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HUMAN DYNAMICS ASSIGNMENT-1 INTRODUCTION ATTITUDE:IS AN EVALUATIVE STATEMENTS OR JUDGEMENTS CONCERNING OBJECTS, PEOPLE OR EVENTS. It consists of following 3 components – * COGNITIVE COMPONENT OF ATTITUDE: It means opinion or belief segment of an attitude. * AFFECTIVE COMPONENT OF ATTITUDE: It means emotional or feeling segment of an attitude. * BEHAVIORAL COMPONENT OF ATTITUDE: It means an intention to behave in a certain way towards someone or something. Some of the major job attitudes are: * JOB SATISFACTION * JOB INVOLVEMENT * ORGANIZATIONAL COMMITMENT PERCEIVED ORGANIZATIONAL SUPPORT * EMPLOYEE ENGAGEMENT PERSONALITY: IT CAN BE DESCRIBED AS SUM TOTAL WAYS IN WHICH AN INDIVIDUAL REACTS AND INTERACTS WITH OTHERS. Personality can be of two major types : type-A, type-B. The big five factors to describe personality are: * EXTROVERSION * AGREEABLENESS * CONSCIENTIOUSNESS * EMOTIONAL STABILITY * OPENNESS TO EXPERIENCE SOME OF THE PERSONALITY TRAITS ARE: MOTIVATION: IT CAN BE DESCRIBED AS THE PROCESSES THAT ACCOUNTS FOR AN INDIVIDUAL’S INTENSITY, DIRECTION AND PERSISTENCE OF EFFORT TOWARDS ATTAINING A GOAL.
Need theories, Goal setting theory, Reinforcement theory, Equity theory and Expectancy theory are some of the motivation theories. ANALYSIS: Examples for the following concepts: 1] ATTITUDE – Incidence is about our neighbour Mrs Kumar, she was looking for a new position as an administrative assistant in her company HCL, she was initially reluctant to learn a new computer program as she could not relate her much with latest technology, but knew that would improve her skills and therefore help her get a better job with better pay.
One day she decided to reverse that viewpoint and decided to learn a spreadsheet software program; one that she rarely used in any previous job position. That knowledge could possibly be one of a number of software programs that could aid her in a potential admin position. Within a few hours after learning the program, her boss asked her if she would take up the challenge of the new post vacated in her company sometime back, she agreed and got a new job.
Not only that, but the job position involved made extensive use of the very spreadsheet program she had learned sometime before. The effort by Mrs Kumar to learn made her overcome her reluctance and embrace a possibility and opportunity helped trigger an event that led to immediate, startling, and positive life response in that precise domain where she made the change. It seems impossible, but that is precisely how life works. She happily narrated this incident to our family last month. It shows how positive attitude makes all the difference.
Few steps that the management could have taken to change attitude of Mrs Kumar are: * Active Participation-Senior manager if would have encouraged Mrs kumar to actively discuss her ideas, suggestions and views about important issues related to organization, she would have been motivated to do better with more involvement. Working together gives a sort of assurance that work is valued by everyone. * Enhanced Communication- The importance of communication is understood only when we actually see the results effective communication brings with it.
We need to communicate with the employees from time to time, hold meetings, discuss issues and deal with grievances to eradicate communication barriers. After this, we will understand exactly how to motivate the employees. * Appreciation ; Rewards -It is very important for the employer to get appreciated, if not reward, work that is properly, or at times exceptionally, done. 2] PERSONALITY: Mr Aman had joined the company Reliance India Ltd 2 months back. He was a young, talented and ambitious manager, handling sales in entire region. He was very determined to complete his sales target. Within a year.
He got 3 promotions in the company. All accepted that he used aggressive tactics to climb up the ladder of success. His colleagues and subordinates started calling him insensitive and manipulative. He started having conflicts with managers of the other departments. His performance review showed him to be average in spite of him being dedicated, hardworking and productive. Finaly; he decided to quit the company. He thought of taking advice of his colleague who was also his close friend. His colleague explained him, that he is having all the conflicts because his personality is becoming negative due to very high obsession for success.
Aman realized after the entire conversation that he was showing the typical traits of MACHIAVELLIANISM personality. Machiavellianian is person who has tendency to deceive and manipulate others for personal gain. The concept is named after Renaissance diplomat and writer Niccolo Machiavelli. Machiavellianism is the degree to which an individual is pragmatic, maintains emotional distance and believes that ends justify means. High Machs tend to take a more detached, calculating approach in their interaction with other people. In terms of Big Five personality traits, Machiavellians tend to be low on agreeableness and high in conscientiousness.
Low Machs tend to take a more personal, empathic approach in their interaction with other people. They tend to be more trusting of others and more honest. They believe humans are essentially good natured. At the extreme, low Machs tend to be passive, submissive, highly agreeable, dependent and socially inept; in contrast with those who are more Machiavellian, they also tend to believe that everyone has a good and bad side. For Mr Aman following steps could have been taken: * Allotment of work according to personality type, best suitable for him. In case of Aman job profile requiring aggressive sales dealing would be most suitable. Motivation by the management about handling conflicting situations by such personality workers. * Conducting employees psychometric and personality tests in the organizations and providing them proper counselling and guidance. 3] MOTIVATION: Mr Talwar who had been working for company Accenture as a consultant for last 2 years was earning a handsome salary of 2 Lks per month. He is considered to be hardworking and productive employee . However, his colleagues always find him to be dissatisfied and irritated. His juniors always complain about his short tempered nature and over aggressiveness in his speech.
After 3 months new Vice Chancellor joins the organization. After going through the performance review and scores of Mr Talwar he decided to meet him and tried to find reasons for his job dissatisfaction. The reason was huge financial loans on Mr Talwar which was making him dissatisfied with his current salary. After discussing the matter with other board of directors and reviewing the annual work performance of Mr Talwar, senior management decided to give him salary appraisal. This motivated Mr Talwar to perform better and gave him job satisfaction.
Ways which could have been used to motivate the employee’s productivity: * Guide employees about Organization Culture– This is one of the classical motivational methods for employees of a company where organizational behaviour practices have been launched. The business owner and the employees are enforced to think at factors like how the practices would improve the standing of the company in the industry, how the practices will enable to company to boost sales etc. Employee’s suggestions should be taken by senior management. This will not only motivate them to work better but would also increase employee’s loyalty towards company. Provide incentives and manage performance–Employees should understand that the end of the day what counts for a company is how an employee has performed on productivity and quality. At the same time, discipline and ethics are some things which the company cannot forsake in lieu of productivity and quality. Top management should review the employees work periodically and provide them with additional bonuses and incentives. Also other rewards system could be included. * Reverse Motivation– Not many companies have used this technique, but in some cases, this has proved to be a highly effective tool for motivating employees.
As per Reverse Motivation, employees are motivated by telling them the consequences of them not implementing the Organizational Behaviour practices. The whole stream of Reverse Motivation works on a completely negative aspect of motivating the employees. CONCLUSION: From the above examples we can see how motivation, personality, attitude affects employees behaviour and functioning in an organization. It is very essential to understand the above factors which determine productivity of employees and achieving goals of the organization.