FUNDAMENTALS OF

HUMAN BEHAVIOUR
&
POTENTIAL TOOLS FOR
POWERFUL LEADERS

Premise-Values & Beliefs

GROUP 5
• ABHISEKH SRIVASTAVA
• DARPAN CHAUDHARY
• MAYANK CHATURVEDI
• SUPRIYA GHALSASI
• THAKUR PHERWANI
WHY PEOPLE BEHAVE THE WAY THEY DO?

• Fundamentals about what motivates people

• Under what conditions they will give their best

• The Beginnings- Holes

• Our genetics endowment

• Memes

• Motivation

• The REB Model

• Summary

• Implication for managers

OBJECTIVE: Key take away for Powerful Leader

• Leaders do not necessarily have to

understand where a Employee’s
Personality or Psyche comes from

• Leaders need to understand what

Employee’s Motivations are in a
Given Situation
Fundamental- Holes In Personalities

Fundamentals about what motivates

people

• Upbringing of a child defines the size of the hole

in personality
• Parents care, concern & dependability define
whether hole is bigger or smaller

Under what conditions employee will give

their best

• After careful discussion try & understand the

holes in the personalities Manager’s self fix
• Fill the hole by giving required care, show concern • Recognize the hole
& create dependability to fill the hole will make • Acknowledge the reality
any person comfortable • Grieve on it
• Give it a passage (Move On)
Fundamental- Genetic Endowment
Fundamentals about what motivates people

• Human’s inherited variety of characteristics from

parents
• Inherited traits are “hard-wired” into Human’s DNA
• Therefore, proportion of human behaviour is
“predetermined”

Under what conditions employee will give

their best
• Understand the category of human & cultures*
• By careful nurturing, some genetic endowment can
be shape up to the degree Manager’s fix- Humankind
Understand the basic need
• It requires coaching and guidance to take best out of • Survival
the employees • Love
• Inclusion
*Cultures- Regional, National, Subnational, • Power
Organizational, Family, Individuality • Freedom
• Fun
 International
GLOBE Framework
• GLOBE : Global Leadership and Organizational
Behavior Effectiveness
• Compiled data from 825 organization and 62 countries
• 9 dimensions we identified on which national cultures
differs
• Few of these dimensions are:
• Power Distance
• Individualism vs Collectivism
• Uncertainty Avoidance
• Gender Differentiation
• Long Term vs Short term Orientation
• Humane Orientation
• Performance Orientation
Fundamental- Memes
Fundamentals about what motivates people

• Ideas & beliefs that people develop & pass

• It’s a Mental building block to Biological genes
• Behaviour erects on this gradually
• Memes are like Virus it requires hospitable
environment

Under what conditions employee will give their

best

• Distinction- Allow us to name things- “Ocean”

“Pillar”
• Strategy- if & then relation “if you can’t monitor, you
can’t improve”. Action & result linkage.
• Association- Judgmental value “Thinner is Better”
Manager’s fix- right MEME
Understand the basic MEME close to the
personality
• Build the discussion around it
• Motivate by giving reference
• Memes guide the behaviour & shape the
motivation
Fundamental- Motivation
Fundamentals about what motivates people

• Not every time Reward or Reprimand will motivate

the person
• Do not manage the people rather focus on the
external behaviour

Under what conditions employee will give their

best

• Desirable outcome should be rewarded

• Undesirable outcome can be ignored or Manager’s fix- outcome
reprimanded
• Do not exercise the control strategy or be the micro
Understand the basics of external behaviour
manager • Focus on the outcomes
• Reward the good outcome
• Reprimand the bad one or ignore
Fundamental- The REB Model
Fundamentals about what motivates
people
• Model of Human Behaviour
• Take into account the genetics & Memetic
endowment & nurtured traits
• It recognize the thoughts and feelings along
with the behaviour
• This model rational-emotive-behaviour
was given by Albert Ellis & Robert A

Under what conditions employee will

give their best

• Tease out the person’s meaning chain or

value chain
• This will yield the desired result
• Manager should be very careful in judging
(Listening, Observing & testing) this value
chain to get the desired result
Terminal versus Instrumental Values
Milton Rokeach’s Argument

Terminal Values Instrumental Values

• Desirable end state
• Goals a person would like to
achieve during his or her
lifetime
• E.G: Prosperity and economic
success, Freedom, Health and
well-being, World peace,
Meaning in life
• Preferable modes of behavior
• Its is a means to achieve
terminal values
• E.G: Autonomy and self-
reliance, Personal discipline,
kindness, Goal-orientation.

A balance between the two is important as is an understanding of

how to strike a balance
Fundamental- The REB Model
EVENTS VABE’S CONCLUSION EMOTION

• Every individual will • If VABE’s and • Internal or external

• How we perceive it in a self ideal match emotions
observe different manner with Or come
activities based on values, closer to event
assumptions, belief then it define • Develop defences to
• Two people and expectations. feel accordingly
the conclusion.
can see the • Process it basis their
same in a belief on “should be”
• Either we • If it matches to the
different or “ought to be”.
VABE’s it tend to be
manner • VABE vary person to ignore or we try
to make the positive or else
basis their person based on negative emotions
“value based” degree of
perception difference seep in
• Like “Honesty is the based on
best policy”, “Slow and
expectation vs
steady win the race”
reality
• Internal perspective is
called “Ideal Self”
BEHAVIOUR

Those emotions then translate into the words, expression, action or reaction
These are co related with VABE’s therefore managers should take those in account
Summary
Conclusion-Implications for Managers
How to be the powerful leader

• Be attentive to the one’s own motivation & memetic

endowment
• Be attentive towards self and others VABE’s
• Understand the core VABE’s of the person by
listening, observing, or testing
• If the behaviour is embedded with the core value,
then give alternate assignment and if it is peripheral
then give coaching and hand hold to over come of it.
How to be the good coach

• Write the VABE’s of a person

• Confirm with person about the observation about the
individual VABE’s
• Define the time frame mutually or for self to work on it.
• Routine meeting and discussion or self introspection
• Review and evaluate if the progress is there or not basis
that define if you can continue the coaching
Person- Job Fit Tool
- John
Holland’s Theory Type Personality Characteristic Occupation
Realistic Shy, genuine, persistent, stable, Mechanic, Drill press operator,
Prefers physical activities that require skill, conforming, practical farmer, assembly line worker
strength and coordination

Investigative Analytical, original, curious, Biologist, economist,

• It identifies 6 Prefers activities that requires thinking,
organizing and understanding
independent mathematician, new reporter

personality types and Social Sociable, friendly, cooperative, Social Worker, teacher, counsellor
proposed that fit Prefers activities that involve helping and
developing others
understanding,

between personality Conventional Conforming, efficient, practical, Accountant, corporate manager,

type and occupational Prefers rule-regulated, orderly, and
unambiguous activities
unimaginative, inflexible bank teller, file clerk

environment Enterprising Self-confident, ambitious, energetic, Lawyer, real estate agent, public
determines satisfaction Prefers verbal activities in which there are
opportunities to influence other and attain
domineering relations specialist, small business
manager
power
and turnover.
Artistic Imaginative, disorderly, idealistic, Painter, musician, writer,
Prefers ambiguous and unsystematic activities emotional, impractical
that allows creative expression
Thanks & Feedback?