An Assignment of Organizational Behavior

Page: 1 of 36

Contents

Seria l No. 01. 02. 03. 04. 05.

Particulars
Historical Background of Organizational Behavior.

Page No. 27 8 24 25 30 31 35 36

Personality. Emotions. Values. Reference.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior Describe the history of organizational behavior.

Historical Background of Organizational Behavior:

Page: 2 of 36

The history of human relations is not new. It existed since the beginning of the time but its dealings is quite new with the development of art and science. In the early days people worked alone or in small groups where human relations were not problem because organizations were not as complicated as they are today. Human relations are handled very easily because there were direct links bet between labor, capital and management. They had to work to survive hence there been no possibility of trying to improve the behavioral satisfaction. Then industrial revolution broke it. In the beginning there was no improvement in human relations but later on improvement was seen in the working conditions of the people. The industry generated a surplus capital of goods and knowledge that eventually provided workers increased wages, shorter hours of work and more work satisfaction. Combination of F. W. Taylor: Early Development, during 1900s, F. W. Taylor presented the concept of scientific management to the world. He awakened the interest in people at work. He is often called the father of scientific management. He gave the new dimension in the management thought that paved the way for the subsequent development of organizational behavior. He was first to recognize the fact that improved work situation would certainly add to the productivity. The major work of Mr. F.W. Taylor was published in 1911. During the decade, the interest in human relations at work was accelerated by World War-1. The National Personnel Associated was formed in U.S.A. and later in 1923; the name of the association was changed to The American Management Association. Its main object was to devote itself exclusively to the consideration of human factor in commerce and industry. In 1918, a Silver Bay conference was organized in New conference is being regularly held. During the same period, Whiting Williams was engaged in studying workers while working with them and his experiences were made public in 1920 entitled whats on the Workers Mind. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

The Scientific Management:

Page: 3 of 36

About 90 years ago by Frederick W. Taylor in his Principles of Scientific Management described how the scientific method could be used to define the one best way for a job to be done. Taylor believed that worker output was only about one-third of what was possible. He spent more than two decades pursuing with a passion the one best way for each job to be done. Taylor sought to create a mental revolution among both the workers and management by defining clear guidelines for improving production efficiency. The Human Relations Movement: Despite the economic progress brought about in part by Scientific Management, critics were calling attention to the "seamy side of progress," which included severe labor/management conflict, apathy, boredom, and wasted human resources. These concerns lead a number of researchers to examine the discrepancy between how an organization was supposed to work versus how the workers actually behaved. In addition, factors like World War- I, developments in psychology (e.g. Freud) and later the depression, all brought into question some of the basic assumptions of the Scientific Management School. One of the primary critics of the time, Elton Mayo, claimed that this "alienation" stemmed from the breakdown of the social structures caused by industrialization, the factory system, and its related outcomes like growing urbanization. Combination of Mayo and Roethlisberger: Mayo and Roethlisberger, during 1920 and1930 Elton Mayo and F. J. Roethlisberger at Harvard University gave the academic stats of human behavior at work. They applied keen insight, straight thinking and sociological backgrounds to the industrial experiments at Western Electric Company Hawthorne plan. The study developed the concept that an organization is a social system and the human element is one of the most important elements in it. The experiments showed that worker is not simply a tool but he is a complex personality interacting in a group situation that is hard to deal with and thoroughly misunderstood. Mayo pleaded that collaboration cannot be left to chance. His colleague Roethlisberger added that a human problem to be brought to a human solution requires human data and human tools. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Early Practice: Adam Smith:

Page: 4 of 36

Adam Smith concluded that division of labor raised productivity by increasing each workers skill and dexterity, by saving time that is commonly lost in changing tasks, and by encouraging the creation of labor saving inventions and machinery. The extensive development of assembly line production processes during the twentieth century was undoubtedly stimulated by the economic advantages of work specialization cited over two centuries ago Adam Smith. Charles Babbage: Charles Babbage was a British Mathematics Professor who expended on the virtues of division of labor first articulated by Adam Smith, in his book On the Economy of Machinery and Manufactures, published in 1832. Babbage added the following to Smiths list of the advantages that accrued from division of labor: i. ii. iii. iv. It reduces the time needed for material during the learning stage. It reduces the waste of material during the learning stage. It allows for the attainment of high skill levels. It allows a more careful matching of peoples skills and physical abilities with specific tasks.

Moreover, Babbage proposed that the economics from specialization should be as relevant to doing mental work as physical labor. The Western Electric (Hawthorne Works) Studies (1923-1933) Cicero, ILL. The most famous of these studies was the Hawthorne Studies which showed how work groups provide mutual support and effective resistance to management schemes to increase output. This study found that workers didn't respond to classical motivational approaches as suggested in the Scientific Management and Taylor approaches, but rather workers were also interested in the rewards and punishments of their own work group. These studies, conducted in the 1920's started as a straightforward attempt to determine the Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 5 of 36

relationship between work environment and productivity. The results of the research led researchers to feel that they were dealing with socio-psychological factors that were not explained by classic theory which stressed the formal organization and formal leadership. The Hawthorne Studies helped us to see that an organization is more than a formal arrangement of functions but is also a social system. In the following chart, we can see a comparison of traditional assumptions vs. a newer "human relations" view. Human relations Assumptions

Traditional Assumptions

people try to satisfy one class of need at work: economic need no conflict exists between individual and organizational objectives people act rationally to maximize rewards we act individually to satisfy individual needs

organizations are social systems, not just technical economic systems we are motivated by many needs we are not always logical we are interdependent; our behavior is often shaped by the social context informal work group is a major factor in determining attitudes and performance of individual workers management is only one factor affecting behavior; the informal group often has a stronger impact job roles are more complex than job descriptions would suggest; people act in many ways not covered by job descriptions there is no automatic correlation between individual and organizational needs communication channels cover both logical/economic aspects of an organization and feelings of people teamwork is essential for cooperation and sound technical decisions leadership should be modified to include concepts of human relations job satisfaction will lead to higher job productivity management requires effective skills, not just technical skills social

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Results of the Hawthorne Studies and the related research:

Page: 6 of 36

These studies added much to our knowledge of human behavior in organizations and created pressure for management to change the traditional ways of managing human resources. The Human Relations Movement pushed managers toward gaining participative support of lower levels of the organization in solving organization problems. The Movement also fostered a more open and trusting environment and a greater emphasis on groups rather than just individuals Douglas McGregor's Theory X and Theory Y: Douglas McGregor was one of the great popularizes of Human Relations approach with his Theory X and Theory Y. In his research he found that although many managers spouted the right ideas, their actual managers indicated a series of assumptions that McGregor called Theory X. However, research seemed to clearly suggest that these assumptions were not valid but rather a different series of notions about human behavior seemed more valid. He called these Theory Y and urged managers to manage based on these more valid Theory Y notions. Work is inherently distasteful to most people Work is as natural as play if the Most people are not ambitious, conditions are favorable have little desire for Self-control is often indispensible responsibility, and prefer to be in achieving organizational goals directed The capacity for creativity is Most people have little capacity spread throughout organizations for creativity in solving Motivation occurs at affiliation, organizational problems esteem, and self-actualization Motivation occurs only at the levels, not just security, physiological and security physiological levels levels

Most people must be closely controlled and often coerced to achieve organizational objectives

People can be self-directed and creative at work if properly motivated

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

SCHOOLS OF HISTORICAL COMPONENTS BY DECADE THOUGHT

Page: 7 of 36 AND THEIR

Org. theory prior to 1900: Emphasized the division of labor and the importance of machinery to facilitate labor. Scientific management (1910s-)--Described management as a science with employers having specific but different responsibilities; encouraged the scientific selection, training, and development of workers and the equal division of work between workers and management Human relations (1920s-) focused on the importance of the attitudes and feelings of workers; informal roles and norms influenced performance. Classical school revisited (1930s):Re-emphasized the classical principles. Group dynamics (1940s): Encouraged individual participation in decisionmaking; noted the impact of work group on performance. Leadership (1950s) stressed the importance of groups having both social task leaders; differentiated between Theory X and Y management Decision theory (1960s) suggested that individuals "satisfice" when they make decisions Sociotechnical School (1960s) called for considering technology and work groups when understanding a work system Systems theory-(1970s): Represented organizations as open systems with inputs, transformations, outputs, and feedback; systems strive for equilibrium and experience equifinality. Contingency theory (1980s): Emphasized the fit between organization processes and characteristics of the situation; called for fitting the organization's structure to various contingencies

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 8 of 36

PERSONALITY
1. Define personality.
Origin: The English word Personality has come from the Latin word Persona that means Musk. Definition: Generally we can say that personality refers to the ways by which a person can react and interact with others. "When psychologists talk of personality, they mean a dynamic concept describing the growth and development of a person's whole psychological system. Rather than looking at parts of the person, personality looks at some aggregate whole that is greater than the sum of the parts". Authorized Definition: Many authors have defined personality in different ways. Some of them are given below _
a. According to Griffin, Personality is the relatively permanent set of

psychological and behavioral attributes that distinguish one person from another.
b. Kreitner and Kinicki says that, Personality is defined as the combination

of stable physical and mental characteristics that given the individual his or her identity.
c. According to S. P. Robbins, Personality is the sum total of ways in

which an individual reacts and interacts with others. From the above discussion we can find out the following important things_ 1. Personality is an individual organization. 2. Its differ one person to another. 3. Its the sum total of some personal traits. 4. Its a challenge for a person how can he\she act in an organization. Finally, we can say that Personality include the sum total of an individuals characteristics. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior 2. What are the Personality Determinants?

Page: 9 of 36

An adult's personality is now generally considered to be made up of both hereditary and environmental factors, moderated by situational conditions. There are the personality determinants_ PERSONALITY DETERMINANTS 1. Heredity, 2. Inherent, 3. Distress, 4. Environment, 5. To exert, and 6. Situation

DISSCUSION:
Heredity: Physical stature, facial attractiveness, gender, temperament, muscle composition and reflexes, energy level, and biological rhythms are characteristics that are generally considered to be either completely or substantially influenced by who your parents were, that is, by their biological, physiological, and inherent psychological makeup. The heredity approach argues that the ultimate explanation of an individual's personality is the molecular structure of the genes, located in the chromosomes. Inherent; Recent studies of young children lend strong support to the power of heredity. Evidence demonstrates that traits such as shyness, fear, and distress are most likely caused by inherited genetic characteristics. This finding suggests that some personality traits may be built into the same genetic code that affects factors such as height and hair color.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Distress:

Page: 10 of 36

Further support for the importance of heredity can be found in studies of individual job satisfaction, which we discussed in the previous chapter. Individual job satisfaction is found to be remarkably stable over time. This result is consistent with what you would expect if satisfaction is determined by something inherent in the person rather than by external environmental factors. Environment: Among the factors that exert pressures on our personality formation are the culture in which we are raised, our early conditioning, the norms among our family, friends, and social groups, and other influences that we experience. The environment to which we are exposed plays a substantial role in shaping our personalities. There are two types of environment, such as _ 1. Natural Environment. 2. Social Environment. To exert: North Americans, as a result, tend to be ambitious and aggressive relative to individuals raised in cultures that have emphasized getting along with others, cooperation, and the priority of family over work and career. Careful consideration of the arguments favoring either heredity or environment as the primary determinant of personality forces the conclusion that both are important. Heredity sets the parameters or outer limits, but an individual's full potential will be determined by how well he or she adjusts to the demands and requirements of the environment. Situation: An individual's personality, although generally stable and consistent, does change in different situations. The varying demands of different situations call forth different aspects of one's personality. At last we say that, personality determinants include heredity, environment, Distress, and situation etc. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior 3. What are the personality traits? Or, Discussed the nature of personality

Page: 11 of 36

Personality is the sum total of ways in which an individual reacts to and interacts with others. Personality traits refer enduring characteristics that describe an individual's behavior. Now we will briefly discussed them in below_

Personality Traits:
Primary traits: Originally think about human behavior is a difficult task. So that mark all the human traits are impossible. We see in a statement that people has 17, 953 traits. A scholar mark, people has 171 traits. In primary stage he state 16 traits, such as_ 1. Reserved Vs. Outgoing. 2. Less intelligent Vs. More intelligent. 3. Affected by feelings vs. emotionally stable. 4. Submissive Vs. Dominant. 5. Serious Vs. happy-go-luck. 6. Expedient Vs. Conscientious. 7. Timid Vs. Venturesome. 8. Tough minded Vs. Sensitive. 9. Trusting Vs. Suspicious. 10. Practical Vs. Imaginative. 11. Forth right Vs. Shrewd. 12. Self-assured Vs. Apprehensive. 13. Conservative vs. Experimenting. 14. Group dependent Vs. Self-sufficient. 15. Uncontrolled Vs. Controlled. 16. Relax Vs. Tense.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

The Myers-Briggs Type indicator-MBTI:

Page: 12 of 36

The Myers-Briggs Type Indicator (MBTI) is the most widely used personalityassessment instrument in the world. Its a 100-quwstion personality test that asks people how they usually feel or act in particular situations. MBTI is a personality test that taps four characteristics and classifies people into 1 of 16 personality types. These terms are given as follows: 1. Skeptical, 2. Critical, 3. Independent, 4. Determined often stubborn. Determined often stubborn is two types. Such as _
A. ESTJ types trait:

ESTJ is the short form of Extroverted, Sensing, Thinking, and Judging. In this stage, it is said that there are four kinds of traits, as such_ a. Realistic, b. Logical, c. Analytical, d. Decisive and natural head for business.
B. ENTP types trait:

ESTJ is the short form of Extroverted, Intuitive, thinking, and Perceiving. In here four types of personality, as such_ a. Innovative, b. Individualistic, c. Versatile. d. Attracted to entrepreneurial ideas. The Big Five Model: "In recent years, an impressive body of research supports that five basic dimensions underlie all others and encompass most of the significant variation in human personality".

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

1. Extraversion:

Page: 13 of 36

Extraversion is a personality dimension describing someone who is sociable, gregarious, and assertive. 2. Agreeableness: Agreeableness is a personality dimension describing someone who is goodnatured, cooperative, and trusting. 3. Conscientiousness: Conscientiousness refers personality dimension describing someone who is responsible, dependable, persistent, and organized. 4. Emotional Stability: Emotional Stability include personality dimension that characterizes someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative). 5. Openness to Experience: Openness to Experience is a personality dimension that characterizes someone in terms of imaginativeness, artistic, sensitivity, and intellectualism. "Research on the Big Five also has found important relationships between these personality dimensions and job performance". Finally we can say that, from the above discussion we can get a clear concept about the personality traits.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 14 of 36

4. Discussed the major personality attributes influencing of organizational behavior. MAJOR PERSONALITY ATTRIBUTES INFLUENCING OB
i. ii.
iii.

iv. v.

Locus of control, Machiavellianism, Self-esteem, Self-monitoring, Risk taking.

DISCUSSION:
i. Locus of Control:

The degree to which people believe they are masters of their own fate. "Some people believe that they are masters of their own fate. Other people see themselves as pawns of fate, believing that what happens to them in their lives is due to luck or chance. The first types, those who believe that they control their destinies, have been labeled internals, whereas the latter, which see their lives as being controlled by outside forces, have been called externals. A person's perception of the source of his or her fate is termed locus of control". "A large amount of research comparing internals with externals has consistently shown that individuals who have high scores in externality are less satisfied with their jobs, have higher absenteeism rates, are more alienated from the work setting, and are less involved on their jobs than are internals".

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 15 of 36

"Internals search more actively for information before making a decision, are more motivated to achieve, and make a greater attempt to control their environment. Externals, however, are more compliant and willing to follow directions. Therefore, internals do well on sophisticated tasks which include most managerial and professional jobs that require complex information processing and learning. In addition, internals are more suited to jobs that require initiative and independence of action". ii. Machiavellianism: Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means. "High Machs manipulate more, win more, are persuaded less, and persuade others more than do low Machs". "Should we conclude that high Machs make good employees? That answer depends on the type of job and whether you consider ethical implications in evaluating performance". iii. Self-Esteem: Self Esteem refers Individuals' degree of liking or disliking of themselves. Self-esteem is directly related to expectations for success. High SEs believes that they possess the ability they need in order to succeed at work. Individuals with high self-esteem will take more risk in job selection and are more likely to choose unconventional jobs that people with low self-esteem. The most generalizable finding on self-esteem is that low SEs is more susceptible to external influence than are high SEs A number of studies confirm that high SEs is more satisfied with their jobs than are low SEs". Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

iv. Self-Monitoring:

Page: 16 of 36

Self-Monitoring is a personality trait that measures an individual's ability to adjust his or her behavior to external, situational factors. "Individuals high in self-monitoring show considerable adaptability in adjusting their behavior to external situational factor. They are highly sensitive to external cues and can behave differently in different situations. High selfmonitors are capable of presenting striking contradictions between their public persona and their private self". "High self-monitoring managers tend to be more mobile in their careers and receive more promotions (both internal and cross organizational)".

v.

Risk Taking

"People differ in their willingness to take chances. This propensity to assume or avoid risk has been shown to have an impact on how long it takes managers to make a decision and how much information they require before making their choice High risk taking managers made more rapid decisions and used less information in making their choices than did the low risk-taking managers. Interestingly, the decision accuracy was the same for both groups".

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

5. Discussed the characteristics of personality.

Page: 17 of 36

Personality is a familiar word to a man. It is that quality which distinct a man from others. The main characteristics of personality are given below: a. Man born with lots of potentiality. Many environmental elements react on man from his/her boyhood. As a result mans internal genius discloses. From the environmental reaction mans personality is created. b. Mans thinking, perception, intention, desire, lifestyle and rational tendency create to establish relationship between man and environment.

c. Personality is the coincided of mental and physical characteristics. d. The main foundation of personality is self control and self conscious. e. Personality is a changeable thing. f. Though personality is a changeable but it has some stability that separates a man from others.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

6. Discussed Different Types of Personality.

Page: 18 of 36

Personality is the total sum of ways in which an individual reacts to and interacts with others. Various psychologists have divided personality in different ways. These are given below_ Types of personality: a. Personality is divided into two types by S. P. Robbins. Such as _
1. Type-A personality:

Type A personality is a aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and if necessary; against the opposing efforts of other thing or other people. Characteristics of type- A personality: i. Are always moving, walking, and eating rapidly; ii. Feel impatient with the rate at which most events take place; iii. Strive to think or do two or more things at once; iv. Cannot cope with leisure time; v. Are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire. 2. Type-B personality: Type-B personality is the opposite one of Type-A personality .Type Bs are rarely harried by the desire to obtain a wildly increasing number of things or participate in an endless growing series of events in an ever-decreasing amount of time. Type Bs never suffer from a sense of time urgency with its accompanying impatience, can relax without guilt, and so on. Characteristics of type B personality: i.
ii.

iii. iv.

Never suffer from a sense of time urgency with its accompanying impatience; Feel no need to display or discuss either their achievements or accomplishments unless such exposure is demanded by the situation; Play for fun and relaxation, rather than to exhibit their superiority at any cost; Can relax without guilt.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 19 of 36

b. According to German psychologist personality is three types. Such as_

Figure: Types of personality.

Personality

1.

Extrovert Personality

2. Introvert Personality

3. Ambivert Personality

1. Extrovert Personality:

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 20 of 36

These types of people are very social. They always enjoy themselves. They always stay with other. They can easily adjust with any environment. They always want to know or invent new thing.

2. Introvert Personality:
They are very conservative. They dont like to mix with other. They like to think about themselves. They dont like to be noisy and to do enjoy. They are very creative.

3. Ambivert Personality:
They work as a middleman. They behave sometimes as extrovert and sometimes as introvert.

c. According to Kertochmer personality is four types. Such as_ 1. Pyknik 2. Leptosome 3. Aethletic 4. Dysplustic d. Psychologist Spranger has divided personality into six types. Such as_ 1. Theoretical Personality 2. Economic personality 3. Aesthetic personality 4. Social personality 5. Political personality 6. Religious personality

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 21 of 36

From the above discussion, we can say that division of S.P. Robbins is more acceptable. In this part we can generate a clear concept about Type-A &Type-B personalities.

7. Discussed the different types of personality theories.

Personality is differ one person to another person. For this reason personality has no universal theory. But some psychologists had given the personality theories. These are given below _

Theories of Personality:
1. 2. 3. 4. 5. Personality job fit theory, The Big-Five model, Trait personality theory, Cattells trait theory, Psychoanalytic theory, 6. Humanistic personality theory.

DISCUSSION:
1. Personality job fit theory: Personality job fit theory identifies six personality types and proposes that the fit between personality type and occupational environment determines

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 22 of 36

satisfaction and turnover. This theory is given by John Holland. The main two parts of this theory is a. Person job Fit, b. Person Organization Fit. a. Person job Fit: A realistic person in a realistic job is in a more congruent situation than a realistic person in an investigative job. A realistic person in a social job is in the most incongruent situation possible. The main things of person job is given below _ I. Realistic, II. Investigative, III. Social, IV. Conventional, V. Artistic, VI. Enterprising. The key points of this model are that_ I. There do appear to be intrinsic differences in personality among individuals, II. There are different types of jobs, and III. People in jogs congruent with their personality should be more satisfied and less likely to voluntarily resign than people in incongruent jobs.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 23 of 36

Figure: Person job fit. b. Person Organization fit: The person Organization fit essentially argues that people are attracted to and selected by organizations that match their values, and they leave organizations that are not compatible with their personalities. Research on person organization fit has also looked at peoples values and whether they match the organizations culture. The fit of employees values with the culture of their organization predicts job satisfaction, commitment to the organization, and low turnover.
2. The Big Five Model:

"In recent years, an impressive body of research supports that five basic dimensions underlie all others and encompass most of the significant variation in human personality". a. Extraversion: Extraversion is a personality dimension describing someone who is sociable, gregarious, and assertive. b. Agreeableness: Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 24 of 36

Agreeableness is a personality dimension describing someone who is goodnatured, cooperative, and trusting. c. Conscientiousness: Conscientiousness is a personality dimension describing someone who is responsible, dependable, persistent, and organized. d. Emotional Stability: Emotional Stability is a personality dimension that characterizes someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative). e. Openness to Experience: Openness to Experience is a personality dimension that characterizes someone in terms of imaginativeness, artistic, sensitivity, and intellectualism. "Research on the Big Five also has found important relationships between these personality dimensions and job performance". 3. Trait personality theory: Trait personality theories based on the premised that predispositions direct the behavior of an individual in a consistent pattern. Trait personality theory is given by the Gordon Allport. He is divided trait personality theory into two types, as such_ i. Common trait, ii. Personal trait. 4. Cattells trait theory: Cattells trait theory is given by the Psychologist Raymond B. Cattell. He innovated 16 personality determinates. 5. Psychoanalytic theory: This theory is given by Viennas Psychologist Sigmund Freud. He thought that human personality come into three ways, as such_ i. Id, ii. Ego, iii. Super ego. 6. Humanistic personality theory: Humanistic personality theory is given by Carl Rogers. Humanistic depends on person self-motivation. From the above discussion we can easily identified the theory of personality. 8. Discussed the method of measuring personality. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 25 of 36

Measuring personality is the ancient issue. Earlier personality might be defined through ones internal, external and physical structure. But now a- days lots of scientific method has invented to measure personality. They are given below: A. Interview method: It is the ancient method of measuring personality. Interviewees are asked some question by interviewer face to face to find ones internal genius. B. Case history method: In case of this method, information is collected from lots of place to determine ones personality. C. Rating scale: In case of this method is done through graphic, numerical, ranking, checklist and forced choice. D. Questionnaire method: For doing this method at first a questionnaire is made with some important personality related questions. Then interviewees have to answer these questions on the basis of yes or no. E. Projective method: This is considered exceptional method. In case of this method interviewee are given task to complete. Interviewee has to do it through his own effort or experience. F. Situation test: In case of this method ones give chance to communicate or chase others problem in a special situation. Through this method one can be identified as good or bad. G. Performance test: Mans personality disclose through work. So he is given some work to do. Through this way he is identified as honest, dishonest, sincere etc. From above method, personality can be measured easily and impartially though it is not fully free from defect.

EMOTION
Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

1. Define Emotion.

Page: 26 of 36

Origin: The English word Emotion has come from the Latin word Emover that means To move out. Definition of Emotion: Before define emotion we need to clarify three terms that are closely intertwined: affect, Emotions, and moods_ Affect: Affect is a generic term that covers a broad range of feelings that people experience. Emotions: Emotions are intense feelings that are directed at someone or something. Moods: Moods are feelings that tend to be less intense than emotions and that lack a contextual stimulus. Generally, we can say that emotions include reactions of a person to someone or something. Authorized definitions: Various authors have defined emotion in different ways. Some of them are given below_ a) According to John C. Ruch, An emotion is an affective experience, one that both causes body arousal and has meaning or value to the experience. b) Fred Luthans said that, Emotions are reactions to an object, not a trait. c) According to S. P. Robbins, Emotions are intense feelings that are directed at someone or something. d) According to Kreitner and Kinicki, Emotions are complex human reactions to personal achievements and setbacks that may be felt and displayed. From the above discussion, we can say that Emotion is mental excitement of a man that actives a man and he behaves changeably.

2. Discussed Nature or Characteristics of Emotion.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 27 of 36

Emotion is a special type of feeling. The main characteristics of emotion are given below: a. Behavioral aspect: Though emotion is mental matter but it has a behavioral aspect. If someone hear bad news the tear come out from his/her eye. That means emotion change one behavior. b. Organic expression: Viscera of body and duet less gland stimulated very greatly during emotion and they become active. Such type stimulation of physical instrument creates some symptom. Such as if cricket team win then they enjoy through clasp. c.Duration: Sometimes Emotion may be long lasting and may be short term. Such as_ dead of father or mother give long lasting grief. But win in the playground is a short term enjoy. d. Stimulus Based: Stimulate create emotion. Such as letter from foreign husband touch wife most or give ones term happiness. e. Parasitical: Emotion is completely based on parasitical. It creates from rational habit. When may deduct from hungry do he will be angry. f. Excited by Ideas: Emotion is created by excitement or Ideas. If a man knows that someone killed his brother he must be angry. g. Acts on Desire: Emotion depend on desire and desire increase our emotion. h. Wide Range: The range of emotion is very large. All people including old and children are affects by emotion. It has no definite place or definite choice. i. Spontaneous Matter: Emotion is completely the matter of spontaneous. Nobody can laugh anyone cry anyone without any cause. j. Abnormality: Man behaves abnormal sometimes for so much emotion. Temporally he losses all his sense. Sometimes man commits suicide for heavy emotion.

3. Discussed the Physical Expression of Emotion.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 28 of 36

Automatically change ones body language for emotion. Sometimes muscle circulation increase. This is the external expression of emotion. Man can measure his emotion to such expression. Some physical expression which results from emotion are given below_ 1. Blood pressure: Blood pressure change during emotion. When man feels heavy emotion his blood circulation increase and sometimes blood circulation decrease. It can be measured by pressure machine. 2. Heart function: Emotion increases heart wave. Chests wave increase heavily for heavy horror sometime man die by stopping his/her heart wave because of heavy emotion. 3. Facial expression: We can see the change in our face, nose, leap and fate due to emotion. 4. Muscular response: Emotion changes our muscular system. Sometimes we fist our hand for heavy emotion. We can see vibration in our muscles for emotion. 5. Change of respiration: Changing in respiration is another change for emotion. Respiration increases for heavy emotion. We take long breath for frustration. 6. Change of voice: When someone becomes excited his voice may be high and loudly. On the other hand when someone gets fear then his voice is slowly. 7. Change pupil: Pupil rise up when ones get lot of excitement. On the other hand, when ones get fear then his pupil get down from his position. 8. Secretion: Secretion is dry up for heavy emotion. As a result his face dries up. 9. Digestive function: Emotion changes ones suggestive system. During heavy emotion man excretes urine or nuisane.

4. Discussed the effects of emotion in human life.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 29 of 36

Rationally man is affected by emotion. Every man is affected by emotion and feel excitement in his nurve. Without emotion life is inactive. Emotion may be harmful if it increases more. There are lots of effects of emotion in human life, they are given below: 1) Change of behavior: Emotion creates excitement or tension. Men behave specific to get rid of this excess emotion. 2) Effect on habits: From childhood emotion is result. This emotion from pattern or chart. This pattern helps him to form his habit. 3) Sensitivity and Perception: When man get angry his sensitivity increases. He emphasizes a little matter when he gets angry. 4) Physical change: Mans eye forms a red colour during heavy emotion. He becomes very aggressive and sometime he does harm other on the time emotion. 5) Change in physical system: Excess emotion raises blood pressure and damage nervus. 6) Creative attitude: Emotion always creates creative attitude. It helps a man to accept a good thing and increase attraction to pretty thing. So we can say that emotion may be evaluated from different angle. Sometimes emotion creative good attitude and sometimes it creates bad attitude.

5. Discussed the different types of theories of emotion.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 30 of 36

We are affected by emotion in every sphere of life. Emotion controls every work. There are lots of theories about emotion_ A) James Lange theory, B) Connon Bard theory. A) James Lange theory: A U.S.A. Scientist named William James and Carl Lange scientist of Denmark gave two contradictory theory. Though they expose two theory separately but their main themes is one. So it is called James Lange theory. From ordinary theory we know that first, emotion is created from excitement of something then we expose it through some physical expression.

Figure: Ordinary theory.

According to James Lange theory, Human body naturally response to the stimulated thing. We call emotion of this response and reaction. According to their theory physical changes occur for the presence of some stimuli. Such as we get sorrow for crying. So according to their model we can say that at first we perceived something then our physical change is exposed.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 31 of 36

Figure: James Lange theory.

Criticism: 1.This theory is completely opposite from present theory such as according to James Lange after crying we get sorrow But present theory show that we cry after getting sorrow. 2. According to this theory perception and emotion is same. 3. James said his theory is suitable for severe and heavy emotion. But severe and few emotion cannot be separated. 4. In case of this theory, Emotion created from physical changes. So physical changes cannot occur after detaching from nerve system But from one examination it is proved that after detaching nerve system, emotion remain active. B) Cannon Bard theory: In 1927 Walter Ccannon of Harvard University has given a theory about emotion. Later Philip Bard modifies this theory. For this reason this theory is known as cannon Bard theory. According to this theory the source of emotion is thallamass lower portion which is known as Hypothallamas. After detaching nervus system, emotion exists as usual. They saw it over the examination of dog. Criticism: According to this model Hypothallamas is main thing. But according to Liper and Laslely. Hypothallas can create only rough emotion not creative emotion. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 32 of 36

Values
1. Define Values.
If a person likes power, is that good or bad? The answers to these questions are value laden. Values represent basic convictions that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence. According to S.P. Robbins, Values are basic convictions that a specific

mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
They contain a judgmental element in that they carry an individuals ideas as to what is right, good or desirable. Value both content and intensity attributes. The content attribute says that a mode of conduct or end state of existence is important. The intensity attribute specifies how it is value tend to be relatively stable and enduring, we foster our value from parents, teachers, friends, and others.

2. Discussed the Importance of Values.

Values importance is very comprehensive. Value is the founder of attitudes and motivation because they influence our perceptions. When any employ enter an organization with perceived notions of what ought and what ought not to be. All these perceived are value based. "Values are important to the study of organizational behavior because they lay the foundation for the understanding of attitudes and motivation and because they influence our perceptions". Values generally influence attitudes and behavior. When any employ enter an organization with the view that allocating pay on the basis of performance is right, allocating pay on this basis of senioriority is wrong. How employ going to react if they find that the organization they have just joined rewards seneriority and not performance. They are likely to be disappointed - and this can lead job dissatisfaction would their attitude and behavior be different if their values aligned with the organizations pay policies. Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior 3. Discussed the different types of Values.

Page: 33 of 36

Milton Rokeach created the Rokeach value survey (RVS). The RVS consists of two sets of values. Each set contain 18 individual value items. One set called terminal value; the other set, called instrumental values.

TYPES OF VALUES:
a) Terminal Values:

Terminal value refers to desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime. Terminal Values: i.
ii.

iii. iv. v. vi. vii. viii. ix. x. xi. xii. xiii. xiv. xv. xvi. xvii. xviii.

A comfortable life (a prosperous life) An exciting life (a stimulating, active life) A sense of accomplishment (lasting contribution) A world at peace (free of war and conflict) A world of beauty (beauty of nature and the arts) Equality (brotherhood, equal opportunity for all) Family security (taking care of loved ones) Freedom (independence, free choice) Happiness (contentedness) Inner harmony (freedom from inner conflict) Mature love (sexual and spiritual intimacy) National security (protection from attack) Pleasure (an enjoyable, leisurely life) Salvation (saved, eternal life) Self-respect (self-esteem) Social recognition (respect, admiration) True friendship (close companionship) Wisdom (a mature understanding of life)

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

b) Instrumental Values:

Page: 34 of 36

Instrumental value refers to preferable modes of behavior or means of achieving one's terminal values. Instrumental Values: i. ii. iii. iv. v. vi. vii. viii. ix. x. xi. xii. xiii. xiv. xv. xvi. xvii. xviii. Ambitious (hardworking, aspiring) Broad-minded (open-minded) Capable (competent, effective) Cheerful (lighthearted, joyful) Clean (neat, tidy) Courageous (standing up for your beliefs) Forgiving (willing to pardon others) Helpful (working for the welfare of others) Honest (sincere, truthful) Imaginative (daring, creative) Independent (self-reliant, self-sufficient) Intellectual (intelligent, reflective) Logical (consistent, rational) Loving (affectionate, tender) Obedient (dutiful, respectful) Polite (courteous, well-mannered) Responsible (dependable, reliable) Self-controlled (restrained, self-disciplined)

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

3.

Page: 35 of 36

Discussed the values across cultures.

VALUES ACROSS CULTURES:

Because values differ across cultures, an understanding of these differences should be helpful in explaining and predicting behavior of employees from different countries. A Framework for Assessing Cultures: - Power Distance - Individualism versus Collectivism - Quantity of Life versus Quality of Life ("Hofstede called this dimension masculinity versus femininity, but we've changed his terms because of their strong sexist connotation.") - Uncertainty Avoidance - Long-Term versus Short-Term Orientation Power Distance: A national culture attribute describing the extent to which a society accepts that power in institutions and organizations is distributed unequally. Individualism: Individualism is a national culture attribute describing the degree to which people prefer to act as individuals rather than a member of groups. Collectivism: Collectivism is a national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them. Quantity of Life: Quantity of life is a national culture attribute describing the extent to which societal values are characterized by assertiveness and materialism.

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Quality of Life:

Page: 36 of 36

Quality of life is a national culture attribute that emphasizes relationships and concern for others. Uncertainty Avoidance: A national culture attribute describing the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

Long-Term Orientation: Long term orientation include a national culture attribute that emphasizes the future, thrift, and persistence. Short-Term Orientation: Short term orientation refers a national culture attribute that emphasizes the past and present, respect for tradition, and fulfilling social obligation. "Dell Computer learned that Chinese work values differ from U.S. work values when it opened a computer factory in Xiamen, China. Chinese workers view the concept of a job for life. They expect to drink tea and read the papers on the job and still keep their jobs. Dell China executives had to train employees so they understood that their jobs depended on their performance. To instill workers with a sense of ownership, managers gave employees stock options and explained to them how their increased productivity would result in higher pay".

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.

An Assignment of Organizational Behavior

Page: 37 of 36

Reference:
1)

S.P. Robbins, T.A. Judge, Organizational Behavior, Prentice Hall India Ltd, New Delhi, India.

2) Fred Luthans, Organization Behavior. 3) Robert Kreitner and Angelo Kinicki, Organizational Behaviour, IRWIN McGraw Hill, Boston, USA.
4)

Gregory Moorhead, Ricky W. Griffin, Organizational Behaviour: Managing People and Organizations (7/e).

5) Professor Edward G. Wertheim, College of Business Administration, Northeastern University, Boston, MA 02115
6)

Organizational Behavior, Book Author: Dr. M. Ataur Rahman & Dr. Md. Shahadat Hossain, Life Publishers, Islamia Market, Nilkhet, Dhaka. Newstroom W. Jhon & Davis Keith, Organizational Behaviour: Human behavior at work (11/e), Tata McGraw-Hill.

7)

8) Wikipedia, the free encyclopedia. 9) Internet Other Sources.

THE END

Zahirul Islam, 07882517, Dept. of Mgt, BBA, JNU.