Presentation on theme: "Individual Differences and Emotions. Shift in Focus Effective leadership usually requires working differently with different people. Error #1. Everyone."— Presentation transcript:
Individual Differences and Emotions
Shift in Focus Effective leadership usually requires working differently with different people. Error #1. Everyone should think and act just like me. Think of problems on teams. Why is this an error. Why is this commonly done (not an easy one to answer).
Solution Everyone has their talents. How can I best unleash individual talents. Thank God people are different than me. How effectively can you really work with people are different from you? Effective leaders need this attribute. So need to explore the world of how people are different to effectively unleash talents in different ways.
As a Manager you influence Self efficacy of Subordinates. How: In teams come up with three ways you can shape task specific beliefs. Two ways you have experienced a supervisor or peer lowering self-efficacy.
How do you deal with inflated self- efficacy/esteem? Book suggests inflated self-esteem can lead to boastful, aggressive behavior, denigrating ideas and contribution of others (bad team players or overly competitive). Book offers no conclusions. Two types—team players and egoists. Org Culture. Lot of it is selection. Egoists work best with people who do not have high self esteem (perhaps moderate). Put into individually competitive situations. Hardest to unleash their potential.
Issue Know yourself. If high esteem efficacy are you competitive? If yes to both, strong interpersonal skills are critical to avoid the darker side of inflated self-esteem. Building self image
Getting the most from employees and treating people differently How do you unleash the potential of High self esteem/efficacy How do you unleash the potential of low self-esteem/efficacy
Internals Respond well to planned incentive systems. High Achievers. High Intrinsic motivation.
Research focuses on the positive qualities of internal locus External locus more flexible, patient. See justice as not so blind. But accept aberrations. Stuff happens. Work attitudes less subject to variation. Believe that who you know is important than what you know. Work on relationships more than tasks. More opportunistic than goal oriented.
Very difficult to uniformly manage Internals and externals. Someone is engaging in flattery, external locus. Know that, gently redirect to task. Opportunism and goal orientation are both great and both frustrating.
Important Avoid common error. Accept people have divergent views of appropriate behavior based on personality traits.
Emotions Complex patterned organismic reactions to how we are doing in our lifelong efforts to survive and flourish and to achieve what we wish for ourselves. Goal orientation exists. But emotions more than that. Organismic lack of control. We may hide our feelings or leak our feelings, but automatic responses.
Think back on 9/11 Emotions?
Big issue is to hide emotions at work Can most people do this? Should most people do this? Why? Why not? Back to 9/11. Should firms supervisors do anything.
As supervisor you will experience employees with emotional feelings. What do you do. Big marketing campaign that falls flat? What might be different emotional states of employees? What do you tell those employees if anything?