02- OB- ch02

Chapter Overview

• Organizational Behaviour: Concepts, Controversies, Applications

• Edition: Ninth Canadian Edition

• Focus of Chapter: Perception, Personality, Emotions

Chapter Outline Summary

Perception

• Factors that Influence Perception

• Common Perceptual Errors

• Importance of Perception and Judgment

Personality

• Definition and Measurement of Personality

• Determinants of Personality

• Personality Traits and Models (The Dark Triad, Big Five)

Emotions

• Definitions of Emotions and Moods

• Emotional Labour and Its Importance in the Workplace

• Understanding Emotions and Their Impact in the Workplace

Learning Outcomes

Understanding Perception and Attribution

1. Definition of Perception: The process of organizing and interpreting impressions to give meaning to the environment.

2. Attribution Theory: Understanding how individuals determine the causes of behavior (internal vs. external).

Understanding Personality

3. Traits and Measurement: Personality can be measured via self-report and observer ratings.

4. Myers-Briggs Type Indicator (MBTI): Framework for understanding personality types and their application.

5. Big Five Personality Model: Key traits that help predict workplace behavior.

Emotions in the Workplace

6. Differences between Emotions and Moods: Emotions are intense and directed, while moods are more general and less intense.

7. Impact of Emotional Labour: Emotional demands on employees and the necessity to express certain emotions at work.

8. Evidence of Emotional Intelligence: Understanding emotional intelligence and its controversies.

9. Regulation Strategies: Techniques for managing emotions and their impacts on workplace interactions.

Detailed Notes on Perception

Definition and Importance

• Perception: The act of recognizing and interpreting sensory input.

• Importance: Behavior is based on individual perception of reality rather than reality itself.

Factors Influencing Perception

1. The Perceiver: Characteristics of the individual making the observation.

2. The Target: Character traits of the individual being observed.

3. The Situation: Context in which the observation is made.

Perceptual Errors

• Attribution Theory: Examines how people interpret the behavior of others.

  • Distinctiveness: How does a person act in varied situations?

  • Consensus: How do others react in comparable circumstances?

  • Consistency: Does the person’s behavior remain stable over time?

Common Errors

1. Fundamental Attribution Error: Overestimating internal factors and underestimating external influences.

2. Self-Serving Bias: Attributing successes to oneself and failures to external factors.

3. Selective Perception: Filtering information based on personal biases.

4. Halo Effect: Judging a person based on a single trait.

5. Contrast Effects: Perception influenced by the recent exposure to different situations or people.

6. Stereotyping: Judging based on group characteristics.

Understanding Personality

Definition

• Personality: Total sum of ways in which an individual reacts and interacts with others, characterized by enduring traits.

Measurement Techniques

1. Self-Report Surveys: Individuals evaluate their own characteristics.

2. Observer Ratings: Independent assessments that may predict job success more accurately.

Key Personality Models

• MBTI: Offers different types based on preferences in behavior and decision-making.

  • Types range from extroverted/introverted to sensing/intuition, thinking/feeling, judging/perceiving.

• Big Five Personality Model: Five dimensions that encompass variation in personality traits:

  • Extraversion

  • Agreeableness

  • Conscientiousness

  • Emotional Stability (Neuroticism)

  • Openness to Experience

The Dark Triad

• Components:

  • Machiavellianism: Manipulative personality.

  • Narcissism: Grandiosity and need for admiration.

  • Psychopathy: Lack of empathy and antisocial behavior.

Emotions and Their Impact

Understanding Emotions

• Emotions: Intense feelings directed at someone or something.

• Moods: Less intense feelings that don’t have a specific cause.

Emotional Labour

• Involves managing emotions based on organizational demands, leading to emotional dissonance if feelings do not align.

  • Surface Acting: Posing emotions not genuinely felt.

  • Deep Acting: Modifying genuine feelings.

Importance of Emotions in the Workplace

1. Affective Events Theory: Workplace events emote reactions that affect behaviors and attitudes.

2. Emotional Intelligence (EI): The ability to recognize, understand, and manage emotions.

   • Components of EI include: awareness, understanding, and regulation of emotions.

3. Emotion Regulation: Identifying and modifying emotions leads to better performance and organizational citizenship.

Global Differences

• Variations exist across cultures in perception, attribution, personality, and emotional experiences.

Sample Exam Questions

1. Attribution Theory: Observed behavior differing from past behavior relates to ________.

2. Scenario example where misunderstanding is driven by biases in team settings.

3. Personality assessment prompts tailored over various situational strengths.

Summary

1. Perception is crucial for giving meaning to our environment.

2. Attribution theory explains behavioral judgments.

3. Personality impacts workplace interactions and outcomes, and can be effectively measured.

4. Emotional intelligence plays a vital role in personal effectiveness at work.