Principles Of Management: The Individual And The Organizatio

Principles Of Managementthe Individual And The Organization1role Of Pe

Principles of Management The Individual and the Organization 1 Role of Personal Values and Personality Employees are unique individuals Several approaches to defining personality Most common approach is known as the “Big Five†personality traits Goldberg’s “Big Five†OCEAN Openness- how willing and eager individual is to try new experiences Conscientiousness- how concerned an individual is to be organized/reliable Extraversion- how eager individual is to be outgoing and have social interaction Agreeableness- how desirous an individual is to please others and be friendly, sensitive and kind Neuroticism- how negative, moody, and emotionally unstable an individual is Title: The Big 5 Personality Traits. Authored by: Seeker. Located at: License: CC-BY 3 Openness Advantages Excel when flexibility is required Do well in training Adapt well to unexpected changes Disadvantages Can become bored with routine jobs Title: Big Five Personality Test. Authored by: Psychd. Located at: License: CC-BY 4 Conscientiousness Advantages High levels of effort and motivation Low levels of absenteeism and turnover Only personality trait that is consistently linked to career success over time Disadvantage Can become consumed with details and miss the big picture Title: Big Five Personality Test. Authored by: Psychd. Located at: License: CC-BY 5 Extraversion Advantages Can be successful managers who motivate employees Often successful in jobs involving sales Disadvantage Can be poor fit for jobs that do not provide sufficient social interaction Title: Big Five Personality Test. Authored by: Psychd. Located at: License: CC-BY 6 Agreeableness Advantages Often display high willingness to help others at work and display good organizational citizenship behaviors Create fair environments when in management positions Work well in team settings Disadvantage Might be hesitant to engage in constructive criticism and encourage change, even when it is needed Title: Big Five Personality Test. Authored by: Psychd. Located at: License: CC-BY 7 Neuroticism Advantages Might be hesitant to engage in constructive criticism and encourage change, even when it is needed Tendency to analyze self and world more realistically High tendencies towards job dissatisfaction and intention to leave their jobs Disadvantage Tend to create unfair environments when in leadership positions Title: Big Five Personality Test. Authored by: Psychd. Located at: License: CC-BY 8 Myers-Briggs Type Indicator (MBTI) Common tool designed for use in identifying an individual’s personality type- relies on psychological theories of Carl Jung Basic assumption that individuals fall into fairly distinct classes or types Individuals characterized by: Extraversion (E) or Introversion (I) Sensing (S) or Intuition (N) Thinking (T) or Feeling (F) Judging (J) or Perceiving (P) Title: MyersBriggsTypes. Authored by: Jake Beech. Located at: License: CC-BY 9 MBTI- Disadvantages Lack of scientific evidence Divides individuals into different classes for each category, not indicating how strong an individual’s preference is towards that end of the spectrum Reliability and stability- as much as 50% of individual’s MBTI classification will change from test to test Warn strongly against use for purposes of hiring or promoting employees- intended as a learning tool and to help better understand oneself Title: The Pros & Cons of Different Types of Health Insurance. Authored by: Jake Beech. Located at: License: CC-BY 10 Values Power Achievement Hedonism Stimulation Self-direction Universalism Benevolence Tradition Conformity Security Terminal values- end goals that people hope to reach in life Instrumental values- modes of conduct considered appropriate and right (honesty, integrity, ambition) Businesses use attributes to identify the best fit for employees and potential future employees Wise business practice- to try to match individuals with optimum role in light of their personality and values Values and Role Application Value Example of Role Application Universalism Cultural analyst and advisor for a company expanding its activities into new and foreign markets. Benevolence Focused on organizing activities giving back to company’s local community Security Risk analysis and contingency planning Common Biases Affecting Manager’s Perception Perception and Attribution Biases Stereotypes Selective Perception and Confirmation Bias First Impression Bias Recency Bias Spillover Bias Negativity Bias Ingroup Bias Similarity Bias Title: Know Your Bias- Anchoring. Authored by: Chris Sanders. Located at: License: CC-BY 13 Perception and Attribution Perception- process through which we take in and process information from our surroundings: what we see, hear, feel, etc. Example: studies have shown that people who are afraid of spiders tend to exaggerate their size- allow our minds to alter objective stimuli we perceive with our senses Attribution- we look for the unseen cause behind what we see Example: if a co-worker is late, we might make an assumption to why they are late (poor character or lack of responsibility) when really something unavoidable and unexpected delayed him Title: Learning, Perception, and Attribution. Authored by: Robi Cuenco. Located at: License: CC-BY 14 Stereotypes General opinion or assumption about a class of individuals that share a particular trait General feelings or ideas based on gender, ethnic background, or age- from that we form opinions or make judgements about people Women have been negatively impacted- workplace is not an exception Age is another stereotype- believing potential employee isn’t good enough because they are too young or old Studies show more attractive people tend to receive better grades in school, have higher likelihood of being hired for a job, and earn more $$ Title: Stereotypes. Authored by: Psychology. Located at: License: CC-BY 15 Selective Perception and Confirmation Bias Bias by unknowingly paying attention to only a portion of the information available to them Reinforces other types of biases often- if manager has negative opinion of an individual, they might be prone to pay more attention to negative behaviors or actions When it is employed to confirm existing opinions, known as confirmation bias Title: Confirmation Bias. Authored by: Diversity Tomorrow. Located at: License: CC-BY 16 First Impressions Bias Giving too much prominence to first impression of an employee Initial judgements the manager makes about the employee, often with very limited information, shape and control how they interpret evidence Even when future information would seem to contradict initial picture, manager might be unwilling to change perspective Title: Stop First Impression Interviewer Bias Before It Starts. Authored by: James Colino, CEO HireBar. Located at: License: CC-BY 17 Recency Bias Manager’s focus is unduly balanced in favor of employee’s most recent activities Often happens in cases of annual performance reviews Difficult to keep entire year’s activities in full view, and often employee’s most recent activities are over-weighted If recent activities are negative, they can easily overshadow many months’ worth of strong previous performance Poor performance might be mostly forgotten if employee has recently excelled Title: Beware Of Recency Bias. Authored by: Steven E. Leininger. Located at: License: CC-BY 18 Spillover Bias Can skew manager’s perspective by paying too much attention to past information Usually relates to prominent episode in employee’s past activities Example- employee played starring role in successful project and manager always thinks of employee in terms of success Even if employee consistently underperforms after success Inversely- if employee is unfortunate to be guilty of major failure, might be difficult to change manager’s opinion even if they do excellent work after Title: Negative Spillover Bias. Authored by: Kassandra Ellmore. Located at: License: CC-BY 19 Negativity Bias When we are presented with positive and negative information, we are prone to give more attention to negative information Negative information predominates thoughts and moves us to form imbalanced conclusions on negative side Title: Negativity Bias. Authored by: Aspen Neurofeedback. Located at: License: CC-BY 20 Ingroup Bias Managers might tend to show favoritism in judgement Those in manager’s “in†circle receive special positive judgements while those not in do not Strength of this influence can dramatically vary and it may more may not be true actual negative perspective is displayed to those not in group Title: None. Authored by: Unknown. Located at: License: CC-BY 21 Similarity Bias Reflects human tendency to focus on ourselves and prefer those who are like we are Leads managers to give special, positive attention, and judgements to those who remind manager of themselves- hobby, same hometown/college Manager might recognize similar personality traits in employee- can lead to preferential treatment Title: What Is Bias? Authored by: Siofra Pratt. Located at: License: CC-BY 22 Consequences Employee forced to work extra hard to overcome bias- can lead to resentment Studies have shown that employees who labor under negative biases tend to underperform as a result Even positive biases can have negative impact- manager might overlook faults and dangerous behaviors that need to be addressed If employee realizes they will be given special evaluations- can lead to give less effort and show less commitment Title: The Second and Third Order Consequences. Authored by: George James. Located at: License: CC-BY 23 Attitudes Affecting Job Performance When you think of effective employee- intelligence, skill, training, and others Perhaps an even greater and more influential factor: attitude Even most skilled employee might be prone to severe underperformance if attitude is lacking Employees whose positive attitude of dedication/commitment leads to high levels of effort Title: The Impact of Job Satisfaction on Performance. Authored by: Benn Cornett. Located at: License: CC-BY 24 Job Satisfaction and Organizational Commitment Focus on optimizing job satisfaction will influence organization’s priorities from earliest stage in interaction with employees Employee-to-job fit is important- those with excellent knowledge of industry but prefers to work in research and development shouldn’t be hired for role in marketing Careful management practices will keep an eye on the changing developments of employee interests Job satisfaction is primary factor in employee attitude- when high job satisfaction is matched with high organizational commitment, employees are very likely to have positive work attitude Negative Job Satisfaction and Organizational Commitment Employees who are very satisfied with job but not committed to organization are still likely to provide good effort Committed to organization but has low job satisfaction- common that employees are willing to struggle through low job satisfaction which will likely wear on attitude Can tie employee rewards to success of organization or seek to develop commitment by emphasizing to align employee perspectives with vision of organization Title: How Negative Online Reviews Affect Your Business. Authored by: Andrea Kayal. Located at: License: CC-BY 26 Organizational Justice Usually, employees want workplace to be fair and where everyone is treated with equal respect Employees tend to focus on pay equality and advancement opportunity- divisions between employees can arise Highly important to provide fair workplace, no matter how difficult it may be Difficult because employees exhibit bias in evaluations- might think to highly of themselves Title: Organizational Psychology- Organizational Justice. Authored by: Organisation Development. Located at: License: CC-BY 27 Employee Attitude Surveys Importance has led to increased use of employee attitude surveys- used to identify areas of concern that employees have Wise to keep them confidential to give opportunity to share concerns without fear of being punished for voicing negative thoughts Leaders should want to hear criticisms and be aware of concerns employees have- if problems, knowing about them gives them opportunity to fix them Generally beneficial Exit interviews prove to be successful as well Title: What is an Employee Attitude Survey? Authored by: Wise Geek. Located at: License: CC-BY 28 Organizations Have Their Own Culture Every organization promotes particular culture May be healthy or unhealthy- strong influence on performance and productivity of members Organizations that actively embrace concept of organizational culture have opportunity to intentionally shape culture into productive force Title: 4 Insights About Your Organization. Authored by: Eyal Steiner. Located at: License: CC-BY 29 Healthy Environment, Productive Employees Benefits of healthy culture within organization is significant Basic idea summarized- concept that healthy environment results in productive employees Unhealthy organizational culture leads to lower job satisfaction, worse attitudes, less productivity, increased levels of absenteeism, etc.

Title: Health Behavior Change. Authored by: RTI International. Located at: License: CC-BY 30 Managing Employee Stress Levels Stress levels can become helpful overall indicator of how healthy organizational environment is Attempting to remove all stress, however, wouldn’t be realistic or healthy- appropriate level may actually be essential part of healthy environment One approach is teaching employee’s to manage stress- programs and resources but also changes to basic system Title: Stress Level Meter. Authored by: Dreamstime. Located at: License: CC-BY 31 Work-Life Balance Not possible to completely separate the two areas, as problems in one strongly affects the other Two areas often compete with one another for individuals’ time, energy, and attention- causes lower performance levels Not a beneficial situation- many things they can do to support such as limit expectations to reasonable levels of commitment Providing enough vacation time is also wise to prevent employee burnout Interpersonal Relationships Because members of an organization spend a lot of time together and must collaborate with each other, how relationships function is important Negative side- interpersonal conflict can become obstacle to productivity Ideally, goal is deeper than avoiding major conflict- if employees develop strong relationships, organization is likely to reap benefits Employees will work together better, enjoy time together more, and be less likely to leave Title: Achieving Success in Interpersonal Relationships. Authored by:Jason Wee Teck Chuan. Located at: License: CC-BY 33 Health, Relaxation, and Entertainment Physically healthy employees are more productive- more energy and miss fewer days for sickness Companies often offer health-related incentives and create programs Companies find it beneficial to provide certain types of extracurricular facilities such as fitness rooms, nap rooms, and entertainment rooms Personal and Professional Development Makes sense for business to invest time and resources into developing employee skills Increasing these skills strengthens business Many companies help fund employees’ education who want to pursue advanced degrees Investing in personal development of employees also benefits organization Still be related to professional functions- programs that help develop leadership skills Quick Review Can you describe Goldberg’s “big five†personality traits? Can you evaluate whether personality tests can predict performance? How does work express individual values? What are some of the biases that affect a manager’s perception of employees? Are you able to differentiate job satisfaction and organizational commitment? Why are there employee attitude surveys? What are employees’ perceptions of organizational justice? Can you explain the concept of “fitness†within an organization? Can you explain the influence of common factors (such as work-life balance, relationships, attitudes, work ethic) on job performance?