WHAT IS PSYCHOLOGY

It is the scientific study of behavior and mental processes, in relation to the external
environment
BEHAVIOR: outward or overt actions and reactions
MENTAL PROCESSES: internal, covert activity of our minds
GOALS OF PSYCHOLOGY
DESCRIPTION:
What is happening?
EXPLANATION:
Why is it happening?
PREDICTION:
Will it happen again?
CONTROL:
How can it be changed?
ORGANIZATIONAL PSYCHOLOGY
Organizational psychology is the branch of psychology that applies psychological theories
and principles to organizations.
This field focuses on increasing workplace productivity
Issues regarding the physical and mental wellbeing of employees.
Organizational psychology is the branch of psychology that applies psychological theories
and principles to organizations.
This field focuses on increasing workplace productivity
Issues regarding the physical and mental well being of employees.
Organizational psychology is the branch of psychology that applies psychological theories
and principles to organizations.
This field focuses on increasing workplace productivity
Issues regarding the physical and mental well being of employees.

DEFINING PERSONALITY

Personality is the sum total of ways in which an individual reacts to and interacts with
others

Can personality be good or bad?

PERSONALITY DETERMINANTS

HEREDITY: (parental influence)

Physical importance

Facial attractiveness

Gender

Temperament

Reflexes

IQ

MYERS BRIGGS TYPE INDICATOR

Most widely used personality assessment instrument

100 questions personality test as how individuals react and feel in specific situations

Extraverted (OPEN) or introverted (SHY)

Sensing (ROUTINE WORK) or intuitive (SPONTANEOUS)

Thinking (LOGICAL) or feeling (EMOTIONAL)

Judging (ORDERING) or perceiving (FLEXIBLE)

BIG FIVE FACTOR PERSONALITY MODEL

These traits help in predicting the performance at work as how to select the perfect
candidate according to job requirements

Extraversion (outgoing, social) /(timid)

Agreeableness (cooperate and avoid conflict) /(hard headed)

Conscientiousness (careful, strive to achieve goals, well organized) /(easy going)

Emotional stability (endure stress)/(nervous)

Openness to experience (range of interest and curious, imaginative)/ (down to earth and
traditional)

Emotional stability leads to less negative thinking results with higher job satisfaction and
lower stress levels

Extraversion leads to emotional expressiveness, social dominance and results with

enhanced leadership

Openness leads to more creativity and results in adaptability to change

Agreeableness leads to more conforming and results in lower levels of deviant behavior

Conscientiousness leads to discipline and results in greater permanence

JOHN HOLLANDS JOB FIT THEORY

TYPE: REALISTIC

Prefers physical activities, require skill strength and coordination

PERSONALITY CHARACTERISTICS:

Shy, stable, practical

CONGRUENT OCCUPATIONS:

Mechanic, farmer, construction related works

TYPE: INVESTIGATIVE

Prefers thinking, organizing and understanding

PERSONALITY CHARACTERISTICS:

Analytical, curious

CONGRUENT OCCUPATIONS:

Biologist, news reporter, economist or mathematician

TYPE: SOCIAL

Prefers helping and developing others

PERSONALITY CHARACTERISTICS:

Cooperative, friendly and outgoing

CONGRUENT OCCUPATIONS:

Teacher, social worker, psychologist

TYPE: CONVENTIONAL/CONSERVATIVE

Prefers regularity of rules

PERSONALITY CHARACTERISTICS:

Conforming, efficient, unimaginative

CONGRUENT OCCUPATIONS:

Accountant, file clerk

TYPE: ENTERPRISING/CREATIVE

Prefers verbal activities, influence others

PERSONALITY CHARACTERISTICS:

Self confident, Energetic

CONGRUENT OCCUPATIONS:

Lawyer, estate agent

TYPE: ARTISTIC

Prefers creative expression and ambiguity

PERSONALITY CHARACTERISTICS:

Imaginative, idealistic, emotionally impractical

CONGRUENT OCCUPATIONS:

Painter, interior decorator, musician

LOOKING GLASS THEORY

THREE STEPS PROCEDURE:
Our perception as how we look to others
Our perception of their judgment
Our feelings about that judgment
Our perception is influenced by the society
Society determines our worth as how much we are hated and loved
Comments create an impact on our perception
All views are not given importance . For example friends opinions are more considered
than the rest of the class fellows
Sometimes mirror/glass is not correctly perceived like we might get confused by the
flattering, taunts and reality
Our self perception is related to our communication and body language
For example, when we are not properly dressed in our party we lose our self
confidence!!!

 During your presentation you may find some people laughing or talking to each other,
this leads you to perceive as if you are not being heard or people are not interested in
hearing you
DRAMATURGICAL APPROACH
World is a stage and we are all actors!
This approach of Personality portrays individuals as actors and the society is viewed as a
stage
The various situations in the society control our behavior, we are acting all the time with
the changes in scenario
Here the mirror is;
Audience, Situation and ones character in that situation
For example, a student follows class norms while sitting during a class, whereas acts
totally different s soon as the class gets over

Behavior of a girl who acts in a very well mannered way in front of her in laws
Audience response fuels up a persons actions and performance.
For example if a person is admired because of his dressing in parties he tries to perform
accordingly again and again to fall onto that perception, a student performs very
attentively in front of his teachers to keep his performance well in his role of a student.
Our home acts as the backstage where we can relax and be our selves.
LABELLING THEORY
The label we put on people is called self fulfilling prophecy
The actions are placed accordingly to the labels
Labels influence our future behavior being trapped into that box of specific label (e.g.
being courteous, liar)
Labels can be negative and positive
U se of stereotyping with a preconceived notion (predetermined idea about someone)
For example; Muslims (esp. with beards) are labeled as terrorists by the Whites
Girls labeled as emotional
Boys labeled as careless

WHAT IS IMPRESSION?
It refers to the stamp you put on ones mind through your words, action and behavior,
after which a person creates an image about you!
Famous quote , First impression is the last impression
It is the process through which individuals attempt to control the impression others form
of them
TECHNIQUES OF IMPRESSION MANAGEMENT
CONFORMITY:
To agree with someone elses opinion in order to gain his or her approval
Example;
Showing agreement to the decision made by boss in a way that nothing could have been
better than this.
EXCUSES:
Explanations of a mess in a sugar coated way so that the other person instead of getting mad
listens to the person
Example;
I didnt solved the question correctly because it was out of course, even not a single person
attempted it correctly
APOLOGIES:
To admit responsibility for an undesirable event and simultaneously seeking to get a pardon
for the action
Example;
I am sorry, its my fault I reported a wrong quotation, Please forgive me.
ACCLAMATION:
To explain favorable events to maximize desirable implication for ones self.
Example;
The sales in our shopping center have nearly tripled since I was hired.
FLATTERY:
Complimenting others about their qualities in an effort to make oneself appear perceptive
and likeable.

Example;
Sir, the way you solve these problems, you seem a genius to me!

FAVORS:
Doing something nice for someone to gain the
persons approval
Example;
Take a concession of 20% as a token of thanksgiving from my side, on purchasing so many
items from my shop.
ASSOCIATION:
Efforts to protect ones image by managing information about people and things with
which one is associated.
Example;
A job applicant might say to the interviewer, that what a coincidence, dont you remember
you and I used to share the same hostel!
MOTIVATION
The process that accounts for an individuals intensity, direction and persistence of effort
towards goal attainment
HIERARCHY OF NEEDS THEORY
Given by Abraham Maslow
In his theory he presented human needs in the form of a pyramid

SELF
ACTUALIZATI
ONESTEEM
SOCIAL
SAFETY
PHYSIOLOGICAL
PHYSIOLOGICAL
NEEDS
NEEDS
SAFETY

HIERARCHY OF NEEDS THEORY

1. PHISIOLOGICAL NEEDS:
Includes hunger, thirst, shelter and other bodily needs
2. SAFETY:
Includes security and protection from physical and emotional harm
3. SOCIAL:
Includes affection, belongingness, acceptance and friendship
4. ESTEEM:
Includes,
Internal esteem factors; such as self respect, autonomy and achievement
External esteem factor, like status, recognition and attention
SELF ACTUALIZATION:
The drive to become what one is capable of becoming and includes growth, achieving ones
potential and self fulfillment
Very few people reach this level of hierarchy
LOWER ORDER NEEDS:
Physiological and safety needs are termed as lower order needs by Maslow
They are fulfilled externally

HIGHER ORDER NEEDS:

The need of social, esteem and self actualization were termed as higher order needs by
Maslow
Such needs are fulfilled internally

As each of the needs within the pyramid becomes satisfied the next need becomes
dominant and the individual moves up in the hierarchy

According to Maslow, if you want to motivate someone you must know at which level
of hierarchy that person is currently standing and then urge him to move up from that
level

CHALLENGES IN JOBS
AGE: old workers reflect productivity, vast experience but also viewed as inflexible
GENDER: females ,vs. home and job, whereas some jobs specifically for men
MARITAL STATUS: Marriage may make a job more valuable due to responsibility
TENURE: Positive relationship is found between seniority and job productivity, as past
evidence of an employee is best predictor of his future turnover
ABILITY: The capacity of a person to perform various tasks both intellectual and
physical
Behind all these challenges the factor of motivation plays a role in improving an
individuals performance at work place and handling the challenges
Motivation in terms of rewards and training for better results in future
EMPLOYEE INVOLVEMENT

It is the participative process that uses the input of the employees to increase their
commitment to the organizations success

COGNITIVE EVALUATION THEORY

Introduction of extrinsic rewards may decrease overall motivation

Any pay for work which was previously intrinsically rewarding due to nature of the work
itself tends to reduce the devotion

Historically motivation theorists assumed that intrinsic rewards such as interesting work
were independent of extrinsic rewards such as high pay

Cognitive theory demonstrates that when extrinsic rewards are given to someone for
performing an interesting task, it causes intrinsic interest in the task itself to decline

Why does it happen so?

The individual loses the control over his behavior so that the previous intrinsic
motivation diminishes

It deals with individuals causation why he is actually working on a task

Money isnt everything.

Extrinsic rewards which are verbal like receiving a praise from a supervisor and those
which are tangible in the form of money produce different effects on an individuals
intrinsic motivation

Verbal rewards increase intrinsic rewards whereas tangible rewards undermine it

When people come to know that they are going to get an extrinsic reward they tend to
focus more on the rewards as compared to the task

Verbal rewards tend to keep them focused on their task and encourage them to do better

Intrinsic interests make individuals feel much more satisfied both if they achieve the goal
and also when they do not do so

THEORY X AND THEORY Y

By Douglas McGregor

Two distinct views of human beings;

One basically negative labeled theory X

The other as positive labeled theory Y

According to McGregor managers tend to mold their behavior towards the employees

Under theory X, the managers believes that employees inherently dislike work and must
be forced to perform it

Under theory Y, managers assume that employees can view work as being natural as rest
or play, an average person can learn to seek responsibility

Theory Y assumes that higher order needs dominate an individual

Therefore, he proposed that participative decision making, challenging jobs, good group
relations can increase individuals motivation

TWO FACTOR THEORY

Psychologist Fredrick Herzberg proposed the two factor theory

Also called the motivation hygiene theory

Ones attitude towards work can determine its success or failure

He asked people what they want from their jobs and enlist all good and bad aspects

He concluded that intrinsic factors like advancement, recognition, responsibility,

achievement seem to be related to job satisfaction

Respondents who felt good contributed this to themselves

Dissatisfied respondents tend to cite extrinsic factors such as supervision, pay, company
policies and working conditions

The opposite of satisfaction is not dissatisfaction as removing dissatisfying factors do not

make a job interesting

He proposed that the opposite of satisfaction is no satisfaction

and that of dissatisfaction is no dissatisfaction

Hence managers who seek to eliminate factors that create job dissatisfaction may bring
about peace but not motivation

It will only satisfy the workers instead of motivating them

Motivation among employees may result by offering promotional opportunities,

recognition, responsibility and achievement

These are the characteristics which people will find intrinsically rewarding

ATTITUDES AND JOB SATISFACTION

ATTITUDES

Attitudes are evaluative statements either favorable or unfavorable about objects, people
or events

MAJOR JOB ATTITUDES

JOB SATISFACTION:

The term job satisfaction describes a positive feeling about a job, resulting from an
evaluation of its characteristics

A dissatisfied person holds negative feelings about his job

When people ask about employee attitudes they are asking about their job satisfaction

JOB INVOLVEMENT:

Measures the degree to which people identify their perceived performance level
important to self worth

Employees with high job involvement identify strong authenticity of the work they are
performing

High job involvement relates to reduced number of absence and resignation rates

ORGANIZATIONAL COMMITMENT:

A state in which an employee identifies with a particular organization and its goals and
wishes to maintain organizational membership

High job commitment means identifying with your specific job

High organizational commitment means identifying with your employing organization

3 DIMENSIONS OF ORGANIZATIONAL COMMITMENT

AFFECTIVE COMMITMENT: refers to emotional attachment to the organization and a

belief in its values like any organization for acid victims

CONTINUANCE COMMITMENT: refers to economic value of staying with the

organization rather than leaving it (for the sake of family)

NORMATIVE COMMITMENT: refers to staying with organization for moral and ethical
reasons

JOB SATISFACTION FEATURES

Work it self

Salary

Extra benefits

Advancement opportunities

Supervision

Co workers

Environment/ safety

WHAT CAUSES JOB SATISFACTION

There is an interesting relationship between salary and job satisfaction

There is a strong relationship when the employees are below the poverty line but this
relationship disappears when they achieve a comfortable life style

IMPACT OF SATISFIED AND DISSATISFIED EMPLOYEES AT WORK PLACE

4 MAJOR RESPONSES:

EXIT: Leaving the organization and look for the new one

VOICE: Providing suggestions to improve the existing structure

LOYALTY: optimistically waiting for the conditions to improve

NEGLECT: allowing conditions to worsen with increased absenteeism and increased

error rate