INDIVDUAL

BEHAVIOR
PPT
PRESENTATION

B Y: V I N D H YA D

NEETU SINGH R
 INDIVIDUAL BEHAVIOR
Individual behavior refers to the way in which an
individual reacts or behaves at his place of work.
It can be defined as a combination of reactions to
internal or external stimuli. Individual behavior
defines how a person will respond under distinct
conditions and will express different emotions
such as happiness, rudeness, love, anger etc. It
refers to some concrete action by an individual.
Study of individual behavior reveals the behavior
of human at the working environment. Behavior
will lead to enhance the productivity. Whereas on
the another hand, negative behaviour will cause
damages and bring heavy losses for company
 FACTORS INFLUENENCING INDIVIDUAL BEHAVIOUR

Organizational
Personal Factors Environmental Factors
Factors

Biographic Learned Employment Physical

Characteristics Characteristics level Facilities

Physical Personality Structure

Wages rate
and Design

Age Perception General

Reward
economic
System
environment

Gender Values Political

factors

Religion

Marital
Status
ROLES OF VALUES IN MANAGEMENT
Moral, Ethical and Professional values determine the
character of employees and managers. They guide their
profession and life. They should guide the real character
of our lives as we serve our nations. Value can become
the basis for the behavior of its members.

Values and measures used for the purpose of ethical or

ideological integrity.

 Development of employees
 Motivation
 Underlie managerial behavior
 Helps in bringing in change
 Determine attitude
 ATTITUDE
An attitude is a relatively enduring
organization of beliefs, feelings,
and behavioral tendencies towards
socially significant objects, groups,
events, or symbols.

It is a learned predisposition to
respond in a consistently favorable
or unfavorable manner for a given
object.
 Attitude refers to feelings and beliefs of individuals or groups of individuals
 The feelings and beliefs are directed towards other people, objects or ideas.
 Attitude often result in and affect the behavior or action of the people. Attitudes can lead to indented behavior if
there are no external interventions.
 Attitude constitute a psychological phenomenon which can be directly observed.

COMPONENTS OF ATTITUDE
 JOB SATISFACTION
Job satisfaction is an another important technique used to motivate
the employees to work harder. It had often been said that "A HAPPY
EMPLOYEE IS A PRODUCTIVE EMPLOYEE.” A happy employee is,
generally, that employee who is satisfied with his job. Job
satisfaction is very important because most of the people spend a
major portion of their life at their working place.

 Job satisfaction cannot be seen, it can only be inferred. It relates

to one’s feelings towards one’s job
 Job satisfaction is often determined by how well outcome meet
the expectations or exceed the expectations.
 Job satisfaction and job attitudes are typically used
interchangeably. Positive attitudes towards the jobs are
conceptually equivalent to job satisfaction and negative attitudes
towards the job dissatisfaction
Job
j
 PERSONALITY

Personality is not determined

by a single factor, but by an
accumulation of many factors.  Brain
Some of those factors are
 Biofeedback
psychological, while others are
physical, biological, and
 Heredity
hereditary. I have compiled  Physical feedback
some of the most influential
factors when it comes to
determinants of personality
 PERCEPTION
Perception is the process through which the information from outside environment is
selected, received, organized and interpreted to make it meaningful to you. This input
of meaningful information results in decisions and actions.
Perception may be defined as a process by which individuals organize and interpret
their sensory impressions in order to give meaning to their environment

Importance of Perception
 Perception is very important in understanding the human behavior, because every person perceives the world and
approaches the life problems differently-whatever we see or feel is not necessarily the same as it really is. It is because
what we hear is not what is really said, but what we perceive as being said.
 If people behave on the basis of their perception, we can predict their behavior in the changed circumstances by
understanding their present perception of the environment
 With the help of perception, the need of various people can be determined, because people’s perception is influenced by
their needs
 MOTIVATION AT WORK

Motivation is an important factor which encourages persons to give their

best performance and help in reaching enterprise goals. A strong positive
motivation will enable the increased output of employees but a negative
motivation will reduce their performance. A key element in personnel
management is motivation
 Motivation is an inner feelings which energizes a person to work more

 The emotions or desires of a person prompt him doing a particular work

 There are unsatisfied needs of a person which disturb is equilibrium

 A person moves to fulfill his unsatisfied needs bi conditioning his energies

 IMPORTANCE OF MOTIVATION

 High performance
 Low employee turnover and
absenteeism
 Better organizational image
 Better industrial relations
 Acceptability to change
MANAGING EMOTIONS
Emotions in the workplace play a large role in how
an entire organization communicates within itself
and to the outside world. “Events at work have real
emotional impact on participants. The consequences
of emotional states in the workplace, both behaviors
and attitudes, have substantial significance for
individuals, groups, and society”.

“Positive emotions in the workplace help employees obtain

favorable outcomes including achievement, job enrichment and
higher quality social context”. ‘Negative emotions, such as fear,
anger, stress, hostility, sadness, and guilt, however increases the
predictability of workplace deviance,", and how outside world
views the organization
 STRESS MANAGEMENT
Actions at the primary level Secondary prevention aims
directly target the causes or to help individuals develop
sources of stress that are the knowledge and skills to
present within a better recognize and manage
organization in order to their reactions to stress.
reduce or completely
eliminate them. SECONDARY
PRIMARY
PREVENTION
PREVENTION

TERTIARY
PREVENTION
Tertiary prevention strategies aim to treat and rehabilitate
persons as well as facilitate a return to work and the follow up of those
who suffer or have suffered from a work-
related mental problems.
STRESS AND JOB PERFORMANCE RELATIONSHIP

Stress can be either helpful or harmful to job performance, depending upon

its level. When stress is absent, it limits job challenges and performance
becomes low. As stress increases gradually, job performance also tends to
increase, because stress helps a person together and use resources to meet
job requirements.
Individual level planning to manage stress
focuses on developing individual behavior that
helps in the elimination of sources of stress. It
helps in developing a perspective to view
things that enables the person to cope with
stress in a more effective manner

 Developing a positive attitude towards life

 Physical and psychological withdrawal
 Developing psychological support system
 Maintain good physical health
 Accepting your mistakes
 Time management
 Prating relaxation
COPING WITH STRESS
Everyone who has ever held a job has, at some point, felt the

pressure of work-related stress. Any job can have stressful

elements, even if you love what you do. In the short-term, you

may experience pressure to meet a deadline or to fulfill a

challenging obligation. But when work stress becomes

chronic, it can be overwhelming-and harmful to both physical

and emotional health.

TAKING STEPS TO MANAGE STRESS

 Track your stressors

 Develop healthy
responses
 Establish boundaries
 Take time to recharge
 Learn how to relax
 Talk to your supervisor
 Get some support