Self-Concept, Personality, Abilities, and EmotionsSelf Concept

Personality: Concepts and ControversyAbilities and PerformanceEmotions: An Emerging OB Topic

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5 Dosen : Prof WarellaTugas Matakuliah : Perilaku OrganisasiMahasiswa : Wisnu Adi Saputra

Ch. 5 Learning Objectives

1. Define self-esteem, and explain how it can be improved with Branden’s six pillars of self-esteem.

2. Define self-efficacy, and explain its sources.3. Contrast high and low self-monitoring

individuals, and discuss the ethical implications of organizational identification.

4. Identify and describe the Big Five personality dimensions, and specify which one is correlated most strongly with job performance.

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Ch. 5 Learning Objectives

5. Describe the proactive personality, and explain the need to balance an internal locus of control with humility.

6. Identify at least five of Gardner’s eight multiple intelligences, and explain “practical intelligence.”

7. Distinguish between positive and negative emotions, and explain how they can be judged.

8. Identify the four key components of emotional intelligence, and discuss the practical significance of emotional contagion and emotional labor.

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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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Chapter Five Outline

Individual Differences

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Personality Traits

Personal Values

Self-Concept

Self-esteem Self-efficacy Self-monitoring Organizational identification

The Unique Individual

Forms of Self-Expression

Abilities

Emotions

Job Satisfaction

McGraw-Hill © 2004 The McGraw-Hill Companies, Inc. All rights reserved.

Self-Esteem

Self-Esteem one’s overall self-evaluation

What would a person with high self-esteem say?

a. I feel I am a person of worth, the equal of other people.

b. I feel I do not have much to be proud of.

5-6McGraw-Hill © 2004 The McGraw-Hill Companies, Inc. All rights reserved.

Test Your Knowledge: Self-Esteem Research Findings

Can one’s level of self-esteem change? A=Yes, B=No

Do people with high self-esteem also tend to report greater life satisfaction? A=True, B=False, C= It depends

Being employed is not a primary determinant of one’s self-esteem. A=True, B=False

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Branden’s Six Pillars of Self-Esteem

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Take full responsibility for your decisions and actions in life’s journey

3) Take personal responsibility

Don’t be overly judgmental or critical of your thoughts and actions

2) Be self-accepting

Be actively and fully engaged in what you do and with whom you interact

1) Live consciously

Table 5-1

Branden’s Six Pillars of Self-Esteem

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Be true to your word and your values6) Have personal integrity

Have clear near-term and long-term goals and realistic plans for achieving them to create a sense of control in your life

5) Live purposefully

Be authentic and willing to defend you beliefs when interacting with others, rather than bending to their will to be accepted or liked

4) Be self-assertive

Table 5-1

Self Efficacy

Self Efficacy is a person’s belief about his or her chances of successfully accomplishing a specific task

“Once you realize there are no geniuses out there, you can think, ‘I can do that.’ One reason I’ve succeeded is I have that naïve sense of entitlement.” Donny Deutsch,

Deutsch, Inc.

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A Model of Self-Efficacy

Sources of Self-Efficacy Beliefs:- Prior experience- Behavior models- Persuasion from others- Assessment of physical/emotional

state

Self-efficacy: “A person’s belief about his or her chances of successfully accomplishing a specific task.”

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Figure 5-2

Self-Efficacy

Effects of High Self-Efficacy

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Prior Experience

Sources of Self-Efficacy Beliefs Feedback Behavioral

PatternsResults

High “I know I

can do this job”

Self-efficacybeliefs

Success

Be active—select best

opportunities Manage the situation—

avoid or neutralize

obstacles Set goals—establish

standards Plan, prepare, practice Try hard: persevere Creatively solve

problems Learn from setbacks Visualize success Limit Stress

Behavior Models

Persuasion from Others

Assessment of physical/

emotional state

Effects of Low Self-Efficacy

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Sources of Self-Efficacy Beliefs Feedback Behavioral Patterns

Results

Self-efficacybeliefs

Be passive Avoid difficult tasks Develop weak aspirations and low commitment Focus on personal deficiencies Don’t even try—make a weak effort Quit or become discouraged because of setbacks Blame setbacks on lack of ability or bad luck Worry, experience stress, become depressed Think of excuses for failing

Low“I don’t think

I can get the job done”

Failure

Prior Experience

Behavior Models

Persuasion from Others

Assessment of physical/

emotional state

Work Applications of Self-Efficacy

1) Recruiting/Selection/job assignments What questions would you ask to

determine one’s self-efficacy for performing the job well?

2) Job design Are challenging or boring tasks more

likely to improve one’s self efficacy?3) Training and development

How do training and development programs develop self-efficacy?

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Self-Monitoring

Self-Monitoring: Observing one’s own behavior and adapting it to the situation

What are the dangers of being a: High Self-Monitor? Low Self-Monitor?

Is high or low-self-monitoring related to job success?

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How Good Are You at Self-Monitoring?

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Hands on Exercise

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

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

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

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

For Discussion: Self-Monitoring Assessment

You are a new sales person and just made a huge sale and are very excited. You run into your boss’s office and start to tell her but she keeps looking at the computer. You…a. Keep telling her about the sale

excitedly – you know she wants to know.

b. Say, “I’m sorry, did I catch you at a bad time?”

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Figure 5-3

Person(psychological self)

Situational Cues Consequences

Behavior

A Social Learning Model of Self-Management

The Big Five Personality Dimensions

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Intellectual, imaginative, curious, broad minded

1) Openness to experience

Relaxed, secure, unworried5) Neuroticism/Emotional stability

Dependable, responsible, achievement, oriented, persistent

2) Conscientiousness

Trusting, good natured, cooperative, soft hearted

3) Agreeableness

Outgoing, talkative, social, assertive

4) Extraversion

Characteristics of a Person Scoring Positively on the

Dimension

Personality Dimension

Remember acronym “OCEAN”

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 mindedResearch finding: Conscientiousness is the best

(but not a strong) predictor of job performance

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Table 5-2

The Big Five Personality Dimensions

Locus of Control

Internal locus of control: belief that one controls key events and consequences in one’s life.

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External locus of control: One’s life outcomes attributed to environmental factors such as luck or fate.For class discussion: What sort of locus of control “balance” do today’s managers need to seek to be successful without experiencing excessive stress?

Locus of Control External Locus of

Control one’s life outcomes attributed to environmental factors such as luck or fate

Internal Locus of Control belief that one controls key events and consequences in one’s life.

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I control what happens to me!

People and circumstances control my fate!

Personality Characteristics in Organizations

Locus of ControlInternal External

I control what happens to me!

People and circumstances control my fate!

Personality Characteristics in Organizations

Locus of ControlInternal External

Internal LOC & Humility

Internals enjoy…. High performance Job satisfaction Higher salaries and more promotions Less anxiety

Humility Considering the

contributions of others and good fortune when gauging one’s success 5-25

Test Your Knowledge

Which of the following traits would predict motivation at work?a. Internal locus of controlb. Intelligencec. Agreeablenessd.External locus of control

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Contributors to Performance

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Ability

Skill

PerformanceEffort

IntelligenceIntelligence Capacity for constructive thinking,

reasoning, problem solving.Charles Spearman’s work “g” = General mental ability “s” = specific mental ability Intelligence-related predictors of job

performance: Numerical ability Spatial ability Inductive reasoning

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Mental Abilities Underlying Performance

1) Verbal comprehension

2) Word fluency3) Numerical4) Spatial5) Memory6) Perceptual

speed7) Inductive

reasoning5-29

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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Table 5-3

Seven Major Mental Abilities

Multiple IntelligencesHoward Gardner’s Work1. Linguistic intelligence2. Logical-mathematical intelligence3. Musical intelligence4. Bodily-kinesthetic intelligence5. Spatial intelligence6. Interpersonal intelligence7. Naturalist intelligence8. Intrapersonal intelligence

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Positive and Negative Emotions

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Happiness

/Joy

Pride

Love/affection

Relief

Anger

Fright/anxiety

Guilt/shame

Sadness

Envy/jealousy

Disgust

Negative Emotions

(goal incongruent)

Positive Emotions

(goal congruent)

Positive and Negative Emotions

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Figure 5-4

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

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

Emotions

Emotional Intelligence

Emotional Intelligence ability to manage oneself and interact with others in a constructive way

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Emotional Intelligence

Emotional Intelligence The ability to understand and manage

one’s own moods and emotions and the moods and emotions of other people.▪ Helps managers carry out their

interpersonal roles of figurehead, leader, and liaison.

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Emotional Intelligence

Managers with a high level of emotional intelligence are more likely to understand how they are feeling and why

More able to effectively manage their feelings so that they do not get in the way of effective decision-making

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Test Your Knowledge

1. I’m a dependable, responsible person

2. I know when to speak up and when not to during work meetings

3. I effectively keep my emotions under control

4. I am a person of worth5. I believe I am the

cause of the good or bad things that happen to me

A. High Self-EsteemB. High Self-MonitorC. High Internal Locus of ControlD. High Self-EfficacyE. High Emotional Intelligence

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Test Your Knowledge

1. I’m a dependable, responsible person

2. I know when to speak up and when not to during work meetings

3. I effectively keep my emotions under control

4. I am a person of worth5. I believe I am the

cause of the good or bad things that happen to me

A. High Self-EsteemB. High Self-MonitorC. High Internal Locus of ControlD. High Self-EfficacyE. High Emotional Intelligence

presented by

Wisnu Adi Saputra

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