Managing Individual

Behavior in the
Academe
APRILROSE F. NERBIOL
JEDEDIAH GAGUIS
AIZA P. DELA CRUZ
What does manage mean?

: (transitive verb) to handle or direct with a degree of

skill

MERRIAM-WEBSTER since 1828

What/Who is an individual?

: existing as a distinct entity

(adj.)

: a particular being or thing as

distinguished from a class,
species, or collection (n.)
MERRIAM-WEBSTER since 1828
What does behavior mean?
: the way in which
someone conducts
oneself (n.)

MERRIAM-WEBSTER since 1828

Therefore, managing INDIVIDUAL
BEHAVIOR is:
 the way a particular being (person, in this
context) handles or conducts himself/herself in
any different situations. It can be defined as a
mix of responses to external and internal stimuli
(like emotions).

www.tutorialspoint.com
Individual Behavior Framework

This explains that the individual’s behavior is

deliberately affected by a mix of responses from
external and internal stimuli.
Individual Behavior in the Academe
 Teachers are expected to be professionals with the utmost
right conducts, hence the Code of Ethics for Professional
Teachers which gained the reputable “the Noblest
Profession” title.
 Based from Lewin’s Behavior framework it can be assumed
that teacher’s behavior has something to do with both the
outside (environment) and inside (intelligence/emotion)
stimuli.
a. Understanding Individuals
In Organization
 i. The Psychological Contract

 It is not tangible.
 Itdescribes the perception of the relationship between employers
and workers and influences how people behave from day to day.
At its core, it is built on the everyday actions and statements
made by one party and how they are perceived and interpreted by
the other.

www.cipd.co.uk
Work and Pay are the
visible aspects of the
employment
contract. However,
underneath are the
hidden aspects which
we call as
psychological
contract especially
under Pay.
ii. Person-Job Fit

: defined as the compatibility

between individuals and the
job or tasks that they perform.

https://psychology.iresearchnet.com
 Person-Job Fit
 The definition includes compatibility based on employee needs and
job supplies available to meet those needs, as well as job demands
and employee abilities to meet those demands.
 Itis important for one’s work because it has strong implications for
one’s well-being. It impacts job satisfaction, as well as with co-
workers and supervisor especially if one is on his field of
specialization.

https://workrbeeing.com>2021/03/14
iii. Nature of Individual Differences
 No two people are exactly duplicate even twins, they differ in
some way or the other, hence each one is unique.
 In Psychology, individual differences refers to the extent of any
kind of variations or similarities among people on some of the
important psychological aspects such as intelligence,
personality, interests, and aptitude.
Foundations of Psychology
 Nature of Individual Differences
 The differences in psychological characteristics are often
consistent and form a stable pattern. It means that people tend to
show regularity in their behavior and their patterns of behavior do
not change very frequently which is also unique to every person.
 Knowing about specific characteristic of a person is necessary in
order to extend support and fully utilize his or her potential to
optimal level.

Foundations of Psychology
Individual Differences
 Itoccurs due to interactions of genetic and environmental
factors.
Through genetic codes we inherit certain characteristics from our
parents. However, the phenotype or the expressed forms of our
characteristics depend on socio-cultural environment that is why
we are not exactly the same like our parents nor them to our
grandparents.
Foundations of Psychology
b. Perception and Individual Behavior

 Perception is an intellectual process of transforming sensory

stimuli into meaningful information.
 Individual behavior can be defined as a mix of responses to
external and internal stimuli. It is the way a person reacts in
different situations and the way someone expresses different
emotions like anger, happiness, love, etc.
i. Basic Perceptual Process
 FACTORS INFLUENCING
PERCEPTION

People’s behavior is based on their perception of what reality is, not on reality itself. The
world as it is perceived is the world that is behaviorally important.
 
PERCEPTUAL ERRORS
1. Selective Perception/ Perceptual Defense
People selectively interpret what they see on the basis of their interests, background, experience and attitudes. They do so
to protect themselves against any idea or situation that are threatening to them.

2. Halo Effect
Drawing a general impression about an individual on the basis of a single characteristic, either favorable or
unfavorable.

3. Contrast Error
Evaluation of a person’s characteristics that are affected by comparisons with other people recently encountered who rank
higher or lower on the same characteristics.

4. Projection Similarity Error

Tendency to see others having characteristic more like your own.

  5. Stereotyping
Judging someone on the basis of one’s perception of the group to which that persons belong.

6. Expectancy Effects
It is the extent to which prior expectations bias perception of events, objects and people.
i. Perception and Attribution
 Perception is the process receiving information about making sense of the world
around us. It involves deciding which information to notice, how to categorize this
information and how to interpret it with the framework of knowledge.

It can be divided into six types namely −

Of sound − The ability to receive sound by identifying vibrations.
 
Of speech − The competence of interpreting and understanding the sounds of
language heard.
Touch − Identifying objects through patterns of its surface by touching it.
Taste − The ability to detect flavor of substances by tasting it through sensory organs
known as taste buds.
Other senses − Other senses include balance, acceleration, pain, time, sensation felt
in throat and lungs etc.
Of the social world − It permits people to understand other individuals and groups
of their social world.
Attributionis the course of observing behavior followed by
determining its cause based on individual’s personality or situation.

Attribution framework uses the following three criteria −

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.
c. TYPES OF WORKPLACE
BEHAVIOR
 Work behavior is the behavior one uses in employment and is
normally more formal than other types of human behavior.
 The term “workplace behavior” encompasses how your employees
communicate with clients, how they treat each other and how
they accomplish their daily tasks. If your employees consistently
exhibit positive behavior, your customer satisfaction rates,
productivity and culture are all likely to improve.
i. Performance Behaviors

 Performance includes behaviors and actions( what an employee does) and results
and products ( the outcomes of an employee's behavior)
 Both of these components are important and they influence each other.
 Behaviors and results create a virtuous and self- reinforcing cycle that together
constitute performance.
 Job performance refers to the level to which an employee successfully fulfils the
factors included in the job description.
ii. Withdrawal Behaviors
 Withdrawal behaviors are the actions a person takes when they become physically and/or
psychologically disengaged from the organization.
Physical Withdrawal Behaviors
Lateness: Excessive tardiness can be a physical sign that an employee has disengaged
from the company. 
Absenteeism: Absenteeism is exhibited when an employee fails to report to work,
typically for an extended period of time or for an excessive number of days that has not
been excused.
Turnover: Turnover occurs when an employee leaves an organization, and
frequently results from both lateness and absenteeism.
Psychological Withdrawal Behaviors
Presenteeism: Presenteeism occurs when an employee shows up for work but works in
a limited capacity.
Burnout: Burnout can develop when emotional or other stressors become unbearable.
iii. Organizational Citizenship Behaviors

 While job performance refers to the performance of duties listed in one’s job
description, organizational citizenship behaviors involve performing behaviors
that are more discretionary. Organizational citizenship behaviors (OCB) are
voluntary behaviors employees perform to help others and benefit the
organization.
 For citizenship behaviors, in contrast, the motivation-behavior link is clearer. We
help others around us if we feel motivated to do so, and managers, in the
Leadership role, are responsible for motivating employees.
“Our inheritance alone cannot decide what
we become but our environment also
contributes.”
-Anonymous

Thank You!
DISCLAIMER

All photos EXCEPT for the wordle and

Iceberg Model used in this presentation
were taken from an-introduction-to-
organizational-behavior-v1.1.zip. Credits
belong to the rightful owner.