Self-Concept, Personality, Abilities, and Emotions Self Concept Personality: Concepts and Controversy Abilities and Performance Emotions: An Emerging OB Topic Chapter 5 Dosen : Prof Warella Tugas Matakuliah : Perilaku Organisasi Mahasiswa : Wisnu Adi Saputra
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Self-Concept, Personality, Abilities, and EmotionsSelf Concept
Personality: Concepts and ControversyAbilities and PerformanceEmotions: An Emerging OB Topic
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
5-7
Branden’s Six Pillars of Self-Esteem
5-8
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
5-9
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.
5-10
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.”
5-3
Figure 5-2
Self-Efficacy
Effects of High Self-Efficacy
5-12
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
5-13
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?
5-14
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?
5-15
How Good Are You at Self-Monitoring?
5-4
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?”
curious, broad mindedResearch finding: Conscientiousness is the best
(but not a strong) predictor of job performance
5-7
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.
5-8
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.
5-22
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
5-26
Contributors to Performance
5-27
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
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.”