leadership final 1

What criteria determine which applicant is hired?

Technical skills, Based on job or function specific knowledge

Technical skills

Nuts and bolts of doing a job

 Ability to get the job done

What criteria determine which employee is promoted?

Ability to manage people

o Strong team skills

o Ability to build and manage

relationships

Person factors are characteristics that give

individuals their unique identities.

Situation factors are

elements outside us

that influence what we do, the way we do it,

and the ultimate results of our actions.

often results from the interaction of these interdependent factors.- The Person–Situation Distinction

Individual behavior

We need to understand the ___among both factors to be effective.- The Person–Situation Distinction

interplay

The Organizing Framework for Understanding and Applying OB

Inputs

Individual Level

Diversity, Personality, Values

The Organizing Framework for Understanding and Applying OB

Inputs

Group Level

group structure, group roles, team responsibilities

The Organizing Framework for Understanding and Applying OB

Inputs

Organizational Level

structure, culture

The Organizing Framework for Understanding and Applying OB

Processes

Individual Level

emotions and moods, motivation, perception, decision-making

The Organizing Framework for Understanding and Applying OB

Processes

group Level

communication, leadership, power and politics, conflict and negotiation

The Organizing Framework for Understanding and Applying OB

Processes

Organizational Level

human resource management, change practices

The Organizing Framework for Understanding and Applying OB

Outcomes

Individual Level

attitudes and stress, job performance, citizenship behavior, withdrawal behavior

The Organizing Framework for Understanding and Applying OB

Outcomes

Group Level

team performance

The Organizing Framework for Understanding and Applying OB

Outcomes

Organizational Level

Productivity, Survival

Using the Organizing Framework for

Problem Solving

Select the most effective solution considering:

Selection criteria_{, Consequences, Choice process, Necessary resources}

Using the Organizing Framework for

Problem Solving

Select the most effective solution considering:

Selection criteria (such as its

effects on bottom-line profits, its

impact on others, its impact on the reputation with customers or the

community, the organization’s values, and ethical implications)

Using the Organizing Framework for

Problem Solving

Select the most effective solution considering:

Consequences (such as the

trade-offs between who wins and

loses, ideal versus practical options, perfection versus excellence,

and superior versus satisfactory results)

Using the Organizing Framework for

Problem Solving

Select the most effective solution considering:

Choice process (may be an

individual, team, or third-party

decision, and if more than one person is involved, the decision-

making method must be determined)

Using the Organizing Framework for

Problem Solving

Select the most effective solution considering:

Necessary resources (what do you need to

implement the

solution)

Personal Attitudes

Represent our feelings or opinions about people, places, and objects.

cognition, affect, and behavior are

closely related

Cognitive Dissonance represents the psychological discomfort a person experiences when they

experience inconsistency between two or more attitudes (cognitions), or between behavior and attitudes

Reduce Cognitive Dissonance by…

Changing attitudes, behaviors, or both.

o Belittle the importance of the inconsistent

behavior.

o Find consonant elements that outweigh

dissonant ones.

Our personal attitudes effect behavior via

our intentions…

Ajzen’s Theory of Planned Behavior

Some workplace attitudes are more ___than others. The following

four are especially powerful:

potent , Organizational Commitment, Employee Engagement_{, Perceived}

_{Organizational Support}, Job Satisfaction

Which attitude is…_____ job satisfication

An affective or emotional response toward various facets of one’s job

Which attitude is…

An affective or emotional response toward various facets of one’s job.

In other words, it is the extent to

which an individual likes his or her job

Which attitude is…

The extent to which employees give____. employee engagement

give it their all to their work roles

employee engagement And includes the feeling of:

Urgency

o Being focused

o Intensity

o Enthusiasm

Which attitude is…

The extent to which an employee- Organizational commitment

identifies with an organization and is committed to its goals.

Which attitude is…

The extent to which employees believe that the organization: perceived organizational support

Values their contributions.

o Genuinely cares about their

well-being.

The four attitudes are related to

important work outcomes

Organizational Commitment Leads to…

o

Greater employee retention

o Greater motivation in pursuit of

organizational goals

Employee Engagement Leads to…

o Increased customer loyalty and

satisfaction

o Increased employee

performance

o Increased employee well-being

o Financial performance

Perceived Organizational Support

Leads to…

Increased organizational commitment

o Job satisfaction

o Organizational citizenship behavior

o Task performance

o Lower turnover

Responses to Dissatisfaction

Counterproductive Work Behaviors

• Actions that ___________ including stealing,

behaving aggressively toward

coworkers, or being late or absent

actively damage the organization

Outcomes Linked With Job Satisfaction

Attitudes

Motivation

o Job Involvement

o Withdrawal Cognitions*

o Perceived Stress*

Outcomes Linked With Job Satisfaction

Attitudes

Behaviors

Job Performance

o Organizational Citizenship Behavior

(OCB)

o Counterproductive Work Behavior (CWB)*

o Turnover*

now we move to

personality and how combinations of traits

and attitudes come together with different

meanings and results!

It helps us predict how someone will act, what jobs/skills they might be good at, and why we understand some people better than others.

Person-Job Fit Theory

Proposes that the fit between personality type and occupational environment determines satisfaction and turnover

How Does Who I Am Affect My Performance?

We all

differ along a vast number of personal

attributes…

How we differ has been shown to influence how we approach each of the following:

Work

o Solving problems

o Conflict

o Interactions with co-worker

relatively fixed to relatively flexible in order

important individual differences at work

intelligence, cognitive abilities, personality, core self evaluations (self-efficacy, self-esteem, locus of control, emotional stability), attitudes and emotions

individual level work outcomes

job performance, job satisfication, turnover, organizational citizenship behaviors, counterproductive work behaviors

Personality Traits

Traits_______ in behavior

summarize regularity

Personality Traits

Traits __________ behaviors

predict other, more specific

Personality Traits

Traits ____behavior

explain

Traits summarize regularity in behavior

Achievement Oriented

o Diligent, purposeful, goal-oriented

Traits predict other, more

specific behaviors

Achievement Oriented

o Comes to work on time

o Completes assignments thoroughly

Traits explain behavior

Achievement Oriented

o Bob works hard because completing a difficult task is

rewarding for him

Big 5 (Five Factor Model or FFM)- Respondents are scored along a

continuum

Big 5 (Five Factor Model or FFM)-

Big 5 traits explain up to

75% of personality

Big 5 (Five Factor Model or FFM)-

Which predict performance most across

occupations…do you remember?

Conscientiousness and Emotional Stability

Big 5 (Five Factor Model or FFM)-

Which predict performance most across

occupations…do you remember?

Conscientiousness and Emotional Stability

Predicts behaviors because of effect on attitudes

and motivation

Extroversion - positives

+ Assertive, influential in group

settings

+ Sociable & likeable

Extroversion - negatives

May generate status conflicts

Agreeableness-positives

+ Likely to build good

relationships, cooperate

+ High emotional competency

Agreeableness-negatives

May lack ability to make tough calls

Conscientiousness -positives

+ Organized, good planner, hard working

Conscientiousness -negatives

- May lack spontaneity, flexibility, change orientation

Emotional Stability - positives

+ Calm under pressure

+ Able to keep team focused on task even under stress

Emotional Stability- negatives

-May not understand or empathize with others’ emotional reactions

Openness - positives

+ Eager to entertain alternative points of view, think “big picture”

+ Eager to learn new information, skills, etc.

Openness - negatives

- May be indecisive as a decision maker

Conscientiousness

o Best

personality predictor of job performance

Extraversion

o Predicts

performance on jobs involving a social component

Extraversion

Occupational Differences

 Engineers

____

 Salespeople

____

 Low on Extraversion; High on Conscientiousness,  High on Extraversion, Low on Conscientiousness

Openness

o Predicts _____

o Predicts ____

performance in school (learning situations), willingness to look for and learn a new job after downsizing

High Extraversion, Emotional Stability, & Agreeableness

o Managers more likely to

complete an overseas job assignment

Trait Activation Theory

Although personality predicts our

‘regular’ (or comfortable)

behavior, some situations may alter our behavior…

Strong Situations Situation strength is the degree to which

norms, cues, or standards dictate appropriate behavior

Trait Activation Theory Some situations, events, or interventions

‘activate’ a trait more than others

Strong Situations Situation strength is the degree to which norms,

cues, or standards dictate appropriate behavior

Weak =

Strong =

Hanging out with friends, natural

Teaching, cues/norms dictate how we behave

Locus of Control describes how much

personal responsibility someone takes for their behavior and its consequences.

External Locus of Control example:

o

Things happen to me

o I blame others for failures

o I can’t control the future

Internal Locus of Control example

o I make things happen

o I can determine my future

o I accept personal responsibility for failures

external Locus of Control

In the workplace…

More anxious

o Earn less, receive smaller raises

o Less motivated by incentives

internal Locus of Control

In the workplace…

Higher motivation

o Higher expectations

o Exert more effort when given

difficult tasks

If we think of the “Big 5” as the desirable traits that we look for…

Then we know there is also a “dark side” of traits that we want to be aware

of

The Dark Triad-

These ________ are relevant to ______

socially undesirable traits , organizational behavior.

The Dark Triad-

These traits can literally harm an _____________. Sustained high levels of these traits can cause __________________

organization’s financial performance, derailment of careers and personal lives as well.

psychopathy

impulsive, emotionally cold, remorseless,

machiavellanism

manipulative, self-interested, domineering

narcissism

grandiosity, perceived superiority, entitlement

Machiavellianism- The Dark Side

oTend to be manipulative of others

o Use “hard” tactics to influence others

o Cynical worldview

o Amoral

o Tend to seek leadership for personal power

rather than collective good

o Fixed Pie, Zero-sum mentality, win at all costs

Machiavellianism- Where to Leverage?

Strong motivation to lead

o They tend to be influential and persuasive

o They are able to build political connections

o They are flexible in how they approach

tasks such as negotiation

o Positively relates to job performance in

unstructured settings, negative otherwise

Narcissism- The Dark Side

Vanity

o Superiority

o Exploitative

o Entitlement

o Exhibitionism

o Crave authority

Narcissism- Where to Leverage?

Can lead to higher organizational creativity

o Often has strong vision formation

o Can be very charming/charismatic

o Positive to CEO performance***

o Positive to CWB

Psychopathy- The Dark Side

Cold affect

o Antisocial tendencies

o Thrill-seeking

o Superficial charm

o Stress immunity

Psychopathy-Where to Leverage?

Positive to CEO performance***

o Positive to police officer task

performance***

o Positive to CWB

Psychopathy (Option 2)- The Dark side

Lack of concern for others

o Enjoyment in others’ failures or harm

o Lack of guilt or remorse

o Cold affect

o Antisocial tendencies

o Thrill-seeking

o Superficial charm

o Stress immunity

Psychopathy (Option 2)- Where to Leverage?

404

One general tenet to remember in your career is that

we are teams of

PEOPLE – that have bigger lives,

emotions, stressors, etc.

With that in mind, better understanding people, how they work, how they react, etc. will help us be better leaders!

It helps us lead with_______– and we’ve already learned why those job attitudes matter!

empathy, create job satisfaction and employee engagement

Cognitive Ability

The ability to learn, or potential to learn, and acquire new knowledge and skill

Cognitive ability tests are among the best predictors of

task performance across jobs and settings