Personality. To understand a buyer needs and convert them into customers is the main purpose of the consumer behavior study. ... Personality signifies the inner psychological characteristics that reflect how a person reacts to his environment. Personality shows the individual choices for various products and brands.
Personality. To understand a buyer needs and convert them into customers is the main purpose of the consumer behavior study. ... Personality signifies the inner psychological characteristics that reflect how a person reacts to his environment. Personality shows the individual choices for various products and brands.
Successful people think differently. They have the ability to bounce back, persevere, and make things happen even in the face of adversity. In this innovative learning laboratory, we’ll be exposed to the burgeoning research in Positive Psychology, the science of success and happiness. We will discover how we’re genetically predisposed to negativity, and how switching this habit of thinking to something more positive takes intention, attention and effort. Come learn some scientifically informed strategies for how to build psychosocial muscle and in turn, get SO’MO of what you want in life (at home, work, and every place in between).
Explain the factors that determine an individual’s personality.
Describe the MBTI personality framework.
Identify the key traits in the Big Five personality model.
Explain the impact of job typology on the personality/job performance relationship.
Differentiate emotions from moods.
Contrast felt versus displayed emotions.
The Theory of Cognitive Mode -A new way of thinking about thinkingCol Mukteshwar Prasad
Theory of Cognitive Modes is a new way of understanding thought and behavior.
Based on an anatomical division of the brain – but not the division of the brain into its left and right halves.
The brain is physically divided in to two halves i.e. Left and Right , but there is no solid scientific basis for the popular notion of psychology that has resulted:
Left side is “logical and analytical” and
Right is “intuitive and creative,” and
Any individual is characterized by one side than the other.
The key to theory is another division of the brain: into its
Top and
Bottom parts.
It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.
Psychometric Test & Personality Evualuationsdusane1
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Generally, it refers to the field in psychology and education that is devoted to testing, measurement, assessment, and related activities. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, some psychometric researchers have, thus far, concerned themselves with the construction and validation of assessment instruments such as questionnaires, tests, raters' judgments, and personality tests. Another part of the field is concerned with statistical research bearing on measurement theory
In this presentation, we will understand the concept of industrial psychology to contribute to the productivity, while also talking about roots and reason of certain behavior and behavioral patterns.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Successful people think differently. They have the ability to bounce back, persevere, and make things happen even in the face of adversity. In this innovative learning laboratory, we’ll be exposed to the burgeoning research in Positive Psychology, the science of success and happiness. We will discover how we’re genetically predisposed to negativity, and how switching this habit of thinking to something more positive takes intention, attention and effort. Come learn some scientifically informed strategies for how to build psychosocial muscle and in turn, get SO’MO of what you want in life (at home, work, and every place in between).
Explain the factors that determine an individual’s personality.
Describe the MBTI personality framework.
Identify the key traits in the Big Five personality model.
Explain the impact of job typology on the personality/job performance relationship.
Differentiate emotions from moods.
Contrast felt versus displayed emotions.
The Theory of Cognitive Mode -A new way of thinking about thinkingCol Mukteshwar Prasad
Theory of Cognitive Modes is a new way of understanding thought and behavior.
Based on an anatomical division of the brain – but not the division of the brain into its left and right halves.
The brain is physically divided in to two halves i.e. Left and Right , but there is no solid scientific basis for the popular notion of psychology that has resulted:
Left side is “logical and analytical” and
Right is “intuitive and creative,” and
Any individual is characterized by one side than the other.
The key to theory is another division of the brain: into its
Top and
Bottom parts.
It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.
Psychometric Test & Personality Evualuationsdusane1
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Generally, it refers to the field in psychology and education that is devoted to testing, measurement, assessment, and related activities. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, some psychometric researchers have, thus far, concerned themselves with the construction and validation of assessment instruments such as questionnaires, tests, raters' judgments, and personality tests. Another part of the field is concerned with statistical research bearing on measurement theory
In this presentation, we will understand the concept of industrial psychology to contribute to the productivity, while also talking about roots and reason of certain behavior and behavioral patterns.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
UNIT - I: FOCUS AND PURPOSE: Definition, Need and Importance of organizational
behaviour – Nature and scope – Framework – Organizational behaviour models.
Discover how the science of PI has helped businesses for over 60 years use analytics to increase sales, recruit the right talent, reduce turnover, and motivate their teams.
One can purchase a man's time, his physical presence, but can't buy his willingness to work. This can be achieved only through "Motivation".
Remember, that the ability to work is quite different from "the will to work". That's why, many talented person fail to succeed in life.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
2. Individual Differences and Modern
Workplace
oThe idea that individual differences are important to workplace
is not new
oFor over seven decades, organizations have relied on various
measures of individual differences to hire people and develop
them
oIndividual differences have been very successful in predicting
performance at work, promotability and happiness
3. Individual Differences
oFor all practical reasons science of individual differences has
taken over completely by Personality
oWhile personality is a stable disposition toward thinking, feeling
and behaving, it doesn’t explain all individual differences in
behaviour
oOther individual differences like IQ or g general intelligence are
not behavioural in nature
oWhile personality does predict tendencies to behave in a certain
manner, they do not explain motivational triggers of these
behaviours
5. Motivation
oTruth be told, motivation theory is older than personality theory
oFrom the likes of Maslow to Skinner, Herzberg and McClelland
and Vroom to Miller, motivation has received fair amount of
scholastic approval as a theory
Motivation is theoretical construct that explains an
individual’s needs, desires, thoughts, emotions,
effort and behaviour.
6. Motivation as a measure of Individual
Difference
oColloquially, motivation is considered to come from environment
oIt is important to consider that motivation that is situationally
found as a pressure from the environment to act is called
extrinsic motivation
e.g. turning up early to make more money
o Alternatively, in absence of external stimuli, mind is naturally
geared to have certain ‘intrinsic motivation’. In this case the
reward is perceived and the act is its own reward.
e.g. turning up early to help a colleague
7. What is intrinsic motivation or motivation trait theory?
How is it different from personality traits?
What does intrinsic motivation predict?
What is Intrinsic Motivation?
8. Defining Intrinsic Motivation
oIntrinsic motivations can be defined as basic and universal
human needs which are indulged in without an external stimuli
or reward
i.e.
oreading a book on a vacation
obeing with friends
The litmus rule, is the action its own end or the means to an end
9. IM Theory
oBecause all concepts are hypothetical constructs, they are
created to explain phenomena
oIM theory has following basic assumptions:
oIM is innate (present at birth, even before any learning takes place)
oIM is evolutionary (even higher order animals will exhibit them)
oIM can be measured as a trait (it may not exist as a trait but may be
measured as one)
oIM tells us about individual drives, needs and ways to adapt/survive
oIM is an means to its own self (it ultimately leads to survival or
happiness, given that humans do not have to struggle for survival all
the time)
oIM is not the same as personality (measures of seeking to socialize
may not be the same as extraversion)
10. IM Theory
oAll these assumptions which are fundamental to the IM theory
have been tested and proven by decades of scientific and
behavioural research
oIM theory is not perfect. However, survey based on the theory
does predict constructs that the theory proposes to measure
oTheory will continue to grow and change as more scientific
evidence is provided in support of it or against it
11. Differences between
Personality and Intrinsic Motivation
Intrinsic Motivation
oWhy of behaviour?
oAction can be causally
explained by motives
Personality
oWhat of behaviour?
oAn action cannot be causally
explained by traits
12. Similarities between
Personality and Motivation
Intrinsic Motivation Personality
oPredict behaviour
oHave genetic component
oHave evolutionary roots, i.e. help in survival
oCan be measured as latent traits
oMeasure of individual differences
14. Challenges in Measuring IM
oTheoretically speaking, IM is triggered at a subconscious level
hence one has to depend on its reflection on self concept to
measure it through surveys
oIM is intrinsic which makes finding items very difficult
oDifferent needs are interpreted differently by different people
oSome IM are not seen as socially desirable
oIM can be very basic and may have rather uniform presence in
normal people e.g. need to eat or seek nutrition
oSome IM can be biological e.g. adrenaline causing impulsive
action
15. About CORE
oCORE is an Ipsative format instrument which reports Normative
measures
oCORE has 80 forced choice blocks/questions based on 121
unique items
oCORE measures 12 stable high order IM (Primary motivations)
and 31 lower order IMs (Secondary motivations)
o12 High order IMs can be conceptually be ordered into 4 broad
clusters. These are called Axis IMs.
17. Development of CORE
oCORE has been developed to measure intrinsic motivation with
certain assumptions in mind
oReview Phase:
o Review of motivation theories
o Review of all IM identified till date
o Creation of a conceptual map of IM from over 150 researches on IM
oInitial Scoping:
o A set of 45 IMs were distinctly identified
o A review of overlaps was done and 39 were finally agreed upon
oItem Creation:
o 8 Items were created for all 39 constructs
o All items were checked for language, biases, semantic meaningfulness,
overlap with personality constructs, simplicity and readability
18. Development of CORE
oPreliminary Psychometric Evaluation:
o Items were tested in a normative format for reliability
o Poorly differentiating items were removed
o 3 Constructs which weren’t reliable were dropped
o Further items which did not perform well were dropped
oIpsative Format testing:
o An ipsative version of the questionnaire was created
o Survey was tested over 350 professionals
o Parameter estimation and Thurstonian modelling was used to derive at
normative scoring
oNorming, Interpretation and Validation:
o Another 127 professionals took CORE
o CORE was validated with the help of criterion measures and other
psychometric measures
22. Other research that is underway
oIM correlates of intelligence measures
oIM correlates of academic performance
oIM correlates of leadership emergence and effectiveness
oIM correlates of learning styles
23. What can CORE be used for? How does CORE help?
Applications of CORE
24. Applications of CORE
oCreating self awareness
o Awareness of IM can allow individuals to choose situations which can
motivate them and help succeed
o Awareness of IM can help one rationalize own behaviour, evaluate fears and
impulses accurately
oHelp teams understand each other better
oHelp individuals choose rewarding careers
oHelp leaders understand their leadership motivation
oCan be used for hiring
oCan be used for identifying development areas
oCan be used in counselling
26. FAQs
oAren’t personality and motivation analogous?
o Average correlations with personality factors are low
o This implies that they are not the same
oCan people be good at something without being motivated by it?
o Yes, it is possible
o But this requires lot of external stimuli (rewards)
o Not sustainable in the long run
o Doesn’t make you happy
oWhy would IM be necessary if there are extrinsic rewards?
o Extrinsic rewards can not improve performance to a great extent
o Extrinsic rewards are costly on organizational resources
o People can become immune to extrinsic stimuli
o For extrinsic rewards to work goal setting must be undertaken well and
perceived expectancy must be high
27. FAQs
oAre IM traits real?
o Unlike personality traits (which are interpretations of factors), IMs are real
observable constructs which are assumed as trait for ease of measurement
oCan people be good at something without being motivated by it?
o Yes, it is possible
o But this requires lot of external stimuli (rewards)
o Not sustainable in the long run
o Doesn’t make you happy
oWhy would IM be necessary if there are extrinsic rewards?
o Extrinsic rewards can improve performance to a small extent
o Extrinsic rewards are costly on organizational resources
o People can become immune to extrinsic stimuli
o For extrinsic rewards to work goal setting must be undertaken well and
perceived expectancy must be high
28. FAQs
oWhy is CORE Ipsative?
oCORE is ipsative because our psychological needs, drives and
motivations are competitive in nature
oConscious mind cannot fulfill all needs and hence, they are exercised
at the expense of others
o Can CORE Ipsative scores be compared?
oYes, CORE is an ipsative survey, however, scores are reported in
normative format
oCan CORE be used as a replacement of personality?
oNo, motivation doesn’t predict behaviour directly, it predicts,
preferences and needs
oCORE instead predicts development and innate drives
29. FAQs
oWhen to not use CORE?
oCORE should be used in adherence to Psymetric’s code of ethical
practice and laws of the land
oCORE alone should not be used as a predictor of performance (it may
be used with a behavioural interview)
oCORE should not be used to reject candidates
oCORE should not be used to fire employees
o When to use CORE?
oCORE should be used for individual development, counselling, career
guidance, coaching, training, team building and stress management
oCORE may be used as a screening tool too
30. FAQs
oWhy does CORE not use Factor Analysis?
oFactor analysis has been carried out for CORE, however, interpretation
of factors is largely subjective
oCurrent structure is based on correlations and regression equations
that predict observable motivations
oAt primary level, CORE is criterion referenced
oAt secondary level, CORE is norm referenced