session 2 individual behavior foundation · faktor-faktor penentu kepribadian 4. pengaruh tipologi...

Session 2 – Individual behavior Foundation

Robbins and Judge

Organization Behavior

15 Edition

1. Karakteristik Biografi

2. Tipe Kemampuan Individu

3. Faktor-Faktor penentu Kepribadian

4. Pengaruh Tipologi pekerjaan

5. Teori pembelajaran untuk perubahan

perilaku

LEARNING OBJECTIVES

P A R T O N O - T E L K O M U N I V E R S I T Y

In order to make you easily understand the OB

please see the movie below

Pay it forward - Remember the titans - Crimson tide – Intouchable

– gridiron gang – whistleblower – best offer – draft day – k-19

widowmaker – U-571 – McFarland USA – Armstrong Lie – The

Cartel – 1492 – in the heart of the sea – cinderella man – broken

city – coach carter – shawshank redemption – green mile – seven

pound – unbroken – the queen – patton -

COMMERCIAL BREAK


GOAL ONE


DIVERSITY


Surface-level diversity

• - Observable characteristic (race, gender, etc) -

Deep-level diversity

• - Difficult to observe (value, personality, preferences) -

Diversity Management

• Minimize discrimination, achieve effective organization

Discrimination

is to note a difference between things.

Unfair discrimination assumes stereotypes

about groups.

Refusal to recognize individual differences is

harmful to organizations and employees.

2-5

STEREOTYPES IN

ORGANIZATIONAL SETTINGS

Discriminatory Policies

Incivility

Intimidation

Mockery/Insult

Exclusion

Harassment

Bullying

2-6

FORMS OF DISCRIMINATION

FORMS OF DISCRIMINATION

2-7

Objective and easily obtained personal characteristics.

Age

Older workers bring experience, judgment, a strong work ethic, and

commitment to quality.

Gender

Few differences between men and women that affect job

performance.

BIOGRAPHICAL

CHARACTERISTICS


Race & Ethnicity

Differences exist, but could be more culture based than

race based.

Tenure

People with job tenure (seniority at a job) are more

productive, absent less frequently, have lower turnover,

and are more satisfied.

BIOGRAPHICAL

CHARACTERISTICS (CONTINUED)


Religion

May impact the workplace in areas of dress, grooming and scheduling

Sexual Orientation

Federal law does not protect against discrimination (but state or local laws may).

Domestic partner benefits are important considerations.

Gender Identity

Relatively new issue – transgendered employees.

OTHER BIOGRAPHICAL

CHARACTERISTICS


GOAL TWO


An individual’s capacity to perform the various tasks in a job.

Intellectual and Physical Abilities

INDIVIDUALS’ ABILITY


Made up of two sets of factors:

Intellectual Abilities

The abilities needed to perform mental activities.

General Mental Ability (GMA) is a measure of overall intelligence.

Wonderlic Personnel Test: a quick measure of intelligence for recruitment

screening.

No correlation between intelligence and job satisfaction.

Physical Abilities

The capacity to do tasks demanding stamina, dexterity, strength, and similar

characteristics.

ABILITY


Intellectual Ability

Number Aptitude

Verbal Comprehe

nsion

Perceptual Speed

Inductive Reasoning

Deductive Reasoning

Spatial Visualizati

on

Memory

DIMENSIONS OF

INTELLECTUAL ABILITY


E X H I B I T 2–1

Number aptitude ability to do speedy and accurate

arithmetic (accountant).

Verbal ability to understand what is read or heard

and the relationship of words to each other (manager)

Perceptual speed ability to identify visual similarities

and differences quickly and accurately (detective)

Inductive reasoning ability to identify a logical

sequence in a problem in order to help find a solution.



Deductive reasoning ability to use logic and assess

the implications of the argument (make choices)

Spatial Visualization ability to imagine how an object

would look if its position in space was changed

Memory ability to retain and recall past experiences.



The capacity to do tasks demanding stamina,

dexterity, strength, and similar

characteristics.

Nine basic abilities related to strength,

flexibility, and other factors are needed to

perform physical tasks.


PHYSICAL ABILITY


PHYSICAL ABILITY

When focusing on ability, it can create problems when

attempting to develop workplace policies that recognize

diversity in terms of disabilities.

It is important to recognize diversity and strive for it in

the hiring process.

An organization needs to be careful to avoid

discriminatory practices by making generalizations about

people with disabilities.

ROLE OF DISABILITIES


Making everybody more aware and sensitive to the needs of

others.

IMPLEMENTING DIVERSITY

MANAGEMENT STRATEGIES


Attracting, Selecting, Developing, and Retaining the Diverse Employees

Working with Diversity in Groups

Effective Diversity Programs

Summary:

Ability

Directly influences employee’s level of

performance.

Managers need to focus on ability in

selection, promotion, and transfer.

Fine-tune job to fit incumbent’s abilities.

Biographical Characteristics

Should not be used in management

decisions: possible source of bias.

SUMMARY AND MANAGERIAL

IMPLICATIONS


garrison-michigan.army.mil

Diversity

Management

Must be an ongoing

commitment at all levels of

the organization.

Policies must include multiple

perspectives and be long term

in their orientation to be

effective.

SUMMARY AND MANAGERIAL

IMPLICATIONS


http://thethreelights.blogspot.com/

GOAL THREE


HEREDITY

&

ENVIRONMENT

PERSONALITY

DETERMINANTS


Personality Framework – Myers & Briggs

Partono - TELKOM University

Introvert

Intuitive

Feeling

Perceiving

Extrovert

Sensing

Thinking

Judging

Sociable, assertive

Practical, routine, detail

Reason, logic

Control, structure

Quiet, shy

Unconcious process

Value, emotion

Flexible, spontaneous


Personality Frameworks – Big 5 Model

• Sociable, gregarious, assertive

• Reserved, timid, quiet

Extraversion - Tingkat kenyamanan dalam menjalin

hubungan

• Cooperative, trusting

• Cold, antagonist

Agreeableness - Menghormati dan memahami

perasaan orang lain

• Responsible, dependable, persistent, and organized

• Disorganized, unreliable Conscientiousness – ukuran

tingkat tanggung jawab

• Calm, self-confident, secure under stress (positive),

• Nervous, depressed, and insecure under stress (negative) Emotional Stability – daya

tahan thd stres

• Curious, imaginative, artistic, and sensitive

• Conventional, comfort in current state

Openness to Experience – kemauan berkembang dan

belajar


Personality Frameworks

How the Big Five Traits Predict Behavior?


Other Personality Traits Relevant to OB


Core Self-Evaluation

The degree to which people like or dislike themselves

Positive self-evaluation leads to higher job performance

Machiavellianism

Pragmatic, emotionally distant, believes that ends justify the means

High Machs are manipulative, win more often, and persuade more than they are persuaded.

Flourish when:

Have direct interaction

Work with minimal rules and regulations

Emotions distract others

Narcissism-Narcissus, man who fell in love with his image

An arrogant, entitled,

self-important person who needs excessive admiration

Is the narccisist effective in their jobs or NOT??

More Relevant Personality Traits


Self-Monitoring

The ability to adjust behavior to meet external, situational

factors - conformity.

Risk Taking

The willingness to take chances.

Risk takers make faster decisions with less information.

Proactive Personality

Identifies opportunities, shows initiative, takes action, and

perseveres to completion

Creates positive change in the environment regardless of, or

even in spite of, constraints or obstacles

GOAL FOUR


What is my personality?

What types of personality suit the jobs?

What kind of jobs that suit my personality?

How if my job doesn’t suit my personality?

TIPOLOGI PEKERJAAN


Key Points of the Model:

There are intrinsic differences in personality between people

There are different types of jobs

People in jobs congruent with their personality should be more

satisfied and have lower turnover

TIPOLOGI PEKERJAAN


GOAL FIVE


Ones’ behavior should change to adjust the

situation they faced

Preventive of corrective?

Self-aware or forced?

HOW TO CHANGE BEHAVIOR


THEORIES OF LEARNING


Classical Conditioning an individual responds to some

stimulus that would not ordinarily produce such a response.

Operant Conditioning desired voluntary behavior leads

to a reward or prevents a punishment.

Social-Learning Theory learn through observation and

direct experience.

Shaping Behavior reinforcing each successive step that

moves an individual closer to the desired response.

Positive reinforcement; providing a reward for a

desired behavior.

Negative reinforcement; removing an unpleasant

consequence when the desired behavior occurs.

Punishment; applying an undesirable condition to

eliminate an undesirable behavior.

Extinction; withholding reinforcement of a

behavior to cause its cessation.

REINFORCEMENT TYPES


Identify critical behaviors

Develop baseline data

Identify behavioral consequences

Develop and apply intervention

Evaluate performance improvement

BEHAVIORAL CHANGES


session 2 individual behavior foundation · faktor-faktor penentu kepribadian 4. pengaruh tipologi...

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