1 FS10321: Business Management Week #6: Chapter 8: Individual & Group Behavior.

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FS10321: Business Management

Week #6:

Chapter 8: Individual & Group Behavior

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Team Project

• Correction: Deadline is September 5th.

• Assignments:Week 4: Teams announced

Week 5: Accounts must be created and shown to instructor! Turn in team name, target market, product concepts, initial marketing plan.

Week 6: At least one product must be available on CafePress.com

Week 7: Demonstrate your store in class

Week 9: Final write-up due (details to come!)

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Team Papers/Presentations – Week 9!

• Target market

• Final marketing plan

• Product descriptions

• Artwork

• Promotional materials used

• Description of what happened– See next slide

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Description of What Happened

• In terms of topics from class– Team Formation– Team Structure– Planning Procedure– Managing Change– Motivating– etc

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Chapter 8

Foundations of Individual and Group Behavior

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The Organization as an Iceberg Metaphor

EXHIBIT 8.1

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Organizational Behavior (OB)

• The study of the actions of people at work

• Individual behaviors – this chapter– Personality, perception, learning, and

motivation

• Group behaviors – next chapter– Norms, roles, team-building, and conflict

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OB Issues

• Employee productivity– Efficiency and effectiveness

• Absenteeism– Employees missing work

• Turnover– Employees quitting

• Organizational citizenship– Employees working to better the organization

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Attitudes

• Judgments/beliefs re:objects, people, events

• Job-related Attitudes– Job satisfaction– Job involvement: how much employee…

• Identifies with job

• Actively participates in it

• Considers job performance important for self-worth

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Does Attitude Matter

• Matter of debate for many years

• Companies tried to make a caring environment– Hoped it would make more productive employees

• Some argue that productivity is not raised

• But, happier employees are likelier to show up

• Best to focus on improving productivity itself

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Personality

• Combination of psychological traits – Characterize that person

• Does personality predict behavior?

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Personality Models

• Myers-Briggs Type Indicator (MBTI)– Identifies 16 personality types – Four dimensions of personality

• Big Five model– Five-factor personality model

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Myers-Briggs Type Indicator (MBTI)

• Extroversion versus introversion (EI)– (I) Ideas– vs. (E) Environment

• Sensing versus intuitive (SN)– (S) Gathered information– Vs. (N) internal ideas

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MBTI Continued

• Thinking versus feeling (TF)– (T) Analyze information– Vs. (F) Values and beliefs

• Judging versus perceiving (JP).– (J) Task completion oriented – Vs. (P) information seeking

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Myers-Briggs Types – Examples

• ESFJ– Warmhearted, cooperative– Want to be appreciated for:

• Who they are • What they contribute

• INTP– Seek logical explanations– Theoretical and abstract– Skeptical, sometimes critical– Analytical

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Big Five Model of Personality Factors

• Extroversion– How sociable, talkative, assertive

• Agreeableness– How good-natured, cooperative, trusting

• Conscientiousness– How responsible, dependable, persistent, achievement-

oriented

• Emotional stability– How calm, enthusiastic, secure

• Openness to experience– How imaginative, artistically sensitive, intellectual

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Emotional intelligence (EI)

• Non-cognitive skills, capabilities, competencies

• Influence how others cope with environmental demands & pressures

• Found to be very important factor for success– Multiple studies

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Dimensions of EI:

• Self-awareness of one’s feelings

• Self-management of one’s own emotions

• Self-motivation in face of setbacks

• Empathy for others’ feelings

• Social skills to handle others’ emotions

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Perceptual Challenges: What Do You See?

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Perceptual Challenges: What Do You See?

EXHIBIT 8.5

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Perceptual Challenges: What Do You See?

EXHIBIT 8.5

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Perception

• Organizing & interpreting sensory input

• Gives meaning to one’s environment

• Judgment

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Influences on Perception

• Personal characteristics– Attitudes

– Personality

– Motives

– Interests

– Past experiences

– Expectations

• Targetcharacteristics– Closeness/similarity to other things

– Context

– Other situational factors.

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Distortions in Judging Others• Selectivity

– Only look at part of picture

• Assumed similarity– Assume others are like you

• Stereotyping– Assumptions about a group

• Halo effect– Impression formed on basis of a single trait

• Self-fulfilling prophecy– People behave in ways consistent with expectations

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Be Careful

• Don’t misperceive others

• Others may misperceive you/company

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Shaping Behavior

• Shaping behavior– Systematically reinforce each successive step – Moves individual closer to a desired behavior

• Four ways in which to shape behavior:– Positive reinforcement– Negative reinforcement– Punishment– Extinction (eliminate rewards)

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Foundations Of Group Behavior• Group

– Two or more interacting and interdependent individuals

– Come together to achieve particular objectives

• Role– Set of expected behavior patterns

– Attributed to someone in a given position/social unit

• Norms– Acceptable standards

• E.g. dress

– Shared and enforced by the members of group

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Foundations Of Group Behavior

• Status– A prestige position or rank – May be informally conferred

• Due to education, age, skill, or experience.

– Anything can have status if others admire it.

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Reasons Why People Join Groups

• Security

• Status

• Self-esteem

• Affiliation

• Power

• Goal achievement

EXHIBIT 8.8

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Solomon Asch and Group Conformity

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Chapter 9

Understanding Work Teams

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The Popularity Of Teams

• Teams typically outperform individuals – When tasks require multiple:

• Skills

• Judgment

• Experience

• Better way to utilize individual talents

• Flexibility & responsiveness is essential – Changing environment

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Empowered teams

• Increase job satisfaction and morale

• Enhance employee involvement

• Promote workforce diversity

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Stages of Team Development

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The Stages Of Team Development

• Stage 1: Forming– Uncertainty about

purpose, structure, and leadership

• Stage 2: Storming– Conflict among members

• Stage 3: Norming– Relationships develop

– Cohesiveness begins

• Stage 4: Performing– Fully functional and

accepted structure

• Stage 5: Adjourning– Team disbands

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High-performing Team Characteristics

• Unified commitment• Good communication• Mutual trust• Effective leadership• External support

• Internal support• Negotiating skills• Relevant skills• Clear goals

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Challenges to Creating Team Players

• Resistance to teams

• Individualistic national culture

• High value/significant rewards for individual achievement.

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Shaping Team Behavior

• Proper selection– Both technical skills & interpersonal skills

• Employee training– Involve employees in learning team behaviors

• Reward appropriate team behaviors– Encourage cooperative efforts

• Rather than competitive ones

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Diversity & Teams

• Fresh & multiple perspectives help team:– Identify creative or unique solutions – Avoid weak alternatives

• Difficulty of working together may make it harder to:– Unify a diverse team – Reach agreements

• Value of diversity increases with cohesiveness– Though diversity’s advantages dissipate with time