Or g an izatio n

Behavior
al
MBA-620-1B_Organizational Behavior

Chapter 3
 PRESENTERS

TORRES, RIELYN RUTH SANCEDA, JAMIL

Agenda
01 Introduction
• Chapter Learning Objectives
• Psychological Contract
• People in Organizations

02 The “Big Five” Personality Traits

• Agreeableness
• Conscientiousness
• Neuroticism and Extraversion
• Openness
The Myers-Briggs
03 Framework
• Emotional Intelligence
• Dimensions of EQ
Other Personality Traits at
04 Work
• Attitudes in Organizations
• Perception in Organization
• Types of Workplace Behavior
Organization Behavior in
05 Action
Introduction
 Chapter Learning Objectives

Explain Define Discuss

Explain the nature of the individual- Define personality and describe Discuss individual attitudes in
organization relationship. personality attributes that affect organizations and how they affect
behavior in organizations. behavior.

Describe Explain
Describe basic perceptual
processes and the role of Explain how workplace behaviors can directly or
attributions in organizations. indirectly influence organizational effectiveness .
 People in
Organizatio
ns
Psychological
Contract
Theme
Engage. Innovate. Digitize. Accelerate

Psychological Contract
PLAYGROUND -A person’s overall set of expectations regarding
what he or she will contribute to the organization
and what the organization, in return, will provide to
the individual
-Individuals contribute effort, skills, ability, time,
loyalty
-Organizations provide inducements in the form of
tangible/intangible rewards
 The Psychological Contract
Contributions from the Individual

• Effort • Pay
• Ability • Job Security
• Loyalty • Benefits
• Skills • Career Opportunities
•
•
Time
Competencies CO IN •
•
Status
Promotion Opportunities
Inducements from the Organization
 People in
Organizations
• Person-Job Fit
• The extent to which the
contributions made by
the individual match the
inducements offered by
the organization

• Individual Differences
• Personal attributes that
vary from one person to
another
 Personality
and
Organizations
THE BIG FIVE PERSONALITY TRAITS
Agreeableness
Conscientiousness Extraversion Conscientiousness

The number of The quality of Neuroticism

Extraversion
goals on which a being comfortable Openness

person focuses with relationships

Agreeableness Neuroticism Openness

The ability to get Experiencing The capacity to
along with others anger, anxiety, entertain new
moodiness/ ideas and to
insecurity change as a
result of new
information
The “Big Five” Personality Framework
 The Myers
The Myers-Briggs Framework

SENSING
This provides additional tangible and intangible features

INTUITING
Goes beyond physical product and sets it apart from competitors

JUDGING
This offers generic product plus other attributes consumer
wants.

PERCEIVING
The Myers-Briggs
This provides actual product with tangible qualities
Framework
Ty p e I n d i c a t o r
Myers-Briggs Type Indicator (MBTI)

Communicatio
ns
Interaction
Styles Preferences

Myers-Briggs Type Indicator (MBTI) is a popular questionnaire used to assess personality types
Personality and
Organizations
Emotional Intelligence (EQ)
The extent to which people are self-aware, can
manage their emotions, can motivate themselves,
PLAYGROUND express empathy for others, and possess social
skills

Dimensions of EQ
Self-awareness
Managing emotions
Motivating oneself
Empathy
Social skills
 Dimensions of EQ
Self–awareness occurs when the individual knows what he is
feeling in the moment, and using those preferences to guide
Self-Awareness decision-making, having a realistic assessment of his own abilities
and a well-grounded sense of self-confidence.

Managing
Emotions This dimension of emotional intelligence involves using
available deepest preferences to move and guide the
individual toward desired goals, to help in taking
Motivating initiative and striving. To improve, and to persevere in
Manage the emotions of both one's own the face of setbacks and frustration.
and others Oneself
This is related to sensing what
other people are feeling, being

Empathy able to take their perspective, and

cultivating rapport and attunement
with a broad diversity of people.
Social skills are the emotional
intelligence skills to properly
manage one's and others' emotions,
to connect, interact and work with Social Skills
the others
 Other
Personality
Traits at Work
 Other Personality Traits
at Work 04 Machiavellianism
01 Locus of Con-
trol
• Behavior directed at gain-
• The extent to which a person
ing power and control of
believes his/her circum- Locus others
stances are a function of ei- of Con-
ther his/her own actions or of trol
external factors beyond his/
her control Work

02 Self-Efficacy
Self-Ef-
ficacy
Per- 05 Self-Esteem
sonali-
ties • The extent to which a
• A person’s beliefs about his/
person believes he or she
her capabilities to perform a
is a worthwhile/deserving
task
individual
WORK
Authori- Risk

03 Authoritarian-
tarian- Propen- 06 Risk Propen-
ism sity sity
ism
• The degree to which a
• The belief that power and sta-
person is willing to take
tus differences are appropri-
chances and make risky
ate within hierarchical social
decisions
systems such as organizations Machi-
Self-Es-
avel-
teem
lianism
 Attitudes in
Organizations
 ATTITUDE FORMATION

Cognition

The knowledge a
person presumes to
have about something

Affect

A person’s feelings
toward something

Intention

A component of an
attitude that guides a
person’s behavior
AT T I T U D E S Why Attitudes Change

Availability Changes Object REDUCING

C H A NG E

Availability of Changes in the Object of the attitude To reduce

new object of becomes cognitive
information the attitude less important dissonance
 Key Work-Related
Attitudes ATTITUDES in ORGANIZATIONS
Job Satisfaction Org Commitment
Description: Description:

• The extent to which a • A person’s identification

person is gratified or with and attachment to an
fulfilled by his or her organization
work
Attitudes
EXECUTION PLAN
Affectivity DESCRIPTION

Positive Affectivity Upbeat and optimistic, overall sense of well-being, seeing things in a positive light

Negative Affectivity Downbeat and pessimistic, seeing things in a negative way, seeming to be in a bad mood
Perception in
Organizations
Perception in
Organizations
Perception
The set of processes by which an individual
becomes aware of and interprets information about
PLAYGROUND the environment
- Selective perception
- Stereotyping

Attribution Theory
We attribute causes to behavior based on our
observations of certain characteristics of that
behavior
- Consensus
- Consistency
- Distinctiveness
Basic Perceptual Processes
The Attribution Process
• Organizational • Workplace Behavior
Citizenship A pattern of action
The extent to which a by the members of an
person’s behavior makes a organization that directly or
positive overall contribution indirectly influences
to the organization organizational effectiveness

Types of Workplace
Behavior
• Dysfunctional Behaviors • Performance Behavior
Behaviors that detract from All of the total set of work-
organizational performance related
Absenteeism: when an behaviors that the
individual does not show up for organization expects
work the individual to display
Turnover: when people quit
their jobs
 Wrap Up

After reading the chapter…

①What specifically would convince you that an Attitude at

organization would be likely to honor its work
Organization Choice
psychological contract with you?
Personal
②What actions could you personally take to BehaviorPersonality
increase the person-job fit for your first job Big Five Growth
after graduation?

③Which of the “Big Five” personality traits

would be the easiest to fake in an interview?
Which would be the hardest?
THANK YOU