Please enable JavaScript.
Coggle requires JavaScript to display documents.
KEY TO INDIVIDUAL BEHAVIOR - Coggle Diagram
KEY TO INDIVIDUAL BEHAVIOR
MARS Model of individual behavior and performance
A model to explain about four variables that predict the behavior which are Motivation, Ability, Role perception and Situational Factors
What is motivation? – the forces within a person that affect his or her voluntary behavior through
What is ability? – natural talent (physical and mental aptitudes) and learned capabilities required to complete a task successfully
Role perception is how clearly people understand the job duties (roles) assigned to or expected of them. The greater of role perception, employees will know more where to direct their effort.
Situational Factors is where the Condition beyond the employee’s immediate control. Examples: resources, time, money, physical work facilities etc.
Types of individual behavior
Task performance behavior
Employee’s behavior in performing specific task assigned by the organization
Goal-directed behaviors under the individual’s control that support organizational objectives
Individual with good task performance behavior will perform a particular job efficiently and accurately
Organizational citizenship behavior
Various forms of cooperation and helpfulness to others that support the organization's social and psychological context
Counterproductive work behaviors
Voluntary behaviors that have the potential to directly or indirectly harm the organization (dysfunctional activities)
Examples: harassing coworker, creating unnecessary conflict
Joining and staying with the organization
There is a challenge to organization to find talented worker and ensure he/she engage and retain in the organization. A lot of initiatives provide by organization to attract talented people to join and retain with the organization.
Examples – better benefit, competitive pay package
Maintaining work attendance
All employees need to show up for work at scheduled times. Absenteeism/presenteeism will lead to lower productivity and quality of the output.
PERSONALITY IN ORGANIZATION
relatively enduring pattern of thoughts, emotions and behaviours that characterise a person, along with the psychological processes behind those characteristics
Personality determinants
shaped by – NATURE ( genetic / genes that we inherit from parents. E.g.: skin tone, attitude, behavior etc.) and NURTURE(personality that shaped by socialization, life experiences and interaction with the environment.)
FIVE FACTOR PERSONALITY MODEL (CANOE)
Conscientiousness - carefull, dpendable, self-disiplined
Agreeableness - courteous, good-natured, emphatic, caring
Neuroticism - anxious, hostile, depressed
Openness to experience - imaginative, creative, curious, sensitive
Extroversion - outgoing, talkative, socialable, assertive
VALUES IN THE WORKPLACE
evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situation.
Personal values – values exist only within individual.
Shared values – group of people might hold the same values.
Organizational values – values shared by people throughout the organization.
Cultural values – values shared across a society.
TYPE OF VALUE : SCHWARTZ’S VALUES
A model of personal values developed by social psychologist Shalom Schwartz et al.
Values and individual behavior
Personal values predict decisions, behavior, performance etc.
E.g.: value towards new challenges will guide an employee to explore greater potential in themselves.
Influential factors on value-behavior:
Situation – e.g.: work environment
We are mindful of our values
Values congruence
Where two or more entities have similar value systems
Types of Value Congruence
Espoused-enacted value congruence involves how consistent the values apparent in our actions (enacted values) are with what we say we believe in (espoused values).
Organization-community values congruence refers to the similarity of an organization’s dominant values with the prevailing values of the community @ society in which it conducts business.
