and structure which makes one winner or loser in
life.”
• Analysis of Self-awareness
-4 quadrant diagram from Johari window
l y s is c on c e r n e d w it h ff:
Transac
1. The Open ti
Self o n A n a
2. The Blind Self
3. The Hidden Self
4.The Unknown Self
• Analysis of ego
1. Parent Ego
2. Adult Ego
3. Child Ego
Analysis of Transactions
1.Complementary transactions
. Adult-Adult Transactions
. Adult-Parent Transaction
. Adult-Child Transaction

2. Crossed transaction
3.Ulterior transactions.
Script Analysis

THANK YOU
 Analysis of Life Positions:

In the process of growing up, people make basic assumptions

about their own self worth as well as about the worth of
significant people in their environment.
 Transactional analysis constructs the following
classifications of the four possible life positions or
psychological positions:

(i) I am OK, you are OK

(ii) I am OK, you are not OK
(iii) I am not OK, you are OK
(iv) I am not OK, you are not OK.
 Stroking:
Stroking is an important aspect of transactional analysis. The term
stroke refers to “giving some kind of recognition to the other.”
In-fact, strokes are a basic unit of motivation because:
(i) The quantity and quality of strokes serves as either positive or
negative motivation for employees.
(ii) A good share of satisfaction we get from work depends on the
strokes available from other people.
(iii)We can get strokes from the activities of the work itself,
especially if what we are doing really fits and we can take
responsibility for it.
 3 types of strokes

1. Positive Strokes
2. Negative Strokes
3. Mixed Strokes
 Game analysis:

When people fail to get enough strokes at work they may try a variety
of things. One of the most important things is that they play
psychological games. According to Eric Berne, “A game “is a
recurring set of transactions, often repetitions, superficially plausible,
with a concealed motivation or more colloquially, a series of moves
with a share or gimmick.”
 3 characteristics psychological game:

(i) The transaction tends to be repeated.

(ii) They make sense on superficial or social level.
(iii)One or more of the transactions is ulterior.
However, people still play psychological games in the organisations because of
the following reasons:
1. To get Strokes
2. To Strengthen Life Positions
3. To Avoid or Control Intimacy

According to Eric Berne, following are some of the games:

(i) A first degree game is one which is socially acceptable in the agent’s circle.
(ii) A second degree game is one from which no permanent irremediable
damage arises, but which the player would rather conceal from the public.
(iii)A third degree game is one which is played for keeps and which ends in the
surgery, the courtroom or the morgue.
 Methods of Preventing Games:
Jongeward has suggested the following steps to overcome psychological
games:
1. Avoidance of the complementary hand
2. Avoidance of acting roles involved in games particularly, victim roles.
3. Avoidance of putting other people down.
4. Avoidance of putting oneself down.
5. Giving and taking positive strokes as against negative strokes.
6. Investing more of life’s time in activities and intimacy and 7. Levelling the
thinking with others.
 Benefits and Utility of TA:

The understanding of TA can help us in the following ways:

1. Improved Interpersonal Communication
2. Source of Psychic Energy
3. Understanding the Egostates
4. Motivation
5. Organisational Development:
 Jongeward has identified the role of TA in six areas of organization
development:

(i) To maintain adult transactions

(ii) To give an OK to the natural child
(iii) To identify and untangle quickly crossed transactions
(iv) To minimize destructive game playing
(v) To maximize encounters
(vi) To develop supportive systems, policies and work environment.
T h a t’s a l l
thank you