This document provides an overview of organizational behavior and development topics including intelligence quotient (IQ), emotional quotient (EQ), spiritual quotient, personality, learning theories, attitudes, perception, and motivation. It defines these terms and discusses their importance. For example, it states IQ measures a person's intelligence through logical problem solving, while EQ involves self-awareness and control of emotions. Motivation inspires movement toward goals and is influenced by internal and external factors. In 3 sentences or less: This document covers key concepts in organizational behavior such as different types of quotients, personality theories, the learning process, factors shaping attitudes and perception, and the importance of motivation for work performance.

1. ORGANISATIONAL
BEHAVIOUR &
DEVELOPMENT
II
 Jc Lohith Shetty
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PGDPM, MSW, MBA, UGC - NET
Asst Professor
St Aloysius College (Autonomous)
Trainer – Junior Chamber
International
President - 2014, JCI Mangalore

2. 
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

Statutory Instructions:
This is not a study material & only a teaching
aid.
There is constant changes made to this
teaching material & those changes are not
updated in Slide Share.
This slide is prepared as teaching aid only, so
it can be understood & interpreted rightly only
after attending my classes.

3. Intelligence Quotient:
It is a mathematical formula which
measures the persons intelligence.
 It
is a rational, logical problem
solving.
 It is a style of rational, goal oriented
and thinking.
Eg: Severe, profound, moderate and
average intelligence.

4. The Stanford-Binet Test

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Verbal reasoning
:
Vocabulary,
Absurdities
Quantitative reasoning: Quantitative test,
number series
Abstract visual reasoning:Paper folding,
Copying
Short term memory :
Memory of sentences,
memory of order
in which
familiar objects
are
placed

5. Importance of Intelligence
Quotient

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Understanding of the environment & situation
Information & understanding of day to day
matters
Grasping power & learning new
Concentration power
Decision-making
Memory & linking facts
It helps in recruitment of potential candidates
It helps in accessing the intelligence level &
decision making ability of Individuals

6. Emotional Quotient:


1919 concept was developed. Emotional
Intelligence is the ability to identify, assess
and control the emotion of ourselves.
Self awareness and control and in the
ability to respond appropriately to the
emotions of others.
The ability to assess and affect situations
and relationship with other people also
plays a role in Emotional Intelligence.

7. Importance of Emotional
Quotient:





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Maturity of personality is observed with
Emotional Stability
Encourages right decision making
It promotes healthy work environment
It helps in reducing confusion &
misunderstanding
It reduce conflicts between colleagues
Helps in providing emotional support
Encourages Team Work
Emotional stability reduce the health risk &

8. Spiritual Quotient:



It is an science of thinking out of the box.
It is an access to higher meaning
Higher spiritual truths are to be experienced.
Importance:
o Having direction in life
o Ability to lead ourselves
o Supervening higher reality
o Conscious afford to understand

9. Principle of Spiritual
Quotient:
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

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Self awareness
Spontaneous thoughts
Being Visionary
Humility
Humbleness
Sense of Vocation
Commitment to thought, ideology & belief
Clarity of thought & action
Independent opinion
Self-rooted in spirituality

10. Personality:
Latin – Persona = means Actors
The human personality includes:
 External appearance and behaviour or social
stimulus value.
 Inner
awareness of self as a permanent
organizing force.
Def: Gluck:
Personality is a pattern of stable states and
characteristics of a person that influence his or
her behaviour toward goal achievement.

11. Determinants of Personality:
Heredity
 Family
 Culture
 Social environment
 Physical/ natural environment
 Situation
 Experience through life


12. Types of Personality:
o
o
o
o
o
o
Introvert personality: inward
people, No social contact
Extrovert personalities: Simply
speaking
Mechanical personality
Nurturing personality
Artistic personality
Protest personality

13. Theories of Personality:
A. Sigmund Freud:
o Psychoanalytical theory
o Id, Ego, super ego
 The oral stage
 The anal stage
 The phallic stage
 The latency stage
 The genital stage

14. B. Theories of Personality:
Contd...
Allport:
Trait theory: Traits are reactions, not
something a person “possesses”
 Extraversion
 Agruablance
 Conscientiousness
 Emotional stability
 Spanners to experience

15. C. Self theory: Carl Rogers
Self image
o Ideal self
o Looking glass – self
o Real – self
o

16. Learning:
Meaning: Stephen P. Robbins
“Learning is any relatively permanent
change in behaviour that occurs as a
result of experience”.
Process of Learning:
1. Knowledge acquisition
2. Information distribution
3. Information interpretation
4. Organizational memory process

17. Stimuli
(Work
Situation)
Unhappy with
reinforcement
(Demands
new learning)
Stimulus
(New work
situation)
Motive
(Need felt)
Learnin
g
Process
Consequence
(Reinforcemen
t)
Response
(Choice of
Behaviour)

18. Theories of learning:
A. Classical conditioning theory: Ivan Povlov
a) Response is reactive
b) Responses are fixed to stimuli (no choice)
c) Stimulus such as sound, object, person are used
d) Reinforcement is not received by choice
B. Operant conditioning theory: By B.F. Skinner
 Behaviour can be controlled by manipulating its
consequences.
 The behaviour that result in positive rewards trend
to be repeated and behaviour with negative
consequence tender not to be repeated.
 Based upon such consequences, the behaviour
can be predicted and controlled.

19. Factors influencing operant
conditioning:
* Magnitude of reinforcement
* Imitation
* Motivation of the learner
C. Cognitive theory:
 Choice
of behaviour based on perceived
consequence
st
nd imp & so on
 1 imp, 2
D. Social Learning Theory:
 Process of observational learning.
 Select model & learn by observing their behaviour.
OB modification: Changes brought in the

20. Attitude: Attitude reflect how one feel about something.
Def: Munn: Attitude is learned predispositions towards aspects of
our environment
Characteristics:
1. Attitudes are learnt
2. Every individual hold attitude
3. Attitudes are organised & are core to an individual
4. Attitudes refers to feelings & beliefs of individual or
group
5. These feelings define one’s predisposition towards
given aspect
6. Attitude can be favourable or unfavourable feeling
7. Attitudes endure, unless something happens

21. Formation of Attitude
Observing
thus models
Classical
Conditionin
g
Mass
communicati
on
Experience
with Object
Formatio
n of
Attitude
Economic
status
Operant
conditioning
Family &
peer group
Neighbourhood

22. Formation of attitude:

Direct experience
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Social learning:
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Experience with Object
Operant conditioning
Family & peer group
Neighbourhood
Economic status
Mass communication
Classical Conditioning
Observing thus models
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It involves
Attention
Retention
Reproduction
Motivation

23. Perception: Perceiving: giving
meaning to the environment
around us. can be defined as the
According to Udai Pareek “Perception
process of receiving, selecting, organizing, interpreting, checking and
reacting to sensory stimuli or data”.
Importance of Perception:
 Good perception increase efficiency of task
 Perception leads to understanding or misunderstanding between
people
 Positive perception lead to reduction in wastage & misunderstanding
 Increase productivity
 Foster team work
 Solves problem
 Improve quality
 Creates congenial atmosphere
 Breeds loyalty
 Increase profits
 Reduce stress
 Promotes pleasing personality among employees

24. Factors influencing
perception:
A. Internal Factors:
 Need and Desire
 Personality
 Experience
 Values
 Attitude
B. External Factors:
Size Eg: Advertisement
 Intensity Eg: Sound
 Frequency / Repetition
 Contrast
 Status
 Movement

25. REDCSW influencing Inter
Personal Perception:
Relinquishing style – highly open
for ideas
 Egalitarian style – shared mutually
 Dynamic style – use of motivation
work
 Controlling style – render does not
allow
 Structure style – specific goal


26. Motivation:
• Latin word – Movere – Move in the report of
people.
• People are motivated by situation and
expectation
• Inspiration taken from others.
Def: Bernard Benhon:

A motive in an inner state that energies /
activates a mover and dereets / channels
behaviour towards the goals.

27. Importance: Needs:
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Biological needs
Socio – psychological needs
Need for freedom
Security
Love
Achievement
Need for social approval
Social company
The need for self-assertion
Self – expression

28. A. Hierarchy of needs theory
Being able to records one’s potential
I.
II.
III.
IV.
Physiological needs
Safety needs – protection
Social need – acceptance, feeling
Esteem needs – self respect
personality
V. Self actualization
1st type personality
2nd type personality
3rd type personality
4th
type
5th type personality
B. Expectancy theory
 C. Needs & Goals
 D. Social Character & personality
 Two-factor theory by Herzberg


29. Types of Motivation:
A) Primary motivation:
Unknown to the people but exists the reality.
1. Competence motives
2. Curiosity motives
3. Affection motives
B) Secondary motivation:
These are learnt
1. Achievement motivation
2. Affiliation motivation
3. Social motivation
4. Power motivation

30. Effects of motivation on Work
Behaviour:
Importance of Motivation: least
 Motivations
is observed with

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employee
turnover
Motivated employees give better output
Team Work is the result of motivation
Motivated employees are open to suggestions &
changes
Learning new skills & development is observed
Motivated employees give suggestions &
participate with management.
Reduction in delays, damages & wastages will be
observed.