Unit 2
Personality Perception Motivation
- Define Personality.
Answer: The term ‘personality’ is derived from the Latin word ‘persona’ this means a mask. According to K. Young, “Personality is a patterned body of habits, traits, attitudes and ideas of an individual, as these are organised externally into roles and statuses, and as they relate internally to motivation, goals, and various aspects of selfhood.”
2. State the features of Personality.
Answer: Personality is the sum total of ways in which a person behaves with others and the environment. The following features of personality can be derived:
- Personality includes both structure and dynamics.
- Personality is not a mysterious phenomenon and is unique.
- It refers to persistent qualities of the individual and expresses consistency and regularly.
- It is influenced by social interaction and is defined in terms of behaviour.
3. What are the determinants of personality?
Answer: Personality is the sum total of ways in which a person behaves with others and the environment. The following are the determinants of personality:
i) Environment:
The influence of physical environment on culture as per geographical environment sometimes determines cultural variability. That the Eskimos have a culture different from that of the Indians is due to the fact that the geographical environment is different.
Ii) Heredity:
Some of the similarities in human’s personality are said to be due to his common heredity. Each and every group of human being inherits the same general set of biological needs and capacities. The origination of human characteristic starts right from the union of male and female germ cells into a single cell which is formed at the moment of conception.
Iii) Culture:
Culture largely determines the types of personality that predominates in the particular group. Personality is the subjective aspect of culture. Personality and culture are considered as two sides of the same coin.
Iv) Particular Experiences:
The particular and unique experiences determine personality. There are two types of experiences one, from continuous association with one’s group, second, sudden and do not recur. The type of people who meet the child daily has a major influence on his personality. The personality of parents affects a child’s personality.
4. Define Value. What are its types?
Answer: Value is defined as the collective conceptions of what is considered good, desirable, and proper or bad, undesirable, and improper in a culture.
There are two types of values:
i) Terminal Values
These values are most important or most desirable. These refer to desirable end-states of existence like goals to achieve during his or her lifetime. They include happiness, recognition, self-respect, inner harmony, professional excellence and leading a prosperous life.
Ii) Instrumental Values
It deals with views on acceptable modes of conductor means of achieving the terminal values. These include being honest, sincere, ethical, and being ambitious. These values are more focused on personality traits and character.
5. What are the different methods of finding employee’s attitude?
Answer: Attitude is a functional state of readiness which determines the organism to react in a characteristic way to certain stimuli or stimulus situations. The different methods of finding Employee’s attitude are:
1. Impressionistic Method:
It is non-statistical in that it does not lead to quantitative knowledge. It is based upon the observation of behavior and attitudes. It is the least desirable but because it is a method for measurement of attitude, it is the most widely used.
2. Guided Interview:
It is a purposeful conversation in which the interviewer tries to obtain honest and complete answers to a specific number of questions. It has the advantage of face-to-face contact. This type of interview is used most frequently in industry when considering an applicant for a job. It can be used in handling group complaints of workers. However, it has not been used very often in determining employee attitudes.
3. Unguided Interview (Non-directive):
It is characterized by the free nature of the discussion and by the fact that it is the person interviewed who really defines its limits. There are no specific questions that the interviewer asks and his main concern is to probe and establish the emotional content of the interview.
4. Questionnaire:
It lends to the mass-production techniques of determining employee attitudes. It is similar to guided interview. The fact that eight minutes is reported as the length of the interview means that they went at a very rapid pace.
5. Indirect Method:
It is intended to provide a more, free rein of expression. The objective is to explore the “deeper levels rather than to deal only with the manifest verbal content.” This method deliberately attempts to conceal the intent of the measurement and allows the experimenter to observe and measure without producing an effect on the attitude itself. Varieties of techniques have been included within this category: word associations, sentence completions, or picture and story theme completion.
6. Define Perception. What is its process?
Answer: Perception is the process through which the information from outside environment is selected, received, organised and interpreted to make it meaningful to you. This input of meaningful information results in decisions and actions.
Process of perception
i) Selection
Selecting is the first part of the perception process, in which we focus our attention on certain incoming sensory information in the form of Visual and Aural Stimulation. When we tend to pay attention to information is salient. It is the degree to which something attracts our attention can be abstract, like a concept, or concrete, like an object. Needs and Interests play an important role for selection.
Ii) Organizing Information
In this, we sort and categorize information that we perceive based on innate and learned cognitive patterns. Three ways we of sorting things into patterns are by using proximity, similarity, and difference. Punctuation refers to the structuring of information into a timeline to determine the cause (stimulus) and effect (response) of our communication interactions.
Iii) Interpreting Information
Interpretation is much more deliberate and conscious step in the perception process. Here, we assign meaning to our experiences using mental structures known as schemata. Schemata are like databases of stored related information that we use to interpret new experiences. Humans have fairly complicated schemata as small units of information combine to make more meaningful complexes of information.
7. What is learning? What are its components?
Answer: Learning is the process of acquiring new understanding, knowledge, skills, behavior, attitudes, preferences, etc. It involves ongoing, active processes of Inquiry, engagement and participation in the world around us. The components of learning are as follows:
i) Drive
Learning frequently occurs in the presence of drive – any strong stimulus that impels action. Drives are basically of two types -primary (or physiological); and secondary (or psychological). These two categories of drives often interact with each other. Individuals operate under many drives at the same time. To predict a behavior, it is necessary to establish which drives are stimulating the most.
Ii) Cue Stimuli
Cue stimuli are those factors that exist in the environment as perceived by the individual. The idea is to discover the conditions under which stimulus will increase the probability of eliciting a specific response. There may be two types i of stimuli with respect to their results in terms of response concerned: generalization and discrimination.
Iii) Responses
The stimulus results in responses. Responses may be in the physical form or may be in terms of attitudes, familiarity, perception or other complex phenomena. In the above example, the supervisor discriminates between the worker producing low quality products and the worker producing high quality products, and positively responds only to the quality conscious worker.
Iv) Reinforcement
Reinforcement is a fundamental condition of learning. Without reinforcement, no measurable modification of behavior takes place. Reinforcement may be defined as the environmental event’s affecting the probability of occurrence of responses with which they are associated.
v) Retention
The stability of learned behavior over time is defined as retention and its contrary is known as forgetting. Some of the learning is retained over a period of time while others may be forgotten.
8. Define Motivation. What are the different Motivational theories?
Answer: Motivation is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behavior. When we refer to someone as being motivated, we mean that the person is trying hard to accomplish a certain task.
Theory of motivations may be classified as Traditional and Modern which may be sub-classified as under in the following chart:
9. Discuss Maslow’s Need Hierarchy theory of motivation.
Answer: Maslow’s Hierarchy of Needs
The theory is based on a simple premise, “Human beings have needs that are hierarchically ranked”. This theory was propounded by Abraham Maslow. There are some needs that are basic to all human beings, and in their absence nothing else matters. As we satisfy these basic needs, we start looking to satisfy higher order needs. In other words, once a lower level need is satisfied, it no longer serves as a motivator. Maslow identified five needs of human beings which may be presented in the form of a pyramid:
Physiological needs: The first need for human being are physiological needs which refer to basic needs like food, water, shelter, exercise which are necessary for survival. As the physiological needs are satisfied, the next level of need that is Safety Needs gets activated.
Safety Needs: These needs may be in the form of job security, protection from danger, etc. The fulfillment of Safety needs activates the third level of needs which are Social needs.
Social Needs: Man is a social animal, hence man needs to socialize and get accepted by the society. The fulfillment of social needs again activates the fourth level of need which is esteem needs.
Esteem or Ego-needs: Now man needs to satisfy his or her ego needs to prove the superiority among others. He or she needs to fulfill his or her ego needs and gain a respectable and reputed position in the society.
10. Discuss Herzberg’s Two-Factor theory.
Answer: Two-Factor Theory
Herzberg labeled factors causing dissatisfaction of workers as “hygiene” factors because these factors were part of the context in which the job was performed, as opposed to the job itself. Hygiene factors included company policies, supervision, working conditions, salary, safety, and security on the job. The presence of these factors doesn’t motivate the employees but their non presence highly dissatisfies them.
In contrast, motivators are factors that are intrinsic to the job, such as achievement, recognition, interesting work, increased responsibilities, advancement, and growth opportunities. According to Herzberg’s research, motivators are the conditions that truly encourage employees to try harder. The non presence of these factors doesn’t dissatisfy the employees but their presence highly motivates them.
Unit 2
Personality Perception Motivation
- Define Personality.
Unit 2
Personality Perception Motivation
- Define Personality.
Answer: The term ‘personality’ is derived from the Latin word ‘persona’ this means a mask. According to K. Young, “Personality is a patterned body of habits, traits, attitudes and ideas of an individual, as these are organised externally into roles and statuses, and as they relate internally to motivation, goals, and various aspects of selfhood.”
2. State the features of Personality.
Answer: Personality is the sum total of ways in which a person behaves with others and the environment. The following features of personality can be derived:
- Personality includes both structure and dynamics.
- Personality is not a mysterious phenomenon and is unique.
- It refers to persistent qualities of the individual and expresses consistency and regularly.
- It is influenced by social interaction and is defined in terms of behaviour.
3. What are the determinants of personality?
Answer: Personality is the sum total of ways in which a person behaves with others and the environment. The following are the determinants of personality:
i) Environment:
The influence of physical environment on culture as per geographical environment sometimes determines cultural variability. That the Eskimos have a culture different from that of the Indians is due to the fact that the geographical environment is different.
Ii) Heredity:
Some of the similarities in human’s personality are said to be due to his common heredity. Each and every group of human being inherits the same general set of biological needs and capacities. The origination of human characteristic starts right from the union of male and female germ cells into a single cell which is formed at the moment of conception.
Iii) Culture:
Culture largely determines the types of personality that predominates in the particular group. Personality is the subjective aspect of culture. Personality and culture are considered as two sides of the same coin.
Iv) Particular Experiences:
The particular and unique experiences determine personality. There are two types of experiences one, from continuous association with one’s group, second, sudden and do not recur. The type of people who meet the child daily has a major influence on his personality. The personality of parents affects a child’s personality.
4. Define Value. What are its types?
Answer: Value is defined as the collective conceptions of what is considered good, desirable, and proper or bad, undesirable, and improper in a culture.
There are two types of values:
i) Terminal Values
These values are most important or most desirable. These refer to desirable end-states of existence like goals to achieve during his or her lifetime. They include happiness, recognition, self-respect, inner harmony, professional excellence and leading a prosperous life.
Ii) Instrumental Values
It deals with views on acceptable modes of conductor means of achieving the terminal values. These include being honest, sincere, ethical, and being ambitious. These values are more focused on personality traits and character.
5. What are the different methods of finding employee’s attitude?
Answer: Attitude is a functional state of readiness which determines the organism to react in a characteristic way to certain stimuli or stimulus situations. The different methods of finding Employee’s attitude are:
1. Impressionistic Method:
It is non-statistical in that it does not lead to quantitative knowledge. It is based upon the observation of behavior and attitudes. It is the least desirable but because it is a method for measurement of attitude, it is the most widely used.
2. Guided Interview:
It is a purposeful conversation in which the interviewer tries to obtain honest and complete answers to a specific number of questions. It has the advantage of face-to-face contact. This type of interview is used most frequently in industry when considering an applicant for a job. It can be used in handling group complaints of workers. However, it has not been used very often in determining employee attitudes.
3. Unguided Interview (Non-directive):
It is characterized by the free nature of the discussion and by the fact that it is the person interviewed who really defines its limits. There are no specific questions that the interviewer asks and his main concern is to probe and establish the emotional content of the interview.
4. Questionnaire:
It lends to the mass-production techniques of determining employee attitudes. It is similar to guided interview. The fact that eight minutes is reported as the length of the interview means that they went at a very rapid pace.
5. Indirect Method:
It is intended to provide a more, free rein of expression. The objective is to explore the “deeper levels rather than to deal only with the manifest verbal content.” This method deliberately attempts to conceal the intent of the measurement and allows the experimenter to observe and measure without producing an effect on the attitude itself. Varieties of techniques have been included within this category: word associations, sentence completions, or picture and story theme completion.
6. Define Perception. What is its process?
Answer: Perception is the process through which the information from outside environment is selected, received, organised and interpreted to make it meaningful to you. This input of meaningful information results in decisions and actions.
Process of perception
i) Selection
Selecting is the first part of the perception process, in which we focus our attention on certain incoming sensory information in the form of Visual and Aural Stimulation. When we tend to pay attention to information is salient. It is the degree to which something attracts our attention can be abstract, like a concept, or concrete, like an object. Needs and Interests play an important role for selection.
Ii) Organizing Information
In this, we sort and categorize information that we perceive based on innate and learned cognitive patterns. Three ways we of sorting things into patterns are by using proximity, similarity, and difference. Punctuation refers to the structuring of information into a timeline to determine the cause (stimulus) and effect (response) of our communication interactions.
Iii) Interpreting Information
Interpretation is much more deliberate and conscious step in the perception process. Here, we assign meaning to our experiences using mental structures known as schemata. Schemata are like databases of stored related information that we use to interpret new experiences. Humans have fairly complicated schemata as small units of information combine to make more meaningful complexes of information.
7. What is learning? What are its components?
Answer: Learning is the process of acquiring new understanding, knowledge, skills, behavior, attitudes, preferences, etc. It involves ongoing, active processes of Inquiry, engagement and participation in the world around us. The components of learning are as follows:
i) Drive
Learning frequently occurs in the presence of drive – any strong stimulus that impels action. Drives are basically of two types -primary (or physiological); and secondary (or psychological). These two categories of drives often interact with each other. Individuals operate under many drives at the same time. To predict a behavior, it is necessary to establish which drives are stimulating the most.
Ii) Cue Stimuli
Cue stimuli are those factors that exist in the environment as perceived by the individual. The idea is to discover the conditions under which stimulus will increase the probability of eliciting a specific response. There may be two types i of stimuli with respect to their results in terms of response concerned: generalization and discrimination.
Iii) Responses
The stimulus results in responses. Responses may be in the physical form or may be in terms of attitudes, familiarity, perception or other complex phenomena. In the above example, the supervisor discriminates between the worker producing low quality products and the worker producing high quality products, and positively responds only to the quality conscious worker.
Iv) Reinforcement
Reinforcement is a fundamental condition of learning. Without reinforcement, no measurable modification of behavior takes place. Reinforcement may be defined as the environmental event’s affecting the probability of occurrence of responses with which they are associated.
v) Retention
The stability of learned behavior over time is defined as retention and its contrary is known as forgetting. Some of the learning is retained over a period of time while others may be forgotten.
8. Define Motivation. What are the different Motivational theories?
Answer: Motivation is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behavior. When we refer to someone as being motivated, we mean that the person is trying hard to accomplish a certain task.
Theory of motivations may be classified as Traditional and Modern which may be sub-classified as under in the following chart:
9. Discuss Maslow’s Need Hierarchy theory of motivation.
Answer: Maslow’s Hierarchy of Needs
The theory is based on a simple premise, “Human beings have needs that are hierarchically ranked”. This theory was propounded by Abraham Maslow. There are some needs that are basic to all human beings, and in their absence nothing else matters. As we satisfy these basic needs, we start looking to satisfy higher order needs. In other words, once a lower level need is satisfied, it no longer serves as a motivator. Maslow identified five needs of human beings which may be presented in the form of a pyramid:
Physiological needs: The first need for human being are physiological needs which refer to basic needs like food, water, shelter, exercise which are necessary for survival. As the physiological needs are satisfied, the next level of need that is Safety Needs gets activated.
Safety Needs: These needs may be in the form of job security, protection from danger, etc. The fulfillment of Safety needs activates the third level of needs which are Social needs.
Social Needs: Man is a social animal, hence man needs to socialize and get accepted by the society. The fulfillment of social needs again activates the fourth level of need which is esteem needs.
Esteem or Ego-needs: Now man needs to satisfy his or her ego needs to prove the superiority among others. He or she needs to fulfill his or her ego needs and gain a respectable and reputed position in the society.
10. Discuss Herzberg’s Two-Factor theory.
Answer: Two-Factor Theory
Herzberg labeled factors causing dissatisfaction of workers as “hygiene” factors because these factors were part of the context in which the job was performed, as opposed to the job itself. Hygiene factors included company policies, supervision, working conditions, salary, safety, and security on the job. The presence of these factors doesn’t motivate the employees but their non presence highly dissatisfies them.
In contrast, motivators are factors that are intrinsic to the job, such as achievement, recognition, interesting work, increased responsibilities, advancement, and growth opportunities. According to Herzberg’s research, motivators are the conditions that truly encourage employees to try harder. The non presence of these factors doesn’t dissatisfy the employees but their presence highly motivates them.
