FACULTY OF ARCHITECTURE, PLANNING & SURVEYING
BUILDING DEPARTMENT
BACHELOR OF CONSTRUCTION MANAGEMENT (HONS)
AP226 / 3C
MANAGEMENT PRINCIPLES AND PRACTICE I
MGT 515
- CHAPTER 2 & 3 -
PREPARED BY :
SARIANI HASSAN2007150979
MEK TIMAH MUHAMAD2007127149
TOMMY DING2007126943
MOHD YASEER MOHD YASIN2007126931
PREPARED FOR:
MR AHMAD MUSLIM ALI
CHAPTER 2: INDIVIDUAL DIFFERENCES PERSONALITY
AND ABILITY
Managers need to understand individual differences because they have an impact on the feelings, thought and behavior of each member of an organization.
The example of individual effect are, job satisfaction, job performance, job stress and leadership.
Individual difference can be classified in to two categories:
1-Personality differences
2-Ability differences
Nature of personality
Personality means is pattern of relatively enduring ways that a person feels, thinks, and behaves. It is important factor in accounting for why employees act the way they do in organization. Personality can influence career choice, job satisfaction, stress, leadership and aspect of performance.
People personality has verity of way. Some people seem to be perfectionists, critical, impatient, demanding and intense. And other people maybe more relaxing and easygoing.
Determinants of personality: Nature and Nurture
Personality can be determined by the nature or biological heritage or genetic makeup. This genes that inherited by parents will influence our personality. An example: - identical of twin. The twin normally has same genetic determinants of personality. Generally, the twin which grow up in the same family will have same permissive or strict parent and similar life experience compared to the twin that adopted by different family. Even the personality inherited by family, it also can be changed over by many years. So, if have any crisis of an employee’s personality is likely to be felt only if the situation continues for many years. In this case, the manager should not expect to change the employees personalities.
Personality is very importance and it can differentiate with other people. The manager should know the personality difference between the people, and the manager and other organizational member need to take into account in order to understand what the people think, feel and act in organization.
Personality and the situation
The organization situation also influenced by the people personality that is work attitudes and behavior. It show that it is the interaction between personality and situational factor that determines how the people think, feel and behave in general and specifically, how they do so within organization. The manager should understand the employee’s personalities and situation for example the employee’s feeling, thought, attitude and also the employee’s behavior so that the manager can help them to perform at the high level and for make sure the employees feel good about the work they done.
THE BIG FIVE MODEL OF PERSONALITY.
The big five model of personality come out from a trait which is can be define as a specific component of personality that describe the particular tendencies a person has to feel, think and act at certain ways such as in a shy or outgoing critical or accepting.
The five of personality trait are:
1-Extraversion -also known as positive affectivity that can be influence the people to experience positive emotional and feel good about them.
- Extraverts- people high on extraversion scale; tend to be sociable, affectionate and friendly. There are also likely to enjoy socializing with coworkers.
- Introverts- people low on the extraversion scale are less likely to experience positive emotion states and have fewer social interactions with others. The people in the low of extraversion can succeed in variety of occupations.
2-Neuroticism -or negative affectivity. Means people tendencies to experience negative emotion states, feel distressed and generally view themselves negatively.
3-Agreeableness -is the trait that captures the distinction between the individual who get along well with other people. Also the ability to care for others if have high of agreeableness. If people under the low of agreeableness are antagonistic, mistrustful, uncooperative and others.
4-Conscientiousness- is the individual in careful, scrupulous and persevering. If people in high conscientiousness are organized and have self discipline. This personality is importance to organization situation and has been found to be a good predictor of performance in many jobs.
5-openness experience - extent to which individual is original, open o a wide variety of stimuli, has broad interest and willing to take risk as opposed to being narrow minded and caution. Also describe as creative and innovative behavior in organization.
This traits can described the people personalities regarding of age, gender, race, ethnicity, religion, socioeconomic background or the origin country.
The others of personality traits that relevant to organizational behavior include locus of control, self monitoring, self esteem, type A and type B personalities, and the needs for achievements affiliation and power.
LOCUS CONTROL
Can be divided in 2 sections: External and internal locus control. For the external locus control, the people tend to believe that outside force or factor are responsible for their fate. For the internal locus, people thing that their own action and behavior give impact on what happened to them.
SELF MONITORING
Is the extent to which people try to control the way they present themselves to others.
SELF ESTEEM
Is the extent to which people have pride in themselves and their capabilities
The individual with high self esteem are generally capable and worthy people.
The individual in low self esteem question self worth, doubt their capabilities. Self esteem is important for influence the people in selecting and make choice in activities and job.
THE NATURE OF ABILITY
In addition to possessing different personalities, employees also differ in their abilities. The two major types of ability are cognitive ability and physical ability.
The type of cognitive ability can be arranged in hierarchy with general intelligent at the top. Specific type of cognitive ability are verbal ability, numerical ability, reasoning ability, deductive ability, ability to see relationship, ability to remember, spatial, and perceptual ability.
The type of physical ability can be divided in 2 types: The motor skill and also physical skills. The motor skills are the ability to manipulate object in environment. And the physical skills are person fitness and strength. The physical abilities can be determine by the nature and nurture. The relative proportions like height, bone structure, limb length cannot be changed.
Physical ability can be measured by having a person engage in the activity that he or she would have to do on the job.
Cognitive and physical ability can be degenerated or become impaired because of disease, drug or alcohol abuse, stress or fatigue.
The emotional intelligent is a new kind of ability. It is the ability to understand and manage one’s own feelings and emotions and the feeling and emotions of others.
THE MANAGEMENT OF ABILITY IN ORGANIZATION.
In organization, ability can be managed by selecting individual who have the ability needed to accomplish tasks, placing employees in the job that capitalize on their abilities, and training employees to enhance their abilities levels.
CHAPTER 3 : VALUES, ATTITUDES, AND MOODS AND EMOTIONS
Values, attitudes, moods, and emotions capture how managers experience their jobs as individuals. Values describe what managers are trying to achieve through work and how they think they should behave. Attitudes capture their thoughts and feelings about their specific jobs and organizations. Moods and emotions encompass how managers actually feel when they are managing.
3.1VALUES
One’s personal convictions about what one should strive for in life and how one should behave.
3.1.1Work Values
•A worker’s personal convictions about what outcomes one should expect from work and how one should behave at work.
•The most general and long-lasting feelings and beliefs people have that contribute to how they experience work.
•Values can be intrinsic (i.e., related to the nature of work itself) or extrinsic (i.e., related to the consequences of work).
3.1.2Ethical Values
- Are one’s personal convictions about what is right and wrong.
- Help employees decide on the right course of action and guide their decisions making behavior.
3.2ATTITUDES
An attitudeis a collection of feelings and beliefs and thoughts about how to behave that people currently hold about their jobs and organizations. A manager’s attitude affects how they approach their job. Two of the most important attitudes in this context are job satisfaction and organizational commitment.
Work attitudes :-
•Compared to values, attitudes are
–More specific
–Not as long lasting
•Specific work attitudes:
–Job satisfaction is the collection of feelings and beliefs that people have about their current jobs. Managers, who are high on job satisfaction generally like their jobs, feel that they are being treated fairly, and believe that their jobs have many desirable features or characteristics. Levels of job satisfaction tend to increase as one move up the hierarchy in an organization.
–Organizational commitment is the collection of feelings and beliefs that people have about their organizations as a whole.
3.3MOODS AND EMOTIONS
- A moodis a feeling or state of mind. Usually the result of the current situation and a person’s basic outlook Personality traits and current circumstances often determine a person’s mood.
Positive moods provide excitement, elation, and enthusiasm.
Negative moods lead to fear, distress, and nervousness.
- Managers’ moods affect their treatment of others and others’ responses to them (think of a pet’s reaction to you).
- Emotions are more intense than moods, are more short-lived, and are usually linked to a specific cause.
3.4JOB SATISFACTION
Job satisfaction is a worker's sense of achievement and success. It is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. It also further implies enthusiasm and happiness with one's work. There are 4 factors affect the level of job satisfaction:
3.4.1Personality
- Big Five Model
- Extraversion
Extraversion, also spelled "extroversion," is characterized by positive emotions, surgency, and the tendency to seek out stimulation and the company of others. Extraverts enjoy being with people, and are often perceived as full of energy. Introverts lack the exuberance, energy, and activity levels of extraverts. They tend to be quiet, low-key, deliberate, and less involved in the social world.
- Neuroticism
Neuroticism is the tendency to experience negative emotions, such as anger, anxiety, or depression. It is sometimes called emotional instability. Those who score high in neuroticism are emotionally reactive and vulnerable to stress. These problems in emotional regulation can diminish a neurotic's ability to think clearly, make decisions, and cope effectively with stress.At the other end of the scale, individuals who score low in neuroticism are less easily upset and are less emotionally reactive. They tend to be calm, emotionally stable, and free from persistent negative feelings.
- Agreeableness
Agreeableness is a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. They are generally considerate, friendly, generous, helpful, and willing to compromise their interests with others. Agreeable people also have an optimistic view of human nature. They believe people are basically honest, decent, and trustworthy.Disagreeable individuals place self-interest above getting along with others. They are generally unconcerned with others’ well-being, and are less likely to extend themselves for other people.
- Conscientiousness
Conscientiousness is a tendency to show self-discipline, act dutifully, and aim for achievement. The trait shows a preference for planned rather than spontaneous behavior. It influences the way in which we control, regulate, and direct our impulses. The benefits of high conscientiousness are obvious. Conscientious individuals avoid trouble and achieve high levels of success through purposeful planning and persistence. They are also positively regarded by others as intelligent and reliable. On the negative side, they can be compulsive perfectionists and workaholics.
- Openness to experience
Openness is a general appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. The trait distinguishes imaginative people from down-to-earth, conventional people. People with low scores on openness tend to have more conventional, traditional interests. They prefer the plain, straightforward, and obvious over the complex, ambiguous, and subtle. They are conservative and resistant to change.
3.4.2Values
A person with strong intrinsic work values is more likely than one with weak intrinsic work values to be satisfied with a job that is meaningful but requires long hours and offers poor pay
3.4.3The work situation
The tasks a person performs will effect the job satisfaction whether he or she get bored or interested with task that must be done. The work situation also includes how satisfied jobholder interacts with people that he or she has to deal with. The surroundings in which a person works also effect the job satisfaction. The way the organization treats the jobholder effect the satisfaction of that particular worker including pay, job security, benefits, and opportunity of promotion and so on.
3.4.4Social influence
Social influence is the influence that individuals or groups have on a person’s attitudes and behavior:
3.4.4.1Coworkers - Coworkers can influence others worker especially for the new hires.
3.4.4.2Family – Family which a child grows up can effect how satisfied the child is with his or job as an adult.
3.4.4.3Other reference groups (unions, religious groups, and friends) – This kind of group can effect the work satisfaction of the worker.
3.4.4.4Culture – There are different in term of work satisfaction between different cultures where the worker involved.