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1. Karakteristik Biografi
2. Tipe Kemampuan Individu
3. Faktor-Faktor penentu Kepribadian
4. Pengaruh Tipologi pekerjaan
5. Teori pembelajaran untuk perubahan
perilaku
LEARNING OBJECTIVES
P A R T O N O - T E L K O M U N I V E R S I T Y
In order to make you easily understand the OB
please see the movie below
Pay it forward - Remember the titans - Crimson tide – Intouchable
– gridiron gang – whistleblower – best offer – draft day – k-19
widowmaker – U-571 – McFarland USA – Armstrong Lie – The
Cartel – 1492 – in the heart of the sea – cinderella man – broken
city – coach carter – shawshank redemption – green mile – seven
pound – unbroken – the queen – patton -
COMMERCIAL BREAK
P A R T O N O - T E L K O M U N I V E R S I T Y
DIVERSITY
P A R T O N O - T E L K O M U N I V E R S I T Y
Surface-level diversity
• - Observable characteristic (race, gender, etc) -
Deep-level diversity
• - Difficult to observe (value, personality, preferences) -
Diversity Management
• Minimize discrimination, achieve effective organization
Discrimination
is to note a difference between things.
Unfair discrimination assumes stereotypes
about groups.
Refusal to recognize individual differences is
harmful to organizations and employees.
2-5
STEREOTYPES IN
ORGANIZATIONAL SETTINGS
Discriminatory Policies
Incivility
Intimidation
Mockery/Insult
Exclusion
Harassment
Bullying
2-6
FORMS OF DISCRIMINATION
Objective and easily obtained personal characteristics.
Age
Older workers bring experience, judgment, a strong work ethic, and
commitment to quality.
Gender
Few differences between men and women that affect job
performance.
BIOGRAPHICAL
CHARACTERISTICS
P A R T O N O - T E L K O M U N I V E R S I T Y
Race & Ethnicity
Differences exist, but could be more culture based than
race based.
Tenure
People with job tenure (seniority at a job) are more
productive, absent less frequently, have lower turnover,
and are more satisfied.
BIOGRAPHICAL
CHARACTERISTICS (CONTINUED)
P A R T O N O - T E L K O M U N I V E R S I T Y
Religion
May impact the workplace in areas of dress, grooming and scheduling
Sexual Orientation
Federal law does not protect against discrimination (but state or local laws may).
Domestic partner benefits are important considerations.
Gender Identity
Relatively new issue – transgendered employees.
OTHER BIOGRAPHICAL
CHARACTERISTICS
P A R T O N O - T E L K O M U N I V E R S I T Y
An individual’s capacity to perform the various tasks in a job.
Intellectual and Physical Abilities
INDIVIDUALS’ ABILITY
P A R T O N O - T E L K O M U N I V E R S I T Y
Made up of two sets of factors:
Intellectual Abilities
The abilities needed to perform mental activities.
General Mental Ability (GMA) is a measure of overall intelligence.
Wonderlic Personnel Test: a quick measure of intelligence for recruitment
screening.
No correlation between intelligence and job satisfaction.
Physical Abilities
The capacity to do tasks demanding stamina, dexterity, strength, and similar
characteristics.
ABILITY
P A R T O N O - T E L K O M U N I V E R S I T Y
Intellectual Ability
Number Aptitude
Verbal Comprehe
nsion
Perceptual Speed
Inductive Reasoning
Deductive Reasoning
Spatial Visualizati
on
Memory
DIMENSIONS OF
INTELLECTUAL ABILITY
P A R T O N O - T E L K O M U N I V E R S I T Y
E X H I B I T 2–1
Number aptitude ability to do speedy and accurate
arithmetic (accountant).
Verbal ability to understand what is read or heard
and the relationship of words to each other (manager)
Perceptual speed ability to identify visual similarities
and differences quickly and accurately (detective)
Inductive reasoning ability to identify a logical
sequence in a problem in order to help find a solution.
INTELLECTUAL ABILITY
P A R T O N O - T E L K O M U N I V E R S I T Y
Deductive reasoning ability to use logic and assess
the implications of the argument (make choices)
Spatial Visualization ability to imagine how an object
would look if its position in space was changed
Memory ability to retain and recall past experiences.
P A R T O N O - T E L K O M U N I V E R S I T Y
INTELLECTUAL ABILITY
The capacity to do tasks demanding stamina,
dexterity, strength, and similar
characteristics.
Nine basic abilities related to strength,
flexibility, and other factors are needed to
perform physical tasks.
P A R T O N O - T E L K O M U N I V E R S I T Y
PHYSICAL ABILITY
When focusing on ability, it can create problems when
attempting to develop workplace policies that recognize
diversity in terms of disabilities.
It is important to recognize diversity and strive for it in
the hiring process.
An organization needs to be careful to avoid
discriminatory practices by making generalizations about
people with disabilities.
ROLE OF DISABILITIES
P A R T O N O - T E L K O M U N I V E R S I T Y
Making everybody more aware and sensitive to the needs of
others.
IMPLEMENTING DIVERSITY
MANAGEMENT STRATEGIES
P A R T O N O - T E L K O M U N I V E R S I T Y
Attracting, Selecting, Developing, and Retaining the Diverse Employees
Working with Diversity in Groups
Effective Diversity Programs
Summary:
Ability
Directly influences employee’s level of
performance.
Managers need to focus on ability in
selection, promotion, and transfer.
Fine-tune job to fit incumbent’s abilities.
Biographical Characteristics
Should not be used in management
decisions: possible source of bias.
SUMMARY AND MANAGERIAL
IMPLICATIONS
P A R T O N O - T E L K O M U N I V E R S I T Y
garrison-michigan.army.mil
Diversity
Management
Must be an ongoing
commitment at all levels of
the organization.
Policies must include multiple
perspectives and be long term
in their orientation to be
effective.
SUMMARY AND MANAGERIAL
IMPLICATIONS
P A R T O N O - T E L K O M U N I V E R S I T Y
http://thethreelights.blogspot.com/
Personality Framework – Myers & Briggs
Partono - TELKOM University
Introvert
Intuitive
Feeling
Perceiving
Extrovert
Sensing
Thinking
Judging
Sociable, assertive
Practical, routine, detail
Reason, logic
Control, structure
Quiet, shy
Unconcious process
Value, emotion
Flexible, spontaneous
Partono - TELKOM University
Personality Frameworks – Big 5 Model
• Sociable, gregarious, assertive
• Reserved, timid, quiet
Extraversion - Tingkat kenyamanan dalam menjalin
hubungan
• Cooperative, trusting
• Cold, antagonist
Agreeableness - Menghormati dan memahami
perasaan orang lain
• Responsible, dependable, persistent, and organized
• Disorganized, unreliable Conscientiousness – ukuran
tingkat tanggung jawab
• Calm, self-confident, secure under stress (positive),
• Nervous, depressed, and insecure under stress (negative) Emotional Stability – daya
tahan thd stres
• Curious, imaginative, artistic, and sensitive
• Conventional, comfort in current state
Openness to Experience – kemauan berkembang dan
belajar
Other Personality Traits Relevant to OB
Partono - TELKOM University
Core Self-Evaluation
The degree to which people like or dislike themselves
Positive self-evaluation leads to higher job performance
Machiavellianism
Pragmatic, emotionally distant, believes that ends justify the means
High Machs are manipulative, win more often, and persuade more than they are persuaded.
Flourish when:
Have direct interaction
Work with minimal rules and regulations
Emotions distract others
Narcissism-Narcissus, man who fell in love with his image
An arrogant, entitled,
self-important person who needs excessive admiration
Is the narccisist effective in their jobs or NOT??
More Relevant Personality Traits
Partono - TELKOM University
Self-Monitoring
The ability to adjust behavior to meet external, situational
factors - conformity.
Risk Taking
The willingness to take chances.
Risk takers make faster decisions with less information.
Proactive Personality
Identifies opportunities, shows initiative, takes action, and
perseveres to completion
Creates positive change in the environment regardless of, or
even in spite of, constraints or obstacles
What is my personality?
What types of personality suit the jobs?
What kind of jobs that suit my personality?
How if my job doesn’t suit my personality?
TIPOLOGI PEKERJAAN
P A R T O N O - T E L K O M U N I V E R S I T Y
Key Points of the Model:
There are intrinsic differences in personality between people
There are different types of jobs
People in jobs congruent with their personality should be more
satisfied and have lower turnover
TIPOLOGI PEKERJAAN
P A R T O N O - T E L K O M U N I V E R S I T Y
Ones’ behavior should change to adjust the
situation they faced
Preventive of corrective?
Self-aware or forced?
HOW TO CHANGE BEHAVIOR
P A R T O N O - T E L K O M U N I V E R S I T Y
THEORIES OF LEARNING
P A R T O N O - T E L K O M U N I V E R S I T Y
Classical Conditioning an individual responds to some
stimulus that would not ordinarily produce such a response.
Operant Conditioning desired voluntary behavior leads
to a reward or prevents a punishment.
Social-Learning Theory learn through observation and
direct experience.
Shaping Behavior reinforcing each successive step that
moves an individual closer to the desired response.
Positive reinforcement; providing a reward for a
desired behavior.
Negative reinforcement; removing an unpleasant
consequence when the desired behavior occurs.
Punishment; applying an undesirable condition to
eliminate an undesirable behavior.
Extinction; withholding reinforcement of a
behavior to cause its cessation.
REINFORCEMENT TYPES
P A R T O N O - T E L K O M U N I V E R S I T Y