CU-MA-PSY-SEM-I-Organizational Psychology - Second Draft-converted

• They work steadily, enjoying achievements but not becoming stressed when they are not achieving or have failed to reach the target. • When faced with competition, they do not mind losing • They may be creative and enjoy exploring ideas and concepts. • They are often reflective, thinking about the outer and inner worlds. Type C Personality This personality typology is more prone to develop cancer. Every individual is well aware that smoking is related to cancer and that if one is a heavy smoker, they must try to give it up in order to prevent developing cancer. Normally not that everyone who smokes develops cancer, it is only some who are more prone to or have a predisposition to develop cancer, suffer from the disease. These persons who have a proneness to develop cancer and the behaviour patterns that they manifest are called Type C personality. Such people respond to stress by becoming depressed and / or by feeling helpless and hopeless. Such persons are also introverts, dependent to an extent, obedient, respectful, eager to please others and always conforming to the norms and requirements. They are also passive individuals who do not have the fighting spirit in themselves. Whether being of this type of personality contribute to the typical lifestyle that is related to developing cancer, is yet to be scientifically established. As for instance, a person who chews tobacco may do so whenever he is tense and later on even the slightest tension may make him resort to tobacco chewing which may eventually end up in the development of cancer. Cure from cancer or a person’s lifespan increase could also be due to inculcating ‘fighting spirit’ within themselves. There has been some evidence to suggest that a person’s personality type may have some relationship to his chances of surviving cancer. Those who respond with a “fighting spirit” or those who have a sense of denial seem to do better than the type C personalities who seem to accept their fate passively. A Stanford University (in the USA) professor named David Spiegel discovered that cancer patients who joined a support group which fostered a “fighting spirit” had a tendency to live on average, 18 months longer than those who were not in such a group. 101 CU IDOL SELF LEARNING MATERIAL (SLM)

However, there are many contradictory findings in research work and hence one cannot clearly and conclusively state that such personalities will develop cancer in course of time. Taken to an extreme, some individuals may even feel guilty in considering that their personality type may be responsible for their disease, which may only add to their problems. If personality type does have some effect on the disease process, it is probably related more to the weakening effect it has on the immune system, functioning through an individual’s response to stress. This can then undermine the body’s defences and make an individual more vulnerable to infection. However, much more research needs to be done to understand the effect of personality type on physical health. Criticism of Type A and Type B Theory Type A and Type B personality theory: During the 1950s, Meyer Friedman and his co-workers defined what they called Type A and Type B behaviour patterns. As pointed out earlier Type A personalities had a higher risk of coronary disease. Type B people, on the other hand, were stated to be more relaxed, less competitive, and lower in risk. There was also a Type AB mixed profile which consisted of the striving type and the relaxing type of personality. However latter researches refuted Friedman’s claim that Type A personalities ran higher risk of coronary heart disease. Current research indicates that only the hostility component of Type A may have some bearing on health. Psychologists have criticized the theory on the ground that it tended to oversimplify a number of personality dimensions. Statisticians have argued that the original study by Friedman and Rosenman had serious limitations, including large and unequal sample sizes, and less than 1% of the variance in relationship explained by Type A personality. 6.5 SUMMARY • The personality implies psychological and social character that an individual acquires by hereditary biological endowment which provides him the basis for development and social growth of environment within which he springs forth. 102 CU IDOL SELF LEARNING MATERIAL (SLM)

• According to Gordon Allport, “Personality is the dynamic organization within the individuals of those psychophysical systems that determine his unique adjustments to his environments”. • Personality is a sum total of ways in which an individual reacts and interacts with others. It is individual differences in characteristic patterns of thinking, feeling and behaving. It is the supreme realization of the innate habit of a living being. • Personality refers to internal as well as external qualities, some of which are quite general. But it is unique to each individual. It is not possible for a person to reproduce or imitate the qualities of the personality of another person. • Personality represents those structural and dynamic properties of an individual or individuals as they reflect themselves in characteristic responses to situations. • Heredity refers to those factors that were determined at conception. Physical structure, facial attractiveness, gender, temperament, muscle composition, and reflexes, energy level, and biological rhythms are characteristics that are generally considered to be either completely or substantially influenced by the parents. • Family and social groups have the most significant impact on personality development. Parents and other family members have a strong influence on the personality development of the child. Parents have more effect on personality development as compared to other members of the family. • Boys are generally more assertive, tough-minded and vigorous. Girls are quieter and interested in personal appearance. They are more injured by personal, emotional and social problems. Thus, sex differences play a vital role in the development of the personality of an individual. • Culture is the underlying determinant of human decision making. It generally determines attitude towards independence, aggression competition, and cooperation. Each culture expects and trains its members to behave in a way that is acceptable to the group. • Psychological factors play a big role in the functioning of human behaviour and the development of one’s personality. Some of the psychological factors are- motives, acquired interests, attitudes, character, intellectual capacities etc. 103 CU IDOL SELF LEARNING MATERIAL (SLM)

6.6 KEY WORDS • Personality: personality consists of the physical, mental, moral, and social qualities of the individual; these qualities are dynamic and integrated. • Personality type: a view of personality based on the idea that when a person shares a pattern of traits with a large group of people, he or she is said to belong to a personality type. 6.7 LEARNING ACTIVITY 1. As a human resource manager what would you prefer in your employee, skills or traits? Justify your answer. ______________________________________________________________________________ _________________________________________________________________ 2. How can personality traits influence the work environment? ______________________________________________________________________________ _________________________________________________________________ 6.8 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Define personality. 2. Define heredity. 3. Define traits. 4. What are situational determinants of personality? 104 CU IDOL SELF LEARNING MATERIAL (SLM)

5. Name any two environmental factors influencing personality. Long Questions 1. Write a note on personality. 2. What are the different determinants of personality? 3. How does heredity influence personality? 4. How does environment influence personality? 5. Explain the statement – personality is a result of a combination of nature and nurture. B. Multiple Choice Questions 1. The combination of characteristics or qualities that forms an individual's distinctive character is the definition of …… a. Personality b. Motivation c. Attitude d. Behaviour 2. Every individual is …….by their personality 105 a. Intellectual b. Specific c. Unique d. Systematic CU IDOL SELF LEARNING MATERIAL (SLM)

3. From the below which is not an outcome from the person having a good personality. a. Good performer b. Good team player c. Lead a team well d. Make a profit 4. Which of the following is not a trait dimension in the Big 5 personality trait? a. Extroversion b. Agreeableness c. Ego d. Emotional stability 5. Which dimension of Big 5 personality traits represents trust, nature, and co-operative? a. Agreeableness b. Emotional stability c. Openness to experience d. Introversion Answer 1- a,2- c,3- d, 4- c, 5- a. 6.9 REFERENCES Textbooks • Luthans, F. (1986). Organizational Behaviour. New York: McGraw Hill. 106 CU IDOL SELF LEARNING MATERIAL (SLM)

• Davis, K. (1981). Human Behaviour at Work New Delhi: Tata McGraw Hill. • Ganguli, H.C. (1964). Structure and Processes of Organization. Bombay: Asia Publishing. Reference Books • Gibson, J.L., Ivancevich, J.M. &Bomnally, J.H. (1976). Organizations: Structure, Processes, Behaviour. Dollas: Business Pub. • Nilakant, V. &Ramnarayan, S. (2008). Managing Organizational Change. New Delhi: Sage Publications. • Ramnarayan, S., Rao, T.V. & Singh, K. (Eds.) (2009). Organizational Development. New Delhi: Sage Publications. • Aquinas P.G (2007) Management Principles and Practices, Bharathiyar University. • Ahmed Abad, (1972). \"Management and Organization Development\", Rachna Prakashan, New Delhi. • Arnold and Feidman, \"Organizational Behaviour\", McGraw Hill International, New York. 107 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT – 7 PERSONALITY: PART – II Structure 7.0 Learning Objectives 7.1 Introduction 7.2 Personality Types: Big 5 Inventory 7.3 Summary 7.4 Keywords 7.5 Learning Activity 7.6 Unit End Questions 7.7 References 7.0 LEARNING OBJECTIVES After studying this unit, you will be able to, • Elaborate on the different personality types on the basis of the big five personality inventory • Describe the characteristics of each of five personalities in detail • Elaborate on the application of the big 5 personality inventory in organizations 7.1 INTRODUCTION Since the mid-1980s research has focused on the use of the five-factor model (FFM) or some variant to classify personality (Barrick et al, 2001). The FFM of personality represents a structure of traits, developed and elaborated over the last five decades (McCrae and Costa, 1997). The FFM originated in the works by Fiske (1949) and Norman (1963), who reproduced a highly stable structure with five factors (John, 1990). Researchers agree that almost all personality measures could be categorized according to the FFM of personality (also referred to as the 'Big Five' personality dimensions) (Goldberg, 1990). 108 CU IDOL SELF LEARNING MATERIAL (SLM)

Research also showed that the five personality factors have a genetic basis and that they are probably inherited. 7.2 PERSONALITY TYPES: BIG FIVE INVENTORY The most widely accepted model of personality is the five-factor model of personality more typically called the “Big Five.” An impressive body of research supports the notion that five basic personality dimensions underlie all others and include most of the significant variations in human personality. The Big Five personality factors are as follows: • Extraversion. This dimension captures a person’s comfort level with relationships. Extraverted individuals are sociable, talkative, and assertive. • Agreeableness. This dimension refers to how readily a person will go along with others. Highly agreeable people are good-natured, cooperative, warm, and trusting. • Conscientiousness. This dimension is a measure of a person’s reliability. People who score high on conscientiousness are responsible, dependable, persistent, and achievement oriented. • Emotional stability. This dimension taps a person’s ability to withstand stress. People high on emotional stability are calm, self-confident, and secure. • Openness to experience. The final dimension addresses a person’s range of interests and fascination with novelty. People high on openness to experience are imaginative, artistically sensitive, and intellectual. It is important to keep in mind that each of the five factors represents a range of possible personality types. For example, an individual is typically somewhere in between the two extremes of “extraverted” and “introverted”, and not necessarily completely defined as one or the other. Most people lie somewhere in between the two polar ends of each dimension. It’s also important to note that the Big Five traits are relatively stable over our lifespan, but there is some tendency for the traits to increase or decrease slightly. For example, researchers have found that conscientiousness increases through young adulthood into middle age, as we become better able 109 CU IDOL SELF LEARNING MATERIAL (SLM)

to manage our personal relationships and careers. Agreeableness also increases with age, peaking between 50 to 70 years. Neuroticism and extroversion tend to decline slightly with age. THE 5 TRAITS Openness to Experience (inventive/curious vs. consistent/cautious) This trait includes appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. Openness reflects a person’s degree of intellectual curiosity, creativity, and preference for novelty and variety. It is also described as the extent to which a person is imaginative or independent; it describes a personal preference for a variety of activities over a strict routine. Those who score high in openness to experience prefer novelty, while those who score low prefer routine. Conscientiousness (efficient/organized vs. easy-going/careless) This trait refers to one’s tendency toward self-discipline, dutifulness, competence, thoughtfulness, and achievement-striving (such as goal-directed behaviour). It is distinct from the moral implications of “having a conscience”; instead, this trait focuses on the amount of deliberate intention and thought a person puts into his or her behaviour. Individuals high in conscientiousness prefer planned rather than spontaneous behaviour and are often organized, hardworking, and dependable. Individuals who score low in conscientiousness take a more relaxed approach, are spontaneous, and may be disorganized. Numerous studies have found a positive correlation between conscientiousness and academic success. Extraversion (outgoing/energetic vs. solitary/reserved) An individual who scores high on extraversion is characterized by high energy, positive emotions, talkativeness, assertiveness, sociability, and the tendency to seek stimulation in the company of others. Those who score low on extraversion prefer solitude and/or smaller groups, enjoy quiet, prefer activities alone, and avoid large social situations. Not surprisingly, people who score high on both extroversion and openness are more likely to participate in adventure and risky sports due to their curious and excitement-seeking nature (Tok, 2011). Agreeableness (friendly/compassionate vs. cold/unkind) 110 CU IDOL SELF LEARNING MATERIAL (SLM)

This trait measures one’s tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of a person’s trusting and helpful nature and whether that person is generally well-tempered or not. People who score low on agreeableness tend to be described as rude and uncooperative. Agreeableness across the United States: Some researchers are interested in examining the way in which traits are distributed within a population. This image shows a general measure of how individuals in each state fall along the five-factor trait of agreeableness. The Western states tend to measure high in agreeableness. Neuroticism (sensitive/nervous vs. secure/confident) High neuroticism is characterized by the tendency to experience unpleasant emotions, such as anger, anxiety, depression, or vulnerability. Neuroticism also refers to an individual’s degree of emotional stability and impulse control. People high in neuroticism tend to experience emotional instability and are characterized as angry, impulsive, and hostile. Watson and Clark (1984) found that people reporting high levels of neuroticism also tend to report feeling anxious and unhappy. In contrast, people who score low in neuroticism tend to be calm and even-tempered. All of the Big Five factors have been found to have at least some relationship to performance in some situations Research finds a strong relationship between some of the Big Five factors and motivation. Lower emotional stability is associated with lower motivation, while conscientiousness appears to be positively related to motivation. Finally, evidence finds a relatively strong and consistent relationship between conscientiousness and organizational citizenship behaviour (OCB). This, however, seems to be the only personality dimension that predicts OCB. Meir, Young Prick’s Personality Test Do you have people on your team who just can't seem to get along? And does some struggle to communicate with others, seeming to \"live in parallel universes\"? If so, identifying their personality types – and acknowledging the differences between one-another – may help the members of your team work together more harmoniously. 111 CU IDOL SELF LEARNING MATERIAL (SLM)

While each person is unique, personality theorists believe we have common characteristics that group us into certain personality types. If you know what type you are, it can lead to some interesting insights into why you do things a certain way – or why you do them at all. As a member of a team, recognizing your colleagues' types may improve your understanding and appreciation of one another's differences – and can show you how to get along better with them. One of the best-known and widely used personality assessments is the Myers-Briggs Type Indicator® (MBTI). It's based on the work of Carl Jung, the famous Swiss psychiatrist who studied personality archetypes, and founded analytical psychology. Katherine Briggs and her daughter, Isobel Briggs Myers, expanded on Jung's theory to identify a total of four pairs of opposing psychological elements. According to the theory, everyone prefers one of the characteristics within each pair, and we use that preferred approach most of the time. The MBTI Instrument Psychological Scales The four psychological scales are as follows: 1. [E]xtroversion –[I]ntroversion This deals with our flow of energy. • Extroverts are stimulated by events and people external to themselves. They show their feelings, learn by talking, and work well in groups. • Introverts prefer private reflection, self-examination, and self-discovery. They hide their feelings, prefer to work alone, and learn by watching. 2. [S]ensing – [IN]tuition This is how we learn information. • Sensing people use their five physical senses (sight, hearing, touch, taste, and smell) to interpret the world. They like real-life examples, prefer practical exercises, and get the facts while possibly missing the main idea. • Intuitive people prefer to rely on instincts. They work based on hunches and feelings, use their imagination, and get the main idea while missing some of the facts. 112 CU IDOL SELF LEARNING MATERIAL (SLM)

3. [T]hinking – [F]eeling This is how we make decisions. • Thinking people use logic and objective criteria. They ask \"Why?\" and enjoy debates. • Feeling people use their values and subjective ideas. They use lots of words, and they prefer harmony, agreement, and helping others. 4. [J]udging – [P]erceiving This is how we deal with the world. • Judging people are purposeful, and they like structure, plans, rules, and organization. • Perceiving people take a laid-back, relaxed approach. They're flexible, open to change, and like to explore. Although one side of each scale is thought to be dominant for each of us, that doesn't mean it's the only way we can relate to the world. However, this is usually our preference and the style we use most naturally. So, if you're a person who relies on feelings, this doesn't mean that you can't use objective data to make decisions. It simply means that you'll probably use feelings to some degree. Also, part of the MBTI profile assesses the relative clarity of your preferences for a particular side of the scale. This is known as the Preference Clarity Index (PCI). Psychological Testing: Myers-Briggs Type Indicator The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. These preferences were extrapolated from the typological theories proposed by Carl Gustav Jung and first published in his 1921 book Psychological Types (English edition, 1923). The original developers of the personality inventory were Katharine Cook Briggs and her daughter, Isabel Briggs Myers. They began creating the indicator during World War II, believing that knowledge of personality preferences would help women who were entering the industrial 113 CU IDOL SELF LEARNING MATERIAL (SLM)

workforce for the first time to identify the sort of war-time jobs where they would be \"most comfortable and effective\". The initial questionnaire grew into the Myers-Briggs Type Indicator, which was first published in 1962. The MBTI focuses on normal populations and emphasizes the value of naturally occurring differences. CPP Inc., the publisher of the MBTI instrument, calls it \"the world's most widely used personality assessment\", with as many as two million assessments administered annually. Some academic psychologists have criticized the MBTI instrument, claiming that it \"lacks convincing validity data\". Proponents of the test, however, cite reports of individual behaviour Proponents of the test, however, cite reports of individual behaviour. Some studies have found strong support for construct validity, internal consistency, and test-retest reliability, although variation was observed. Determining Personality Type To identify personality type, the MBTI separates 16 different typologies, based on which side of each scale is dominant. So, a person who prefers Introversion, Sensing, Thinking, and Judging would be an ISTJ. A certain set of personal characteristics is associated with the ISTJ designation to describe what this person is like. Myers and Briggs outlined 16 personality types based on the four personality preferences. Each personality type is designated with a four-letter code, with each letter signifying one of the personality preferences. Each type is then listed by its four-letter code: ISTJ - The Inspector ISTJ (introversion, sensing, thinking, judgment) is a four-letter code representing one of the 16 personality types found on the Myers-Briggs Personality Indicator (MBTI). People with an ISTJ personality type tend to be reserved, practical and quiet. They enjoy order and organization in all areas of their lives including their home, work, family, and projects. ISTJs value loyalty in themselves and others and place an emphasis on traditions. Key ISTJ Characteristics 114 CU IDOL SELF LEARNING MATERIAL (SLM)

• ISTJs are planners; they like to carefully plan things out well in advance. They enjoy an orderly life. They like things to be well-organized and pay a great deal of attention to detail. When things are in disarray, people with this personality type may find themselves unable to rest until they have set everything straight and the work has been completed. • ISTJs are both responsible and realistic. They take a logical approach to achieving goals and completing projects and are able to work at a steady pace toward accomplishing these tasks. They are able to ignore distractions in order to focus on the task at hand and are often described as dependable and trustworthy. • ISTJs also place a great deal of emphasis on traditions and laws. They prefer to follow rules and procedures that have previously been established. In some cases, ISTJs can seem rigid and unyielding in their desire to maintain structure. ISTP - The Crafter ISTP (introverted, sensing, thinking, perceiving) is one of the 16 personality types identified by the Myers-Briggs Type Indicator (MBTI). People with ISTP personalities enjoy having time to think alone and are fiercely independent. ISTPs also love action, new experiences, hands-on activities, and the freedom to work at their own pace. ISTPs enjoy taking things apart just to see how they work. They are logical and rational but are more interested in practical applications than in abstract ideas. They love doing new things and can become bored with routines rather quickly. Key ISTP Characteristics • People with an ISTP personality are results oriented. When there is a problem, they want to quickly understand the underlying cause and implement some type of solution. ISTPs are often described as quiet, but with an easy-going attitude towards others. • ISTPs enjoy new experiences and may often engage in thrill-seeking or even risk-taking behaviours. They often engage in risky or fast-paced hobbies such as motorcycling, hang gliding, bungee jumping, surfing or ice hockey. In some cases, they may seek out adventure by choosing careers in areas such as racing, flying, or firefighting. • They prefer to make judgments based upon objective criteria rather than personal beliefs or values. 115 CU IDOL SELF LEARNING MATERIAL (SLM)

• ISTPs are not well attuned to the emotional states of others, and they can sometimes be seen as a bit insensitive. They also distance themselves from their own emotions, ignoring their feelings until they become overwhelming. • One common myth about ISTPs is that they are the stoic, silent type. While they do tend to be reserved, this does not mean that they do not experience strong emotions. Instead, they are good at keeping a cool head, maintaining their objectivity, and coping with crisis. ISFJ - The Protector ISFJ: The Protector (introverted, sensing, feeling, judging) is one of the 16 personality types identified on the Myers-Briggs Type Indicator (MBTI). The MBTI was developed by Isabel Myers and her mother Katherine Briggs based on the theories of psychoanalyst Carl Jung.1 People who have ISFJ personalities tend to be reserved, warm-hearted, and responsible. Among the other personality types are ISTJ (introversion, sensing, thinking, judgment) and ENFP (extraverted, intuitive, feeling, perceiving). The ENTP (extraverted, intuitive, thinking, perceiving) personality type is the opposite of ISFJ. Key ISFJ Characteristics • ISFJs enjoy structure and strive to maintain this order in all areas of their lives. While people with this personality type are introverted and tend to be quiet, they are keen observers and are focused on other people. Because they are so perceptive, ISFJs are good at remembering details about other people. • Those with this personality type are particularly well-tuned into the emotions and feelings of others. While ISFJs are good at understanding their own emotions, they often struggle to express them. Rather than share their feelings, they may bottle them up, sometimes to the point that negative feelings toward other people can result. • When dealing with life struggles, such as illness or the death of a loved one, they may keep quiet about what they are experiencing in order to avoid burdening others with their troubles. • ISFJs learn best in a highly structured and consistent environment where they are given step-by-step instructions and clear expectations. 116 CU IDOL SELF LEARNING MATERIAL (SLM)

• People with this personality prefer concrete facts over abstract theories. As a result, they tend to learn best by doing. This also means that they usually value learning for its practical applications. They also tend to become more interested in new things when they can see and appreciate how it might solve a real-world problem. ISFP - The Artist ISFP (Introverted, Sensing, Feeling, Perceiving) is a four-letter code representing one of the 16 personality types identified by the Myers-Briggs Type Indicator. People with an ISFP personality are frequently described as quiet, easy-going and peaceful. Key ISFP Characteristics • ISFPs like to keep their options open, so they often delay making decisions in order to see if things might change or if new options come up. • According to Myers-Briggs, ISFPs are kind, friendly, sensitive, and quiet. Unlike extroverts who gain energy from interacting with other people, introverts must expend energy around others.2 After spending time with people, introverts often find that they need a period of time alone. Because of this, they typically prefer to intermingle with a small group of close friends and family members. • While they are quiet and reserved, they are also known for being peaceful, caring, and considerate. ISFPs have an easy-going attitude and tend to accept other people as they are. • ISFPs like to focus on the details. They spend more time thinking about the here and now rather than worrying about the future. • ISFPs tend to be \"doers\" rather than \"dreamers.\" They dislike abstract theories unless they can see some type of practical application for them and prefer learning situations that involve gaining hands-on experience. INFJ - The Advocate INFJ (introverted, intuitive, feeling, and judging) is one of the 16 personality types identified by the Myers-Briggs Type Indicator (MBTI). Sometimes referred to as the \"Advocate\" or the \"Idealist,\" people with INFJ personalities are creative, gentle, and caring. INFJs are usually reserved but highly sensitive to how others feel. They are typically idealistic, with high moral standards and a strong focus on the future. INFJs enjoy thinking about deep topics and 117 CU IDOL SELF LEARNING MATERIAL (SLM)

contemplating the meaning of life. The INFJ type is said to be one of the rarest with just one to three percent of the population exhibiting this personality type. Key INFJ Characteristics • With their strong sense of intuition and emotional understanding, INFJs can be soft- spoken and empathetic. This does not mean that they are push-over's, however. They have deeply held beliefs and an ability to act decisively in order to get what they want. • While they are introverted by nature, people with this personality type are able to form strong, meaningful connections with other people. They enjoy helping others, but they also need time and space to recharge. • While this personality type may be characterized by idealism, this does not mean that INFJs see the world through rose-colored glasses. They understand the world, both the good and the bad, and hope to be able to make it better. • When it comes to making decisions, they place a greater emphasis on personal concerns than objective facts when making decisions. They also like to exert control by planning, organizing, and making decisions as early as possible. INFP - The Mediator INFP (introversion, intuition, feeling, perception) is a four-letter abbreviation for one of the 16 personality types identified by the Myers-Briggs Type Indicator. The INFP personality type is often described as an \"idealist\" or \"mediator\" personality. People with this kind of personality tend to be introverted, idealistic, creative and driven by high values. INFPs also have strong interests in making the world a better place. In addition to wanting to gain a greater understanding of themselves and how they fit into the world, they are also interested in how they can best help others. People with this personality type spend a lot of time exploring their own purpose in life and thinking about how they can use their skills and talents to best serve humanity. INFP is also the opposite personality type of ESTJ. Other personality types include INTP and ENFJ. Key INFP Characteristics • INFPs tend to be introverted, quiet, and reserved. Being in social situations tends to drain their energy and they prefer interacting with a select group of close friends. While they 118 CU IDOL SELF LEARNING MATERIAL (SLM)

like to be alone, this should not necessarily be confused with shyness2. Instead, it simply means that INFPs gain energy from spending time alone. On the other hand, they have to expend energy in social situations. • INFPs typically rely on intuition and are more focused on the big picture rather than the nitty-gritty details. They can be quite meticulous about things they really care about or projects they are working on but tend to ignore mundane or boring details. • INFPs place an emphasis on personal feelings and their decisions are more influenced by these concerns rather than by objective information. • When it comes to making decisions, INFPs like to keep their options open. They often delay making important decisions just in case something about the situation changes. When decisions are made, they are usually based on personal values rather than logic. INTJ - The Architect INTJ (introverted, intuitive, thinking, and judging) is one of the 16 personality types identified by a personality assessment called the Myers-Briggs Type Indicator (MBTI). Sometimes referred to as the \"Architect,\" or the \"Strategist,\" people with INTJ personalities are highly analytical, creative and logical. According to psychologist David Keirsey, developer of the Keirsey Temperament Sorter, approximately one to four percent of the population has an INTJ personality type. Key INTJ Characteristics • INTJs tend to be introverted and prefer to work alone. • INTJs look at the big picture and like to focus on abstract information rather than concrete details. • INTJs place greater emphasis on logic and objective information rather than subjective emotions. • INTJs like their world to feel controlled and ordered so they prefer to make plans well in advance. INTP - The Thinker INTP (introverted, intuitive, thinking, perceiving) is one of the 16 personality types described by the Myers-Briggs Type Indicator (MBTI). People who score as INTP are often described as 119 CU IDOL SELF LEARNING MATERIAL (SLM)

quiet and analytical. They enjoy spending time alone, thinking about how things work and coming up with solutions to problems. INTPs have a rich inner world and would rather focus their attention on their internal thoughts rather than the external world. They typically do not have a wide social circle, but they do tend to be close to a select group of people. Key INTP Characteristics • INTPs are quiet, reserved, and thoughtful. As introverts, they prefer to socialize with a small group of close friends with whom they share common interests and connections. • They enjoy thinking about theoretical concepts and tend to value intellect over emotion. INTPs are logical and base decisions on objective information rather than subjective feelings. • When analyzing data and making decisions, they are highly logical and objective. • Tends to be flexible and good at thinking \"outside of the box.\" • People with this personality type think about the big picture rather than focusing on every tiny detail. • INTPs like to keep their options open and feel limited by structure and planning. ESTP - The Persuader ESTP (Extraverted, Sensing, Thinking, Perceiving) is one of the 16 personality types identified by the Myers-Briggs Type Indicator (MBTI). People with this personality type are frequently described as outgoing, action-oriented, and dramatic. ESTPs are outgoing and enjoy spending time with a wide circle of friends and acquaintances. They are interested in the here-and-now and are more likely to focus on details than taking a broader view of things. People with this personality type are logical. When making decisions, they place a higher value on objectivity rather than personal feelings. ESTPs don't like to be pinned down by excessive planning. Instead, they like to improvise and keep their options open. Key ESTP Characteristics • ESTPs tend to exhibit a number of characteristics centered on their tendency to be extraverted sensors. They tend to be decisive thinkers with strong people skills. ESTPs also tend to: 120 CU IDOL SELF LEARNING MATERIAL (SLM)

• Make decisions quickly: When confronted by problems, people with this personality type quickly look at the facts and devise an immediate solution. They tend to improvise rather than spend a great deal of time planning. • Prefer the practical over the abstract: ESTPs don't have a lot of use for abstract theories or concepts. They are more practical, preferring straightforward information that they can think about rationally and act upon immediately. • Have strong social skills: They are very observant, often picking up on details that other people never notice. Other people sometimes describe them as \"fast-talkers\" who are highly persuasive. In social settings, they often seem like they are a few steps ahead of the conversation. • Act impulsively at times: ESTPs are not planners. They react in the moment and can often be quite impulsive or even risk-taking. This 'leap before they look' attitude can be problematic at times and it may lead them to say or do things that they wish they could take back. • One common myth about ESTPs is that they are reckless. In some instances, people with this personality type can veer into reckless behaviour. In most cases, however, ESTPs act quickly based on their impressions and logic. ESTJ - The Director ESTJ (Extraverted, Sensing, Thinking, Judging) is one of the 16 personality types identified by the Myers-Briggs Type Indicator (MBTI). ESTJs are often described as logical, take-charge kind of people. They are assertive and are very concerned with making sure that things run smoothly and according to the rules. They are committed to tradition, standards, and laws. They have strong beliefs and possess sensible judgement, and expect that other people uphold these same principles as well. Key ESTJ Characteristics • Individuals with this personality type tend to place a high value on tradition, rules, and security. Maintaining the status quo is important to ESTJs, and they often become involved in civic duties, government branches, and community organizations. 121 CU IDOL SELF LEARNING MATERIAL (SLM)

• Because of their orthodox approach to life, they can sometimes be seen as rigid, stubborn, and unyielding. Their take-charge attitude makes it easy for ESTJs to assume leadership positions. • Their self-confidence and strong convictions help them excel at putting plans into action, but they can at times appear critical and overly aggressive, particularly when other people fail to live up to their high standards. • People often describe ESTJs as predictable, stable, committed, and practical. They tend to be very frank and honest when it comes to sharing their opinions, which can sometimes be seen as harsh or overly critical. ESFP - The Performer ESFP (extraverted, sensing, feeling, perceiving) is one of the 16 personality types identified by the Myers-Briggs Type Indicator.1 People with ESFP personality types are often described as spontaneous, resourceful, and outgoing. They love being the centre of attention and are often described as entertainers or “class clowns.” ESFP is the opposite of the INTJ personality type. Key ESFP Characteristics • ESFPs tend to be very practical and resourceful. They prefer to learn through hands-on experience and tend to dislike book learning and theoretical discussions. Because of this, students with ESFP personality types sometimes struggle in traditional classroom settings. However, they excel in situations where they are allowed to interact with others or learn through direct experience. • ESFPs live very much in the here-and-now and sometimes fail to think about how current actions will lead to long-term consequences. They will often rush into a new situation and figure things out as they happen. They also tend to dislike routine, enjoy new experiences, and are always looking for a new adventure. • In addition to having a strong awareness of their surroundings, they are also very understanding and perceptive when it comes to other people. They are able to sense what others are feeling and know how to respond. People tend to find them warm, sympathetic, and easygoing. 122 CU IDOL SELF LEARNING MATERIAL (SLM)

• One common myth about ESFPs is that they are attention-seekers. While they are fun- loving and do not shun the spotlight, they are more interested in simply living in the present and doing what feels right at that moment. ESFJ - The Caregiver ESFJ (Extraverted, Sensing, Feeling, Judging) is one of the 16 personality types identified by the Myers-Briggs Type Indicator. People with an ESFJ personality type tend to be outgoing, loyal, organized and tender-hearted. ESFJs gain energy from interacting with other people. They are typically described as outgoing and gregarious. They have a way of encouraging other people to be their best and often have a hard time believing anything bad about the people to whom they are close. Key ESFJ Characteristics • In addition to deriving pleasure from helping others, ESFJs also have a need for approval. They expect their kind and giving ways to be noticed and appreciated by others. They are sensitive to the needs and feelings of others and are good at responding and providing the care that people need. They want to be liked by others and are easily hurt by unkindness or indifference. • ESFJs derive their value system from external sources including the community at large rather than from intrinsic, ethical, and moral guidelines. People with this personality type who are raised with high values and standards grow up to be generous adults. ESFJs raised in a less enriched environment may have skewed ethics as adults and are more likely to be manipulative and self-centered. • ESFJs also have a strong desire to exert control over their environment. Organizing, planning, and scheduling help people with this personality type feel in command of the world around them. • ESFJs are naturally geared toward understanding other people. They are careful observers of others and are adept at supporting and bringing out the best in people. Because they are so good at helping others feel good about themselves, people feel drawn to ESFJs. • One common myth about ESFJs is that they can sometimes be doormat - allowing others to walk over them out of a fear of disapproval or rejection. While they are people pleasers, this does not mean that they are pushovers. 123 CU IDOL SELF LEARNING MATERIAL (SLM)

ENFP - The Champion The ENFP (Extraverted, Intuitive, Feeling, Perceiving) personality type is one of the 16 different types identified by the Myers-Briggs Type Indicator (MBTI). People with this type of personality are often described as enthusiastic, charismatic, and creative. People with this personality type are very charming, energetic, and independent. They are creative and do best in situations where they have the freedom to be creative and innovative. Key ENFP Characteristics • ENFPs have excellent people skills. In addition to having an abundance of enthusiasm, they also genuinely care about others. ENFPs are good at understanding what other people are feeling. Given their zeal, charisma, and creativity, they can also make great leaders. • People with this personality type strongly dislike routine and prefer to focus on the future. While they are great at generating new ideas, they sometimes put off important tasks until the last minute. Dreaming up ideas but not seeing them through to completion is a common problem. • ENFPs can also become easily distracted, particularly when they are working on something that seems boring or uninspiring. • ENFPs are flexible and like to keep their options open. They can be spontaneous and are highly adaptable to change. They also dislike routine and may have problems with disorganization and procrastination. ENFJ - The Giver ENFJ (Extraverted, Intuitive, Feeling, Judging) is one of the 16 different personality types identified by the Myers-Briggs Type Indicator. Some other types are known by the acronyms ESFJ, ENFP, INFP, ISFJ, and INTP. People with ENFJ personality type are often described as warm, outgoing, loyal, and sensitive. Of all the personality types, the ENFJ is often perceived as being the strongest \"people person.\" They are capable of forging friendships of all personality types, even with more introverted or reticent individuals. Because of their ability to sense what others feel and affect how people behave, they do have the ability to influence and even manipulate others. This is balanced by 124 CU IDOL SELF LEARNING MATERIAL (SLM)

their strong value system and desire to help other people be the best that they can be. ENFJ is the opposite of the ISTP personality type. Key ENFJ Characteristics • ENFJs are strong extraverts; then sincerely enjoy spending time with other people. They have great people skills and are often described as warm, affectionate, and supportive. Not only are people with this personality type great at encouraging other people, they also derive personal satisfaction from helping others. • ENFJs are often so interested in devoting their time to others that they can neglect their own needs. They also tend to be too hard on themselves, blaming themselves for when things go wrong and not giving themselves enough credit when things go right. Because of this, it is important that people with this personality type regularly set aside some time to attend to their own needs. • They are also good at bringing consensus among diverse people. For this reason, they can be outstanding leaders and bring an enthusiasm to a group that can be motivating and inspirational. • One common myth about ENFJs is that they are always sociable. While they love people, they do need time alone in order to assimilate and organize their thoughts. ENTP - The Debater ENTP (Extroverted, Intuitive, Thinking, Perceiving) is one of the 16 different personality types identified by the Myers-Briggs Type Indicator. People with this personality type are often described as innovative, clever, and expressive. ENTPs are also known for being idea-oriented, which is why this personality type has been described as \"the innovator,\" \"the visionary,\" and \"the debater.\" ENTPs are less interested in the here-and-now details than they are in generating ideas and theories. Because of this, they sometimes tend to come up with one idea after another without actually going forward with plans and actions to bring their creative notions into fruition. Key ENTP Characteristics • ENTPs enjoy interacting with a wide variety of people. They are great conversationalists and love to engage other people in debates. 125 CU IDOL SELF LEARNING MATERIAL (SLM)

• They are more focused on the future rather than on immediate details. They may start projects and never finish them because they are so focused on the big picture rather than the present needs. • ENTPs enjoy being around other people, particularly if they are able to engage in a conversation or debate about something in which they are interested. They are usually fairly laid-back and easy to get along with. However, they can sometimes get so wrapped up in their ideas or plans that they lose sight of their close relationships. • They tend to reserve judgment. Instead of deciding or committing to a course of action, they would prefer to wait and see what happens. • ENTPs are immensely curious and focused on understanding the world around them. They are constantly absorbing new information and ideas and quickly arriving at conclusions. They are able to understand new things quite quickly. • One common myth about ENTPs is that they love to argue simply for the sake of arguing. While people with this personality type are often willing to play the devil's advocate at times, they enjoy debates as a way of exploring a topic, learning what other people believe, and helping others see the other side of the story. ENTJ - The Commander ENTJ (Extraverted, Intuitive, Thinking, Judging) represents one of the 16 personality types that are identified by the Myers-Briggs Type Indicator. This popular personality assessment was developed by Isabel Myers and her mother Katherine Briggs. The assessment tool is based on Carl Jung's theory of personality types. Other people often describe people with this type of personality as assertive, confident, and outspoken. Key ENTJ Characteristics • People with this personality type enjoy spending time with other people. They have strong verbal skills and interacting with others helps them feel energized. • ENTJ types prefer to think about the future rather than focus on the here-and-now. They usually find abstract and theoretical information more interesting than concrete details. • When making decisions, ENTJs place a greater emphasis on objective and logical information. Personal feeling and the emotions of others tend not to factor much into their choices. 126 CU IDOL SELF LEARNING MATERIAL (SLM)

• ENTJs are planners. Making decisions and having a schedule or course of action planned out gives them a sense of predictability and control. • They are highly rational, good at spotting problems, and excel at taking charge. These tendencies make them natural leaders who are focused on efficiently solving problems. • One myth about ENTJs is that they are cold and ruthless. While they are not necessarily good with emotions, this does not mean that they are intentionally cruel. They are prone to hiding their own emotions and sentimentality, viewing it as a weakness that should not be made known to others. 7.3 SUMMARY • Psychologist Lewis Goldberg referred to these as the 'Big Five' factors of personality and developed the International Personality Item Pool (IPIP) - an inventory of descriptive statements relating to each trait. Within each factor, a set of individual traits relate to more specific aspects of personality. • One popular option is called the Big Five inventory. This method uses your response to about 50 short statements or phrases. You'll be asked to agree or disagree, on a scale of 1 to 5, to each phrase. Based on your answers, your results will show you where you fall on a spectrum for each trait. • The five broad personality traits described by the theory are extraversion (also often spelled extroversion), agreeableness, openness, conscientiousness, and neuroticism. Trait theories of personality have long attempted to pin down exactly how many personality traits exist. • Theory and research show that the Big Five factors impact motivation, which in turn affects performance. Personality is something that is expressed in attitudes and behaviours. A conscientious person does not perform high because of the property of conscientiousness. • Self-efficacy impacts both goals and performance. • In addition to providing a unifying personality framework, research on the Big Five has found important relationships between these personality dimensions and job performance. 127 CU IDOL SELF LEARNING MATERIAL (SLM)

• A broad spectrum of occupations was examined: professionals (including engineers, architects, accountants, and lawyers), as well as police officers, managers, salespeople, and semi-skilled and skilled employees. • Job performance was defined in terms of performance ratings, training proficiency (performance during training programs), and information such as salary level. • The MBTI tool is different from many other psychological instruments and also different from other personality tests. • The best reason to choose the MBTI instrument to discover your personality type is that hundreds of studies over the past 40 years have proven the instrument to be both valid and reliable. • The four categories are Introversion/Extraversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. Each person is said to have one preferred quality from each category, producing 16 unique types. 7.4 KEY WORDS • Emotionally stability - Displaying little emotion; showing the same emotional response in various situations. • Integrity - Quality of being honest, reliable, and ethical. Achievement - A facet of conscientiousness consisting of hard work, persistence, and the desire to do good work. • Dependability - A facet of conscientiousness consisting of being disciplined, well organized, respectful of laws and regulations, honest, trustworthy, and accepting of authority. • Skills - Practiced acts, such as shooting a basketball, using a computer keyboard, or persuading someone to buy something. • People skills - A nontechnical term that includes negotiating skills, communication skills, and conflict resolution skills. 7.5 LEARNING ACTIVITY 1. What kind of training can help the employees have healthy work culture and environment? 128 CU IDOL SELF LEARNING MATERIAL (SLM)

______________________________________________________________________________ _________________________________________________________________ 2. How would you interpret the results of the Big 5 personality inventory? ______________________________________________________________________________ _________________________________________________________________ 7.6 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Define extraversion. 2. Define introversion. 3. Define emotional stability. 4. What is five factor model of personality? 5. Name the big five factors of personality. Long Questions 1. Define industrial psychology. 2. Define organizational psychology. 3. Define organizational behaviour. 4. What is industrial revolution? 5. Name any two famous people in the field of industrial / organizational psychology. 129 CU IDOL SELF LEARNING MATERIAL (SLM)

B. Multiple Choice Questions 1. Traits are defined as: a. physical characteristics that distinguish us from other people b. relatively enduring characteristics that influence our behaviour across many situations c. unconscious tendencies to act in different ways according to the situation d. permanent personality tendencies that determine our behaviour in any situation 2. Allport believed that traits could be organized into three levels: a. primary, secondary, tertiary b. cognitive, emotional, physiological c. id, ego, superego d. cardinal, central, secondary 3. One trait that dominates a personality so much that it influences nearly everything a person does is a: a. Global Trait b. Cardinal Trait c. Specific trait d. Central Trait 4. What is one of the main assumptions of the trait approach to personality? a. traits are not very stable across the lifespan and are therefore weak predictors of personality b. traits stay relatively stable across the lifespan 130 CU IDOL SELF LEARNING MATERIAL (SLM)

c. traits change drastically around the age of 6 years, which has to be considered when predicting personality d. traits are not related to personality 5. What are the five personality traits identified by the five-factor model (McCrae & Costa, 1997)? a. extraversion, neuroticism, introversion, liveliness and agreeableness b. agreeableness, openness to experience, introversion, neuroticism and conscientiousness c. extraversion, agreeableness, neuroticism, openness to experience and conscientiousness d. None of these Answer 1-b, 2-d, 3-b, 4-b, 5-c 7.7 REFERENCES Textbooks • Luthans, F. (1986). Organizational Behaviour. New York: McGraw Hill. • Davis, K. (1981). Human Behaviour at Work New Delhi: Tata McGraw Hill. • Ganguli, H.C. (1964). Structure and Processes of Organization. Bombay: Asia Publishing. Reference Books • Gibson, J.L., Ivancevich, J.M. &Bomnally, J.H. (1976). Organizations: Structure, Processes, Behaviour. Dollas: Business Pub. • Nilakant, V. &Ramnarayan, S. (2008). Managing Organizational Change. New Delhi: Sage Publications. • Ramnarayan, S., Rao, T.V. & Singh, K. (Eds.) (2009). Organizational Development. New Delhi: Sage Publications. • Aquinas P.G (2007) Management Principles and Practices, Bharathiyar University. 131 CU IDOL SELF LEARNING MATERIAL (SLM)

• Ahmed Abad, (1972). \"Management and Organization Development\", Rachna Prakashan, New Delhi. • Arnold and Feidman, \"Organizational Behaviour\", McGraw Hill International, New York. 132 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT –8 MOTIVATION: PART – I Structure 8.0 Learning Objectives 8.1 Introduction 8.2 Motivation 8.3 Types of Motives 8.4 Summary 8.5 Keywords 8.6 Learning Activity 8.7 Unit End Questions 8.8 References 8.0 LEARNING OBJECTIVES After, studying this int, you will be able to, • Explain the concept of motivation • Describe the different types of motives • Explain on the types of motivation 8.1 INTRODUCTION We observe when a girl while learning cycling gets bruises and cuts, but she goes on to improve her performance by continued practice. Similarly, an athlete may be seen to get up quite early in the morning and regularly visit the field for his continued practice irrespective of the odds of the seasons. A Student may be seen burning the midnight oil as the examination draws nearer and nearer while another student of the same class at the same time may be seen enjoying the T.V. film or playing cards with his friends. What makes the girl, the athlete and the student behave in a particular manner? The answer to such questions, related to `why' and how' of behaviour lies in the keyword motivation'. These 133 CU IDOL SELF LEARNING MATERIAL (SLM)

examples show us that behaviour is driven and pulled toward goals. They also show us that such goal-seeking behaviour tends to persist. They do or behave because they are motivated to do or behave in such a manner. Motivation thus may be regarded as something which prompts, compels, and energizes an individual to act or behave in a particular fashion at a particular time for attaining some specific goal or purpose. The term is motivation. 8.2 MOTIVATION Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context, the psychological factors stimulating the people’s behaviour can be - • desire for money • success • recognition • job-satisfaction • teamwork, etc Motivation is the process that initiates, guides, and maintains goal-oriented behaviours. It is what causes you to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. Motivation involves the biological, emotional, social, and cognitive forces that activate behaviour. In everyday usage, the term \"motivation\" is frequently used to describe why a person does something. It is the driving force behind human actions. Motivation doesn't just refer to the factors that activate behaviours; it also involves the factors that direct and maintain these goal-directed actions (though such motives are rarely directly observable). As a result, we often have to infer the reasons why people do the things that they do based on observable behaviours. Types of Motives 134 CU IDOL SELF LEARNING MATERIAL (SLM)

There are two types of motives: biological and psychosocial Biological Motives Biological motives are also known as physiological motives as they are guided mostly by the physiological mechanisms of the body. It is the earliest attempt to understand the cause of behaviour. This theory states that organisms have needs (internal physiological imbalance) that produce drive, which stimulates behaviour leading to certain action towards achieving certain goals, which reduce the drive. The earliest explanations of motivation relied on the concept of instinct. The term instinct denotes inborn patterns of behaviour that are biologically determined rather than learned. Some of the basic biological needs explained by this approach are hunger, thirst, and sex, which are essential for the sustenance of the individual. Social Motives: Physiological motives discussed above pertain to both animals as well as human beings, but the social motives are specific only to human beings. These are called social motives, because they are learnt in social groups as a result of interaction with the family and society. That is why their strength differs from one individual to another. Many social motives are recognised by psychologists. Some of the common social motives are: a. Achievement motive: Achievement motivation refers to a desire to achieve some goal. This motive is developed in the individual who has seen some people in the society attaining high success, reaching high positions and standards. He/she develops a concern to do better, to improve performance. David C Mc Cleland who conducted a longitudinal study on characteristics of high and low achievers found that the high achievers choose and perform better at challenging tasks, prefers personal responsibility, seeks 135 CU IDOL SELF LEARNING MATERIAL (SLM)

and utilizes feedback about the performance standard, having innovative ideas to improve performance. On the other hand, low achievers do not accept challenges, puts on average standards and accepts failures easily. Parents must try to inculcate leadership qualities in children for better achievement in their future life. They must allow children to take decisions independently, and guide them for higher achievement from the childhood, so that the children develop high achievement motivation. b. Aggressive motive: It is a motive to react aggressively when faced frustrations. Frustration may occur when a person is obstructed from reaching a goal or when he is insulted by others. Even in a fearful and dangerous do or die situation the individual may resort to aggressive behaviour. Individual expresses such behaviour to overcome opposition forcefully, which may be physical or verbal aggression. c. Power motive: People with power motive will be concerned with having an impact on others. They try to influence people by their reputation. They expect people to bow their heads and obey their instructions. Usually, people with high power motive choose jobs, where they can exert their powers. They want people as followers. They expect high prestige and recognition from others. For instance, a person may aspire to go for jobs like Police Officer, Politician, Deputy Commissioner, etc. d. Acquisitive motive: This motive directs the individual for the acquisition of material property. It may be money or other property. This motive arises as we come across different people who have earned a lot of money and leading a good life. It is a human tendency to acquire all those things which appear attractive to him. 136 CU IDOL SELF LEARNING MATERIAL (SLM)

e. Curiosity motive: This is otherwise called stimulus and exploration motive. Curiosity is a tendency to explore and know new things. We see people indulge in a travelling to look at new places, new things and new developments taking place outside their environment. People want to extend their knowledge and experiences by exploring new things. Curiosity motive will be very powerful during childhood. That is why they do not accept any toy or other articles unless they examine them from different angles, even at the cost of spoiling or breaking the objects. f. Gregariousness: This is also known as affiliation need. Gregariousness is a tendency to associate oneself with other members of the group or same species. The individual will be interested in establishing, maintaining and repairing friendly relationships and will be interested in participating in group activities. Individual will conform to social norms, mores and other ethical codes of the groups in which he/she is interested. To the greater extent gregariousness is developed because many of the needs like basic needs, safety and security needs are fulfilled. In addition to the above there are some other social motives like need for self-esteem, social approval, self-actualization, autonomy, master motive, combat, defence, abasement, etc. Personal Motives: In addition to the above said physiological and social motives, there are some other motives which are allied with both of the above said motives. These are highly personalized and very much individualized motives. The most important among them are: a. Force of habits: 137 CU IDOL SELF LEARNING MATERIAL (SLM)

We see different people having formed different habits like chewing tobacco, smoking, alcohol consumption, etc. There may be good habits also like regular exercising, reading newspapers, prayers, meditations, etc. Once these habits are formed, they act as drivers and compel the person to perform the act. The specialty of habits is that, they motivate the individual to indulge in that action automatically. b. Goals of life: Every normal individual will have some goals in the life. They may be related to education, occupation, income, sports, acquisition of property, public service, social service, etc. Once a goal is set, he will be motivated to fulfil that goal. The goals people set, depend upon various factors like knowledge, information, guidance, support, personality, facilities available, aspirations, family and social background, etc. c. Levels of aspirations: Aspiration is aspiring to achieve or to get something or a goal. But such achievement depends upon the level of motivation the individual has. Every individual will have a goal in his life and strive to reach that goal. But the effort to attain that goal varies from one individual to another. The amount of satisfaction he gains depends upon his level of aspiration. For instance, if a student is expecting 80% of marks in examination, gets only 75%, he may be unhappy. On the other hand, a student expecting failure may feel very happy if he gets just 35% passing marks, because, the student with high level of aspiration works hard, whereas the student with low level may not. Hence, always higher level of aspiration is advisable. However, it should be on par with his abilities also. Because, if an individual aspires for higher level of achievement without possessing required ability, he will have to face frustration and disappointment. d. Attitudes and interests: 138 CU IDOL SELF LEARNING MATERIAL (SLM)

Our attitudes and interests determine our motivation. These are specific to individual. For instance, a person within the family, may have positive attitude towards family planning and all others having negative attitudes. So also, interests differ from one individual to another. Instance, interest in sports, T.V, etc. Whenever we have a positive attitude, we will be motivated to attain. In negative attitude, we will be motivated to avoid. If a person is interested in music, he will be motivated to learn it. In this way, our personal motives determine our behaviour. 8.3 TYPES OF MOTIVATION Motivation can be intrinsic (arising from internal factors) or extrinsic (arising from external factors). Intrinsic Motivation Intrinsically motivated behaviours are generated by the sense of personal satisfaction that they bring. They are driven by an interest or enjoyment in the task itself that comes from the individual, not society. For example, if you are in college because you enjoy learning and want to make yourself a better-rounded individual, you are intrinsically motivated. Intrinsic motivation is a critical element in cognitive, social, and physical development; those individuals who are intrinsically motivated are likely to perform better and improve their skills at a given task. Extrinsic Motivation Extrinsically motivated behaviours, in contrast, are performed in order to receive something from others. They do not come from within the individual, but from society—other people. For example, employees might do their work because they want the company to pay them, not because they love the work. Many athletes are driven by the goal of winning, beating the competition, and receiving praise from fans; they are not driven by the intrinsic satisfaction they get from playing the sport. Similarly, if you are in college because you want to make yourself more marketable for a high-paying career or to satisfy the demands of your parents, then your motivation is more extrinsic in nature. 139 CU IDOL SELF LEARNING MATERIAL (SLM)

Fig 8.1 Types of Motivation Intrinsic and Extrinsic Motivation: Intrinsic motivation comes from within the individual and results in a sense of autonomy, mastery, and purpose. Extrinsic motivation such as punishments, rewards, and other types of compensation, come from outside the individual. In reality, our motivations are often a mix of both intrinsic and extrinsic factors, and the nature of the mix can change over time. For example, say cooking is one of your favourite hobbies: you love to cook for others whenever you get a chance, and you can easily spend hours in the kitchen. You are intrinsically motivated to cook. Then you decide to go to culinary school and eventually get a job working as a chef in a good restaurant. You are now getting extrinsic reinforcement (e.g., getting paid) for your work, and may over time become more extrinsically than intrinsically motivated. Sometimes, intrinsic motivation can diminish when extrinsic motivation is given—a process known as the over justification effect. This can lead to extinguishing the intrinsic motivation and creating a dependence on extrinsic rewards for continued performance. 8.4 SUMMARY • Motivation is the term used to describe the wants or needs that direct our behaviour toward a specific goal. • Motivation refers to an urge to behave or act in a manner that will satisfy certain conditions, such as wishes, desires, or goals. 140 CU IDOL SELF LEARNING MATERIAL (SLM)

• Older theories of motivation indicated that rational thought and reason were the guiding factors in human motivation. • However, psychologists today believe that motivation may be rooted in our basic impulses to optimize well-being, minimize physical pain, and maximize pleasure. • Motivations are commonly separated into drives and motives. • Drives are primarily biological, like thirst, hunger, sleepiness, and the need to reproduce—all of which lead us to seek out and take part in certain activities. • Drives are believed to originate within a person and may not require external stimuli to encourage behaviour. • Motives, on the other hand, are primarily driven by social and psychological mechanisms, such as work, family, and relationships. They include factors like praise and approval. 8.5 KEYWORDS • Drive: Nonhuman equivalent of “motives” and “needs.” • Instinct: Inborn tendency that is thought to direct behaviour. Need: Internal motivation that is thought to be inborn and universally present in humans. • Motivation: Concerns the conditions responsible for variations in intensity, persistence, quality, and direction of ongoing behaviour. 8.6 LEARNING ACTIVITY 1. As the person grows in an organization, the motives changes. How can you as an industrial / organization psychologist be aware of it? ______________________________________________________________________________ _________________________________________________________________ 2. What is the one motive that drives your decisions with regards to your career choices? 141 CU IDOL SELF LEARNING MATERIAL (SLM)

______________________________________________________________________________ _________________________________________________________________ 8.7 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Define motives. 2. Define motivation. 3. Define intrinsic motivation. 4. What is extrinsic motivation? 5. Name any two types of motives. Long Questions 1. Write a note on motivation. 2. Explain the different types of motives. 3. Write a note on extrinsic motivation. 4. Write a note on intrinsic motivation. 5. Name any two famous people in the field of industrial / organizational psychology. B. Multiple Choice Questions 142 CU IDOL SELF LEARNING MATERIAL (SLM)

1. Whereas______focus on which variable affect motivation______focus on how the variable affects motivation. a. Content theories; process theories b. Process theories; content theories c. Equity theories; expectancy theories d. Acquired needs theory 2.___________is the set of forces that energies, direct, and sustain behaviour. a. Motivation b. Expectancy c. Relatedness d. Valence 3. James had dreamed of making lots of money since he was a child and that has driven him to great success. James is motivated by a. Intrinsic motivation b. Esteem motivators c. Extrinsic motivators d. Social motivators 4.______focus on the needs a person is trying to satisfy and the features of the work environment that seem to satisfy those needs a. Process theory 143 CU IDOL SELF LEARNING MATERIAL (SLM)

b. Content theory c. Motivational theories d. Two- factor theory 5. What does ERG stands for _______. a. Excellent, Relevance, Growth b. Existence, Relatedness, Growth c. Effective, readiness, goals d. Expectancy, real, goals Answer 1- a, 2- a, 3- c, 4- b, 5- b 8.8 REFERENCES Textbooks • Luthans, F. (1986). Organizational Behaviour. New York: McGraw Hill. • Davis, K. (1981). Human Behaviour at Work New Delhi: Tata McGraw Hill. • Ganguli, H.C. (1964). Structure and Processes of Organization. Bombay: Asia Publishing. Reference Books • Gibson, J.L., Ivancevich, J.M. &Bomnally, J.H. (1976). Organizations: Structure, Processes, Behaviour. Dollas: Business Pub. • Nilakant, V. &Ramnarayan, S. (2008). Managing Organizational Change. New Delhi: Sage Publications. • Ramnarayan, S., Rao, T.V. & Singh, K. (Eds.) (2009). Organizational Development. New Delhi: Sage Publications. 144 CU IDOL SELF LEARNING MATERIAL (SLM)

• Aquinas P.G (2007) Management Principles and Practices, Bharathiyar University. • Ahmed Abad, (1972). \"Management and Organization Development\", Rachna Prakashan, New Delhi. • Arnold and Feidman, \"Organizational Behaviour\", McGraw Hill International, New York. 145 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT –9 MOTIVATION: PART – II Structure 9.0 Learning Objectives 9.1 Introduction 9.2 Basic Motivation Process 9.3 Maslow’s Need Hierarchy 9.4 Summary 9.5 Keywords 9.6 Learning Activity 9.7 Unit End Questions 9.8 References 9.0 LEARNING OBJECTIVES After studying this unit, you will be able to, • Explain the theory of motivation proposed by Maslow • Elaborate on the different levels of needs as proposed in the theory • Describe the behaviour of people at different levels of pyramid of needs • Elaborate on the application of theory in organizational settings 9.1 INTRODUCTION Two basic need theories are those proposed by Abraham Maslow and Clayton Alderfer. Both of these theories maintain that several different types or categories of needs play a role in human motivation. Maslow’s theory, called the need hierarchy theory, proposes five categories of needs, which form a hierarchy from the more basic human needs to more complex, higher-order needs. According to Maslow, the lower-order needs (physiological needs, safety needs, and social needs)—what Maslow called “deficiency needs”—must be satisfied in a step-by-step fashion before an individual can move on to higher-order needs (esteem and self-actualization needs)— 146 CU IDOL SELF LEARNING MATERIAL (SLM)

what Maslow referred to as “growth needs.” Because higher-order needs are unlikely to be satisfied in the typical worker, there is also a constant upward striving that explains why, for example, even successful, high-level executives continue to exhibit considerable motivation. In other words, they are no longer motivated by money to provide for subsistence needs, but by a need for esteem, recognition, or self-growth. 9.2 BASIC MOTIVATION PROCESS The concept of motivation focusses on explaining what `moves' behaviour. The term motivation is derived from the Latin word `mover, referring to the movement of activity. Most of our everyday explanation of behaviour is given in terms of motives. Why do you come to the college? There may be any number of reasons for this behaviour, such as you need a diploma or degree to get a good job. A person will work hard in school, in sports, in business, in music, and many other situations, if she/he has a very strong need for achievement. Motivation is a process that starts with a physiological or psychological deficiency or need that activates behaviour or a drive that is aimed at a goal or incentive. Thus, the key to understanding the process of motivation lies in the meaning of, and relationship among, needs, drives, and incentives. Graphically depict the motivation process (figure 9.1). Need set up drives aimed at goal or incentive; this is what the basic process of motivation is all about. In the sense of a system, motivations consist of these three interacting and interdependent elements: 147 CU IDOL SELF LEARNING MATERIAL (SLM)

Figure 9.1 Motivation Process Needs: Needs are created whenever there is a physiological or psychological imbalance. The motivation process starts with needs or expectations. A need is a lack or deficit of some necessity. It's a state of physical deprivation that causes tension within an organism. The tension caused when the organism is deprived of necessities of life as food, water, and sleep, causes the internal environment of an organism to be imbalanced. The imbalance caused by the need arouses the organism to maintain its balance. For any goal-directed behaviour, need is the first condition or stimulating factor. Drives: Need leads to drive, which is the second step towards achieving a goal. Drive can be defined as the state of tension or arousal produced by need. The drive can also be considered as the source of energy that activates an organism. For instance, when an organism is hungry and/or thirsty, the organism seeks to reduce this drive by eating and/or drinking. The drive acts as a strong persistent stimulus to push an organism towards its goal. It is the state of heightened tension leading to restless activity and preparatory behaviour. Incentives: An incentive is the last process of motivation, defined as anything that will alleviate a need and reduce a drive. Thus, attaining an incentive will tend to restore physiological or psychological balance and will reduce or cut off the drive. Eating food, drinking water will tend to restore the balance and reduce the corresponding drives. Food, water, and a friend are the incentive in these examples. These basic dimensions of the motivation process serve as a point of departure for the rest of the chapter. After discussion of primary and secondary motives, the work-motivation theories and applications that are more directly related to the study and application of organizational behaviours and human resource management are examined. The Motivation Cycle A need is a lack or deficit of some necessity. This condition leads to drive, which is a state of tension or arousal. 148 CU IDOL SELF LEARNING MATERIAL (SLM)

Drives energies random activity. When one of the random activities leads to a goal, it reduces the drive, and the organism stops being active. The organism returns to a balanced state. (See figure 9.2) Figure 9.2 Motivation Cycle 9.3 MASLOW’S NEED HIERARCHY Maslow’s theory assumes that people’s needs depend on what they already have. In a sense, then, a satisfied need is not a motivator. Human needs, organized in a hierarchy of importance, are physiological safety, belongingness, esteem, and self-actualization. The lowest-level needs are the physiological needs, and the highest-level needs are for self-actualization. Maslow identified five levels in his need hierarchy (see Figure 9.3). They are, in brief, the following: 149 CU IDOL SELF LEARNING MATERIAL (SLM)

Fig 9.3 Maslow’s theory Physiological needs: The most basic level in the hierarchy, the physiological needs, generally corresponds to the unlearned primary needs discussed earlier. The needs of hunger, thirst, sleep, and sex is some examples. According to the theory, once these basic needs are satisfied, they no longer motivate. For example, a starving person will strive to obtain a carrot that is within reach. However, after eating his or her fill of carrots, the person will not strive to obtain another one and will be motivated only by the next higher level of needs. Safety needs: This second level of needs is roughly equivalent to the security need. Maslow stressed emotional as well as physical safety. The whole organism may become a safety seeking mechanism. Yet, as is true of the physiological needs, once these safety needs are satisfied, they no longer motivate. Love needs: This third, or intermediate, level of needs loosely corresponds to the affection and affiliation needs. Like Freud, Maslow seems guilty of poor choice of wording to identify his 150 CU IDOL SELF LEARNING MATERIAL (SLM)