personality & emotion - dadang iskandar · organizational behavior ... persepsinya atas apa yg...

ORGANIZATIONAL BEHAVIORS T E P H E N P. R O B B I N S

E L E V E N T H E D I T I O N

W W W . P R E N H A L L . C O M / R O B B I N S© 2005 Prentice Hall Inc. All rights reserved.© 2005 Prentice Hall Inc. All rights reserved.

PowerPoint Presentationby Charlie Cook

PowerPoint Presentationby Charlie Cook

Personality & Emotion

Personality & Emotion

Kombinasi cara-cara yang dipergunakan oleh seseorang dalam berinteraksi dengan orang lain, yang dipengaruhi oleh sifat turunan (genetis), lingkungan (budaya) dan situasi.

Personality

Myers-Briggs Type Indicator(MBTI)

Style ofDecision Making

Perceptive (P)

Preference forDecision Making

Feeling (F)

Type of SocialInteraction

Extrovert (E)

Preference forGathering Data

Sensing (S)

Introvert (I)

Intuitive (N)

Thinking (T)

Judgmental (J)

INTJ = VisionariesESTJ = OrganizersENTP = Conceptualizer

The “Big Five”Personality Model

The “Big Five”Personality Model

Extraversion(Comfort level of relationship)

Agreeableness(Propensity to defer to others)

Conscientiousness(A measure of reliability)

EmotionalStability

(Ability to coup with stress)

Openness toExperience

(Interest & fascinate with novelty)

Other KeyPersonalityAttributes

Locusof Control

(master of own fate)

AuthoritarianPersonality

AuthoritarianPersonality

RiskPropensity

RiskPropensity

Type APersonalityT

Type APersonalityT

MachiavellianPersonality

(ends can justify means)

MachiavellianPersonality

(ends can justify means)

SelfMonitoring

SelfMonitoring

Holland’s Theory of Personality-Job Fit

Type Personality Occupations

Realistic

Investigative

Social

Conventional

Enterprising

Artistic

Shy, Stable, Practical

Analytical, Independent

Sociable, Cooperative

Practical, Efficient

Ambitious, Energetic

Imaginative, Idealistic

Mechanic, Farmer,Assembly-Line Worker

Biologist, Economist,Mathematician

Social Worker,Teacher, Counselor

Accountant, ManagerBank Teller

Lawyer, Salesperson

Painter, Writer,Musician

A

I

S

C

E

RA

rtisticC

onve

ntio

nal

Occupational Personality TypesOccupational Personality Types

CommonMisconceptions

CommonMisconceptions

What AreEmotions?

(intense feeling that are directedto someone or something)

What AreEmotions?

(intense feeling that are directedto someone or something)

ImportantTerms

ImportantTerms

Emotions inthe Workplace

Emotions inthe Workplace

Six Universal Emotions

Six Universal Emotions

Happiness

Surprise

Fear

Sadness

Anger

Disgust

EmotionlessPeople

EmotionlessPeople

Other KeyIssues

Other KeyIssues

Genderand Emotions

Genderand Emotions

Cultureand Emotions

Cultureand Emotions

OB Applications

Emotional Intelligence (EI)

Decision Making

Motivation

Leadership

Interpersonal Conflict

Emotional Intelligence (EI)

Decision Making

Motivation

Leadership

Interpersonal Conflict

ORGANIZATIONAL BEHAVIORS T E P H E N P. R O B B I N S

E L E V E N T H E D I T I O N

W W W . P R E N H A L L . C O M / R O B B I N S© 2005 Prentice Hall Inc. All rights reserved.© 2005 Prentice Hall Inc. All rights reserved.

PowerPoint Presentationby Charlie Cook

PowerPoint Presentationby Charlie Cook

Perception & Decision MakingPerception &

Decision Making

Persepsi adalah suatu proses pengorganisasian dan interpretasi kesan-kesan sensorik (panca indra) untuk menjadikan sesuatu hal, menjadi memiliki makna (arti).

Persepsi adalah suatu proses pengorganisasian dan interpretasi kesan-kesan sensorik (panca indra) untuk menjadikan sesuatu hal, menjadi memiliki makna (arti).

Perilaku seseorang akan dipengaruhi olehpersepsinya atas apa yg terjadi, bukan padakejadiannya itu sendiri. We don’t see things as they are, we see things as we are.

Perilaku seseorang akan dipengaruhi olehpersepsinya atas apa yg terjadi, bukan padakejadiannya itu sendiri. We don’t see things as they are, we see things as we are.

Keputusan-keputusan dan kualitas penetapan akhir individual dlm suatu organisasi , sebagian besar dipengaruhi oleh persepsi

Keputusan-keputusan dan kualitas penetapan akhir individual dlm suatu organisasi , sebagian besar dipengaruhi oleh persepsi

Perception

GOAL

ORGANIZATION

ORGANIZATIONALSTRUCTURE

INDIVIDU-1

INDIVIDU-2PERCEPTION

BEHAVIORDECISIONGOAL

ATTAINMENTGOAL

ATTAINMENT

Perception

PERCEPTIONPERCEPTION

Factorsin the perceiver

Factorsin the perceiver Attitudes Motives, interests Experience Expectations

Factorsin the situation

Factorsin the situation Time Work setting Social setting

Factorsin the target

Factorsin the target Novelty Motion Sounds, size Background Proximity

Perception

Wawancara kerja :Informasi yang tergali diawal wawancara akan lebih berpengaruh dibandingkan dengan yang tergali belakangan, hal ini bisa berakibat; calon pegawai mendapatkan nilai tinggi karena tidak munculnya persepsi negatif, bukan karena adanya hal-hal yg positif.

Performance expectations :if a manager expects big things from his people, they’re not likely to let him down. Similarly, if manager expects people to perform minimally, they’ll tend to behave so as to meet those low expectations.

Perception

Performance evaluation :to the degree that managers use subjective measures in appraising employees, what the evaluator perceives to be good or bad employee characteristics or behaviors will significantly influence the outcome of the appraisal

Employee effort :an assessment of an individual’s effort is a subjective judgment susceptible to perceptual distortion and bias

Employee loyalty :an employee who questions a top-management decision may be seen as disloyal by some, yet caring and concerned by others

Perception

a decision

Current state

Desired statevs

a problemThe awareness that exists

alternative courses of action

needs to be made

Decision making

Define the problem

Identify the decision criteria

Allocate weights to the criteria

Develop the alternatives

Evaluatethe alternatives

Selectthe best alternative

A discrepancy between an existing and a desired state of affairWhat is and isn’t relevant in making decision

To give the correct priority

List the possible alternatives

Analyze and evaluate strengths and weaknesses

Highest score alternative

Decision making

Analyticalcareful and adaptive

Conceptualfocus on the long run

Directivefast and

focus on the short run

Behavioralavoid conflict and seek acceptance

Logical-rational

Intuitive-creative

Way of thinking

Tole

ranc

e fo

r am

bigu

ity

High

Low

Decision makingDecision-style

• Abilities• Knowledge• Proficiencies

• Intelligence,• Independence• Self-confidence• Risk taking

• Interesting, Involving• Exciting, Satisfying• Personally challenging

Creativity: The ability to produce novel and useful ideas.

Decision making

Analyze the situation, adjust your decision style to the national culture and organization’s culture in which you’re working

Beware of biases, We all bring biases to the decisions we make

Combine rational analysis with intuition, by using both, you can actually improve your decision making effectiveness

Specific decision style for specific job, aligning your decision style to the requirements of the job will improve your decision effectiveness

Be creative.

Decision making(suggestions)

Decision making(ethical criteria)

UtilitarianismSeeking the greatest good for the

greatest number.

RightsRespecting and protecting basic rights

of individuals

JusticeImposing and enforcing rules fairly

and impartially.