The Behavioral Science Disciplines, Big Five Personality Model - Assignment Example

Question Identify and describe the behavioral science disciplines that contribute to the field of organization behavioral. Provide examples from each of these (4) disciplines. There are four behavioral science disciplines that contribute to the field of organization behavioral and specifically these are psychology, social psychology, sociology and anthropology. The main difference between psychology discipline from the rest of mentioned disciplines is that it gives us meaningful understanding of an individual in analyzing individual behavior and an organization while the rest of mentioned disciplines can help in analyzing the macro level of group behavior. On the other hand, the unit of analysis for social psychology is within the group. Then sociology and anthropology have combined group and organization system as part of their unit of analysis. In psychology, there is measurement, explanation and changing of behavior of both humans and animals. This means that psychology seeks not only to explain but in the process it also tries to influence and make necessary and relevant approaches in order to quantify information about human or animal individual behavior. Social psychology is specifically a branch of psychology which incorporates the discipline of psychology and sociology in an attempt to look closely at people’s influence on each other. Just like psychology, it also contains measurement, explanation and changing of attitudes plus communication patterns and building trust especially on the study of group behavior, power and conflict. The study of people with regards to their social environment and culture is the main concern of sociology and in particular, organizational culture, formal organizational theory and structure, organizational technology, communications, power and conflict. Finally, anthropology concerns the study of society and in particular learning about human beings and their activities. With the help of anthropology we understand about values, attitudes and behavior of people from different countries within different organizations giving us more understanding on their specific organizational culture and organizational environments on specific national culture. Question 2. Describe the “Big Five” and how they help in predicting behavior at work. The “Big Five” is also known as Big Five Personality Model which seeks to understand the variation in human personality. This consists of Big Five factors or traits namely: Extraversion, Agreeableness, Conscientiousness, Emotional stability and Openness to experience. Extraversion tries to understand an individual’s comfort level with relationships. Agreeableness is a measure of individual’s ability to agree or effectively work with others. Conscientiousness measures how reliable a person is. Emotional stability tries to understand a person’s ability to stay calm amidst the distracting effects of stress. And finally, openness to experience is a measure of how open an individual to diverse interests and fascinations in life. As noticed, all of the above mentioned five traits can be useful in determining an individual’s behavior at work. The reason is that for instance, an individual who has good extraversion trait does not find any problem dealing with other people especially if it involves certain level of relationships such as friendship and more. People who are friendly can easily adapt in a group by socializing with others. People who are agreeable are the ones who are not difficult to work with. In fact, these are the people who are open to possibilities that will contribute to the success of an entire group effort. People with good level of conscientiousness are those who are trustworthy and can be given high value of responsibility. Then people who can handle stress well are good enough for certain jobs especially those that are dynamic such as sales, marketing, research and other related areas. Then finally people who are open in possibilities are those who considerably would try to look and weigh different possible perspectives. The reason that the Big Five can be useful in predicting individual’s behavior at work it is because they have corresponding relationship with job performance. This relationship is a higher form of association between an individual’s Big Five traits and his job performance. In fact, various studies confirmed that those individuals with high level of job performance are those who have excellent level in the mentioned Big Five traits. This is to say that those individuals for instance who have better score in the Big Five traits are most likely to get better job performance. Question 3. What is perception? What is attribution theory? And, describe the shortcuts taken by many individuals in making judgments about others? The reality in an environment is different from the meaning we created about it. This means that humans tend to give meaning to their environment instead of understanding what exactly the reality of it. With this, comes the birth of the concept of perception. Perception is simply defined as the process created by humans using their senses to organize and interpret things in order to create their meaning. In a job, people tend to develop a certain behavior based on how they perceived their working environment. This is the reason that human behavior in a certain job can be explained by the kind of perception he has about his working environment. After all, it is the meaning that a certain person has created about his environment is what matters most prior to understanding his perception. The kind and level of perception on certain thing is influenced by perceiver, target and situation. This is the reason that not everyone can create the same meaning of a certain event given the same level of reality about it. In attribution theory, it is well explained how we judge others based on our perception of their behavior. This means that in this theory it is implied that we try to designate specific meaning on a certain behavior of a certain individual prior to judging him. This can be possible since we have developed three determinants of attribution which are also influential in the process of determination of an observed behavior. Distinctiveness, consensus and consistency are three important determinants of attribution. These three are very important in order to interpret the observed behavior of an individual prior to giving justification of the attribution of cause, which can be externally or internally caused. Internally caused behaviors are those we perceived to be personally controlled by an individual and externally caused behaviors are those caused by outside circumstances forcing an individual to behave outside the bound of his personal will. Speaking of judging others, there are common shortcuts used by individuals in making judgments about others and the specific application of them can be seen for instance in an employment interview. Let us explain each of these common shortcuts one by one in order to understand them completely well. Selective perception is the first common shortcut taken by many individuals in making judgments about others. We use selective process in order to perceive things due to the fact that we can only take in small stimuli. This is the reason that things that matter to us most are most likely to be perceived. This means that things that we hate most may be the first thing we can see in a person or vice versa. In fact, this is the most common way we can use in order to make certain judgments about others. The next shortcut used in making judgments about others is the halo effect. In halo effect, the general views contaminate those specific ones we have. This is the reason that it would be harder for us to say bad things against the person we admire and at the same time, it would be harder for us to say good things to a person we do not like. Contrasts effects are the next shortcut commonly used in making judgments about others. The general rule is that we as an individual do not evaluate an individual in isolation. In a contest for instant, the next contestant will most likely be evaluated based on his performance and the performance of the preceding contestant. Stereotyping is the next commonly used shortcut in making judgment about others. As the most familiar adage puts it, “tell me who your friends are and I tell you who you are” depicts the picture of stereotyping. People tend to judge others based on which group a certain individual belongs. This type of judging others is also responsible of why we created certain level of expectation about an individual. For example, we believe that medical doctors certainly know human diseases but not of them cannot be a specialist in all types of diseases. Question 4. Describe the following motivational theories and note how one can successfully apply them in a work setting. A. Maslow’s Hierarchy of Needs B. McClelland’s Theory of Needs C. Goal Setting Theory A. Maslow’s Hierarchy of Needs Maslow believed that humans have five hierarchies of needs and these are physiological, safety, social, esteem and self-actualization. In the event that the first need is substantially satisfied, the next need becomes dominant because Maslow believed that humans’ substantially satisfied need no longer satisfies. Using this theory, it is important to consider measuring the satisfaction level of an employee on specific aspect that the company wants to measure. It is through this that the company will eventually know on what hierarchy of needs are still no longer satisfied within an employee so as to make it as motivating factor. B. McClelland’s Theory of Needs McClelland believed that there are three important needs that motivate a person and these are need for achievement, need for power and need for affiliation. From this theory, it is important to consider knowing the most prevailing need of employees. It is important to classify and categorize them so as to know who among of them can be motivated with the need for achievement, need for power and need for affiliation. It is important to classify them so as not only to motivate them in a way but for them to be able to enjoy the area where they belong based on their specific need. C. Goal Setting Theory The Goal setting theory by Gene Broadwater states that specific goals are most likely obtained than generic ones. In fact, we heard many things about making goals. One of the most important considerations in making a goal is to make it specific. In this way, a person eventually can create a picture in mind on what exactly the figure he or she will obtain. It gives direction and enhances motivation going there. In a company especially in the sales department, the first step to motivate the sales force is to set a quota they need to achieve on a specific period. In this way, corresponding strategies will be formulated and part of it is to motivate the sales staff in order to hit the specified quota. Thus, with goal setting theory, motivating an individual follows certain strategic approach. Question 5. Compare and Contrast the following reinforcement techniques describe in class. A. Positive reinforcement B. Punishment C. Extinction (ignore) D. Negative reinforcement A. Positive Reinforcement A positive reinforcement is added to the environment that brings about an increase in a preceding response. B. Punishment It is very important to note that punishment is not the same as punishment. It refers to a stimulus that decreases the probability that a prior behavior will occur again. Unlike negative reinforcement, which creates an increase in behavior, punishment reduces the likelihood of a prior response. There are two types of punishment: negative and positive just as there is positive and negative reinforcement. C. Extinction (ignore) Extinction is the decrease in frequency, and eventual disappearance, of a previously conditioned response which one of the basic phenomena of learning. In this classical conditioning unlike positive reinforcement, negative reinforcement and punishment, one needs to end the association between conditioned and unconditioned stimuli. D. Negative Reinforcement This reinforcement teaches an individual that taking an action removes a negative condition that exists in the environment. Like positive reinforcer, negative reinforcer increase the likelihood that preceding behaviors will be repeated. Question 6. Compare and contrast equity theory and expectancy theory Equity theory states that “individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.” Expectancy theory states that “the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome an on the attractiveness of that output to the individual.” It is clear that equity theory has strong support on organizational justice by being so critical about productivity, satisfaction, absence and turnover variables. On the other hand, expectancy theory tries to explain productivity, satisfaction, absence and turnover. This theory assumes few constraints on decision making like bias or incomplete information limiting its applicability. It is remarkable that people consider expected outcomes and this implies expectancy theory has some form of validity and this remains applicable as far as explaining behavior is concerned. Question 7. Describe the five stages model of group development and the punctured equilibrium model which help in developing our understanding of group behavior. The five stages model of group development composed of distinct stages of forming, storming, norming, performing and adjourning. In forming stage there is much uncertainty. The first stage is followed by the second stage which is storming where the presence of intragroup conflict is more evident. The third stage which is norming already involved close relationships and cohesiveness with the group. The fourth stage which is performing is the stage in which the group becomes functional. Then finally the last stage which is adjourning is wrapping up activities rather than task performance. The five stages model of group development is very important in group formation. With this model, it can be understood how exactly the group is formed with corresponding involvement of group behavior. The bottom line of this model is to know exactly how important is the group behavior in the group formation. The punctured equilibrium model on the other hand is an alternative model for Temporary Groups with deadlines. This consists of unique sequence as follows: 1. Setting group’s direction 2. first phase activity – inertia 3. transition phase 4. major changes 5. second phase activity – inertia 6. accelerated activity As noticed, this model is composed of transitions between inertia and activity. This model includes speed and such becomes the basis of the level of performance the group can achieve. Read More