This document provides an overview of key concepts in organizational behavior and managing diversity. It discusses what organizational behavior is, common research methods used to study it like surveys, field studies and case studies. It also outlines challenges organizations face with topics like a lack of employee engagement, technology changes, and ethics issues. Managing diversity is explored by defining diversity, outlining benefits like higher creativity, and challenges such as stereotypes and faultlines that can divide workgroups. Cultural diversity is also examined by comparing cultures on dimensions like individualism-collectivism and power distance.
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
L E A R N I N G O U T L I N E
Follow this Learning Outline as you read and study this chapter.
Who Are Leaders and What Is Leadership
Define leaders and leadership.
Explain why managers should be leaders.
Early Leadership Theories
Discuss what research has shown about leadership traits.
Contrast the findings of the four behavioral leadership
theories.
Explain the dual nature of a leader s behavior.
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
L E A R N I N G O U T L I N E
Follow this Learning Outline as you read and study this chapter.
Who Are Leaders and What Is Leadership
Define leaders and leadership.
Explain why managers should be leaders.
Early Leadership Theories
Discuss what research has shown about leadership traits.
Contrast the findings of the four behavioral leadership
theories.
Explain the dual nature of a leader s behavior.
How to measure diversity in organizations (Harrison, Klein, 2007)Elena Tecchiati
What‘s the difference?Diversity constructs as separation, variety, or disparity in organizations.
Harrison, D.A., & Klein K.J. (2007)
Academy of Management Review
How to measure diversity in organizations.
On March 5th, 2010 the UNH Wildcats, Whittemore School of Business, New Hampshire Division of Economic Development and Public Service of New Hampshire hosted a unique afternoon workshop at UNH aimed at building teams, developing effective leaders and stimulating innovation.
The "Wild for Innovation" workshop was developed specifically for New Hampshire business leaders and their teams, and included presentations like this one, on developing effective and innovative teams, by Vanessa Druskat.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
This online team building assignment was put forth by Full Sail University. Five students, including me, followed the rubric to complete the project. We had not known each-other at the outset. The Keynote presentation outlines the special considerations in working together online, though it transfers to working side-by-side with co-workers.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
4. What is Organizational
Behavior?
OB is the systematic
study and application
of knowledge about
how individuals and
groups act within the
organizations where
they work.
5. Three Levels of Analysis
Example:
How the
organization’s
Organization culture affects a
manager’s
behavior
Group
How a given
manager’s
personality
affects the team
Individual The manager’s
personality itself
6. NACE Survey Results-
What Matters to Employers?
Communication Honesty & Interpersonal
Skills Integrity Skills
Motivation & Strong Work
Initiative Ethic
7. Putting Common Sense to the Test
Are the following questions true or false?
1. Brainstorming in a group is more
effective than brainstorming alone. 6. If a person fails the first time,
they try harder the next time.
2. The first five minutes of a 7. People perform better if goals
negotiation don’t matter much. are easier.
8. Most people within
3. The best way to help someone organizations make effective
reach their goals is to tell them to decisions.
do their best.
9. Positive people are more likely
4. If you pay someone to do a task to withdraw from their jobs when
they routinely enjoy, they’ll do it they are dissatisfied.
even more often in the future.
10. Teams with one smart person
outperform teams where everyone
5. Pay is a major determinant of
how hard someone will work. is average in intelligence.
8. Putting Common Sense to the Test
1. Brainstorming in a group is more 6. If a person fails the first time,
effective than brainstorming alone. they try harder the next time.
2. The first five minutes of a 7. People perform better if goals
negotiation don’t matter much are easier.
3. The best way to help someone 8. Most people within
reach their goals is to tell them to do organizations make effective
their best. decisions
4. If you pay someone to do a task 9. Positive people are more likely
they routinely enjoy, they’ll do it to withdraw from their jobs when
even more often in the future. they are dissatisfied.
10. Teams with one smart person
5. Pay is a major determinant of how
outperform teams where everyone
hard someone will work.
is average in intelligence.
9. Brainstorming in a group is
more effective than
brainstorming alone. -False
Brainstorming can be just as effective when
done alone as when done in a group.
Research shows individuals often outperform
teams in both quality and quantity of ideas.
Sources: Nijstad, B. A., & Stroebe, W. (2006). How the group affects the mind: A cognitive model of idea generation in
groups. Personality and Social Psychology Review, 10, 186-213. Diehl, M., & Stroebe, W. (1987). Productivity loss in
brainstorming groups: Toward the solution of a riddle. Journal of Personality and Social Psychology, 53, 497-509. Mullen, B.,
Johnson, C., & Salas, E. (1991). Productivity loss in brainstorming groups: A meta-analytic investigation. Basic and Applied
Social Psychology, 12, 3-24.
10. The first five minutes of a negotiation
are just a warm up to the actual
negotiation and don’t matter much.
-False
Research shows that what happens
in the first five minutes of a
negotiation can greatly enhance the
prediction of the outcome of the
negotiation.
Source: Curhan, J.R., & Pentland, A. (2007). Thin slices of negotiation: Predicting outcomes from conversational dynamics
within the first 5 minutes. Journal of Applied Psychology, 92, 802-811.
11. The best way to help someone
reach their goals is to tell them to
do their best. -False
Individuals who have specific goals with
feedback regarding their progress along
the way do much better in achieving their
goals than those who are simply told to do
their best.
Source: Tubbs, J. (1986). Goal setting: A meta-analytic examination of the empirical evidence. Journal of Applied Psychology,
71, 474–483.
12. If you pay someone to do a task
they routinely enjoy, they’ll do it
even more often in the future.
-False
Research shows that if you pay
someone for something they
intrinsically (internally) enjoy for the
joy of it, they will actually do that task
less often on their own in the future.
Sources: Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum
Press; Eisenberger, R., Rhoades, L., & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-
determination and intrinsic motivation? Journal of Personality and Social Psychology. 77, 1026-1040; Jordan, P. C. (1986).
Effects of an extrinsic reward on intrinsic motivation: A field experiment. Academy of Management Journal. 29, 405-412.
13. Pay is a major determinant of how
hard someone will work. -False
Pay is just one of many reasons
people work and there is little
correlation between how much a
person is paid and their motivation
on a day-to-day basis.
Source: Weinberg, R., & Nord, W. (1982). Coping with “it’s all common sense.” Exchange: The Organizational Behavior
Teaching Journal, 7, 29-33.
14. If a person fails the first time, they
try harder the next time. -False
Research shows that individuals who
fail are more likely to avoid trying to
do that particular task again in the
future.
Source: Weinberg, R., & Nord, W. (1982). Coping with “it’s all common sense.” Exchange: The Organizational Behavior
Teaching Journal, 7, 29-33.
15. People perform better if goals are
easier. -False
Research shows that goal difficulty is
positively related to task
performance.
Source: Mento, A. J., Steel, R. P., & Karren, R. J. (1987). A meta-analytic study of the effects of goal setting on task
performance: Organizational Behavior and Human Decision Processes. 39, 52-83.
16. Most people within organizations
make effective decisions.
-False
Research on decision making shows
that about half of all decisions made
within organizations fail.
Sources: Nutt, P.C. (2002). Why decisions fail. San Francisco: Berrett-Koehler; Nutt, P.C. (1999). Surprising but true: Half
the decisions in organizations fail. Academy of Management Executive, 13, 75-90.
17. Positive people are more likely to
withdraw from their jobs when
they are dissatisfied. -True
Research shows that positive people
(those who are in a positive mood
more often than others) are actually
more likely to be absent from their
jobs and intend to leave their jobs
when they are dissatisfied at work.
Sources: Duffy, M. K., Ganster, D. C., & Shaw, J. D. (1998). Positive affectivity and negative outcomes: The role of tenure and
job satisfaction. Journal of Applied Psychology, 83, 950-959; Shaw, J. D.., Duffy, M. K., Abdulla, M. H. A.., & Singh, R.
(2000). The moderating role of positive affectivity: Empirical evidence from bank employees in the United Arab Emirates.
Journal of Management, 26, p139-154
18. Teams with one smart person
outperform teams where everyone
is average in intelligence.
-False
Teams in which all members are of
average intelligence tend to
outperform teams with a single
expert.
20. Your Learning Style
Visual Auditory Kinesthetic
• Pictures • Study • Schedule
• Charts and groups breaks
Graphs • Listen to • Take good
• Take careful recorded notes – even
notes lectures when
• Write down “getting it”
oral • Avoid long,
instructions once-a-week
classes
21. Surveys
Instructions: We would like to gather your
•One of the opinions about different aspects of work.
primary methods Please answer the following three questions
using the scale below:
for collecting Response scale: 1=Strongly disagree
information for OB 2=Disagree
3=Neither agree nor disagree
research 4=Agree
5=Strongly agree
•Basic question
and answer Setting goals at work helps me to
focus…………….. 1 2 3 4 5
•Can be open- or Goal setting is effective in improving
performance…….. 1 2 3 4 5
close-ended I get more done when I use goal
setting…………… 1 2 3 4 5
23. Laboratory Studies
•Consist of manipulation group(s)
and control group(s)
•Can often help determine causal
rather than simple correlational
relationships
•Controlled conditions - high degree
of internal validity but potentially low
generalizability
24. Case Studies
•In depth description of a single
company or industry
•Involve a great deal of detail about
the topic being studied, but difficult to
generalize to other areas
25. Meta-analysis
•Technique used to summarize what
other researchers have found on a
given topic
•Variables from several studies are
weighted and analyzed to determine
if the effect holds or not
26. Outsourcing
Aging
Ethics
Workforce
Challenges &
Triple
Opportunities Lack of
Bottom Employee
Line Engagement
Flattening
Technology
World
27. Ethical Challenges
Recent corporate scandals (Enron
Corp., AIG, Tyco International,
WorldCom, Halliburton,
Citigroup) have ranged from
irresponsible to outright illegal
behavior.
28. Lack of Employee Engagement
Harris Interactive survey of
Gallup estimates that if 8,000 American workers
100% of an organization’s indicated:
employees were fully • Only 20% felt passionate
engaged: about their job
• Customers would be 70% • Less than 15% feel
more loyal strongly energized by their
• Turnover would drop by work
70% • Only 31% believe their
• Profits would jump by 40% employer inspires the best
in them
29. The Impact of Technology
Moore’s Law
dictates that the
Such change is
overall
motivating
complexity of
corporations to
computers will
change their
double every
technology
18 months with
rapidly
no increase in
cost
http://upload.wikimedia.org/wikipedia/commons/c/c5/PPTMooresLawai.jpg
30. Flattening World
The concept of a “flattening world” refers to the
increase in access to information. This increase
has led to an increase in innovation, as
knowledge can be shared across time zones and
cultures. Your book in this course is an example
of this concept.
31. The Triple Bottom Line
Economic Social Environmental
• Revenue • Humanitarian • Reuse/Recycle
• Accounting • Responsibility • Sustainability
Profit • Accountability • Going Green
• Supply and
Demand
32. Corporate Social Responsibility
Organizations can
consider the interests of
society and take
responsibility for the
impact of their activities
on customers, suppliers,
employees, shareholders,
communities, and the
environment in all aspects
of their operations. END
Used with permission of Environmentally Neutral Design (END)
is an organization that
does this.
33. Criticism of CSR
Detracts from the fundamental
economic role of business
Just superficial window-dressing
Pre-empts the role of governments
as the watchdog over powerful
multinational corporations
34. Aging Workforce and the
Millennial Generation
In the very
near future,
older workers
will constitute
a substantial
portion of the
workforce.
35. The Global Marketplace for
Staffing: Outsourcing
A shamrock Outsourcing
organization Vendors
includes an equal
Contingent
number of regular Professional
Workforce
Core
employees,
temporary
employees, and
consultants and
contractors.
36. Discussion
1. Please think about the best and worst jobs you
have ever had. If you have never had a job, think
of a school project instead.
2. Share this experience with your group.
3. Identify three themes that recur in your discussion.
For example, what are the most common features
of the best jobs? What are the most common
features of the worst jobs?
4. Be prepared to share your themes with the class.
39. Benefits of Diversity
Higher creativity in decision making
Better understanding & service of customers
More satisfied workforce
Higher stock prices
Lower litigation expense
Higher company performance
40. Challenges of Diversity
The similarity-attraction
phenomenon is the
tendency to be more
attracted to individuals
who are similar to us.
41. Challenges of Diversity
Deep level diversity
•Values
•Attitudes
•Beliefs
Surface level diversity
•Gender
•Race
•Age
•Physical Abilities
42. Challenges of Diversity
A faultline is an Asian Female Caucasian Male
attribute along Asian Female Caucasian Male
which a group is
Asian Female Caucasian Male
split into
subgroups.
Asian Male Caucasian Female
Asian Female Caucasian Male
Asian Female Caucasian Male
44. Challenges of Diversity
Men Women
Stereotypes are
Assertive Relationship
generalizations oriented
about a
particular group Active Passive
of people.
45. Specific Diversity Issues
Sexual Gender Diversity
Orientation • Earnings Gap Race Diversity
Diversity • Glass Ceiling
Employees with Religious
Age Diversity
Disabilities Diversity
46. Managing Cultural Diversity
Diversity
Training
Make Programs
Review
managers
Recruitment
accountable
Practices
for diversity
Build a
Affirmative
culture of Diverse
Organization Action
respecting
Programs
diversity
48. Individualism-Collectivism
Individualism Collectivism
Cultures in which people define Cultures where people have
themselves as individuals and stronger bonds to their groups and
form looser ties with their groups. group membership forms their
self identity.
USA Guatemala
Australia Ecuador
UK Indonesia
Canada Pakistan
Hungary China
49. Power Distance
Low Power Distance High Power Distance
A society that views an unequal A society that views an unequal
distribution of power as distribution of power as
relatively unacceptable. relatively acceptable.
Austria Malaysia
Denmark Slovakia
Israel Philippines
Ireland Russia
New Zealand Mexico
50. Uncertainty Avoidance
Low Uncertainty Avoidance High Uncertainty Avoidance
Cultures where individuals are Cultures where individuals prefer
comfortable in unpredictable predictable situations and have a
situations and have a high low tolerance for ambiguity.
tolerance for ambiguity.
Denmark Belgium
Jamaica El Salvador
Singapore Greece
China Guatemala
Sweden Portugal
51. Masculinity-Femininity
Masculinity Femininity
Cultures where individuals Cultures where individuals
value achievement, value maintaining good
competitiveness, as well as relationships, quality of life, and
acquisition of money and other caring for the weak.
material objects.
Slovakia Norway
Japan Netherlands
Hungary Sweden
Austria Costa Rica
Venezuela Chile
53. Avoid Ethnocentrism
Ethnocentrism is
the belief that
one’s own culture
is superior to
other cultures.
54. Listen to Locals
Convergys, a Cincinnati-based call
center company was building a
cafeteria for its employees in India.
During the planning phase, a VP from
India pointed out that Indian food is
served hot, and building a cafeteria to
serve only sandwiches would create
dissatisfied employees in India.
55. Culture Changes
It is important to recognize that
culture changes. Showing
sensitivity to the Indian caste
system may be outdated advice
for anyone doing business in
India today.
56. Do Not Always Assume Culture Is
the Problem
When marketing people from
the United States interact with
engineers in other countries,
misunderstanding can occur due
to the difference in viewpoint
between marketing and
engineering employees rather
than different cultural
backgrounds.
58. Fit
Person-
Organization Person-Job fit
Fit
The degree to The degree to
which a person’s which a person’s
values, skill, knowledge,
personality, abilities, and
goals, and other other
characteristics characteristics
match those of match the job
the organization. demands.
60. Values
Terminal Instrumental
Values Values
A world of beauty Broad minded
An exciting life Clean
Family security Forgiving
Inner harmony Imaginative
Self respect Obedient
62. Big Five Personality Traits
Trait Description
Openness Curious, original, intellectual, creative,
and open to new ideas.
Conscientiousness Organized, systematic,and dependable.
achievement-oriented,
punctual,
Extraversion Outgoing, talkative, sociable, and enjoys
being in social situations.
Agreeableness Nice, tolerant, sensitive, trusting, kind,
and warm.
Neuroticism Anxious, irritable, aggressive,
temperamental, and moody.
63. Myers-Briggs Type Indicator
Dimension Explanation
EI Extraversion: Those who Introversion: Those who derive
derive their energy from other their energy from inside.
people and objects.
SN Sensing: Those who rely on Intuition: Those who rely on their
their five senses to perceive intuition and hunches to perceive
the external environment. the external environment.
TF Thinking: Those who use their Feeling: Those who use their
logic to arrive at solutions. values and ideas about what is
right and wrong to arrive at
solutions.
JP Judgment: Those who are Perception: Those who are
organized, systematic, and curious, open minded, and prefer
would like to have clarity and to have some ambiguity.
closure.
64. Other Personality Traits
Locus of
Affectivity
Control
Self- Self-
Efficacy Monitoring
Self- Proactive
Esteem Personality
65. Personality Testing in Employee
Selection
Companies such
as Kronos and
Hogan
Assessments
conduct pre-
employment
personality tests.
Source: http://en.wikipedia.org/wiki/Image:Kronos-incorporated.jpg
67. Visual Perception
Our visual
perception goes
beyond the
information
physically available.
In this figure, we
see the white
triangle in the
middle even though
it is not really there.
70. Social Perception
Values, Our perceptions of
Information
emotions, the environment
from the
feelings, and are influenced by
environment
personality our values,
emotions, feelings,
and personalities,
which in turn
influence our
actions.
Actions Perceptions
71. Social Perception
Self-fulfilling Selective
Stereotypes
prophecy perception
73. Attributions
Consensus Distinctiveness Consistency Attribution
High High Low consistency External
consensus distinctiveness This person
Everyone else This person does usually does not
behaves the not usually behave behave this way in
same way. this way in different this situation.
situations.
Low Low High consistency Internal
consensus distinctiveness Every time this
No one else This person usually person is in this
behaves the behaves this way in situation, he/she
same way. different situations. acts the same way.
75. Personality Around the Globe –
Self-Reported Self-Esteem
Highest Lowest
1. Serbia 1. South Korea
2. Chile 2. Switzerland
3. Israel 3. Morocco
4. Peru 4. Slovakia
5. Estonia 5. Fiji
6. USA 6. Taiwan
7. Turkey 7. Czech Republic
8. Mexico 8. Bangladesh
9. Croatia 9. Hong Kong
10. Austria 10. Japan
Source: Adapted from information in Denissen, J.J.A., Penke, L., & Schmitt, D.P. (July 2008). Self-Esteem reactions to social interactions: Evidence for sociometer mechanisms across
days, people, and nations. Journal of Personality & Social Psychology, 95, 181-196; Hitti, M. (2005). Who’s No. 1 in Self-esteem? Serbia is tops, Japan ranks lowest, U.S. is No. 6 in
global survey. WebMD, http://www.webmd.com/skin-beauty/news/20050927/whos-number-1-in-self-esteem; Schmitt, D.P., & Allik, J. (2005). The simultaneous administration of the
Rosenberg self-esteem scale in 53 nationals: Culture-specific features of global self-esteem. Journal of Personality and Social Psychology, 89, 623-642.