Individual Differences And Environmental Factors Effect Human Behavior Mindset Essay

Q. (a) Just how do individual variations and environmental factors impact human behavior in an organization? (With samples)

Ans. Individual differences mean the ways that people differ from each other. Individuals have different expertise, personalities, learning experience and attitudes. It isn't unexpected that they understand work in several ways. Differences between individuals can be a source of producing creativity or the root of issue and irritation. The needs of the individual should match with the needs of the organization so the goals can be found and satisfaction may be accomplished. It's important to emphasize individual distinctions and valuing variety is a key driver in search for equality at the job. With differing backgrounds, ethnicity, gender and socialization, nobody can get all individuals to see an event just as.

The behavior of people / humans is the building blocks of organizational performance. Understanding specific behavior is vital for the effective management. Managers need to understand individual dissimilarities because they have an impact on the emotions, thoughts, and behaviours of each member of an organization. Specific differ on the basis of personality, ethnic source, physique, gender, early on family experiences, communal and cultural factors, attitudes, motivation, intelligence and abilities and belief.

PERSONALITY: Personality is the style of relatively long lasting ways that a person feels, thinks and behaves. Personality can be an important factor in accounting for why employees take action the way they are doing in organizations and why they have beneficial or unfavorable behaviour toward their careers and organizations. Personality has been shown to influence job choice, job satisfaction, stress, management and some aspects of job performance. It is always easy and understandable when a personality is described in terms of features. A trait is a specific component of personality that details the particular tendencies one has to feel, think, and function using ways, such as with a shy or outgoing, critical or acknowledging, compulsive or laid back manner.

The Big Five style of personality places five basic personality places five standard personality traits at the top of the trait hierarchy: extraversion, neuroticism, agreeableness, conscientiousness and openness to see.

The amount below explains the hierarchical organization of personality
The below boxes show the Big Five proportions of Personality





Openness to experience

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Positive emotions such as ambiance, etc.

Anxiety, personal - consciousness


Trust, sensitive mindedness, right forwardness

Competence, order, personal disicipline

Fantasy, actions, ideas.

The above boxes show the specific features related to the Big Five.

Other organizationally relevant personality traits that differ people from the other person are:

Several other specific personality qualities that are relevant to understanding and handling action in organizations are

LOCUS OF CONTROL: People differ in how much control they have over situations these are in and over what happens to them. The locus of control trait catches this difference among individuals.

External locus of control: represents people who assume that fate, success or outside pushes are responsible for what happens to them.

Internal locus of control: details people who assume that ability, work, or their own actions determine what happens to them.

SELF- MONITORING: The scope to which people try to control the way they promote themselves to others.

SELF- ESTEEM: The level to which people have delight in themselves and their capacities.

TYPE A and TYPE B personalities

TYPE A: A person who has an strong desire to accomplish, is incredibly competitive and has a strong sense of urgency.

TYPE B: A person who is commonly easy going and laid back.

NEED FOR ACHIVEMENT, AFFILIATION and POWER: The desire to perform challenging tasks well and meet one's own high requirements is the need for success. The desire to determine and maintain good relations with others is the necessity for affiliation. Need for electric power is the desire to exert emotional and behavioral control or affect over others.

Managers need to actually analyze the personality of the staff and give him tasks consequently because if this isn't done then your employee's personality is actually a hindrance in the conclusion of the task. An ideal example for this is the fact: Robert Greene for example can be an executive in an advertising agency who's responsible for discovering promotional initiatives and presenting these to the company client's. He performs well when focusing on his own or along with his team to develop promotional initiatives, but social situations, such as when he presents his campaigns to clients, he functions poorly. A administrator who recognizes this relationship can capitalize on the personality advantages and a supervisor who cannot do that may lose his clients because of Greene's failure.

ATTITUDES AND Prices: Attitudes are relatively secure clusters of emotions, beliefs, and behavioral dispositions or intensions towards some specific items. For example, attitude towards women in management, generally, isn't as good a predictor of whether someone will work well for a lady supervisor as are specific attitudes towards a specific administrator. Another example can be that if a person has negative attitude, feelings, opinions and behavioral dispositions towards his boss so he may well not react negatively with the employer but may well not succeed in the job. The two key work behaviour are - job satisfaction and organizational dedication. It is very essential for professionals to keep in mind the normal sense idea that job satisfaction leads directly to effective job performance. A happy staff member is a effective worker!

VALUES: Principles are stable enduring beliefs in what is worth it, that affect thoughts and tendencies. Example: Infosys solutions Ltd. is reputed globally as a business that places maximum importance on creating interactions based on trust with all its important stakeholders, employees, buyers, clients, and contemporary society.

MOTIVATION: Motivating employees is a complicated process. The scarcity of resources in organizations works as a constraint that hinders professionals from motivating their workers. Companies that perform well have the ability to retain high performance employees because they may have found ways to keep everyone encouraged. A less encouraged or de-motivated worker may quit the organization soon where as a highly motivated and encouraged staff may adhere to the organization for a long time. Managers must know the right process of motivation. Among the effective functions are
Maslow's need hierarchy theory

Abraham H. Maslow's theory of hierarchy of needs supports valid right now. Maslow discovered five degrees of needs as the foundation of different motivating habits. Based on the theory once the lower level need is satisfied, an individual can activate another higher order need.

Self- Actualization needs: Realize full potential.

Esteem needs: To become recognized by others (position)

Love or belongingness needs: Desire to have nurturing, acceptance, respect, etc.

Safety needs: To get rid harm or risk, to have a secure life.

Physical needs: Relief from thirst, hunger and physical drives.

PERCEPTION: The importance of individual distinctions is particularly visible when concentrating on the procedure of perception. Notion is the procedure by which individuals select, set up, and interpret the suggestions of their senses (vision, reading, touch, smell and flavor) to give interpretation and order to the globe around them. Through perceptions, people make an effort to make sense of the environment and the things, events, and other folks in it. Notion has three components

Perceiver: He is the person wanting to interpret some observation that he / she has just made, or the insight from his or her senses.

Target of conception: That is no matter what perceiver is wanting to make sense of. The target can be someone else, a group of people, an event, a situation, a concept, a noises, or anything else the perceiver focuses on. In organizational patterns, we are often concerned with the person perception, or someone else as the target of notion.

Situation: This is actually the context in which perception requires place- a committee reaching the hallway, before the office coffee maker, and so on.

The needs of an individual will affect their perceptions. For instance, a manager deeply engrossed in preparing an urgent record may display out ringing telephones, the sound of pcs, people discussing and furniture being transferred in the next office, but will answer readily to the smell of espresso brewing. By far the most desirable and immediate needs will almost certainly affect an individual perceptual process. Learning from the prior experiences has a crucial impact throughout all the stages of perceptual process.

. . Factors affecting a person's perceptual collection are:

Personality Learning Cleverness Ability Training

Interests Goals Targets Past experience Motivation

Example: Among the most common stereotypes is dependant on women. For instance, the prospect of women marrying and having children leads visitors to question their permanency as employees, and results organizations browsing their management as high risk, with a low profits on return in their training.

People's perceptions can be improved by educating them over a certain subject matter, broadening their thinking, confronting them in case of any misunderstanding and through many other ways.

Real life example of changing a specific perception

Judy Owen fought on her behalf right to wear trousers to work. She gained her battle from the Professional Golfers' Connection.

Ability: That is thought as "just what a person is with the capacity of doing". Capability has important implications for understanding and handling organizational behavior. It determines the level of performance a worker can achieve and because the effectiveness of an organization all together depends on the performance degrees of all individual employees. Two basic types of capabilities impact performance: cognitive or physical potential.

Cognitive potential: This predicts performance face to face, as long as the ability involved is relied on in undertaking the job. For instance, numerical capability is improbable to anticipate how well a article writer or comedian will perform on the job. You can find total eight types of cognitive expertise

General Intelligence

Spatial ability

Verbal ability

Reasoning ability

Ability to remember

Ability to see relationships

Perceptual ability



Deductive ability

Physical potential: People are different not only in cognitive capability but also in physical capacity. You will discover two types of physical talents such as electric motor and physical skills. A motor skill is the ability to physically manipulate objects within an environment. A physical skill is someone's fitness and durability.

If an employee is not able enough to complete a task and his colleague is able to do this then this may create a sense of envy or discord between them. Therefore managers must know the capacity of his employees when he allots them duties.

Emotional intellect: A fresh kind of ability.

Emotional brains is the capability to understand and deal with one's own feelings and thoughts and the emotions and feelings of other folks. It helps promote effective performing and health among employees. People fluctuate in terms of the level to that they understand how they, themselves are being, why they are feeling like that, and their ability to manage those feelings. Similarly, they change in their potential to understand what other people are sensing and why and their capability to influence or manage the thoughts of others. Mental intelligence identifies these variances. As recent study conducted by Kenneth Legislations and colleagues found that emotional intelligence forecasted levels of job performance in employees.


Environmental factors have an enormous effect on the human patterns in the organizations.

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