Professional Documents
Culture Documents
1. Introduction
4. CONCLUSION
5. Biblography
Introduction
Types of Individual
Behavior
Task Performance
Task performance refers to goal-directed behaviours under the individual's control that support
organisational objectives. Task performance behaviours transform raw materials into goods and services,
or support and maintain technical activities.58 For example, foreign exchange traders at the Bank of New
Zealand make decisions and take actions to exchange currencies. Employees in most jobs have more than
one performance dimension. Foreign exchange traders must be able to identify profitable trades, work
cooperatively with clients and coworkers in a stressful environment, assist in training new staff and work
on special telecommunications equipment without error. Some of these performance dimensions are
more important than others, but only by considering all of them can we fully evaluate an employee's
contribution to the organisation.
we can reach that conclusion collectively as a community. But each of us can make the
decision individually to be accountable for our own behavior, and we stand to live a better
life if we do.
Accountable vs. responsible sounds like nitpicking. Here's the argument that it's not. That
it's, in fact, crucial.
In other words, people often look for those responsible when they want to throttle someone
to get work done or punish them for something that should have been done but wasn't.
"Who's responsible for this?!", we bellow, just before we swing that paddle.
I'm not talking about that. I'm talking about each of us asking ourselves - who can I turn to
in order to make my life what I want it to be?
Not, who can I blame or punish for the crappy state I'm in. But starting wherever I am, am I
better off looking for someone else to blame or asking myself what I can do to make things
better.
My experience is that we can always ask that second question, and if we take it seriously,
we'll always get headed in a better direction as a result.
Organizational Behavior
Organizational behavior is a relatively new field of study that draws most heavily from the
psychological and sociological sciences. It also looks to scientific fields such as ergonomics,
statistics, and psychometrics. Other topics of interest in the field of organizational behavior
include the extent to which theories of behavior are culturally
Group Level of Analysis . At the group level of analysis, organizational behavior involves the
study of group dynamics, intra- and intergroup conflict and cohesion, leadership, power, norms,
interpersonal communication, networks, and roles. At this level of analysis, organizational
behavior draws upon the sociological and socio-psychological sciences. For example, a study of
how different personality types correspond to different leadership styles and levels of results
operates at the group level of analysis.
TRENDS
A number of important trends in the study of organizational behavior are the focus of research
efforts. First, a variety of research studies have examined topics at the group level of analysis
rather than exclusively at the individual level of analysis. For example, while empowerment has
largely been investigated as an individual-level motivation construct, researchers have begun to
study team empowerment as a means of understanding differences in group performance. Similar
research has focused on elevating the level of analysis for personality characteristics and
cooperative behavior from the individual level to the group level.
Another research trend is an increasing focus on personality as a factor in individual- and group-
level performance. This stems from the movement toward more organic organization designs,
increased supervisory span of control, and more autonomous work designs. All of these factors
serve to increase the role that personality
Personality traits that are related to flexibility, stress hardiness, and personal initiative are also
the subject of research. Examples of these personality traits include a tendency toward
individualism or collectivism, self-monitoring, openness to experience, and a proactive
personality. Forms of behavior that are constructive and change-oriented in nature are also
studied. These forms of behavior are proactive in nature and act to improve situations for the
individual, group, or organization. Examples of these behaviors include issue selling, taking
initiative, constructive change-oriented communication, innovation, and proactive socialization.
Organizational behavior is a central concern of human resource managers. Research at all levels
of organizational behavior continues to be an active field in both academia and management. A
wide variety of issues and concerns are the focus of on-going studies and management
techniques.
Bibliography: https://relivingmbadays.wordpress.com/2012/07/29/types-of-individual-behavior/
https://en.m.wikibooks.org/wiki/Managing_Groups_and_Teams/Stages