Contemporary Organizational Behavior: From Ideas to Action

Copyright©2016 Education, Inc. 2-1 TOPIC SUMMARY 2 Individual Characteristics Topic Summary Learning Objectives: Define competencies, list the top competencies sought by organizations, and describe the types of and importance of competency models. Describe the importance of emotions in the workplace and different considerations for how emotions operate in organizations. Present the heredity versus environment debate on personality. Contrast the Big Five and Myers-Briggs approach to personality. Outline attitudes, including self-efficacy, Machiavellianism, locus of control, and self-monitoring, and their role in organizations. Apply concept of individual characteristics and the impact of these concepts to organizations. Copyright©2016 Education, Inc. 2-2 Introduction to Individual Characteristics Individual differences impact what people think, feel, and do. Copyright©2016 Education, Inc. 2-3 Competencies: Knowledge, Skills, and Abilities LO1: Define competencies, list the top competencies sought by organizations, and describe the types of and importance of competency models Copyright©2016 Education, Inc. 2-4 Competencies Emotions Personality Attitudes Knowledge, skills, and abilities Emotions in e workplace Personality an d behavior Self-efficacy Developing competencies Felt vs. Displayed emotions and emotional labor Myers-Briggs Type Indicator of personality Machiavellianism Competency models Emotional intelligence Measuring personality Self-monitoring Locus of control Developing Competencies: Employees LO1: Define competencies, list the top competencies sought by organizations, and describe the types of and importance of competency models {5C22544A-7EE6-4342-B048-85BDC9FD1C3A}Common ways that employees can develop their competencies Common ways employers develop competencies Following the career development section of news Website On-the-job skills training Taking courses Offering coaching or mentoring programs Following publications specific to your industry and job Training courses Participating in volunteer work College courses Following websites and networking with others in your industry or field Providing resources such as association memberships and access to learning Websites Skills training programs offered through training specialists or universities Job rotation and developmental assignments Monitoring what competencies you will need to be competitive for your job by following job search Websites Shadowing superiors Finding coaches or mentors outside the workplace Leadership development programs Taking self assessments that highlight strengths and weaknesses Offering regular seminars and speakers Copyright©2016 Education, Inc. 2-5 Developing Competencies: Employers LO1: Define competencies, list the top competencies sought by organizations, and describe the types of and importance of competency models On-the-job skills training Training course Shadowing superiors Leadership development programs Job rotation and developmental assignments Copyright©2016 Education, Inc. 2-6 Competency Models LO1: Define competencies, list the top competencies sought by organizations, and describe the types of and importance of competency models Organization-wide models Function-based competencies Role-based models Job-based models Copyright©2016 Education, Inc. 2-7 Emotions in the Workplace Copyright©2016 Education, Inc. 2-8 All Emotions Are Important LO2: Describe the importance of emotion in the workplace and different consideration for how emotions operate in organizations Copyright©2016 Education, Inc. 2-9 Emotional Intelligence Is the capacity to be aware of one’s own emotions and the emotions of others manage emotions and respond to emotions in an appropriate way. Copyright©2016 Education, Inc. 2-10 Personality LO 3: Present the heredity versus environment debate on personality Copyright©2016 Education, Inc. 2-11 Big Five Personality Types LO 4: Contrast the Big Five and Myers-Briggs approaches to personality Copyright©2016 Education, Inc. 2-12 Myers-Briggs LO 4: Contrast the Big Five and Myers-Briggs approaches to personality Copyright©2016 Education, Inc. 2-13 Measuring Personality 1. Personality inventories 2. Projective tests 3. Expert interpretation of role-playing activities and interviews Copyright©2016 Education, Inc. 2-14 Attitudes LO 5: Outline attitudes, including self-efficacy, Machiavellianism, locus of control, and self-monitoring, and their role in organizations An attitude can be attributed to someone based on his or her beliefs, feelings, and actions and is usually subject to change based on experience. Copyright©2016 Education, Inc. 2-15 Self-Efficacy LO 5: Outline attitudes, including self-efficacy, Machiavellianism, locus of control, and self-monitoring, and their role in organizations The confidence that someone experiences relative to a particular task. Copyright©2016 Education, Inc. 2-16 Machiavellianism LO 5: Outline attitudes, including self-efficacy, Machiavellianism, locus of control, and self-monitoring, and their role in organizations The label to describe someone's attitude toward people is based on the character from the novel on power and politics. Copyright©2016 Education, Inc. 2-17 Locus of Control LO 5: Outline attitudes, including self-efficacy, Machiavellianism, locus of control, and self-monitoring, and their role in organizations {5C22544A-7EE6-4342-B048-85BDC9FD1C3A}Employees with an internal locus of control Employees with an external locus of control Bad events are caused by mistakes Bad events are caused by bad luck Success is caused by effort and hard work Success is about being in the right place at the right time Poor grades are caused by lack of effort Poor grades are handed out and unfair People can make friends by trying People like or dislike you, there is little point in trying High performance evaluations are the result of effort and hard work High performance evaluations are the result of the boss’s whim Copyright©2016 Education, Inc. 2-18 Self-Monitoring LO 5: Outline attitudes, including self-efficacy, Machiavellianism, locus of control, and self-monitoring, and their role in organizations Self-monitoring is the ability of an individual to adjust her behavior based on the environment in which she operates. Copyright©2016 Education, Inc. 2-19 Conclusion This topic summary will help you understand how individual characteristics can be measured, understood, and applied in an organizational setting. Copyright©2016 Education, Inc. 2-20 Expert Contribution LO 6: Apply concepts of individual characteristics and the impact of thee concepts to organizations. Solving the Introvert Problem Laurie Helgoe David and Elkins College Copyright©2016 Education, Inc. 2-21 Problem 1 Introverts make extraverts uncomfortable. Copyright©2016 Education, Inc. 2-22 Problem 2 Reflective types can’t be leaders. Copyright©2016 Education, Inc. 2-23 Problem 3 Introverts lose because they don’t schmoose. Copyright©2016 Education, Inc. 2-24 Creating a Workplace for Everyone Copyright©2016 Education, Inc. 2-25 Expert Contribution LO 6: Apply concepts of individual characteristics and the impact of thee concepts to organizations. Narcissism and Its Role in Organizations W. Keith Campbell University of Georgia Stacy M. Campbell Kennesaw State University Copyright©2016 Education, Inc. 2-26 What is Narcissism? Part 1 – Very positive self-concept Part 2 – Interpersonal relationships are limited. Part 3 – Experts at self-enhancement Copyright©2016 Education, Inc. 2-27 Narcissism & Leadership Copyright©2016 Education, Inc. 2-28 Benefits Leadership Emergence: Narcissists rise into leadership position more easily than others Charisma: Narcissistic leaders can be very charismatic (although not all charismatic leaders are narcissistic) Resource Extraction: Narcissistic leaders are good at extracting resources from the environment Confidence in Public: Narcissistic leaders are experts at appearing confident in public Costs Risk-taking: Narcissistic leaders are apt to take big public risks, which can put an entire organization in jeopardy Failure to Learn from Mistakes: Narcissistic leaders have difficulty learning from their mistakes, and instead like to blame others for their failures Ethical Lapses: Narcissistic leaders show poor ethics at times, and narcissism is even linked with white collar crime Counterproductive Workplace Behavior: Narcissistic leaders are more likely than others to bully, threaten, or otherwise be uncivil in the workplace Dealing With Narcissism Copyright©2016 Education, Inc. 2-29 Expert Contributions LO 6: Apply concepts of individual characteristics and the impact of thee concepts to organizations. The Importance of Affect at Work Donald E. Gibson Fairfield University Sigal Barsade University of Pennsylvania Copyright©2016 Education, Inc. 2-30 What is Affect Copyright©2016 Education, Inc. 2-31 Fatigued Depressed Lethargic Happy Elated Contented Serene Relaxed Calm Sad Stressed Upset Nervous Excite d POSITIVE AFFECT NEGATIVE AFFECT LOW PLEASANTNESS HIG H PLEASANTNESS LOW ENERGY NEGATIVE AFFECT LOW ENERGY POSITIVE AFFECT Enthusiastic Research on Affect Copyright©2016 Education, Inc. 2-32 Expert Contribution LO 6: Apply concepts of individual characteristics and the impact of thee concepts to organizations. The Challenge of Managing Emotions in the Workplace Neal M. Ashkanasy University of Queensland Catherine S. Daus Southern Illinois University, Edwardsville Copyright©2016 Education, Inc. 2-33 Core Concepts Copyright©2016 Education, Inc. 2-34 Level 1 Within-Person Level 2 Between-Perso n Level 3 Inter-persona l Level 4 Groups & Teams Level 5 Organization-wide Affective event s Emotions and mood s Emotional Labor Emotional climate Organizationa l performance Emotional Intelligenc e Team performance Leadership Why Do Emotions Matter? Affective Events Theory Emotional Intelligence Emotional Labor Copyright©2016 Education, Inc. 2-35 Copyright©2016 Education, Inc. 2-36