Final Exam: Individual Behavior in Management môn Principles of Management | Trường Đại học Quốc tế, Đại học Quốc gia Thành phố Hồ Chí Minh

Individual behavior
Perception Tendencies and Distortions
A variety of perceptual tendencies and distortions also influence the way we communicate with
and behave toward one another. They include the use of stereotype, halo effect, selective
perception, and projection. And importantly, they can reach cause us to lose sight of important individual differences.
- A stereotype occurs when attributes commonly associated with a group are assigned to an individual.
- A halo effect occurs when one attribute is used to develop an overall impression of a people or situation.
- Selective perception is the tendency to define problems from ones’ own point of view.
- Projection is the assignment of personal attributes to other individuals.
Impression management is the systematic attempt to influence how others perceive us.
dress to convey positive appeal
flatter others to generate positive feelings
when conversing, make eye contact and smile
display a high level of energy
impression management can help us to advance in jobs and careers, form relationships with
people we admire, and even create path- ways to group memberships. Job Satisfaction
One of the work attitudes is job satisfaction, the degree to which you feel positive or negative
about various aspects of work. There will be some aspects contribute to whether you like the job or not:
Work itself—Is the job interest?
Quality of supervision—Are help and support available?
Coworkers—Do respect and friendliness exists?
Opportunities—Is there space for promotion and growth?
Pay—Is compensation fair and substantial?
Work conditions—Are conditions comfortable and safe?
Security—Is the job and employment secure?
Motivation
Motivation are forces within one-self that responsible for the persistence of effort expended at work
Hersberg’s Two-factor theory
Satisfier factors: factors that motivate staff to work. They are linked with job satisfaction. They
are found in the job content, like job challenge, recognition for work, a sense of responsibility,
the opportunity for advancement and growth.
Hygiene factors: factors that demotivate staff to work. They are linked with job dissatisfaction.
That is, job dissatisfaction goes up as hygiene quality goes down. Hygiene factors are found in
the job environment, like working conditions, interpersonal relations, organizational policies and
administration, and compensation. These two factors affect people in different ways.
Need for Achievement: Desire to do something better or more efficiently, to solve problems, or to master complex tasks
- People high in need for achievement prefer work that:
Involves individual responsibility for results
Involves achievable but challenging goals
Provides feedback on performance
Need for Power (nPower): Desire to control other persons, to influence their behavior, or to be
responsible for other people. Personal power versus social power
- People high in (nPower) prefer work that:
Involves control over other persons
Has an impact on people and events
Brings public recognition and attention
Need for Affiliation (nAff): Desire to establish and maintain friendly and warm relations with other persons
- People high in (nAff) prefer work that:
Involves interpersonal relationships Provides for companionship Brings social approval Teamwork Stages of team development:
Forming: initial orientation and interpersonal testing
Storming: conflict over tasks and ways of working as a team
Norming: consolidation around task and operating agendas
Performing: teamwork and focused task performance
Adjourning: task accomplishment and eventual disengagement