Leading :

Personality,
Attitudes, and
Work Behavior

Mrs. Grace R. Pesquira

MAED - Educational Management
 Psalm 78:72
With upright heart he shepherded them
and guided them with his skillful hand.
 Objectives :
1 Understanding leading in management

Define and understand the roles of

2 personality in determining work
behaviors

3 Differentiate attitudes and work behavior

4 Discuss & Explain work behaviors and

motivating employees
 Leading
• motivating employees and
influencing their behaviors to
achieve organizational objectives

• synonymous with: Directing,

Guiding, Influencing

• Focus: managing people

 What is leading in
management?
LEADERS LEAD BY
EXAMPLE.
• When leaders set • Leading by
the standard of example proves to
excellence, they your team that what
want their you say and do
employees to matters.
follow.
PERSONALITY
encompasses a person's relatively stable
feelings, thoughts, and behavioral patterns.

To manage effectively....
it is helpful to understand the personalities
of different employees
If personality is stable, does this mean that it does not
change?
• It DOES

• Personality does change over a long period of time

Is our behavior in organizations depend on our

personality?
To some extent, YES, and to some NO
BIG FIVE PERSONALITY TRAITS
Other Personality Dimensions
1 Self monitoring
refers to the extent to which a person is
capable of monitoring his or her actions and
appearance in social situations.
"Social Chameleons"

2 Proactive Personality
refers to the person's inclination to fix what is
wrong, change things, and use initiative to
solve problems
"Proactive people are valuable assets to their
organizations"
WHY?
They have higher levels of performance.
Other Personality Dimensions

3 Self-esteem
is the degree to which a person has over all
positive feeling about herself or himself

High SE - positive, confident, and respect

themselves ( high level of
performance )

Low SE - self-doubt
- questions self-worth
(need lots of positive feedback)
Other Personality Dimensions

4 Self-efficacy
is a belief that one can perform as a specific
task successfully.

"If an employee believes that he or she

can do something, it is a good predictor
that he or she can actually do it. "
WORK
ATTITUDES
refers to our opinions, beliefs, and feelings
about aspects of our environment.

TWO JOB/WORK ATTITUDES

A. JOB SATISFACTION
B. ORGANIZATIONAL COMMITMENT
 A. JOB B.
SATISFACTION ORGANIZATIONA
L COMMITMENT
refers to the feelings people refers to the emotional
have toward their job/work attachment people have toward
the company/organization they
work for.

August of 2022
A Highly committed employee:
GALLUP:
• accepts & believes in the company's
90% - least satisfied w/ their job
values
SHRM: • refers to their company as "WE" as
40% were very satisfied opposed to"they"
 What causes positive work
attitudes?

1 3

CHARACTERISTICS OF THE RELATIONSHIPS

THE JOB THEY FORM WITH
COLLEAGUES &
MANAGERS
2 (LEADERSHIP
4

HOW THEY ARE THE LEVEL OF STRESS

TREATED (LEADERSHIP THE JOB ENTAILS
ACTION)
Factors Contributing to Job
Satisfaction & Organizational
Commitment

• Personality
• Job Satisfaction
Person environment fit
• Job Characteristics Organizational Commitment
• Psychological contract
• Organizational justice
• work relationships
• stress
1. JOB CHARACTERISTICS
THE CATEGORIES
1 • ability to use a variety
of skills, have
autonomy at work,
receive feedback on
the job and perform a
significant task
2. ORGANIZATIONAL JUSTICE:
procedural (fairness in the way
1 policies and processes)
2 distributive (the allocation of
resources or compensation)
3
Interactional (the degree to which
people are treated with dignity &
pride

TRUST - the root of organizational justice

 3. PSYCHOLOGICAL CONTRACT
the unspoken, informal understanding that
an employee will contribute certainly things
to the organization.
Ex. work ability
a willing attitude

An employee may believe that,

• work hard • Bonus

• excellent performance • periodic raises
evaluation • promotions
 Our Happiness at work and commitment to
the company are our RELATIONSHIPS
with coworkers and managers.

Research Shows ( Bauer, et al 2007)

4. RELATIONSHIPS AT Our relationship with manager, how

considerate the manager is and whether we
WORK build a trust-based relationship with our
manager are critically important to our job
satisfaction and organizational
commitment

Effective relations with employees little

signals that you care about your
employees go a long way.
 5. STRESS
A state of mental or emotional strain or
tension resulting from adverse or very
demanding circumstances
Others: Roles of people
STRESSORS
• environmental ( noise, heat,
inadequate ventilation)
• interpersonal - ( organizational
politics, conflicts with coworkers )
• Organizational ( pressure to avoid
mistakes, worrying about the
security of the job )
• Role ambiguity is uncertainty about
the responsibilities of the job.
• Role Conflict involves contradictory
demands at work, conflict between
fullfilling one's role as an employee
and other roles in life.
 The higher the stress But...
level, the lower the job NOt all stress is bad,
satisfaction. and some stressors
actually make us
happier.
Assessing Work attitude
in the Workplace
1 attitude survey 2 Exit interviews

• results are shared with the • involves a meeting with the

immediate manager departing employee
• the success of these surveys
depends on the credibility
of management in the eyes
of employees.
 Work Behaviors
4 KEY
WORKBEHAVIORS:
Desirable Undesirable
• job • absenteeism
performance • turnover
• organizational
citizenship
1. Job Performance
refers to the level to which
an employee successfully
fulfills the factors included
in the job description

Measures of Job Performances

• Quality & Quantity of work
• the accuracy and speed
• effectiveness of the
person/employee
 What are the Major Predictions of
Job Performance?
1 2 3

General Mental Ability Perceptions of

also known as cognitive ability
or intelligence.
Components:
• reasoning abilities
• verbal & numerical abilities
organizational justice and Stress
interpersonal relationship
• are factors determining our
performance level
4

"The most powerful influence

Work attitudes ( job
over our job performance is our satisfaction )
GMA"
2. Organizational citizenship behaviors
• are voluntary behaviors
employees perform to
help others and benefit
the organization 3. Absenteeism
ex. helping coworker • refers to unschedules
volunteering absences from work
providing
Causes of absenteeism:
A. health reasons
( unavoidable )
B. Work/life balance
C. work withdrawal
D. poor work attitudes
Turnover
refers to an employee's leaving an organization.

Why do employees leave?

• employees performance level
- employee who performs poorly is actually more
likely to leave

• Work Attitudes
- often the primary cause of why employee leave
 4. Motivating employees
A manager has many duties. One of the most important ones is to motivate and
inspire employees. Only motivated staff members will perform at their best and be
maximally productive.

Seven Ways Managers Can Motivate Their Employees:

1. Praise
2. Encourage autonomy
3. Treat them with respect
4. Allow honest criticism and complaints.
5. Ensure a healthy work life balance.
6. Be fair.
7. Pay them more.
 Matthew 20:25-28
Jesus tells His disciples that
leaders should not exercise
authority over people. Instead,
whoever wants to become
great must lower himself to be a
servant.

THANK YOU 