461951415-OB-MBS-Unit-5-Positive-Organizational-Behaviour-ppt.ppt

Positive Behaviour Concept

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Concept
Optimism
–Dimensions of Optimism
–Optimism in the Workplace
Hope
Subjective Well-Being (SWB)
Resiliency
Emotional Intelligence
Role of Emotion
Role of Intelligence
Meaning of Intelligence
Emotional Intelligence in the Workplace
Self-Efficacy -Meaning, Process and Impact of Self-Efficacy, Sources
of Self-Efficacy, Implications for Self-efficacy in the work place.
Chapter
Positive Organization
Behaviour (POB)
Syllabus

2. Concept of Positive Organizational
Behavior (POB)
POBisdefinedas"thestudyandapplicationofpositivelyoriented
humanresourcestrengthsandpsychologicalcapacitiesthatcan
bemeasured,developed,andeffectivelymanagedfor
performanceimprovementintoday’sworkplace"
OriginsofPOB:POBresearchisrelativelynew,itscoreideasare
basedonideasofearlierscholars.
POBoriginsdevelopedfromthePositivePsychologymovement,
initiatedin1998byMartinSeligmanandcolleagues.Positive
Psychologyaimstoshiftthefocusinpsychologyfrom
dysfunctionalmentalillnesstomentalhealth,callingforan
increasedfocusonthebuildingofhumanstrength.
FredLuthanshaspioneeredthepositiveorganizationalbehavior
researchin1999.
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3. Positive Organizational Behaviour
(POB)
The Composition (Constructs) of POB
1.Self-efficacy/ Confidence
2.Optimism
3.Hope
4.Resiliency
Result:Whenthoseconstructsare
combinedtogether
Theyformtheconstructof
psychologicalcapitalorpsycap.
A. Major Positive Constructs
5.Happiness or Subjective
wellbeing (SWB)
6.Emotions
7.Intelligence
8.Emotional intelligence (EI)
Theseconstructshavebeen
andwillbeimportanttoPOB
B. Other Positive Constructs
Composition of POB

4. Positive Psychology
It is covered with optimal human functioning instead of
pathological human functioning.
PsyCap
It is founded in the belief that people want to lead a meaningful
and fulfilling lives to explore what is best within themselves, and
their experiences of love, work and play.
POB
It is framed in the positive psychology movement. It is
composed of optimism, hope, happiness and resiliency, EI and
self-efficacy.

5. The Composition (Construct) of POB
They can be classified as:
A.Major positive constructs are:
1.Self-efficacy:Anindividual'sself-efficacyisthatperson'sbeliefabout
his/hercapabilitiestoperformatask.Peoplewithhighself-efficacy
believethattheycanperformwillinaspecifictaskandviceversa.
2.Optimism:Itistheextenttowhichapersonseeslifeinrelatively
positiveornegativeterms.Theoppositeofoptimismispessimism.
Importantdimensionsofoptimismare:optimismashumannatureand
optimismasanindividualdifference.
3.Hope:ItisanotherimportantdimensionofPOB.Itincludesboththe
willpowerandthewaypower.
4.Resiliency:ItistherecentlyaddedcomponentinPOB.Otherthree
componentsofPOBareproactiveinnaturebutresiliencyisreactivein
nature.Itsmainfocusistowardsthepositiveadaptationtoadversityor
risk.Itisacapacitytoeasilyadjustinanuncertaintysituation.

6. B.Other positive constructs are:
1. Happiness or SWB: It is defined as people's affective (emotions and
moods) and cognitive evaluations of their lives. It is subjective. The
same conditions of happiness (SWB) can be perceived by different
persons differently.
2. Emotions:It is any experience of strong feeling usually accompanied
by bodily change in circulation, breathing, sweating, etc. and often
accompanied by tense and impulsive actions. The opposite of emotion
is calm relaxation.
Types of emotions:(A) Positive Primary Emotions (like love,
happiness, surprise, etc.) and (B) Negative Primary Emotions (like
fear, sadness, anger, disgust, shame, etc.)
3. Intelligence:It is the ability to acquire and apply knowledge and skills.
It is decided by both nature and nurture. There are two groups of it. (a)
original intelligences (mathematical, verbal, interpersonal, visual,
musical and bodily), and (B) New intelligences (Naturalist, existential
and emotional).
4.Emotional Intelligence (EI): It describes, certain qualities namely
understanding ones own feelings, empathy for feelings of others and
the regulation of emotions in a way that enhances living.
Components of EI are:
i. Personal components.It involves an awareness of emotions, self
awareness, an ability to manage those emotions, and self regulations.
ii. Interpersonal components.It involves self awareness, self-
management, self-motivation, empathy and social skills.

7. Optimism
Optimismisamentalattitudereflectingabelieforhopethatthe
outcomeofsomespecificendeavor,oroutcomesingeneral,will
bepositive,favorable,anddesirable.Acommonidiomusedto
illustrateoptimismversuspessimismisaglassfilledwithwaterto
thehalfwaypoint,wheretheoptimistissaidtoseetheglassas
halffullandthepessimistseestheglassashalfempty.
ThetermderivesfromtheLatinoptimum,meaning"best".
Beingoptimistic,inthetypicalsenseoftheword,isdefinedas
expectingthebestpossibleoutcomefromanygivensituation.
Itthusreflectsabeliefthatfutureconditionswillworkoutforthe
best.
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8. Dimensions of Optimism
Optimism as human nature
Optimism as an individual differences
Some unresolved optimism issues
–Little vs. big optimism
–Optimism vs. pessimism
–Learning and sustaining optimism
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9. Optimism in workplace
Motivated and motivating
Develop desirable behavior
Makes external attributes
Link with positive outcomes
Maintain high morale
Failure consider as temporary
Valuable in career field
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13. Impact of Self-Efficacy
Choices regarding behavior: People
generally avoid tasks where self-efficacy is
low, but undertake tasks where self-efficacy
is high.
Motivation: High self-efficacy can affect
motivation in both positive and negative
ways.
Work performance: Self-efficacy is
positively and strongly related to work-related
performance.
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14. Impact of Self-Efficacy cont…
Thought patterns and responses:Self-efficacy has
several effects on thought patterns and responses:
Low self-efficacy can lead people to believe tasks to be harder
than they actually are. This often results in poor task planning,
as well as increased stress.
People become erratic and unpredictable when engaging in a
task in which they have low self-efficacy.
People with high self-efficacy tend to take a wider view of a task
in order to determine the best plan.
Obstacles often stimulate people with high self-efficacy to
greater efforts, where someone with low self-efficacy will tend
toward discouragement and giving up.
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15. Impact of Self-Efficacy cont…
Health behaviors:Choices affecting health, such
assmoking,physical exercise, dieting, condom use,
dental hygiene, seat belt use, and breast self-
examination, are dependent on self-efficacy.
Relationship to locus of control:People with
high self-efficacy generally believe that they are in
control of their own lives, that their own actions and
decisions shape their lives, while people with low
self-efficacy may see their lives as outside their
control.
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16. Sources of Self-Efficacy
1. Past Performance:
Bandura stated that the most effective way of
developing a strong sense of efficacy is
through mastery experiences. Employees
who have previous experience with on the
job success have more confidence to
complete similar tasks (high self-efficacy)
than those who do not (low self-efficacy).
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17. Sources of Self-Efficacy cont…
2. Modeled Behavior:
Another source of self-efficacy is through
learning from modeled behavior.
When an employee observes a coworker
successfully complete a task, they will feel
more confident they can also successfully
complete a similar task.
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18. Sources of Self-Efficacy cont…
3. Social Persuasion or Feedback from
Others
Employees can be persuaded to believe that they
have the skills necessary to successfully complete a
task.
Both positive encouragement as well as convincing
others that they have the ability to succeed at the
particular task can facilitate self-efficacy.
When managers are confident that their employees
can successfully perform a task, they perform at a
higher level.
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19. Sources of Self-Efficacy cont…
4. Physiological Responses:
The emotional, physiological and psychological
response of an individual can influence their level of
perceived self-efficacy.
A person who expects to fail at a task, or finds the
task too demanding will experience a set of
emotional cues: racing heart, blushing, sweating,
headaches, etc. If these physiological cues are
persistent and severe enough, they contribute to a
sense of weak self-efficacy in employees.
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21. Emotional Intelligence (EI):
Itdescribes,certainqualitiesnamely
understandingonesownfeelings,empathyfor
feelingsofothersandtheregulationof
emotionsinawaythatenhancesliving.
ComponentsofEIare:
Personalcomponents.Itinvolvesan
awarenessofemotions,selfawareness,an
abilitytomanagethoseemotions,andself
regulations.
Interpersonalcomponents.Itinvolvesself
awareness,self-management,self-motivation,
empathyandsocialskills.21

22. Emotional Intelligence inthe
Workplace
Self-awareness–the ability to recognize personal emotions,
emotional triggers, and limitations
Self-regulation–the ability to manage emotions so they do not
have a negative effect
Motivation–an inner drive that comes from the personal joy
experienced after an accomplishment
Empathy–the ability to recognize, understand, and experience
the emotions of another person
Social skills–the ability to interact and negotiate with other
individuals in order to find the best way to meet the needs of
each person
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