Lecture Topics: Individual Behavior And Motivation

Lecture Topicsindividual Behaviormotivationindividual Behaviorpersonal

Lecture Topics individual Behavior Motivation INDIVIDUAL BEHAVIOR Personality Personality The profile of characteristics that makes one person unique from others Personality refers to individual differences in characteristic patterns of thinking, feeling and behaving. * Personality “Big Five†personality traits Five broad domains of human psychology Meyers Briggs Type Indicator Psychometric tools – questionnaires or tools that measure an individual’s personality, intelligence, and aptitude Myers-Briggs Type Indicator® personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people's lives. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment.

We can understand people’s interests, reactions, values, motivations, and skills. Personality * Meyers Briggs Type Indicator Extravert or Introvert Favorite world: Do you prefer to focus on the outer world or on your own inner world? Sensing or Intuition Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? Thinking or Feeling Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? Judging or Perceiving Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options?

Emotions, Moods, and Stress Emotions Strong feelings directed toward someone or something Emotional intelligence Ability to understand emotions and manage relationships effectively Emotions, Moods, and Stress Moods Generalized positive and negative feelings or states of mind Mood contagion Spillover of one’s positive or negative moods onto others Attitudes Perception The process through which people receive, organize and interpret information from the environment People can perceive the same things or situations differently People behave on the basis of their perceptions Selective perception – process by which individuals accept information consistent with their values and beliefs, while screening out information that is not aligned with their own needs Perception Psychological contract Person-job fit begins here A set of expectations held by an individual about what will be given and received in the employment relationship An ideal work situation is one with a fair psychological contract Balance of contributions and inducements Employee value proposition the organization’s intentions for creating value for both the employee and employer sides of the psychological contract Technology Personality Technology personality reflects levels of social media use and how media are used to connect to others.

Technology Personality level of social media use and connecting with others Always On (8%) – early adopters, use technology to create content, actively engage others and make connections with people they would like to meet and already know Live Wires (34%) – very connected, use smart phones, tablets to connect Social Skimmers (6%) – highly connected, uses social media sites, online networks, mobile technology to gather information rather than connect Broadcasters (8%) – less connected, might tell others what they are doing but less likely to be active on social media, tends not to text. Toe Dippers (27%) – low connectivity, desk top/laptop, prefers in person contact Bystander (15%) – unconnected, desktops, keeps up with the news, less likely to connect Never- Minders (2%) – no cell phones, texting, or social media.

Apprehensive about technology MOTIVATION What is Motivation? The process by which a person is… energized directed sustained …toward achieving a goal What is Motivation? The process by which a person’s efforts are energized, directed, and sustained toward attaining a goal Energy – how hard work Direction – toward a goal Persistent – continued How Managers Achieve Great Results with Others Motivation Incentive or drive to complete a task, function, or idea All our behaviors are motivated by an intrinsic desire to do well Managers need to know what motivates their employees Opportunities for satisfaction in Maslow’s hierarchy of human needs Individual Needs and Motivation ERG theory Developed by Clayton Alderfer Three need levels Elements in Herzberg’s two-factor theory Individual Needs and Motivation Acquired Needs Theory Developed by David McClelland People acquire needs through their life experiences Needs that are acquired: Planning Retirement Think about your own retirement.

In a 5 paragraph essay of at least 500 words, answer some or all of these questions: Do you expect to retire at a certain age? How much preplanning will you need to do? Do you expect to retire to a life of leisure, volunteer activity, new career, and so on? Where will you live—same family home, retirement community, part of the year in the north and part in a southern resort? Do you expect to be active grandparents/great-grandparents or somewhat disengaged from your offsprings’ families?

What are your overall impressions of retirement—is it positive, neutral, or negative? Why? Use at least 2 references to support your assumptions. Your references need to relate to concepts learned about retirement and must be scholarly/academic in nature. Use of .com websites is not appropriate.

Paper For Above instruction

Retirement is a significant life transition that marks the end of one's career and the beginning of a new phase characterized by leisure, personal pursuits, and sometimes, continued engagement in volunteer activities or new careers. Planning for retirement involves considering at what age to retire, the financial preplanning necessary, and the lifestyle one envisions post-retirement. These reflections are essential because they influence one’s quality of life, level of activity, and overall satisfaction during retirement years.

Many individuals aim to retire around a certain age, often influenced by financial readiness, health status, and personal goals. According to the World Health Organization (WHO), the typical retirement age in many countries ranges from 60 to 67 years (WHO, 2020). Personally, I anticipate retiring around age 65, aligning with traditional retirement ages across several developed nations. Preplanning for retirement therefore involves not only accumulating adequate savings but also understanding healthcare needs, establishing a supportive social environment, and planning daily activities. Financial preparedness is a critical component, encompassing investments, pensions, and other income streams to sustain the desired lifestyle.

Regarding post-retirement lifestyle, I envisage a blend of leisure and continued personal growth. I plan to reside either in my current family home or in a retirement community that fosters social interaction and health-oriented activities. Spending part of the year in a warmer climate, such as the southern United States, might be ideal for the winter months to enjoy mild weather and outdoor activities. This dual residence plan aligns with many retirees' preferences for a flexible and engaging lifestyle that balances relaxation with ongoing social and recreational involvement:

The overall perception of retirement varies individually, yet generally, it is viewed positively by those who are financially prepared and have a strong social support system. Retirement provides an opportunity for freedom from work-related stress, enabling individuals to pursue hobbies, travel, and spend more time with family and grandchildren. Nonetheless, challenges such as adjusting to a new routine or managing health issues can dampen this positivity, highlighting the importance of thorough preplanning and social engagement (Feldman & Beehr, 2011). My impression is that retirement can be highly positive if approached with strategic planning and a mindset oriented toward active engagement.

From a theoretical perspective, motivation plays a crucial role in shaping retirement satisfaction. According to Maslow’s hierarchy of needs, self-actualization and esteem needs become more prominent post-retirement, emphasizing personal fulfillment and achievement beyond occupational roles (Maslow, 1943). Social and belongingness needs are also vital, as maintaining connections with family and community significantly enhances retirement quality. Motivational theories such as Alderfer’s ERG model suggest that individuals can fulfill multiple needs simultaneously, which aligns with the idea of active and fulfilling retirement (Alderfer, 1969). These motivational frameworks underscore the importance of preparation and social engagement in achieving a positive retirement experience. Moreover, understanding personal motivations for retirement—whether driven by health, financial stability, or desire for leisure—can lead to more tailored preplanning strategies and a more satisfying post-retirement life.

References

• Alderfer, C. P. (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4(2), 142-175.
• Feldman, D. C., & Beehr, T. A. (2011). A three-phase model of retirement adjustment. Journal of Vocational Behavior, 79(1), 15-25.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
• World Health Organization. (2020). Active ageing: A policy framework. WHO Publications.
• Carroll, S. J. (2019). Retirement planning and psychological well-being. Journal of Aging & Social Policy, 31(2), 193-209.
• Shultz, K. S., & McDaniel, M. A. (2003). Employee retirement: A review and recommendations for future research. Journal of Vocational Behavior, 62(2), 336-355.
• Wang, M., & Shi, J. (2014). Psychological and biological perspectives on retirement adjustment. Annual Review of Psychology, 65, 209-233.
• Thelen, L., & Gokce, D. (2021). Social motivations and retirement satisfaction. Aging & Mental Health, 25(4), 659-666.
• Sargent, D., & Zeidler, E. (2017). Retirement expectations and health outcomes. Journal of Applied Gerontology, 36(3), 347-365.
• Beehr, T. A., & Bennett, M. M. (2015). Work and retirement: An overview. In S. M. Beehr (Ed.), Retirement: Strategies for a new era, 55-70.