Individual and Group Behaviour
Individual and Group Behaviour
Individual and Group Behaviour
Psychology
Engineering
Medicine
Analysis at Individual Level
LEARNING
PERCEPTION
CREATIVITY
MOTIVATION
PERSONALITY
TURNOVER
COORDINATED BEHAVIOUR
ETHICS
COGNITION
BASIS OF Analysis at Group Level
Sociological
Socio-psychological
Analysis at Group Level
GROUP GESTURE
LEADERSHIP
POWER
NORMS
INTERPERSONAL
COMMUNICATION
NETWORKS
ROLES
BASIS OF Analysis at Organizational Level
Sociology Political
Science
Analysis at Organizational Level
ORGANIZATION CULTURE
STRUCTURE
CULTURAL DIVERSITY
DISPUTE
CHANGE
TECHNOLOGY
EXTERNAL ENVIROMENT
ERGONOMICS
STATISTICS
PSYCHOMETRICS
Individual Behavior
Individual Behavior = f {external, internal stimuli}
FRAMEWORK FOR INDIVIDUAL BEHAVIOR
Based on Field Theory measure the interaction between individual and
environment. Developed by Kurt Lewin, a Gestalt psychologist, in the
1940s. Lewin's field theory can be expressed by a formula: B = f(p,e),
meaning that behavior (B) is a function of the person (p) and his/her
environment
Causes of Individual Behavior
Inherited Learned
Perception − Result of
Color of a person’s eye different senses like
feeling, hearing etc.
Values − Influences
Religion/Race of a perception of a
person situation, decision
making process.
Personality − Patterns
of thinking, feeling,
Shape of the nose
understanding and
behaving.
Attitude − Positive or
negative attitude like
Shape of earlobes
expressing one’s
thought.
Factors influencing the Individual Behavior
Abilitie
s
Attitude Gender
Individual
Behavior
Race
Perception and
Culture
Attribution
Continue..
Intellectual
Abilities
Physical
Self-
Awareness
Gender
Will Assess with the help of survey
Race & Cultures,
HOW?
Perception
External
Processing Information
Stimuli
Sources of Perception
Sound Speech
Taste Touch
Attribution
The extent to which people in the same situation might react similarly.
• Consensus
The frequency measurement of the observed behavior, that is, how often does
this behavior occur.
• Consistency
Attitude
Conventional:-
practical, Investigative:-
organized, Curious
and logical
Personality
Types
Enterprising:-
ambitious, Artistic:-
adventurous imagination
and energetic
Social
:-sociable,
Personality leads toward taking
decision
Indicators for how people perceive the world and make decisions.
Katherine Briggs and Isabel Briggs Myers, is
established on four preferences
Preference
Types of
for
social
gathering
interaction
data
Preference
Style of
for
decision
decision
making
making
Eight leadership styles
• E or I (Extraversion or Introversion)
• S or N (Sensing or intuition)
• T or F (Thinking or Feeling)
• J or P (Judgment or Perception)
Myers-Briggs Personality Test
Big-Five Personality Model
Open to
experiences
Big
Conscientiousness extraversion.
Five
Emotional Stability Agreeableness
MARS Model of Individual Behavior
• Rationality (Motivation, Abilities, Role and Situations Factors)
Internal
Influence
Individual
Behavior
External
Influence
Motivations Ability
Internal
Influence
Individual
Behavior
External
Influence
Role Situational
Perceptions Factors
Motivation
Direction − focused by goals.
Competencies − abilities, individual values, personality traits and other features of people that
result in superior performance.
Person-job fit − there are three ways to match people with jobs
• How it Works ?
It analyzes a person’s intention to act by studying three parameters−
Attitudes, Perceived Norms, and Personal Agency.
Attitudes
• Attitude invokes an individual's overall promising or unpromising
perception towards a behavior consisting of affective and cognitive
dimensions.
Attitude
Experimental:-(affective attitude) is the emotional reaction of an individual
towards the idea of performing the behavior.
encouragement to comply.
skill.
Agency
Environmental
Constraints Decision Behavior
Behavior
Personal Perceived
Habits Agency Norms
Douglas Murray
McGregor (1906 – 1
October 1964)
• Contribution
1.) development of
the management
and motivational
theory.
2.) Theory X and
Theory Y
Theory X
• Disfavor working.
• Abstain from responsibility and the need to be directed.
• Need to be controlled, forced, and warned to deliver what's
needed.
• Demand to be supervised at each and every step, with
controls put in place.
• Require to be attracted to produce results, else they have no
ambition or incentive to work.
Theory Y
• Take responsibility willingly and are encouraged
to fulfill the goals they are given.
• Explore and accept responsibility and do not
need much guidance.
• Assume work as a natural part of life and solve
work issues imaginatively.
Comparing Theory X and Theory Y
Theory X Theory Y
• Motivation:- Do not take • Motivation:- take Responsibilities
Responsibilities. • Management Style & Control
• Management Style & Control :-participative, employees are
:-authoritarian, and centralized involved decision making, but the
power retains to implement
control is maintained decisions.
• Work Organization:- specialized • Work Organization:- develop
and the same work cycle continues. expertise and make suggestions
• Rewards and Appraisals:- carrot and improvements.
and stick • Rewards and Appraisals:- appraisal
is regular and crucial.
Personality Traits
Extrovert
Open Neurotic
Personality
Traits
Conscientious Agreeable
Locus of Control
Machiavellianism
• Machiavellianism is being practical, emotionally distant, and
believing that ends justify means. Machiavellians are always wanting
to win and are great persuaders.
• High-Machs prefer precise interactions rather than beating about the
bush.
• High-Machs tend to improvise; they do not necessarily abide by rules
and regulations all the time.
Self-Esteem
(ii) Each individual should also know that the relation of organizational
goals is going to satisfy his/her needs positively.
Theory Z is based on the following four
postulates
1. Strong Bond between Organization and Employees.