This document discusses several key concepts related to individual behavior in organizations. It begins by examining the psychological contracts between individuals and organizations, and the importance of good person-job fit. It then explores various individual differences like personality traits, emotional intelligence, attitudes, and perceptions. Specific frameworks for understanding personality like the Big Five and Myers-Briggs types are covered. The document also discusses concepts like job satisfaction, organizational commitment, and types of workplace behaviors. Overall it provides an overview of foundational topics for understanding how individuals behave within organizational settings.

1. FOUNDATIONS
OF INDIVIDUAL
BEHAVIOR

2. PEOPLE IN A ORGANIZATION
 AS
A STARTING POINT FOR
UNDERSTANDING THE BEHAVIOR OF
PEOPLE IN ORGANIZATIONS WE FIRST
EXAMINE THE BASIC NATURE OF
INDIVIDUAL ORGANIZATION
RELATIONSHIP. UNDERSTANDING
HELPS US APPRECIATE THE NATURE
OF DIFFERENCES

3. PSYCHOLOGICAL CONTRACTS
 WHENEVER
WE BUY A CAR OR SELL A
HOUSE. BOTH BUYE AND SELLER SIGN A
CONTRACT THAT SPECIFIES THE TERMS OF
THE AGREEMENT WHO PAYS WHAT WHOM
WHEN ITS PAID AND ITS SO FORTH A
PSYCHOLOGICAL CONTRACTS RESEMBLES
A STANDARD LEGAL CONTRACTS IN SOME
WAYS BUT IS LES FORMAL AND LESS
DEFINED

4. THE PERSON JOB FIT
 ONE
SPECIFIC ASPECT OF MANAGING
PSYCHOLOGICAL CONTRACTS IS
MANAGEMENT OF THE PERSON JOB FIT. A
GOOD PERSON JOB FIT IS ONE IN WHICH
THE EMPLOYEE CONTRIBUTION MATCH THE
INDUCEMENT THE ORGANIZTION OFFERS.

5. INDIVIDUAL DIFFERENCES
 AS
ALREADY NOTED EVERY NDIVIDUAL IS
UNIQUE. INDIVIDUAL DIFFERNCES ARE
PERSONAL ATTRIBUTES THAT VARY FROM
ONE PERSON TO ANOTHER. INDIVIDUAL
DIFFERENCES MAY BE PHYSICAL,
PSYCHOLOGIAL AND EMOTIONAL

6. PERSONALITY AND
ORGANIZATION
 PERSONALITY
IS THE RELATIVELY STABLES
SET OF PSYCHOLOGICAL ATTRIBUTES THAT
DISTINGUISH ONE PERSON FROM ANOTHER
A LONGSTANDING DEBATE AMONG
PSYCHOLOGIST OFTEN EXPRESS AS NATURE
VERSUS NURTURE

7. THE BIG FIVE PERSONALTY
TRAITS
 PSYCHOLOGIST
HAVE IDENTIFIED LITERALLY
THOUSANDS OF PERSONALITY TRAITS AND
DIMENSIONS THAT DIFFERETIATE OONE
PERSON TO ANOTHER

8. THE BIG FIVE PESONALITY
FRAMEWORK





AGREEABLENESS – REFERS TO A PERSONS ABLITY TO
GET ALONG WITH OTHER
CONSCIENTIOUSNESS -REFERS TO THE NUMBER OF
GOALS ON WHICH PERSON FOCUSES
EXTRAVERSION- REFLECTS A PERSONS COMFORT
LEVEL WITH RELATIONSHIP
OPENNESS- REFLECTS A PERSONS RIGIDITY OF
BELIEFS AND RANGE OF INTEREST
NEUROTISM- CHARACTERIZED A PERSONS
TENDENCY TO EXPERIENCE UNPLEASANT EMOTIONS
SUCH AS ANGER, ANXIETY, FEELINGS OF
VULNERABILITY

9. THE MYERS-BRIGGS
FRAMEWORK
 THIS
FRAMEWORK BASED ON THE
CLASSICAL WORK OF CARL JUNG,
DIFFFERENTIATE PEOPLE IN TERMS OF FOUR
GENERAL DIMENSION; SENSING, INTUITING,
JUDGING AND PERCEIVING

10. EMOTIONAL INTELLIGENCE
 REFERS
TO THE EXTENT TO WHICH PEOPLE
ARE SELF AWARE CAN MANAGE THEIR
EMOTIONS CAN MOTIVATE THEMSELVES
EXPRESS EMPHATHY FOR OTHERS AND
POSSESS SOCIAL SKILLS

11. VARIOUS DIMENSIONS





SELF AWARENESS- THIS IS THE BASIS FOR THE OTHER
COMPETENT
MANAGING EMOTIONS- THIS REFERS TO A PERSONS
CAPACITIES TO BALANCE ANXIETY FEAR AND
ANGER
MOTIVATING ONESELF- THIS DIMENSIONS REES TO
PERSONS ABILITY TO REMAIN OPTIMISTIC
EMPHATY- REFERS TO A PERSON ABILITY TO
UNDERSTAND HOW OTHERS ARE FEELING EVEN
WITHOUT BEING EXPLICITY
SOCIAL SKILLS- THIS REFERS TO A PERSON ABILITY TO
GET ALONG WITH OTHERS

12. PERSONALTY TRAITS OF WORK






SELF EFFICACY- IS A RELATED BUT SUBTLY DIFFERENT
PERSONALITY CHARACTERISTICS
AUTHORITARIANISM- THE EXTENT TO WHICH A PERSON BELIVE
THAT POWER STATUS DIFFERENCES ARE APPROPRIATE
WITHIN HIERARCHICAL SOCIAL SYSTEM
MACHIAVALISM- EXPLAIN HOW NOBILITY COULD MORE
EASILY GAIN AND USE POWER
SELF ESTEEM-IS THE EXTENT TO WHICH PERSON BELIEVES THAT
HE OR SHE IS WORTHWHILE AND DESERVING INDIVIDUAL
LOCUS OF CONTROL- IS THE EXTENT TO WHICH PEOPLE
BELIEVE THAT IF THEY BEHAVIOR HAS AREAL EFFECT ON
WHAT HAPPENS TO THEM
RISK PROPENSITY- DEGREE TO WHICH PERSON IS WILLING TO
TAKE CHANCE

13. ATTITUDES IN ORGANIZATION
 ATTITUDES
ARE COMPLEXES OF BELIEFS
AND FEELINGS THAT PEOPLE HAVE ABOUT
SPECIFIC IDEAS SITUATONS OR OTHER
PEOPLE

14. HOW ATTITUDES ARE FORMED




ATTITUDES ARE FORMED BY VARIETY OF
FORCES INCLUDING OUR PERSONAL VALUES
OUR EXPERIENCES AND OUR PERSONALITIES
ATTITUDE STRUCTURE- VIEWED AS STABLE
DISPOSITIONS TO BEHAVE TOWARD OBJECTS
IN A CERTAIN WAY
COGNITIVE DISSONANCE- OCCUR WHEN
PEOPLE BEHAVE IN FASHION
ATTITUDE CHANGE- ARE NOT STABLE AS
PERSONALITY ATTRIBUTES

15. JOB SATISFACTION
 JOB
SATISFACTION- REFLECT TO EXTENT TO
WHICH PEOPLE FIND GRATIFICATION OR
FULLFILLMENT IN THEIR WORK

16. ORGANIZATONAL
COMMITMENT
 REFLECTS
AN INDIVIDUALS IDENTIFICATON
WITH ATTACHMENT TO THE
ORGANIZATION. A HIGHLY COMMITED
PERSON WILL PROBABLY SEE HERSELF AS
TRUE MEMBER OF THE FIRM

17. PERCEPTION IN
ORGANIZATION
 PERCEPTION-
THE SET OF PROCESSES BY
WHICH INDIVIDUAL BECOMES AWARE OF
AND INTERPRETS INFORMATION ABOUT
ENVIRONMENT

18. BASIC PERCEPTUAL PROCESSES
 SELECTIVE
PERCEPTION- IS THE PROCESS
OF SCREENING OUT OF INFORMATION
THAT WE ARE UNCOMFORTABLE WITH OR
THAT CONTRADICTS OUR BELIEF
 STEREOTYPING- IS CATEGORIZING OR
LABELING PEOPLE ON THE BASIS OF A
SNGLE ATTRIBUTE.

19. PERCEPTION AND ATTRIBUTION
 ATTRIBUTION
THEORY- HAS ETENDED OUR
UNDERSTANDING AFFECTS BEHAVIOR IN
ORGANIZATIONS , THIS THEORY SUGGESTS
THAT WE OBSERVE BEHAVIOR AND THEN
ATTRIBUTES CAUES TO IT

20. TYPES OF WORKPLACE
BEHAVIOR
WORKPLACE BEHAVIOR- IS A PATTERN IN
ORGANIZATION THAT DIRECTLY OR INDIRECTLY
INFLUENCES THE ORGANIZATION EFFECTIVENESS
PERFORMANCE BEHAVIORS- ARE THE TOTAL SET
OF WORK RELATED BEHAVIORS
DYSFUNCTIONAL BEHAVIORS- ARE THOSE THAT
DETRACT FROM RATHER THAN CONTRIBUTION TO
ORGANIZATIONAL PERFORMANCE

21. ORGANIZATIONAL CITIZENSHIP
 REFERS
TO THE BEHAVIORS OF INDIVIDUALS
WHO MAKE A POSITIVE OVERALL
CONTRIBUTION TO THE OGANIZATION

22. END