Personality, Perception and Attribution And Attitudes and Values

Summary:

The personality is what makes each person unique and different from the others human being, the personality is the way of thinking, behaving and reacting of every human to the world.

People personality influence in organizations, and define some of the characteristics that the organization have, some of the most influential’s personality characteristics that affect a organization are:

1. Locus of control: This is the ability that you have to control what happens to you in the internal and external environment.

2. Self-esteem: Is how you self- worth, in other words is what you think about yourself and how you think the people think about you. This Personality characteristic in one of the most relevant because influence your result and the relations with people in the workplace.

3.Self-efficacy: Are the beliefs of the own ability to accomplish a specific task. If a employee have own self efficacy he won’t get good results and will not be able to accomplished daily labor activities.

4.Self-monitoring: is the ability to control yourself and regulate your attitudes in base of what you think is good or wrong.

According to Oxford English Dictionary the perception is: “the process of becoming aware or conscious of a thing or things in general; the state of being aware; consciousness; understanding.”

Analyzing this definition with the previous description of what personality is, we can connect and say that that perception is the way we see and interpret the world analyzing it with our personality.

Perception in organizations have the same importance than personality to achieve a goal, a bad perception in a business relation or in a communication process can be fatal for a good comprehension, mostly when the communication is between different cultures. For example:

Stereotypes: that culture imposes us, when having a interaction with another person having a stereotype will not help to manage a good relation.

First-impression error: – Having opinions based on initial experiences.

Reference:

http://oxforddictionaries.com

Question:


1. Please explain, using your own words, the concept of Pygmalion Effect.
What are the potential implications, uses, or challenges that this effect may pose for organisations engaging into international operations that require the understanding of diverse cultural contexts? Can you use this concept to explain the relationship between national and organisational cultures?


Answer:

The Pygmalion Effect propose that when a person have major expectation about something the greater results this person will achieve. This effect can be applicable to any situation in life, this effect explain why when you are motivated to do something you put all our interest in achieving it with the best result possible and putting all you effort to get the best result.

The uses of this effect are useful in any situation because the human work for something or for stimulus and the grater the motivation for something the grater is the result. For example: in an organization when you know what is the finality of your job, and know that your work is relevant for the general result of the organization you feel that you are important and the organization need you, this is a motivation that every organization have to transmit to their employees, but it also need to be related to a good boos-employee relation and guidenes from the boss to the employee by trying to make the employee understand an motivated him to feel part of the result that he must do with his job. This example show us that if the boss follow the employee guide him and is able to answers questions that may result in the work, the employee will give the best of himself and the result will be better than if the boss is an untouchable person for the employee and is the person how will fired him if the result aren’t good.

This effect is applicable in most cultures but you must take into account that not all cultures respond to stimulus in the same way, and in some cultures the result may be the opposite than the previous examples, for example there are cultures that are use to work by goals and need to feel pressure inside to complete and to work in a good way without wasting time, they need a person to tell them and to impose fear to make people work efficiently, for example China’s working model based on results and productions lines.

This to examples above show us how an organization especially an international organization must consider what values and rules must introduce and how is going to be the relation between the chain of command will be, they must be aware of the culture that influence their employees and which strategy will be the best to apply for the organizational purpose.

The Pygmalion Effect is the result of an effective form that an organization is motivating their human force in a good way by making the fell important and necessary for the result, by making the working environment a place for to express themselves and having inside the organization low power distance between the chain of command.

This video is a clear example of how can motivation give better results:

http://www.youtube.com/watch?v=9Wl_MZc1cTU

Reference:
Video Attached: 04-September 2010. www.youtube.com