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    Foundation of Individual Behavior: Biographic Characteristics and Ability

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    Yam Tharu
    This document discusses how biographical characteristics and abilities influence individual behavior in organizations. It examines factors such as age, gender, marital status, tenure, and absenteeism. Key findings include: 1) Older employees bring experience, judgment, strong work ethics and commitment, while younger employees under 25 have higher turnover rates. 2) Research finds few meaningful differences between men and women in terms of job performance or productivity, though gender roles have changed over time. 3) Married employees typically have fewer absences and less turnover compared to unmarried employees. 4) As tenure increases, likelihood of turnover decreases, and tenure can also lessen job dissatisfaction's effects on turnover. 5

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    Foundation of Individual Behavior: Biographic Characteristics and Ability

    Uploaded by

    Yam Tharu
    40 views25 pages
    This document discusses how biographical characteristics and abilities influence individual behavior in organizations. It examines factors such as age, gender, marital status, tenure, and absenteeism. Key findings include: 1) Older employees bring experience, judgment, strong work ethics and commitment, while younger employees under 25 have higher turnover rates. 2) Research finds few meaningful differences between men and women in terms of job performance or productivity, though gender roles have changed over time. 3) Married employees typically have fewer absences and less turnover compared to unmarried employees. 4) As tenure increases, likelihood of turnover decreases, and tenure can also lessen job dissatisfaction's effects on turnover. 5

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    Learning and Ability

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    This document discusses how biographical characteristics and abilities influence individual behavior in organizations. It examines factors such as age, gender, marital status, tenure, and absenteeism. Key findings include: 1) Older employees bring experience, judgment, strong work ethics and commitment, while younger employees under 25 have higher turnover rates. 2) Research finds few meaningful differences between men and women in terms of job performance or productivity, though gender roles have changed over time. 3) Married employees typically have fewer absences and less turnover compared to unmarried employees. 4) As tenure increases, likelihood of turnover decreases, and tenure can also lessen job dissatisfaction's effects on turnover. 5

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    40 views25 pages

    Foundation of Individual Behavior: Biographic Characteristics and Ability

    Uploaded by

    Yam Tharu
    This document discusses how biographical characteristics and abilities influence individual behavior in organizations. It examines factors such as age, gender, marital status, tenure, and absenteeism. Key findings include: 1) Older employees bring experience, judgment, strong work ethics and commitment, while younger employees under 25 have higher turnover rates. 2) Research finds few meaningful differences between men and women in terms of job performance or productivity, though gender roles have changed over time. 3) Married employees typically have fewer absences and less turnover compared to unmarried employees. 4) As tenure increases, likelihood of turnover decreases, and tenure can also lessen job dissatisfaction's effects on turnover. 5

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    Foundation of Individual Behavior

    Biographic Characteristics and Ability

    It is said that `managers, unlike parents, must work with used, not new, human being`-whom others have already used first.
    So, when individuals enter an organisation, they are a bit like used cars. Each is different. Some are `low mileage` with a little exposure and others are `wel-worn`, having been driven over some rough roads.

    This metaphor indicates that people enter organisations with certain values and characteristics that will influence their behaviour at work. The more obvious of them are personal or biographic and personality characteristics

    Biographical Characteristics
    Age Performance declines with increasing age (belief)? Such as, individual skills-speed, ability, strength and enthusiasm Some say, job boredom contributes to reduced productivity But other believe that, Older people bring experience, judgment, a strong work ethics & commitment to quality More experience, mature judgment, strong work ethic and commitment . Age-turnover relationship: -ve correlation Age and job satisfaction positive relationship in case of professionals

    Gender
    There are few, if any, important differences between men and women that will affect their job performance No consistent male-female differences in:
    Problem solving ability Analytical skills Competitive drive Motivation, sociability, learning ability Job productivity

    Gender
    Women are more willing to confirm with the authority Women are less aggressive than men Some study showed that women
    Have high turnover rate Some claimed no difference

    Changing role of women have made them equally competitive and productive as men

    Some research findings suggest that: - Women between 18 -25, are the best predictor of whether or not they change their jobs. - As job tenure increased; there is less likelihood to change job - Tenure has also found to lesson the effects of dissatisfaction among the male employees

    Marital Status
    Research constantly indicate that married employees have
    Fewer absences Undergo less turnover More satisfaction in the job

    Marriage imposes more responsibility to women, make job more valuable and important to both men and women, particularly to men.

    Turn Over: Voluntary and involuntary permanent withdrawal from the organization Disadvantages of high rate of turnover: It realists in more recruitment, selection and training costs. It can also disrupt the efficient running of an organization when good personnel leave.
    But, like absenteeism, not all turnovers are bad. It may create the opportunity to replace under
    performing personnel with some one. But very often, voluntary turnover often involves the loss of people that the organization doesnt want to loose.

    Tenure and Turnover


    Seniority productivity relationship
    A positive relationship between seniority and productivity Forming, storming, forming & performing Negatively related to turnover Tenure and job satisfaction are positively related

    Some research findings suggest that: - Women between 18 -25, are the best predictor of whether or not they change their jobs. - As job tenure increased; there is less likelihood to change job - Tenure has also found to lesson the effects of dissatisfaction among the male employees Other factors: Commitment to the organization, General economy and job market.

    Absenteeism: Failure to report to work


    - Not all absences are bad. - Avoidable and unavoidable absence. If the frequencies of avoidable absence of employees are increased, it can reduce organizational efficiency and effectiveness, and may increase negative impact on the organization. But not all absences are bad. To some extent, organizations may benefit by an employees voluntary absence. For instance, illness, fatigue or excess stress can decrease an employees productivity (e.g., surgeons, airlines pilot and ministers!). But these examples are clearly a typical. For most part, we can assume that organizations suffer when employees absenteeism is high.

    Satisfaction and Absenteeism:


    Mostly Inverse Relationship. When satisfaction is high, absenteeism tends to be low. - Other factors, Those who feel that their jobs are important and significant has lower absenteeism. But, low job satisfaction is likely to bring about high absenteeism. One should be concerned not only with quantity of life but also with its quality *human elements.

    Ability
    Ability refers to an individuals capacity to perform the various tasks in a job. Intellectual abilities are required to perform mental activities Intelligence Quotient (IQ) University admission tests SAT, ToFL, GMAT.etc IQ is not a prerequisite for all jobs There are evidences that tests assessing verbal, numerical, spatial, perceptual abilities are valid predictors of job proficiency

    Dimension Number aptitude

    Description

    Job example

    Ability to Accountant speedy and accurate arithmetic Verbal Read and work Senior communication ability managers Perceptual speed Identify similarities and differences quickly and accurately Investigaters

    Dimension Inductive reasoning Deductive reasoning

    Description Logical sequence drawing

    Job example Market researchers

    Ability to use logic Supervisors and access the implication of the argument Spatial Ability to imagine Interior visualization and draw picture in decorator mind Memory Ability to recall and Sales person retain past experiences

    Physical ability
    That required to do tasks demanding stamina, dexterity, strengths and similar characteristics The ability Job fit Job make differing demands on people People differ in the abilities Performance enhanced if there is a high ability job fit. Fit between Employees ability job requirements enhances satisfaction performance and productivity

    Strength factors

    Dynamic strength Ability to exert muscular force repeatedly or continuously over time Trunk strength Ability to exert muscular strength using the trunk (Particularly abdominal) muscle Static strength Ability to exert force against external objects Explosive Ability to expend a maximum of strength energy in one or series of explosive act

    Dynamic strength

    Trunk strength

    Static strength

    Explosive strength

    Flexibility fact Extent flexibility Dynamic flexibility Ability to move trunk and back muscles as for as possible Ability to make rapid, repeated flexible movements

    Other factors

    Body Coordination
    Balance ability

    Ability to coordinate the simultaneous actions of different part of the body


    Ability to maintain equilibrium despite forces pulling of balance

    Stamina

    Ability to continue maximum effort requiring prolonged effort over time

    Psychological factors
    Personality Perception Attitudes Values, and Learning attitude

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