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Individual social context
The document discusses individual-level social processes focusing on 300 attributes, behaviors, and management actions categorized into seven criteria: psychology, competence, reasoning, participation, relationships, self-interest, and emotional intelligence. Each criterion encompasses various attributes and indicators, along with associated management actions aimed at improving individual effectiveness within social contexts. The emphasis is on selecting one or two criteria for improvement to achieve a balanced set overall.
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Individual social context
- 1. 1 Social Context atan Individual Level All social processes begin at an individual scale. Individual attributes include how someone feels, what they think and believe, what they know how to do, their relationships with others, and their self-interests. Most individual attributes are primarily internal and not amenable to direct observation or measurement, except through psychological screening, which is beyond the scope of this framework and impractical on a large scale. Some human attributes can be molded in a desired direction, while many can, at most, only be encouraged. This section focuses on observable behavior (indicators) that arise from individual attributes. A total of 300 individual attributes, observable behaviors, and management actions related to the individual context scale were found in the previously-mentioned literature search. They are classified into seven individual context criteria: psychology, competence,reasoning, willingness to participate, relationships, self-interest, and emotional intelligence (Figure 1). The criteria are broad groupings that aggregate a number of human characteristics at an individual scale. As with the attribute dimension, it is neither feasible nor desirable to consider all criteria at once. Rather, efforts should begin with one or two criteria that would benefit the most from improvement, with an ultimate goal of developing an overall balanced set of criteria, indicators, and management actions. Table 1 provides a detailed framework for the individual context scale criteria, their indicators, and management actions. Each criterion is briefly described below. Figure 1. Individual Context Scale Psychology is the mental state of an individual in relation to the social context. Psychological attributes include intentions, values, and emotions. Psychological indicators include personality, behavior, and disposition. Management actions include providing frequent feedback,counseling and coaching, and
- 2. 2 encouraging and rewardingdesired behavior. Competence is experience,knowledge, capacity, skill, or ability to function in a particular way,perform a specified task, or undertake an activity. Competence attributes include knowledge, judgment, and mastery. Competence indicators include ability, expertise, and education. Management actions include encouraging education, training employees, and matching work assignments to proficiency. Reasoning is the cognitive approach used by an individual for solving problems. Reasoning attributes include intuitive or systematic, logical or emotional, and linear or non-linear. Reasoning indicators include structured or unstructured, tactical or strategic, and disciplined or creative. Management actions include matching individuals to purpose, selecting appropriate individuals, and providing training. Participation is the willingness of an individual to interact with others. Participation attributes include engagement, willingness to help, and personal advantage. Participation indicators include voluntarism, commitment, and keeping promises. Management actions include engaging employees, soliciting employee input, and providing incentives. Relationships are the state of affairs,attitudes, and feelings existing between two or more individuals who have dealings or interactions with each other. Relationship attributes include integrity, empathy, and reputation. Relationship indicators include social intelligence, people skills, and trust. Management actions include fostering positive relationships, encouraging openness, and facilitating dialogue. Self-interest is a concern for one’s own advantage and well-being, ranging from satisfying personal interests at the expense of others to sacrificing one’s interests in favor of others. Self-interest attributes include quality of life, self-esteem,and fear of punishment. Self-interest indicators include personal needs and wants, productivity, and loyalty. Management actions include establishing mutual goals, matching work to interests, and stressing employee ownership. Emotional intelligence is an ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and manage emotion internally and in others (Mayer et. al., 2000). Emotional intelligence attributes include emotional honesty and energy, trust radius, and influence. Emotional intelligence indicators include being true to oneself, managing stress,and helping and advising others. Management actions include evaluating feelings, managing tension, and acting on beliefs and values.
- 3. 3 Table 1 IndividualContext Framework Table A12 provides a detailed framework for the individual context, including criteria, indicators, and management actions. There are seven criteria: psychological, competence,reasoning, participation, relationships, self-interest, and emotional intelligence. Criteria Indicators* Management* Psychological Intentions Values, beliefs Emotions, feelings Tendencies Vulnerability Embarrassment Purity, sanctity Morals, religion Anxiety, fear Risk tolerance Personality, traits, style Behavior Disposition, manner Defensiveness / aggressiveness Arrogance Dynamism, enthusiasm Competitiveness Collaboration, cooperation Discontent,disruptiveness Provide frequent feedback Show interest in employee Counsel, coach employee Communicate good behavior Promote, encourage behavior Recognize, reward behavior Discourage poor behavior Sanction bad behavior Competence Knowledge Mental models Judgment, wisdom Understanding Awareness Memory Mastery Desire to excel, learn Mindset,assumptions Ability, accomplishments Aptitude,capacity, capability Experience, credibility Consistency Expertise, skill Perseverance Overcoming obstacles Effort, practice, diligence Claims, references Education, training Encourage education Teach, train employees Match work to proficiency Provide learning opportunities Demonstrate new technology Present new ideas Disseminate information Assign challenging work Encourage innovation Establish safe-fail environment Reasoning Intuitive / systematic Analysis / synthesis Scientific / systems Logical / emotional Linear / non-Linear Serial / parallel Organic / mechanistic Conscious / unconscious Unstructured / structured Tactical / strategic Particular / holistic Constrained / open Consistent / inconsistent Evolution / revolution Ordinary / creative Specific / general Match individuals to purpose Select appropriate participants Provide guidance Provide training Participation Engagement Autonomy, independence Willingness to help / obey Consent / conflict Self-responsibility Enjoyment Incentives,motivation Defenses, self-preservation Personal advantage,ego Reliability Voluntarism, cooperation Personal agenda Commitment, involvement Keeping promises Flexibility, compromise Consequences,damage Costs / benefits Defection, whistle blowing Engage employees Facilitate peer influence Conduct after-action reviews Solicit employee input Involve employees in decisions Provide incentives Promote interactions
- 4. 4 Table 1 (Continued) Relationships Integrity,ethics,fairness Benevolence, caring Empathy, supportive Altruism, generosity Authority Reputation Stewardship Guilt, shame, contrition Politeness Closeness Social intelligence People skills Trust / mistrust Openness,honesty,candor Enabling / controlling Fairness Dishonesty / deception Having regard, generosity Discreteness Respect Foster relationships Provide a safe environment Encourage openness Facilitate dialogue Talk and listen often Support questions &answers Link problems to solutions Advise,brief superiors Mentor subordinates Follow golden rule Self Interest Motivation Purpose, goals,agenda Life-work balance Well-being Quality of life Interests Self-esteem, pride Desire to grow Intended career path Interesting, meaningful work Fear of punishment Competing interest Scale of interests Needs, wants, desires Reciprocity Statements, explanations Passion Actions Performance, productivity Accomplishments Loyalty, commitment Tension, conflict Establish mutual goals Match work to interests Stress employee ownership Reward employees Provide frequent feedback Provide growth opportunities Facilitate career advancement Encourage pride in work Establish high standards Evaluate performance Appropriate compensation Reasonable job security Good working environment Emotional Intelligence Emotional honesty,integrity Emotional energy / stress Feedback Intuition Presence Trust radius Resilience, renewal Emotional potential, purpose Commitment, accountability Influence Sense emotional opportunities True to oneself Managed stress Consultation New ideas generated Personal power Trusting relationships Problem exposure - solution Resistance is overcome Helping, advising, mentoring Trust, respect Emotional improvement Adaptation,transformation Evaluate feelings, inner voice Manage tension, calmness Acknowledge - listen - guide Be attentive, curious, concerned Extend trust, build trust Match skills, interests to work Learn from experience Follow potential, purpose Be persistent,persevere Act on beliefs, values Imagine - plan future states Learn, improve * (/) indicates contrasting terms; (,) indicates similar terms; (-) indicates sequentialterms