Organizational Behaviour ADM 2513 PDF

ORGANIZATIONAL BEHAVIOUR ADM 2513 Patrick Bruning TODAY’S CLASS Topic 1 - Personality Topic 2 - Cultural Values Topic 3 - Ability  PERSONALITY AND CULTURAL VALUES Personality - The structures and propensities inside a person that explain his or her characteristic pattern...

ORGANIZATIONAL BEHAVIOUR ADM 2513 Patrick Bruning TODAY’S CLASS Topic 1 - Personality Topic 2 - Cultural Values Topic 3 - Ability  PERSONALITY AND CULTURAL VALUES Personality - The structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior. Captures what people are like. Often considered traits Traits - Recurring regularities or trends in people’s responses to their environment. Cultural values - Shared beliefs about desirable end states or modes of conduct in a given culture that influence the development of a person’s personality traits. Testable TRAIT ADJECTIVES ASSOCIATED WITH THE BIG FIVE Testable  CONSCIENTIOUSNESS $ Conscientiousness – $ Dependable, Organized, Reliable, Ambitious, Hardworking, and Persevering. $ Conscientiousness has the biggest influence on job performance. $ Conscientious employees prioritize Accomplishment striving $ Accomplishment striving - A strong desire to accomplish task-related goals as a means of expressing who you are. Testable  AGREEABLENESS ☺ Agreeableness – ☺Warm, Kind, Cooperative, Sympathetic, Helpful, and Courteous. ☺Agreeable people prioritize communion striving. ☺ Communion striving - A strong desire to obtain acceptance in personal relationships as a means of expressing personality. ☺Beneficial in some positions (e.g., in many teamwork contexts) but detrimental in others (e.g., a police officer maintaining an authoritative position in a volatile situation like an argument outside of a concert). ☺Agreeable people focus on “getting along,” not necessarily “getting ahead.” Testable EXTRAVERSION ! Extraversion – ! Talkative, Sociable, Passionate, Assertive, Bold, and Dominant. ! Easiest to judge in zero acquaintance situations (situations in which two people have only just met). ! Prioritize status striving (a strong desire to obtain power and influence within a social structure as a means of expressing personality). ! Tend to be high in positive affectivity — a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation. Testable  NEUROTICISM Neuroticism – Nervous, Moody, Emotional, Insecure, and Jealous. Synonymous with negative affectivity —a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance. Associated with a differential exposure to stressors - More likely to appraise day- to-day situations as stressful. Associated with a differential reactivity to stressors - Less likely to believe they can cope with the stressors that they experience. Related to Locus of control - Whether people attribute the causes of events to themselves or to the external environment. External locus of control - Often believe that the events that occur around them are driven by luck, chance, or fate. Internal locus of control - Believe that their own behavior dictates events. Testable OPENNESS TO EXPERIENCE ? Openness to experience – ? Curious, Imaginative, Creative, Complex, Refined, and Sophisticated. ? Also called “Inquisitiveness” or “Intellectualness”. ? More likely to be valuable in jobs that require high levels of creative performance - Where job holders need to be able to generate novel and useful ideas and solutions. More likely to migrate into artistic and scientific fields. Testable GROUP ACTIVITY: PERSONNEL SELECTION You are a hiring manager for a firm located in a foreign country of your choice and you want to hire a local Marketing Manager to send there. Tasks for Marketing Manager (as per O*Net: http://www.onetonline.org/link/summary/11-2021.00 ): Formulate, direct and coordinate marketing activities and policies to promote products and services, working with advertising and promotion managers. Identify, develop, or evaluate marketing strategy, based on knowledge of establishment objectives, market characteristics, and cost and markup factors. Direct the hiring, training, or performance evaluations of marketing or sales staff and oversee their daily activities. Evaluate the financial aspects of product development, such as budgets, expenditures, research and development appropriations, or return-on-investment and profit-loss projections. Develop pricing strategies, balancing firm objectives and customer satisfaction. Compile lists describing product or service offerings. Initiate market research studies or analyze their findings. Use sales forecasting or strategic planning to ensure the sale and profitability of products, lines, or services, analyzing business developments and monitoring market trends. Coordinate or participate in promotional activities or trade shows, working with developers, advertisers, or production managers, to market products or services. Consult with buying personnel to gain advice regarding the types of products or services expected to be in demand. What personality characteristics do you think an ideal candidate would have? Why?  PERSONALITY DETERMINANTS How does personality develop? Nature (genetic) Study of identical twins (reared apart) – suggests that some personality characteristics are genetic. Genes – suggest that extroversion and openness to experience are impacted by biological tendencies. Nurture (experience in life) Suggests that peoples’ personalities develop as a result of influences of their surroundings and experiences. E.g., some people who are raised with a lot of responsibility tend to be more conscientious in life. Testable CHANGES IN BIG FIVE DIMENSIONS OVER THE LIFE SPAN  CULTURAL VALUES Culture - The shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations. Employees working in different countries tended to prioritize different values, and those values clustered into several distinct dimensions. Hofstede’s dimensions of cultural values Individualism/Collectivism – Are people individually (e.g., Canada) or group-focused (e.g., Vietnam)? Power Distance – Is power equally distributed (low - Denmark), or are there great differences in power within an organization (high - India)? Uncertainty Avoidance – Does the culture tolerate uncertainty (low - UK), or does it feel threatened by it (high - Brazil)? Decisive/Consensus-Oriented – Does the culture value competition/achievement/winning (e.g., Japan); or does it value caring for others and the quality of life (e.g., Sweden)? Short-Term/Long-Term Orientations – Does the culture stress values that are more past- and present-oriented (e.g., respect for tradition, and fulfilling obligations - Ireland), or does it stress values that are more future-oriented Testable (e.g., persistence, and prudence - China)? WHAT DOES IT MEAN FOR AN EMPLOYEE TO BE “ABLE?” Ability - Relatively stable capabilities to perform certain types of activities. Stable characteristic that are a function of genes and the environment. Testable GROUP ACTIVITY: PERSONNEL SELECTION You are a hiring manager for a firm located in a foreign country of your choice and you want to hire a local Marketing Manager to send there. Tasks for Marketing Manager (as per O*Net: http://www.onetonline.org/link/summary/11-2021.00 ): Formulate, direct and coordinate marketing activities and policies to promote products and services, working with advertising and promotion managers. Identify, develop, or evaluate marketing strategy, based on knowledge of establishment objectives, market characteristics, and cost and markup factors. Direct the hiring, training, or performance evaluations of marketing or sales staff and oversee their daily activities. Evaluate the financial aspects of product development, such as budgets, expenditures, research and development appropriations, or return-on-investment and profit-loss projections. Develop pricing strategies, balancing firm objectives and customer satisfaction. Compile lists describing product or service offerings. Initiate market research studies or analyze their findings. Use sales forecasting or strategic planning to ensure the sale and profitability of products, lines, or services, analyzing business developments and monitoring market trends. Coordinate or participate in promotional activities or trade shows, working with developers, advertisers, or production managers, to market products or services. Consult with buying personnel to gain advice regarding the types of products or services expected to be in demand. What personality characteristics do you think an ideal candidate would have? Why? What abilities do you think the ideal candidate should have? Why? What forms of culture would you train them on to help them adapt? APPENDIX  COGNITIVE ABILITY Cognitive abilities - Capabilities related to the acquisition and application of knowledge in problem solving. Verbal ability - Various capabilities associated with understanding and expressing oral and written communication. Oral comprehension, written comprehension, oral expression, written expression. Quantitative ability - Mathematical capabilities. Number facility and mathematical reasoning. Reasoning ability - A diverse set of abilities associated with sensing and solving problems using insight, rules, and logic. Problem sensitivity, deductive reasoning, inductive reasoning, originality. Spatial ability - The capabilities associated with visual and mental representation and manipulations of objects in space. Spatial orientation Visualization. Testable  COGNITIVE ABILITY Perceptual abilities - Refer to being able to perceive, understand, and recall patterns of information. Speed and flexibility of closure and Perceptual speed. General mental ability – General ability that underlies/causes all of the more specific cognitive abilities. People who are high on verbal abilities also tend to be high on reasoning, quantitative, spatial, and perceptual abilities. Strong relationship with job/task performance (more for highly complex vs. less complex jobs). People tend to be better at learning/decision making (faster info processing) No real relationship with OCB, CWB, and a weak relationship with commitment. Assessed using the Wonderlic Personnel Test - 12-minute test of general cognitive ability that consists of 50 questions. Testable  EMOTIONAL ABILITY Emotional intelligence - A human ability that affects social functioning. Important determinant of job performance for those with low levels of cognitive intelligence. It is the foundation for cultural intelligence. Can use the Mayer-Salovey-Caruso Emotional Intelligence Test to assess this skill. Self-awareness - Appraisal and expression of emotions in oneself. Ability to understand the types of emotions they are experiencing, the willingness to acknowledge them, and the capability to express them naturally. Other awareness - The appraisal and recognition of emotion in others. Ability to recognize and understand the emotions that other people are feeling. Emotion regulation - Able to recover quickly from emotional experiences. Use of emotions - Ability to harness emotions and employ them to improve chances of success. Testable  PHYSICAL ABILITIES Strength - The degree to which the body is capable of exerting force. Static strength, explosive strength, dynamic strength. Stamina - The lungs and circulatory system’s ability to work efficiently while one engages in prolonged physical activity. Flexibility - Ability to bend, stretch, twist, or reach. Extent flexibility and Dynamic flexibility. Coordination - The quality of physical movement. Gross body coordination Gross body equilibrium. Psychomotor abilities - The capacity to manipulate and control objects. Fine manipulative abilities, control movement abilities, response orientation, response time. Sensory abilities - Capabilities associated with vision and hearing. Near and far vision, night vision, visual color discrimination, depth Testable perception, hearing sensitivity, auditory attention, speech recognition. HOW CAN WE DESCRIBE WHAT EMPLOYEES ARE LIKE? Big Five Other Personality Conscientiousness Taxonomies (Not discussed in lecture) Agreeableness Neuroticism Openness to Experience What Extraversion Personality Employees are Like Cultural Values Culture Taxonomies Hofstede Dimensions Project GLOBE Dimensions  IMPORTANCE OF PERSONALITY AND CULTURAL VALUES $ Conscientiousness affects: $ Job Performance - Conscientiousness is a key driver of what’s referred to as typical performance. $ Typical performance - Performance in the routine conditions that surround daily job tasks. $ Maximum performance - Performance in brief, special circumstances that demand a person’s best effort. $ OCBs (+) and CWBs (-). $ Organizational Commitment. Typical Job Performance (+) Performance (+) OCBs (+) Conscientiousness CWBs (-) Affective/ Normative Commitment (+)