Appreciating Individual Differences (Self-Concept, Personality, Emotions)

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Chapter Five
Appreciating Individual Differences
(Self-Concept, Personality, Emotions)
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PERSPECTIVE

• Working with people, managing people, requires
  understanding
• Of ourselves
• Of those around us
• This demands that we make inference based on
  their behavior (and our own feelings and
  responses to their behavior)
• Theories help us make these inferences

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Perspective course sequence

• Understanding perception within organizations or
  social systems
• Diversity
• Learning to appreciate individual differences
• Moving to motivation
• Needs, satisfaction, job design
• Equity, expectancy theory, goal setting, etc.
• Improving performance with feedback

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5-1a
Chapter Five Outline

• From Self-Concept to Self-Management
• Self Esteem
• Self-Efficacy (I can do that.)
• Self-Monitoring
• Self management A Social Learning Model
• Personality Dynamics
• The Big Five Personality Dimensions
• Locus of Control Self or Environment?
• Attitudes
• Intelligence and Cognitive Abilities

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5-1b
Chapter Five Outline (continued)

• OB Gets Emotional
• Positive and Negative Emotions
• More Attention Needed
• Emotional Intelligence

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An OB Model for Studying Individual Differences
5-2Figure 5-1
The Unique Individual
Forms of Self- Expression
Personalitytraits
Self-Management

• Self Concept
• Self-esteem
• Self-efficacy
• Self-monitoring

Attitudes
Abilities
Emotions
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Self-esteem

• . . . a belief about ones own self-worth based
  on an overall self-evaluation.
• Am I equal to others?
• Do I have much to be proud of?
• Cross cultural differences re relationship
  between self esteem and satisfaction depend on
  the individualistic collectivist dimension.

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5-3 Figure 5-2
Self-Efficacy
Self-efficacy A persons belief about his or
her chances of successfully accomplishing a
specific task.

• A Model of Self-Efficacy
• (refer to Fig 5-2 on p 124)
• Sources of Self-Efficacy Beliefs
• - Prior experience
• - Behavior models
• - Persuasion from others
• - Assessment of physical/emotional state

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How Good Are You at Self-Monitoring?

Self-Monitoring The extent to which a person
observes their own self-expressive behavior and
adapts it to the demands of the situation.

• Would those who know you well score you about
  the same? If not, could that be a source of
  interpersonal problems? Explain.

• What implications does your score have for you
  as a manager?

• If you are unhappy with your score, what can you
  do to change your self-monitoring tendencies?

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Self-monitoring - insights

• High self-monitors tend to move up faster, better
  record at acquiring a mentor
• Suggestions
• Be conscious of your self image
• Dont overdo it and risk being perceived as being
  insincere, phony, etc.

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5-5 Figure 5-3
A Social Learning Model of Self-Management
Person (psychological self)
Behavior
Situational Cues
Consequences
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5-6 Table 5-1
Coveys Seven HabitsAn Agenda for
ManagerialSelf-Improvement

• 1. Be proactive.
• 2. Begin with the end in mind.
• 3. Put first things first.
• 4. Think win/win.
• 5. Seek first to understand, then to be
  understood.
• 6. Synergize.
• 7. Sharpen the saw.

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5-7 Table 5-2
The Big Five Personality Dimensions

• Extraversion Outgoing, talkative, sociable,
  assertive
• Agreeableness Trusting, good natured,
  cooperative, soft hearted
• Conscientiousness Dependable, responsible,
  achievement oriented, persistent
• Emotional stability Relaxed, secure, unworried
• Openness to experience Intellectual,
  imaginative, curious, broad minded
• Research finding Conscientiousness is the best
  (but not a strong) predictor of job performance

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Locus of Control
5-8

• Internal locus of control belief that one
  controls key events and consequences in ones
  life.

• External locus of control Ones life outcomes
  attributed to environmental factors such as luck
  or fate.

• For class discussion What sort of locus of
  control balance do todays managers need to
  seek to be successful without experiencing
  excessive stress?

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5-9 Table 5-3
Seven Major Mental Abilities

• Verbal comprehension Meaning of words and
  reading comprehension
• Word fluency Ability to produce isolated words
  to meet specific requirements
• Numerical Arithmetic computation
• Spatial Perceive spatial patterns and visualize
  geometric shapes
• Memory Good rote memory of words, symbols, and
  lists
• Perceptual speed Perception of similarities and
  differences in figures
• Inductive reasoning Reasoning from specifics to
  general conclusion

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5-14 Figure 5-4
Emotions

Emotions Complex, patterned, organismic
reactions to how we think we are doing in our
lifelong efforts to survive and flourish and to
achieve what we wish for ourselves.

• Positive and Negative Emotions

• Negative emotions (Goal incongruent)- Anger -
  Fright/anxiety- Guilt/shame - Sadness-
  Envy/jealousy - Disgust

• Positive emotions (Goal congruent)-
  Happiness/joy - Pride- Love/affection - Relief