WHAT IS PSYCHOLOGY
It is the scientific study of behavior and mental processes, in relation to the external
environment
BEHAVIOR: outward or overt actions and reactions
MENTAL PROCESSES: internal, covert activity of our minds
GOALS OF PSYCHOLOGY
DESCRIPTION:
What is happening?
EXPLANATION:
Why is it happening?
PREDICTION:
Will it happen again?
CONTROL:
How can it be changed?
ORGANIZATIONAL PSYCHOLOGY
Organizational psychology is the branch of psychology that applies psychological theories
and principles to organizations.
This field focuses on increasing workplace productivity
Issues regarding the physical and mental wellbeing of employees.
Organizational psychology is the branch of psychology that applies psychological theories
and principles to organizations.
This field focuses on increasing workplace productivity
Issues regarding the physical and mental well being of employees.
Organizational psychology is the branch of psychology that applies psychological theories
and principles to organizations.
This field focuses on increasing workplace productivity
Issues regarding the physical and mental well being of employees.
DEFINING PERSONALITY
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Personality is the sum total of ways in which an individual reacts to and interacts with
others
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Can personality be good or bad?
PERSONALITY DETERMINANTS
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HEREDITY: (parental influence)
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Physical importance
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Facial attractiveness
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Gender
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Temperament
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Reflexes
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IQ
MYERS BRIGGS TYPE INDICATOR
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Most widely used personality assessment instrument
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100 questions personality test as how individuals react and feel in specific situations
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Extraverted (OPEN) or introverted (SHY)
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Sensing (ROUTINE WORK) or intuitive (SPONTANEOUS)
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Thinking (LOGICAL) or feeling (EMOTIONAL)
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Judging (ORDERING) or perceiving (FLEXIBLE)
BIG FIVE FACTOR PERSONALITY MODEL
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These traits help in predicting the performance at work as how to select the perfect
candidate according to job requirements
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Extraversion (outgoing, social) /(timid)
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Agreeableness (cooperate and avoid conflict) /(hard headed)
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Conscientiousness (careful, strive to achieve goals, well organized) /(easy going)
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Emotional stability (endure stress)/(nervous)
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Openness to experience (range of interest and curious, imaginative)/ (down to earth and
traditional)
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Emotional stability leads to less negative thinking results with higher job satisfaction and
lower stress levels
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Extraversion leads to emotional expressiveness, social dominance and results with
enhanced leadership
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Openness leads to more creativity and results in adaptability to change
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Agreeableness leads to more conforming and results in lower levels of deviant behavior
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Conscientiousness leads to discipline and results in greater permanence
JOHN HOLLAND’S JOB FIT THEORY
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TYPE: REALISTIC
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Prefers physical activities, require skill strength and coordination
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PERSONALITY CHARACTERISTICS:
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Shy, stable, practical
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CONGRUENT OCCUPATIONS:
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Mechanic, farmer, construction related works
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TYPE: INVESTIGATIVE
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Prefers thinking, organizing and understanding
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PERSONALITY CHARACTERISTICS:
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Analytical, curious
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CONGRUENT OCCUPATIONS:
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Biologist, news reporter, economist or mathematician
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TYPE: SOCIAL
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Prefers helping and developing others
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PERSONALITY CHARACTERISTICS:
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Cooperative, friendly and outgoing
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CONGRUENT OCCUPATIONS:
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Teacher, social worker, psychologist
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TYPE: CONVENTIONAL/CONSERVATIVE
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Prefers regularity of rules
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PERSONALITY CHARACTERISTICS:
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Conforming, efficient, unimaginative
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CONGRUENT OCCUPATIONS:
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Accountant, file clerk
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TYPE: ENTERPRISING/CREATIVE
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Prefers verbal activities, influence others
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PERSONALITY CHARACTERISTICS:
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Self confident, Energetic
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CONGRUENT OCCUPATIONS:
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Lawyer, estate agent
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TYPE: ARTISTIC
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Prefers creative expression and ambiguity
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PERSONALITY CHARACTERISTICS:
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Imaginative, idealistic, emotionally impractical
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CONGRUENT OCCUPATIONS:
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Painter, interior decorator, musician
LOOKING GLASS THEORY
THREE STEPS PROCEDURE:
Our perception as how we look to others
Our perception of their judgment’
Our feelings about that judgment
Our perception is influenced by the society
Society determines our worth as how much we are hated and loved
Comments create an impact on our perception
All views are not given importance . For example friends’ opinions are more considered
than the rest of the class fellows
Sometimes mirror/glass is not correctly perceived like we might get confused by the
flattering, taunts and reality
Our self perception is related to our communication and body language
For example, when we are not properly dressed in our party we lose our self
confidence!!!
During your presentation you may find some people laughing or talking to each other,
this leads you to perceive as if you are not being heard or people are not interested in
hearing you
DRAMATURGICAL APPROACH
“World is a stage and we are all actors!”
This approach of Personality portrays individuals as actors and the society is viewed as a
stage
The various situations in the society control our behavior, we are acting all the time with
the changes in scenario
Here the mirror is;
Audience, Situation and one’s character in that situation
For example, a student follows class norms while sitting during a class, whereas acts
totally different s soon as the class gets over
Behavior of a girl who acts in a very well mannered way in front of her in laws
Audience response fuels up a person’s actions and performance.
For example if a person is admired because of his dressing in parties he tries to perform
accordingly again and again to fall onto that perception, a student performs very
attentively in front of his teachers to keep his performance well in his role of a student.
Our home acts as the backstage where we can relax and be our selves.
LABELLING THEORY
The label we put on people is called self fulfilling prophecy
The actions are placed accordingly to the labels
Labels influence our future behavior being trapped into that box of specific label (e.g.
being courteous, liar)
Labels can be negative and positive
U se of stereotyping with a preconceived notion (predetermined idea about someone)
For example; Muslims (esp. with beards) are labeled as terrorists by the Whites
Girl’s labeled as emotional
Boys labeled as careless
WHAT IS IMPRESSION?
It refers to the stamp you put on one’s mind through your words, action and behavior,
after which a person creates an image about you!
Famous quote , “First impression is the last impression”
It is the process through which individuals attempt to control the impression others form
of them
TECHNIQUES OF IMPRESSION MANAGEMENT
CONFORMITY:
To agree with someone else’s opinion in order to gain his or her approval
Example;
Showing agreement to the decision made by boss in a way that nothing could have been
better than this.
EXCUSES:
Explanations of a mess in a sugar coated way so that the other person instead of getting mad
listens to the person
Example;
I didn’t solved the question correctly because it was out of course, even not a single person
attempted it correctly
APOLOGIES:
To admit responsibility for an undesirable event and simultaneously seeking to get a pardon
for the action
Example;
I am sorry, its my fault I reported a wrong quotation, Please forgive me.
ACCLAMATION:
To explain favorable events to maximize desirable implication for one’s self.
Example;
The sales in our shopping center have nearly tripled since I was hired.
FLATTERY:
Complimenting others about their qualities in an effort to make oneself appear perceptive
and likeable.
Example;
Sir, the way you solve these problems, you seem a genius to me!
FAVORS:
Doing something nice for someone to gain the
person’s approval
Example;
Take a concession of 20% as a token of thanksgiving from my side, on purchasing so many
items from my shop.
ASSOCIATION:
Efforts to protect one’s image by managing information about people and things with
which one is associated.
Example;
A job applicant might say to the interviewer, that what a coincidence, don’t you remember
you and I used to share the same hostel!
MOTIVATION
The process that accounts for an individual’s intensity, direction and persistence of effort
towards goal attainment
HIERARCHY OF NEEDS THEORY
Given by Abraham Maslow
In his theory he presented human needs in the form of a pyramid
SELF
ACTUALIZATI
ONESTEEM
SOCIAL
SAFETY
PHYSIOLOGICAL
PHYSIOLOGICAL
NEEDS
NEEDS
SAFETY
HIERARCHY OF NEEDS THEORY
1. PHISIOLOGICAL NEEDS:
Includes hunger, thirst, shelter and other bodily needs
2. SAFETY:
Includes security and protection from physical and emotional harm
3. SOCIAL:
Includes affection, belongingness, acceptance and friendship
4. ESTEEM:
Includes,
Internal esteem factors; such as self respect, autonomy and achievement
External esteem factor, like status, recognition and attention
SELF ACTUALIZATION:
The drive to become what one is capable of becoming and includes growth, achieving one’s
potential and self fulfillment
Very few people reach this level of hierarchy
LOWER ORDER NEEDS:
Physiological and safety needs are termed as lower order needs by Maslow
They are fulfilled externally
HIGHER ORDER NEEDS:
The need of social, esteem and self actualization were termed as higher order needs by
Maslow
Such needs are fulfilled internally
As each of the needs within the pyramid becomes satisfied the next need becomes
dominant and the individual moves up in the hierarchy
According to Maslow, if you want to motivate someone you must know at which level
of hierarchy that person is currently standing and then urge him to move up from that
level
CHALLENGES IN JOBS
AGE: old workers reflect productivity, vast experience but also viewed as inflexible
GENDER: females ,vs. home and job, whereas some jobs specifically for men
MARITAL STATUS: Marriage may make a job more valuable due to responsibility
TENURE: Positive relationship is found between seniority and job productivity, as past
evidence of an employee is best predictor of his future turnover
ABILITY: The capacity of a person to perform various tasks both intellectual and
physical
Behind all these challenges the factor of “motivation” plays a role in improving an
individuals performance at work place and handling the challenges
Motivation in terms of rewards and training for better results in future
EMPLOYEE INVOLVEMENT
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It is the participative process that uses the input of the employees to increase their
commitment to the organization’s success
COGNITIVE EVALUATION THEORY
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Introduction of extrinsic rewards may decrease overall motivation
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Any pay for work which was previously intrinsically rewarding due to nature of the work
itself tends to reduce the devotion
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Historically motivation theorists assumed that intrinsic rewards such as interesting work
were independent of extrinsic rewards such as high pay
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Cognitive theory demonstrates that when extrinsic rewards are given to someone for
performing an interesting task, it causes intrinsic interest in the task itself to decline
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Why does it happen so?
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The individual loses the control over his behavior so that the previous intrinsic
motivation diminishes
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It deals with individual’s causation why he is actually working on a task
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Money isn’t everything….
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Extrinsic rewards which are verbal like receiving a praise from a supervisor and those
which are tangible in the form of money produce different effects on an individual’s
intrinsic motivation
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Verbal rewards increase intrinsic rewards whereas tangible rewards undermine it
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When people come to know that they are going to get an extrinsic reward they tend to
focus more on the rewards as compared to the task
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Verbal rewards tend to keep them focused on their task and encourage them to do better
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Intrinsic interests make individuals feel much more satisfied both if they achieve the goal
and also when they do not do so
THEORY X AND THEORY Y
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By Douglas McGregor
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Two distinct views of human beings;
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One basically negative labeled theory X
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The other as positive labeled theory Y
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According to McGregor managers tend to mold their behavior towards the employees
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Under theory X, the managers believes that employees inherently dislike work and must
be forced to perform it
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Under theory Y, managers assume that employees can view work as being natural as rest
or play, an average person can learn to seek responsibility
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Theory Y assumes that higher order needs dominate an individual
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Therefore, he proposed that participative decision making, challenging jobs, good group
relations can increase individual’s motivation
TWO FACTOR THEORY
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Psychologist Fredrick Herzberg proposed the two factor theory
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Also called the motivation hygiene theory
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One’s attitude towards work can determine its success or failure
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He asked people what they want from their jobs and enlist all good and bad aspects
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He concluded that intrinsic factors like advancement, recognition, responsibility,
achievement seem to be related to job satisfaction
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Respondents who felt good contributed this to themselves
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Dissatisfied respondents tend to cite extrinsic factors such as supervision, pay, company
policies and working conditions
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The opposite of satisfaction is not dissatisfaction as removing dissatisfying factors do not
make a job interesting
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He proposed that the opposite of satisfaction is “no satisfaction”
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and that of dissatisfaction is “no dissatisfaction”
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Hence managers who seek to eliminate factors that create job dissatisfaction may bring
about peace but not motivation
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It will only satisfy the workers instead of motivating them
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Motivation among employees may result by offering promotional opportunities,
recognition, responsibility and achievement
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These are the characteristics which people will find intrinsically rewarding
ATTITUDES AND JOB SATISFACTION
ATTITUDES
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Attitudes are evaluative statements either favorable or unfavorable about objects, people
or events
MAJOR JOB ATTITUDES
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JOB SATISFACTION:
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The term job satisfaction describes a positive feeling about a job, resulting from an
evaluation of its characteristics
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A dissatisfied person holds negative feelings about his job
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When people ask about employee attitudes they are asking about their job satisfaction
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JOB INVOLVEMENT:
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Measures the degree to which people identify their perceived performance level
important to self worth
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Employees with high job involvement identify strong authenticity of the work they are
performing
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High job involvement relates to reduced number of absence and resignation rates
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ORGANIZATIONAL COMMITMENT:
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A state in which an employee identifies with a particular organization and its goals and
wishes to maintain organizational membership
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High job commitment means identifying with your specific job
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High organizational commitment means identifying with your employing organization
3 DIMENSIONS OF ORGANIZATIONAL COMMITMENT
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AFFECTIVE COMMITMENT: refers to emotional attachment to the organization and a
belief in its values like any organization for acid victims
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CONTINUANCE COMMITMENT: refers to economic value of staying with the
organization rather than leaving it (for the sake of family)
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NORMATIVE COMMITMENT: refers to staying with organization for moral and ethical
reasons
JOB SATISFACTION FEATURES
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Work it self
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Salary
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Extra benefits
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Advancement opportunities
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Supervision
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Co workers
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Environment/ safety
WHAT CAUSES JOB SATISFACTION
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There is an interesting relationship between salary and job satisfaction
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There is a strong relationship when the employees are below the poverty line but this
relationship disappears when they achieve a comfortable life style
IMPACT OF SATISFIED AND DISSATISFIED EMPLOYEES AT WORK PLACE
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4 MAJOR RESPONSES:
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EXIT: Leaving the organization and look for the new one
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VOICE: Providing suggestions to improve the existing structure
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LOYALTY: optimistically waiting for the conditions to improve
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NEGLECT: allowing conditions to worsen with increased absenteeism and increased
error rate