perception
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Attitude
PERSONALITY AND ATTITUDE
UNDERSTANDING PERSONALITY
DEFINITION : Personality is defined as some total
ways in which an individual interacts with people and reacts to situations.
Personality is also defined as the traits exhibited by a person during interactions.
UNDERSTANDING PERSONALITY TRAITS
INTROVERSIONS Preferred to be
themselves Reluctant to interact
with others. Avoid developing new
relationships. Can not influence Avoid interactive jobs
EXTRAVERSION Comfortable with other
people Sociable,talkative &
friendly. Develop new
relationships easily. Influence on job
performance. Prefers interactive jobs
AGREEABLENESS
AGREEABLE Give importance in
maintaining harmony. Good natured
cooperative and trusting.
Likely to develop good working relationships
LESS AGREEABLE Give importance to
their own,opinions and values& needs.
Unlikely to develop good relationships.
CONSCIENTIOUSENESS
CONSCIENTIOUS
Perfect goal setting Devotion towards goal Responsible &
achievement oriented Organized,responsible
& self disciplined Perform better in the
job
LESS CONSCIENTIOUS
Set too many goals Fail to achieve any
goal Lack of achievement
orientation Not organized Can not perform well
EMOTIONAL STABILITY
POSITIVE EMOTIONAL STABILITY
Emotionally secure and tend to be calm
Enthusiastic about their work
Capable of withstanding pressures
OPENNESS TO EXPERIENCE
HIGH LEVEL OF OPENNESS
Wide range of interests
Tends to be creative Open to learning Make good workers
LOW LEVEL OF OPENNESS
Narrow range of interests
Rigid mind set Reluctant towards
new ideas Make poor workers
THE SELF CONCEPT
SELF EFFICACY Persons perception to
cope with different situations
Have capability &required confidence
Situation specific Measured along-
level,strength ,& generality
SELF ESTEEM Self image of people
Unique,competent secure& empowered
Generalized trait & present in all situations
PERSONALITY DETERMINANTS
HEREDITY : An individuals personality is determined
by the type of genes he inherits from his parents
Heredity plays an important role in influencing an individuals personality.
ENVIRONMENT
Environment plays an important role in shaping ones personality.
Environmental factors such as culture of the society,norms
SITUATION
Different situations bring out different aspects of an individuals personality.
PERSONALITY ATTRIBUTES
LOCUS OF CONTROL Degree to which people believe that they
can control their fate or any situation. Some people believed that they are
masters of their own fate.( Internals) Some believed that fate is controlled by
luck,chance or external forces.(Externals)
LOCUS OF CONTROL
INTERNALS Committed to their work Low rate of absenteeism Satisfaction with the job Believed on themselves Tries to learn new things Highly achievement
oriented. Perform better in
managerial jobs
EXTERNALS Little commitment to work Frequently absent from
work Dissatisfaction with their
jobs Lack of achievement
orientation Reluctant to take initiative Perform better in routine &
structured task
PERSONALITY ATTRIBUTES MACHIAVELLIANISM
Refers to the degree to which an individual is practical in his approach,maintains an emotional distance from others.
Individuals who scored high on Mach are good at manipulating others& try to win by any mean.
They successfully persuade others. Performs well in face to face meetings Productive in jobs that requires bargaining skills.
SELF ESTEEM
Refers to degree of liking an individual for himself.
People with high self esteem are confident. Preference towards unconventional or
challenging jobs. Do not care about pleasing others Drives more satisfaction from their jobs. Individuals with low self esteem lack
confidence,look for approval from others.
SELF MONITORING
Refers to the ability of an individual to adapt his behavior to the demands of the situation.
High self monitors are capable of changing their behavior according to the situation.
Can play multiple and contradictory roles.
SELF MONITORING
They make successful managers and tend to get promoted fast.
Low self monitors can not adapt quickly to situations
Low self monitors do not advance in their careers as high monitors
RISK TAKING
Extend to which an individual is preferred to take risk.
High risk takers make decision quickly. Risk-averse people do not make
decisions in a hurry& gather a lot of information.
The suitability of persons risk taking depends on the responsibilities of job.
TYPE A PERSONALITY
Individuals try to be fast in every thing they do. Try to be involved in more than one thing at a
time. The pace at which things generally happen
upsets them. They are always busy and are unable to cope with
leisure time. Measure their success in quantitative terms Suitable for jobs that call for continuous hard
work,
TYPE B PERSONALITY
Do not experience a sense of urgency while carrying out tasks.
Do not get upset if the tasks are not accomplished within the specified span.
Do not consider necessary to discuss their achievements unless asked.
Try to make the best use of leisure time Suitable for the top management position as
they are wise,tactful and creative
LEVINGSON’S THEORY OF LIFE STAGES
According to Levinson’s theory,the four period of stability occur between the following ages:
22 - 28 : Adult stage
33 - 40 : Process of settling down
45 - 50 : Middle adulthood
55 - 60 : Retirement or old age
LEVINGSON’S THEORY OF LIFE STAGES
FOUR TRANSITIONAL DIMENTIONS
Age thirty transition : 28 - 33 Yrs
Mid life transition : 40- 45 yrs
Age fifty transition : 50 - 55 yrs
Late adult transition : 60 - 65 yrs
HALL’S CAREER STAGE MODEL
An individual goes through four stages during his career.
EXPLORATION : Identity
ESTABLISHNENT : Settling down
MAINTENANCE : Reaches peak
DECLINE : Retirement
ARGYRIS’ IMMATURITY TO MATURITY THEORY
The personality of an individual depends factors like perception,self-concept, and his ability to adapt & adjust.
Continual change in the level of development along with different dimesions.
The development of an individuals personality can be measured but it is difficult to predict specific behavior.
ARGYRIS’ IMMATURITY TO MATURITY THEORY
ARGYRIS’ IMMATURITY TO MATURITY THEORY
Personalities of the employees in the organizations are at the mature end.
Formal organizations are failed to consider them as mature & give them passive role.
The basic incongruity between the needs of a mature personality and the nature of the formal organization is the cause of conflict in organizations.
THE SOCIALIZATION PROCESS
The process through which an individual’s Personality is influenced by his interaction with certain persons,groups and society at large is referred as Socialization.
According to Schein the socialization
process in an organization is confined to learning the values, norms, and behavioral patterns.
THE SOCIALIZATION PROCESS
Characteristics of Socialization of Employees in an Organization are :
Brings change in the attitude,values and behavior of an individual.
Process continues for an extended period of time.
Helps new employees to adjust with new job,work groups ,policies & practices.
New employees as well as managers influence each other.
Determines how well an employee fits into the organization
THE SOCIALIZATION PROCESS
Steps taken by Organizations to Socialize new employees :
Offers interesting & challenging job. Provides objectives, relevant training and
timely feedback Designs an informal orientation program. Assigns new employees to work groups
that are highly satisfied & have high morale
MATCHING PERSONALITIES WITH JOBS
JOB FIT THEORY BY JOHN HOLLAND
Established the relationship between personality characteristics, requirement of a job,and job performance.
Job satisfaction of an individual is determined
by the extent to which his personality matches with the requirement of the job.
RealisticPhysical activities
Shy, practical ,stable
Mechanic, farmer
Biologist,mathematician Investigative
ThinkingAnalytical,independent
Socialteacher,counselor
cooperativeHelping others
EnterprisingLawyer
influence othersSelf confident
ArtisticCreative
ImaginativeMusician,painter
Accountant file clerk
ConventionalPractical inflexibleRegulated activities
MATCHING PERSONALITIES WITH JOBS
Significant points made by Holland’s Model are :
There are some intrinsic differences among personalities
There are variety of jobs Individuals whose personality matches
with their jobs are more satisfied.
CONCEPT OF ATTITUDE
Attitude is a tendency to feel and behave in a particular way towards objects, people or events.
CONCEPT OF ATTITUDES
Characteristic of Attitude: Generally remained unchanged for prolonged
period of time unless he is influenced by external forces.
Evaluative statements either favorable or unfavorable
Refers to feelings and beliefs by an individual towards an object.
CONCEPT OF ATTITUDE
IMPORTANT COMPONENTS OF ATTITUDE
Cognitive : Opinion,values & beliefs
Affective : Feelings of a person
Behavioral : Intention of a person
SOURCES OF ATTITUDES Acquired from parents,teachers and members
of the peer group. Influenced by the people whom he
admires,respect or fears.
Attitudes can be changed by providing new information threatening resolving differences involving people in problem solving providing right feedback
TYPES OF ATTITUDE
JOB SATISFACTION
JOB INVOLVEMENT
ORGANIZATIONAL COMMITMENT
JOB SATISFACTION
Refers to an individuals general attitude towards his or her job.
Results when an individual perceives that his job provides him with what is important to him.
JOB SATISFACTION
Dimensions of Job satisfaction are: Job satisfaction is an emotional response to a
job. Depends on the extent to which outcomes
meet his expectations. Reflects other attitudes of employees.
JOB SATISFACTION
Six JOB DIMENSIONS (P.C.Smith,L.M.Kendall,C.L.Hulin)
The work itself Pay Promotion opportunities Supervision Coworkers Working conditions
OUTCOMES OF JOB SATISFACTION
Satisfaction &Productivity
Satisfaction &Turnover
Satisfaction & Absenteeism
Other effects of job Satisfaction
JOB INVOLVEMENT
Refers to the extent to which a person identifies his job, participates in it & understands his self worth.
High level of job involvement leads to lower absenteeism & employee turnover levels.
ORGANIZATIONAL COMMITMENT Refers to an employees satisfaction with a
particular organization & its goals. Affected by number of variables Personal variables -Age, tenure in the
organization & his attitude toward job. Organizational variables-Job design & the
leadership style of superior Non organizational factors- Influence an
employees commitment such as, State of job market & other career options available to employees
COMPONENTS OF ORGANIZATIONAL COMMITMENT
Affective Commitment : Concern with the employees emotional
attachment & involvement with the organization Continuance Commitment : Influenced by the costs that could accrue to the
employee if he leaves the organization Normative Commitment : Refers to the extent to which an employee feels
obligated to continue the organization.
FUNCTIONS OF ATTITUDE
ADJUSTMENT FUNCTION
THE EGO DEFENSIVE FUNCTION
THE VALUE EXPRESSIVE FUNCTION
THE KNOWLEDGE FUNCTION
FUNCTIONS OF ATTITUDE
ADJUSTMENT FUNCTION
People modify their attitude to adjust to their work environment.
Treating employees well may result in positive attitude towards the organization.
Such attitudes help employees to adapt to their environment & form the basis for their future behavior.
FUNCTIONS OF ATTITUDE
THE EGO-DEFENSIVE FUNCTION Attitudes not only enable employees to adapt
to their environment but also help them to defend their self-images.
THE VALUE-EXPRESSIVE FUNCTION People may express their values through their
attitudes. THE KNOWLEDGE FUNCTION Attitude provide a standard of reference which
allows people to understand & explain their environment.
ATTITUDE AND CONSISTENCY
People may change their attitudes so that they do not contradict their actions.
Individuals constantly attempt to align their attitudes with their behavior & tries to eliminate any divergence among their attitudes.
COGNITIVE DISONANCE THEORY
Proposed by Leon Festinger to explain the relationship between attitudes & behavior.
Cognitive dissonance- Refers to the incompatibility that an individual may perceive between his behavior & attitudes.
Emotional dissonance- Refers to the conflict between the emotions an individual experiences & the emotions he needs to express to confirm the norms.
COGNITIVE DISONANCE THEORY
The efforts made by an individual to reduce dissonance depends on-
The significance of the elements that leads to dissonance & the reward associated with it.
The greater the dissonance ,the higher the pressure on the individual to overcome the dissonance.