Organization behavior

1. Presented by
S Kowsalya, Assistant
Professor
Department of BBA CA
Sri Ramalinga Sowdambigai

6. •Enhances employee well-being and satisfaction
•Boosts motivation and productivity
•Improves recruitment and selection processes
•Develops effective leadership
•Optimizes team dynamics and collaboration
•Shapes organizational culture and climate
•Manages change within organizations
•Promotes diversity and inclusion
•Addresses workplace stress
•Facilitates performance evaluation and feedback
IMPORTANCE OF ORGANIZATIONAL
PSYCHOLOGY

7. SCOPE:
1. Recruitment and Selection:
Designing effective hiring processes.
2. Training and Development:
Enhancing employee skills.
3. Leadership Development:
Nurturing effective leaders.
4. Performance Management:
Improving performance evaluation.
5. Diversity and Inclusion:
Promoting an inclusive workplace.
6. Motivation and Satisfaction:
Understanding factors for engagement.
7. Team Dynamics:
Improving collaboration.
8. Organizational Culture:
Shaping a positive culture.
9. Change Management:
1. Assisting in transitions.
10. Stress Management:
Addressing workplace stress.
11. Occupational Health:
Focusing on psychological aspects.
12. Job Design:
Optimizing for work-life balance.
13. Technology Impact:
Adapting to tech changes.
14. Employee Relations:
Managing conflicts.
15. Organizational Effectiveness:
Assessing and improving
efficiency

9. INDIVIDUAL DIFFERENCES: VALUES AND
PERSONALITY
VALUES
Values are a critical component of individual differences, influencing how
people perceive, approach, and respond to various aspects of life, including the
workplace.
Values will affect the choices people make. For example, someone who has a
strong stimulation orientation may pursue extreme sports and be drawn to risky
business ventures with a high potential for payoff.

11. PERSONALITY
Personality encompasses the relatively stable feelings,
thoughts, and behavioral patterns a person has. Our
personality differentiates us from other people, and
understanding someone’s personality gives us clues
about how that person is likely to act and feel in a
variety of situations.

13. INTELLIGENT TEST
An intelligence test is a standardized assessment
designed to measure an individual's cognitive abilities
and intellectual potential. These tests aim to quantify
various aspects of human intelligence, including
problem-solving skills, logical reasoning, memory, and
overall cognitive functioning.

14. Measurement of intelligence

21. A personality test is a tool used to assess human
personality. Personality testing and assessment refer
to techniques designed to measure the characteristic
patterns of traits that people exhibit across various
situations.
What Is a Personality Test?

22. Uses of Personality Tests
There are a number of reasons why a person might
take a personality test. Personality tests are
administered for a number of different purposes,
including:
Assessing theories
Evaluating the effectiveness of therapy
Diagnosing psychological problems
Looking at changes in personality
Screening job candidates

23. Personality test in
Selection Process

24. TYPES OF PERSONALITY TEST
There are various types of personality tests, each
designed to assess different aspects of an individual's
personality. Here are some common types:

25. 1. Myers-Briggs Type Indicator (MBTI)
Extraversion (E) – Introversion (I)
Sensing (S) – Intuition (N)
Thinking (T) – Feeling (F)
Judging (J) – Perceiving (P)

28. 2. Big Five Personality Traits

29. Big Five Personality Traits (Five-Factor Model)

30. 3. Minnesota Multiphasic Personality Inventory (MMPI)
Type: Objective test. Yes or No and Cannot say questions.
Purpose:
Originally developed for clinical assessment, it identifies
psychopathologies and mental disorders.
The revised version (MMPI-2) is widely used in clinical
and forensic settings.
It is used for persons above 18.

31. 4. 16PF (Sixteen Personality Factor Questionnaire)
Type: Self-report questionnaire.
Purpose:
Measures 16 personality factors, including warmth,
reasoning, emotional stability, dominance, liveliness,
rule-consciousness, social boldness, sensitivity,
vigilance, and more.

33. 5. PROJECTIVE TESTS

35. The Rorschach test is a projective psychological
test in which subjects' perceptions of inkblots are
recorded and then analyzed using psychological
interpretation, complex algorithms, or both.
i. Rorschach Inkblot Test

36. Rorschach Inkblot Test

37. The TAT is a widely used projective test for the assessment of
children and adults. It is designed to reveal an individual’s
perception of interpersonal relationships.
Thirty-one picture cards serve as stimuli for stories and
descriptions about relationships or social situations.
Cards include specific subsets for boys, girls, men, and women.
The test is useful as part of a comprehensive study of
personality and in the interpretation of behavior disorders,
psychosomatic illnesses, neuroses, and psychoses.
ii. Thematic Apperception Test

39. The DISC test
The DISC test seeks to determine where a candidate places on a scale of personality
traits, rather than neatly putting each person in a box.
How does it work?
As the name of the test indicates, the four components are represented by the following
letters: D, I, S, and C. Each letter represents a different personality trait:
D for Dominance. Candidates with a high D score prefer leadership positions and to
be involved in decision making. They are the doers and will strive to push projects
forward.
I for Influence. Candidates with a high I score are good at convincing others but will
also want to make others happy to win their favor. This trait can be relevant in sales
work environments for example.
S for Steadiness. Candidates with a high S score are good organizers and contribute
greatly to the stability of a team, especially if other team mates are more spontaneous
and like to take risks.
C for Compliance. Those with a high C score are detail oriented and seek to do their
best to meet company expectations.
6. DISC TEST

41. I. Psychoanalytic Theory
Definition: The Psychoanalytic Theory is the personality
theory, which is based on the notion that an individual gets
motivated more by unseen forces that are controlled by the
conscious and the rational thought.

42. II. Socio-Psychological Theory
Definition: The Socio-Psychological Theory asserts that
individual and society are interlinked. This means, an individual
strives to meet the needs of the society and the society helps him
to attain his goals. Through this interaction, the personality of an
individual is determined.

43. III. Trait Theory
Definition: The Trait Theory asserts that an individual is composed
of a set of definite predisposition attributes called as traits. These
traits are distinguishable and often long lasting quality or a
characteristic of a person that makes him different from the others.

44. a. Allport’s Trait Theory: This theory is given by Gordon Allport.
According to him, the personality of an individual can be studied
through a distinction between the common traits and the personal
dispositions.
•Cardinal Traits: The cardinal traits are powerful, and few people
possess personality dominated by a single trait. Such as Mother
Teressa’s altruism.
•Central Traits: These traits are the general characteristics
possessed by many individuals in the varying degrees. Such as
loyalty, friendliness, agreeableness, kindness, etc.
•Secondary Trait: The secondary traits show why at times, a
person behaves differently than his usual behavior. Such as a jolly
person may get miserable when people try to tease him.

45. b. Cattell’s Trait Theory: This trait theory is given by Raymond Cattell.
According to him, the sample of a large number of variables should be studied to have a
proper understanding of the individual personality.
By using the factor analysis method, he identified 16 key personality factors:
Abstractedness – Imaginative Vs Practical
Warmth – Outgoing Vs Reserved
Vigilance – Suspicious Vs Trusting
Tension – Impatient Vs Relaxed
Apprehension – Worried Vs Confident
Emotional Stability – Calm Vs anxious
Liveliness – Spontaneous Vs Restrained
Dominance – Forceful Vs Submissive
Social Boldness – Uninhibited Vs Shy
Perfectionism – Controlled Vs Undisciplined
Privateness – Discreet Vs Open
Sensitivity – Tender Vs Tough
Self Reliance – Self sufficient Vs Dependent
Rule-Consciousness – Conforming Vs Non-Conforming
Reasoning – Abstract Vs Concrete
Openness to Change – Flexible Vs Stubborn

46. IV. Self Theory
Definition: The Self Theory emphasizes on the set of perceptions
an individual has for himself and the perceptions of the
relationships he has with others and the other aspects of life. Carl
Rogers has contributed significantly towards the self theory.

47. Type A and Type B Personality

50. Locus of control
Locus of control is the extent to which you feel you have control
over events that impact your life. Put another way, it is "a belief
about whether the outcomes of our actions are contingent on what
we do (internal control orientation) or on events outside our
personal control (external control orientation)," explains
psychologist Philip Zimbardo.

52. INTERNAL LOCUS OF CONTROL
•Are more likely to take responsibility for their actions.
•Tend to be less influenced by the opinions of other people.
•Often do better at tasks when they are allowed to work at their own
pace.
•Usually, have a strong sense of self-efficacy.
•Tend to work hard to achieve the things they want.
•Feel confident in the face of challenges.
•Tend to be physically healthier.
•Report being happier and more independent.
•Often achieve greater success in the workplace.

53. External Locus of Control
•Blame outside forces for their circumstances.
•Often credit luck or chance for any successes.
•Don't believe that they can change their situation through their own
efforts.
•Frequently feel hopeless or powerless in the face of difficult
situations.
•Are more prone to experiencing learned helplessness.