Leading

The Psychology of ‘Man’agement

Why do people do what they do?
Attendance
Understanding Human Management within
Organization
• Apply Planning and Organizing, manage and
Control people and organizations and effectively
Lead them to greatness

Project work
Learning objective

• Identify the focus and goals of individual behavior within organizations

• Explain the role that attitudes play in job performance
• Describe different personality theories
• Know how to be more self-aware
• Describe perception and factors that influence it
• Discuss learning theories and their relevance in shaping behavior
• Develop your skill at shaping behavior
 Focus and Goals of Organizational Behavior
• Behavior: the actions of people
• Organizational behavior: the study of the actions of people at work
 • the BIG Five Personality test -
https://openpsychometrics.org/tests/IPIP-BFFM
/

• MI and Learning styles -

Take the test https://personalitymax.com/

• https://docs.google.com/spreadsheets/d/1PS_bj
PBhs7QT-fARjrUSlFMQKh3KgOoH/edit?usp=shar
ing&ouid=104964449698119191420&rtpof=tru
e&sd=true
Focus of Organizational Behavior

Individual behavior

Group behavior

Organizational aspects
 Organization as an Iceberg

Exhibit 15-1 shows that like an iceberg, OB has a small visible dimension and a much larger hidden portion.
Copyright © 2019 Pearson India Education Services Pvt. Ltd. All Rights Reserved
 • Employee productivity: a performance measure of both
efficiency and effectiveness
• Absenteeism: the failure to show up for work
• Turnover: the voluntary and involuntary permanent
withdrawal from an organization
Goals of • Organizational citizenship behavior (OCB): discretionary
behavior that is not part of an employee’s formal job
Organizationa requirements, but which promotes the effective
functioning of the organization
l Behavior • Job satisfaction: an employee’s general attitude toward
his or her job
• Counterproductive workplace behavior: any intentional
employee behavior that is potentially damaging to the
organization or to individuals within the organization
Attitudes • People generally seek consistency among their
attitudes and between their attitudes and
and behavior; they try to reconcile differing attitudes
and align their attitudes and behavior so they

Consistency appear rational and consistent.

Cognitive • Cognitive dissonance: any incompatibility or
Dissonance inconsistency between attitudes or between
behavior and attitudes

Theory
Attitude • Attitude surveys: surveys that elicit responses from
employees through questions about how they feel

Surveys
about their jobs, work groups, supervisors, or the
organization
 Sample Employee Attitude Survey

Sample Statements from an Employee Attitude Survey

I have ample opportunities to use my skills/abilities in my job.

My manager has a good relationship with my work group.

My organization provides me professional development opportunities.

I am told if I’m doing good work or not.

I feel safe in my work environment.

My organization is a great place to work.

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Personality tests
 • The MBTI® is a popular personality-assessment
instrument.
• It classifies individuals as exhibiting a preference in
MBTI ® four categories:
• Extraversion or introversion (E or I)
• Sensing or intuition (S or N)
• Thinking or feeling (T or F)
• Judging or perceiving (J or P)
 Exhibit 15-3
Examples of MBTI® Personality Types
Type
I–S–F–P (introversion, sensing,
feeling, perceiving)
E–N–T–J (extraversion, intuition,
thinking, judging)
Description
Sensitive, kind, modest, shy, and quietly friendly.
Such people strongly dislike disagreements and
will avoid them. They are loyal followers and quite
often are relaxed about getting things done.
Warm, friendly, candid, and decisive; also skilled
in anything that requires reasoning and intelligent
talk, but may sometimes overestimate what they
are capable of doing.
The Big Five • Big Five Model: personality trait model that
includes extraversion, agreeableness,
Model conscientiousness, emotional stability, and
openness to experience
The Big
Five
Model
H L
I O
G W
H
Should this candidate be hired?
• A Corporate is looking to hire an employee who is good at marketing skills, as the
profile involves meeting vendors, negotiating, travelling at odd hours. They want
someone who’s on-the-wheels, can think out-of-the-box, is ready for risks. They have
interviewed a candidate, and these are his Personality scores -
• Extroversion – 15
• Emotional stability – 7
• Agreeableness – 45
• Conscientiousness – 40
• Intellect / Imagination – 15
 Exhibit 15-4 - Holland’s Personality-Job Fit

Exhibit 15-4 describes the six types, their personality characteristics, and examples of suitable occupations for each.
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History of Multiple Intelligence
Theory
• Multiple Intelligence is invented by Dr.
Howard Gardner in 1983.
• Multiple Intelligence (MI. Theory) was
specially invented for Education and
Psychology Problem Solution
• Every Child Born with different types of
Multiple Intelligence. Parents & Teacher
Should discover it.
The reasoning behind Gardner’s M.I.
Theory
• Instructional programs should catch the attention of different sorts of
intelligence
• Individuals should be persuaded to use their own preferred intelligence
on learning
• Assessment for learning should evaluate multiple sorts of intelligence
 • Attribution theory: a theory used to explain how
we judge people differently depending on what
Attribution meaning we attribute to a given behavior
• Attribution depends on three factors:
Theory • Distinctiveness
• Consensus
• Consistency
 Exhibit 15-6 summarizes the
Exhibit 15-6 - Attribution Theory key elements of attribution
theory.

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Shortcuts Used in Judging Others

Stereotyping: judging a
Halo effect: a general
Assumed similarity: the person based on a
impression of an
assumption that others perception of a group
individual based on a
are like oneself to which that person
single characteristic
belongs
Learning • Managers need to recognize that their employees
react to perceptions, not to reality.