BEHAVIORAL

MANAGEMENT: AN
IMPORTANT PRACTICES IN
ELECTRICAL ENGINEERING
By Engr. Lyndon R. Bague, PEE,
ASEAN Engineer.
Chairman, IIEE-CPD Committee
AT THE END OF THE SEMINAR, YOU
SHOULD BE ABLE TO:
1. Define what personality is and how it affects work
behaviors.
2. Understand the role of values in determining work
behaviors.
3. Explain the process of perception and how it affects
work behaviors.
4. Identify the major work attitudes that affect work
behaviors.
5. Define the concept of person-organization fit and how it
affects work behaviors.
6. Discuss how behaviors have an impact on organizational
performance.
HOW DO YOUR ETHICS STACK
UP? BY LOWELL G. RIEN
SELF-ASSESSMENT
Are your ethical skills honed to a free
edge, or are there unanswered issues you
must confront prior to facing real-world
ethical situations? To assess your ethical
values and better determine where you
stand on the ethical plane, take the self-
assessment exercise “ How do your Ethical
stack up?”
INSTRUCTIONS: FOR EACH STATEMENT
ANSWER AS FOLLOWS.
 STRONGLY AGREE – SA
 DISAGREE – D
 AGREE – A
 STRONGLY DISAGREE – SD
1. Employees should not be expected to inform on their
peer for wrongdoings.
2. There are times when a manager must overlook
contract and safety violations in order to get on with
the job
3. It is not always possible to keep accurate expense
account records; therefore, it is sometimes necessary
to give approximate figures.
4. There are times when it is necessary to withhold
embarrassing information from one’s superior
5. We should do what our managers suggest, though we
may have doubts its being the right thing to do.
6. It is sometimes necessary to conduct
personal business on company time.
7. Sometimes it is good psychology to set
goals somewhat above normal if it will
help to obtain a greater effort from the
sales force
8. I would quote a “hopeful” shipping date
in order to get the order.
9. It is proper to use the company phones for
personal call as long as it’s not in
company use.
10. Management must be goal oriented;
therefore, the end usually justifies the
means
11. If is take heavy entertainment and twisting a bit of
company policies to win a large contract, I would
authorize it.
12. Exceptions to company policy and procedures are
a way of life.
13. Inventory controls should be designed to report
“under-ages” rather than “overages” in goods
received. (the ethical issues her is the same as
that faced by someone who received too much
change from a store cashier)
14. Occasional use of the company’s copier for
personal or community activities is acceptable
15. Taking home company property (pencil, paper,
tape and so on) for personal use in an accepted
fringe benefit.
 SCORING PROCEDURE
STRONGLY AGREE(SA) – 3 PTS

DISAGREE(D) – 1 PT

AGREE(A) – 2 PTS

STRONGLY DISAGREE(SD) – 0 PT
 ACCORDING TO THE AUTHOR OF THE EXERCISES,
INTERPRET THE TOTAL SCORES AS FOLLOWS
0 points – Prepare for CANONIZATION CEREMONY
1 – 5 points – BISHOP Materials
6 – 10 points – HIGH ETHICAL values
11 – 15 points – GOOD ETHICAL values
16 – 25 points – AVERAGE ETHICAL values
26 – 35 points – NEED MORAL development
45 points – Leave valuables with the WARDEN
If your score at, or below, average ethical values –
Model of Ethics and Business Ethics
ORGANIZATIONAL BEHAVIOUR

. . . a field of study that investigates

how individuals, groups and structure
affect and are affected by behaviour
within organizations, for the purpose
of applying such knowledge toward
improving an organization’s
effectiveness.
.
WHAT IS AN ORGANIZATION?

A consciously coordinated
social unit, composed of two
or more people, that
functions on a relatively
continuous basis to achieve a
common goal or set of goals
ROLES AND SKILLS IN THE NEW WORKPLACE
Flexibility

Mentor Innovator

External Focus
Internal Focus

Facilitator Broker

Monitor Producer

Coordinator Director

Control
HOW COMPANIES ARE CHANGING
“Cool” Companies “Old” Companies
Believe casual days are Think casual Fridays are pitiful
progressive
Charge employees for perks and
Believe titles are obsolete incentives
Don't impose on employees' Hold events on employee time
personal time
Have flex time: but only between
Allow staff to come and go as they 7:30 a.m. and 6:30 p.m.
please Hide financial results from their
Offer all employees stock options employees
Let employees make decisions that Encourage employee input -- but
affect their work rarely act on it
Offer assistance with childcare Employ rigid hierarchies (chain of
command)
Have minimal bureaucracy (red Stop at “open door” policies
tape)
TODAY’S CHALLENGES
IN THE WORKPLACE
Productivity
Effectiveness
Efficiency
TOWARD AN OB DISCIPLINE
Behavioural Contribution Unit of Output
science analysis
Learning
Motivation
Perception
Training
Leadership effectiveness
Job satisfaction
Psychology Individual decision making
Performance appraisal
Attitude measurement
Employee selection
Attitude Measurement
Work design
Work stress
Individual

Group dynamics
Work teams
Communication
Power
Conflict
Intergroup behaviour
Sociology
Formal organization theory Study of
Organizational technology Group Organizational
Organizational change Behaviour
Organizational culture

Behavioural change
Attitude change
Social psychology Communication
Group processes
Group decision making
Organization
Comparative values system
Comparative attitudes
Cross-cultural analysis
Anthropology
Organizational culture
Organizational environment

Conflict
Political science Intraorganizational politics
Power
 PERSONALITY, ATTITUDES, AND WORK
BEHAVIORS
LEARNING OBJECTIVES
▪Define what personality is and how it affects work behaviors
▪Understand the role of values in determining work behaviors
▪Explain the process of perception and how it affects work
behaviors
▪Identify the major work attitudes that affect work behaviors
▪Define the concept of person-organization fit and how it
affects work behaviors
▪Discuss how behaviors have an impact on organizational
performance
Successful organizations depend upon getting the right
mix of individuals in the right positions at the right time

Each individual brings the following to

the workplace

Skills
Personality
Ability
Values
WHAT IS PERSONALITY?
 Goldberg’s Big 5 Personality Traits
Trait Description

Openness Curious, original, intellectual, creative, and

open to new ideas.
Conscientiousness Organized, systematic, punctual, achievement-
oriented, and dependable.

Extraversion Outgoing, talkative, sociable, and enjoys being

in social situations.

Agreeableness Nice, tolerant, sensitive, trusting, kind, and

warm.
Neuroticism Anxious, irritable, aggressive, temperamental,
and moody.
 Job
Self-Efficacy
Performance
OTHER PERSONALITY DIMENSIONS

❑Self-Monitoring
❑Proactive Personality
❑Self-esteem
❑ Machiavellianism
❑Locus of control
 Schwartz’ Value Inventory
Values Definition
Achievement The desire for personal success
Benevolence The desire to protect the well being of people who
are close to the person.
Conformity Being motivated by being self disciplined and
obedient. Conforming to others.
Hedonism The desire for pleasure in life
Power The desire for control over others, attaining power
and prestige.
Security Valuing safety and stability.
Self direction The desire to be free and independent
Stimulation The desire for a stimulating and exciting life
Tradition Acceptance of social customs and traditional ideas
in a society.
Universalism The desire to protect the well being of all people.
Caring about social justice.
PERCEPTION AND WORK
BEHAVIORS

Perception is affected by
our values, needs, and
emotions
Visual Perception

What do
you see?

A cup or
two faces?
 Self enhancement
bias

Self effacement
bias
Stereotypes Self fulfilling Selective
• Stereotypes prophecy perception
are • Occurs when • We pay
generalizations an established selective
based on a stereotype attention to
group causes one to parts of the
characteristic behave in a environment
certain way while ignoring
other parts
 First Impressions
The first impression
establishes the
mental framework in
how another person
is viewed and later
evidence is either
ignored or
reinterpreted to
coincide with this
framework

© 2010 Jupiterimages Corporation

 Work Attitudes
What does your attitude
communicate?

Is there a relationship between

your attitudes and your
behaviors?
Attitude
refers to
opinions,
beliefs, and
feelings Beware!
about aspects Your
of our attitude
environment is
showing!
Work Behavior and Job Performance
FACTORS WHICH HAVE A STRONG INFLUENCE
OVER WORK BEHAVIORS
Job Performance Citizenship Absenteeism Turnover

General mental How we are Health problems Having low

abilities treated at work performance
How we are Personality Work/life Negative work
treated at work balance issues attitudes
Stress Positive work Negative work Stress
attitudes attitudes
Positive work Older employee Younger Personality
attitudes employee
Personality Younger
employee and
shorter tenure
DEVELOPING YOUR
PERSONAL SKILLS

Research shows
that acting
positive at work
can actually help
you become
happier over time
as emotions can
be influenced by
actions
 Reference: Fundamentals
of Organizational
THANKS YOU FOR LISTENING Behavior by Stephen P.
Robbins and Nancy
Langton