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Transcript of Final Ppt Bcom
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` To study and analyze the behaviour of working women
from the cross section of the society.
` To study the behaviour concepts:
Emotional contagion
Mentalization
Psychological contract
Identity negotiation
Emotional labour
By sample survey and draw conclusions from the same.
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` Aggregate of the responses or reactions or movements made by
individual in any situation
` Manner of acting or controlling oneself
` Observable activity in human being
` Reflects his thoughts, actions and feelings
Thus, Behavior= the sum of all of a person¶s varying
responses styles to varying stimuli
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Passive Behavior
Assertive Behavior
Aggressive Behavior
Submissive Behavior
Submissive Behavior
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` Internal factors
1. Age2. Values
3. Perception
4. Attitude
` External factors
1. Culture2. Society
3. Education
4. Environment
5. Family& friends
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` Group Level Behavior-Group behaviour consists of the
things between two or more people do and say they interact.
Individual behaviour influences group behaviour .
` Organization Level Behavior- An organization is a group
of people working to achieve one or more objectives.
Organizations are created to produce goods and services for
the larger society.
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` Human behavior has an effect on performance.
` Every person in the organization is affected by atleast one
other person, and each person affects the whole group or
organization .
` The organization¶s performance is based on the combined
performance of each individual and group.
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` Be Optimistic
` Be Positive
` Be Interested in other people
` Smile and develop a sense of humor
` Listen to other people
` Help Others
` Think Before You Act
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Emotional contagion is the tendency to catch and feel
emotions that are similar to and influenced by those of others.
A process in which a person or group influences the
emotions or behavior of another person or group i.e. the
ability to transfer moods.
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People at different levels
unconsciously send messagesabout how they are feeling while
simultaneously receiving the
emotional messages being sent
by others. These emotional cues
affect each person¶s own
emotions, and in turn, these
feelings affect how they perform
at individual level as well as
group level .
It also determines moral , team¶sperformance & group
cohesiveness
0%
83%
17%
0%
Individual feelings
affect groupperformance
Never often Always
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In a study of the influence of
the contagion of emotions of a group leader on group
members, the positive
emotions of the leader
positively influenced group
members at both theindividual and collective level
with the opposite for leader
having negative emotions.
The leader¶s positive
emotions also had a
subsequent influence on
group coordination and effort
15%
18%
67%
0%
Group¶s emotions
week strong moderate
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There are times when others'emotions are being manipulated bya person or a group in order toachieve something.
It deals with the need to manageemotions so that they areconsistent with organizational oroccupational display rules,regardless of whether they arediscrepant with internal feelings. Inregard to emotional contagion, in
work settings that require a certaindisplay of emotions, one findshimself obligated to display, andconsequently feel, these emotions.
never 0%
often
67%
always33%
0%
Explicit Emotionalcontagion
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10%
60%
30%
0%
Individual emotionaloutcome is primarily
attributed to
personal outcome
group outcome
organisational outcome
33%
0%
17%
0%
Factor shaping one¶semotional state
education
society
demographic profile
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Concept was popularized in 1990 by Peter Fonagy.
It is a psychological concept that describes the ability to understand
the mental state of oneself and others which underlie overt behaviour.
Mentalization refers to your ability to recognize your own and others
mental states, and to see these mental states as separate from
behaviour.
It allow us to perceive and interpret human behaviour in terms of intentional mental states (e.g.
needs, desires, feelings, beliefs, goals, purposes, and reasons).
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Mentalization has implications for attachment theory.
Attachment theory describes the dynamics of long term relationships
between humans especially in family and life long friends.Attachment
means an affectionate bond or tie between an individual and anattachment figure.
It has an exhaustive description of human relationship which indicates
that bond exists.
Mentalization has implications for self development.
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Objective: To study how the mentalization concept is practiced by the
women employees in the organization.
Sample:
- Size: 30
- Age: 20 yrs- 50 yrs- Length of service: 1 year to 20 years
Method Of Data Collection: Questionnaire
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How often you are forced against your will? Never Often Always
When you are involved in the conflict do you try to understand the mental
state? Never Often Always
When your employee or junior staff ask for a holiday what was your reaction?
Simply refuse to give by saying that there is too much work Gives holiday without asking much Ask for the reason and when he feels there is actually need then only give you
holiday Ignore your situation and force you to come otherwise he will fire you
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If you find the two people are arguing over a topic in the office then as anemployer what is your reaction?
Go over that place and scold both of them to keep their mouth shut
Ask what the problem is and take one person side with whom you are
comfortable and start arguing.
Listen both of them and understand their views and try to give neutral judgment
Complain to higher authorities
You are forced to do other employee work? What you will do?
Oppose it and say I will not do as it is not my part of job.
Do it as we all belong to the one organization
Do it when you are forced to do
If someone in the organization come to you discuss his/her problem with you.
Listen to his/her problem and try to give him the best possible situation
Just listen without taking any interest
Ignores him/her
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Public sector and education sector
try to understand the other people
aspects as compared to the other
private sector organizations.
Women try to understand more
their colleagues and friends or
people who belong to same cadre in
the organization as compared tothe people who are their bosses or
junior staff . This can be explained
on the basis of attachment theory
PSU E i
s c
p i
s c
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The term 'the Psychological Contract' commonly and somewhat
loosely refers to 'expectations 'of an employee or workforce
towards the employer & vice versa.
The Psychological Contract represents, in a basic sense, the
obligations, rights, rewards, etc., that an employee believes he/she
is 'owed' by his/her employer, in return for the employee's work
and loyalty.
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`̀ OBJECTIVEOBJECTIVE:: To find discrimination(if any) in
psychological contract on gender basis.
`̀ POPULATION:POPULATION: Size: 30
Gender: females
Age group: 20-35 years
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Q1)How well your employer has fulfilled the promised obligationsthat they owed you?
` Very poor-0` Poor-13.33%` Fair -60%` Good-20%` Excellent-6.66%MAXIMUM POPULATION WAS NOT HAPPY BUT YET SATISFIED WITH THEIR
EMPLOYERS.
Q2)How much would you rate the extrinsic inducements beingfulfilled?
` Very poor-0` Poor-6.66%` Fair-13.33%` Good-66.66%` Excellent-13.33%MAXIMUM POPULATION FELT THAT THE EXTRINSIC INDUCEMENTS WERE
GIVEN TO THEM PROPERLY.
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Q3)Do you think that your intrinsic inducements are being fulfilled properly?
` Yes-33.33%
` No-13.33%
` To some extent-53.33%
MAXIMUM POPULATION DIDN,T SEEM TO BE SATISFIED WITH THE INTRINSIC
INDUCEMENTS FULLY.
Q4) With the same inducements, employer & the same working environment for howlong do you see yourself working here?
` 0-12 months-20%
` 1-2 years-33.33%
` 2-5 months-13.33%
` 5-10 years-20%` More than 10 years-13.33%
MAXIMUM POPULATION WOULD NOT LIKE TO WORK FOR MORE THAN 2 YEARS WITH THE EXISTING EMPLOYERS.THUS, SHOWING THAT SOMEWHERE DOWN THE LINE THEY ARE NOT HAPPY WITH THEIR PRESENT JOB.
Q5) Do you think that your organization has a promotion system that helps the men torise and not women?
` Yes-13.33%
` No-46.66%
` To some extent-40%
MAXIMUM POPULATION SAID THAT THEY DIDN¶T FEEL THAT THEIR WAS ANY DISCIMINATION ON GENDER BASIS .
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` People are not ready to tell their company¶s name
& give exact branch address.
`
The data may be biased as people are afraid tosay anything against their company/employer.
` Also, people are not ready to respond properly
because of time constraint.
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Questions on Psychological Contract: (Elite)
1. Since how long have you been working in this organization?
What were your expectations from this organization and your
fellow employees when you joined this organization?
2. Being a woman, have you ever been discriminated against, in
terms of transfers, promotions and pay scale?3. Do you think the expectations from your organization/your
employer are justified? Why?
4. Do inter-personal and professional conflicts often take place
within the organizations? What do you think are the reasons?
5. In what ways do you think the policies of the organization
are flexible/ rigid towards the female employers/employees?
Are you satisfied with your job and organization?
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91.3% of the women have been working in the
organizations for the past 10 or more years
They expect a cordial and friendly atmosphere from
their employees/employers
45.7% of the organizations are a little biased towardsmale employees in terms of pay scale and promotions
Most organizations see the existence of employer-
employee & male-female conflicts
The organizational policies are flexible in 78.6% of the
organizations
84.53% women are satisfied with their jobs.
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It refers to the processes through which people reach agreements
regarding ³who is who´ in their relationships.
�Once these agreements are reached, people are expected to
remain faithful to the identities they have agreed to assume.
�The process of identity negotiation thus establishes what people
can expect of one another.
�It provides the interpersonal ³glue´ that holds relationships
together.
Identity Negotiation
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The actual phrase ³identity negotiation´ was introduced by Swann
(1987). Who emphasized the tension between two competing processes in social interaction these are:
Behavioral Confirmation
Self-Verification
Behavioral confirmation
It occurs when one person (the ³perceiver´) encourages another person (the ³target´) to behave in a way that confirm the
expectancies of the perceiver .
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Self-verificationIt occurs when the target persuades the perceiver
to behave in a manner that verifies the targets firmly
held self-views or identities.
Psychological view of identity negotiation
Battle of wills.
Stable images
Social interaction
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y target audience will be working women of elite class.
Probable outcomes will be in terms of :
Their attitude towards others and how well do they get along with
them.
Their understanding and cooperative nature.
Their faith in others ability.
Are they comfortable in different working environment.
Do they welcome suggestions about their work and themselves?
They possess leadership qualities or not.
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OBJECTIVE-
To study effect of Identity Negotiation on the behavior of a working women of Elite class in an organization.
Sample size-10
Age limit- 20-50 years
Method of Data Collection-Questionnaire
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3.Do you prefer working as a individual or as a group?
70%
30%individual
group
4. Would you like to interact with evaluator who had -
80%
20%
Favoura leUnfavoura le
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5. Do you often face conflict while working in a group?
40%
50%
10% 0%
Yes
No
Cant say
6.how do you see yourself in a difficult situation?
20%
40%
40% Become Hyper
Behave calmly
Neutral
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7.Do you often agree with views of your male colleagues?
30%
30%
40%Yes
No
Cant say
8. Are you a leader in your group?
70%
30%
Yes
No
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Probable outcomes are in terms of :
Their attitude towards others and how well do they get along with
them
Their understanding and cooperative nature.
Their faith in others ability.
Are they comfortable in different working environment.
Do they welcome suggestions about their work and themselves?
They possess leadership qualities or not.
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Negotiator must familiarize themselves with
� The entire context and background of their counterparts.
� To the specific subjects to be negotiated.
� Differences in culture, language, and environment.
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S tage two ± Relationship building
Taking time to build mutual trust before starting
any discussions
During relationship building many non-task events (socialevents, tours, and ceremonies) take place so that the parties can
get to know one another .
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Stage four - Persuasion
� During this stage both parties try to persuade the other to
accept more of their position while giving up some of their own.
�There are recognizable tactics for this stage
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IDENTITY NEGOTIATION ACCORDING TO
Dr. Stella Ting-Toomey
Stella Ting-Toomey applied the concept of Identity
Negotiation on the field of intercultural communication.
Based on her cross-cultural-face-negotiation-
theory, Ting-Toomey argued that identity negotiation is the
precondition for successful intercultural communication.
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TING-TOOME Y POSTULATES EIGHT
ASSUMPTIONS:
� Ever e lti le i es er i sense f
self;
� Cultur l variabilit influences t e sense f self;
� Self -i entificati n involves securit and vulner abilit ;
� Identit boundar r egulation otivates behaviour;
� Identit boundar r egulation involves a tension bet een
inclusion and diff er entiation;
� Individuals tr to balance self, other, and gr oup
ember ships;
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� Managing the inclusion-differentiation dialectic
influences the coherent sense of self and;
� A coherent sense of self influences individual¶s
communication resourcefulness (i.e., ³the
knowledge and ability to apply
cognitive, affective, and behavioral resources
appropriately, effectively, and creatively in diverse
interaction situations´.
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TING-TOOME Y INCLUDED 20 PROPOSITIONS IN THE
IDENTITY NEGOTIATION THEOR Y:
� The more secure individuals¶ self -identifications are, the more
they are open to interacting with members of other cultures.
� The more vulnerable individuals feel, the more anxiety they
experience in these interactions.
� Individuals¶ vulnerability is affected by their needs for security.
� The more individuals need inclusion, the more they value in-
group and relational boundaries.
� The more individuals need differentiation, the more distance they
place between the self and others.
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� Individuals¶ resourcefulness in negotiating identities is affected
by effectively managing security-vulnerability and inclusion-
differentiation dialectics.
� The more secure individuals' self -identifications, greater their identity coherence & global self -esteem.
� The greater individuals¶ self -esteem and the greater their
membership collective esteem , the more resourceful they are
when interacting with strangers.
� Individual¶s motivation to communicate with strangers influences
the degree to which they seek out communication resources
� The greater individuals' cognitive , affective , and behavioural
resourcefulness , the more effective they are in identity
negotiation.
� The more diverse individuals` communication resources are, the
more effective they are in interactive identity confirmation
, coordination , and atonement .
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Objective To study effect of Identity Negotiation on the behaviour of a
woman of middle class in an organisation.
Sample si e 10
Age Limit 25-55
Method of Data collection Questionnaire
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40%
60%
A B
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30%
30%
20%
10%
A B C D E
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30%
30%
40%
always never sometimes
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60%
20%
10%
Yes No Sometimes
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20%
0%
50%
Always Never Sometimes
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60%
10%
30%
Always Never Sometimes
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30
10%
50%
Always Never Sometimes
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70%0%
30%
Always Never Sometimes
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For what they are usually get negotiated in the organisation.
Do they feel any difficulty in negotiation process.
Do they feel any problem in the negotiation process with lower level workers.
How much importance do they have in the organisation¶s decision makingprocess?
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Strong instinctive feeling such as love or fear
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(in fulfilment of an official or unofficial contract of
labour) µinducing or suppressing a feeling so as to
produce a behaviour that produces required feeling
responses in others¶
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` Emotional labour is a form of emotional regulation
wherein workers are expected to display certain
emotions as part of their job, and to promote
organizational goals. The intended effects of these
emotional displays are on other, targeted people, who
can be clients, customers, subordinates or co-workers.
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(1) require face-to-face or voice-to-voice contact with the public
(2) require the worker to produce an emotional state in another
person;
(3) allow the employees to exercise a degree of control over
their emotional activities.
Display rules refer to the organizational rules about what kindof emotion to express on the job
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=
` a) Displaying emotions
` b) Handling emotions
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1. emotion as µunreasoned opinion¶;
2. the object of control in the civilising process -
E lias
3. a threat to the rationalisation of the modernworkplace - Braverman, Ritzer
` But:
a) the long history of professional and craft pride
encouraging high quality work b) the use of emotional ties among workers as a
management tool to increase attachment to the
workplace
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1. Family/Housework model of care work
2. Training µconsumers¶ to display non-disruptive
emotions
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` Distribution of emotional labour draws on gender
stereotypes
Male affective neutrality
Female emotional engagement
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Surface acting
P roblem of mistaking performance and
authenticity; betrayal of trust
Deep acting
Colonisation of emotion
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1. Empathy: µability to identify with a person or
object¶
professional labour, typically male
2. Sympathy: µsharing of another¶s feelings¶
routine labour, typically female
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` In µflexible times¶ emotional attachment to the
` job/organisation is potentially dangerous
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Objective To study effect of Emotional labour on the behaviour of a
woman of middle class in an organisation.
Sample size 10
Age Limit 25-55
Method of Data collection Questionnaire
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Does your organisation provides the appropriate training in emotional
labor?
A) Strongly Agree B) Agree
C)Undecided D) Disagree
20%
50%
30%0
agree undecided disagree
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Do you believe emotional labor is important to the success of the
employees performance?
A) Strongly Agree B) AgreeC)Undecided D) Disagree
70%
30%
0%
Column1
strongly agree agree undecided disagree
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Would do you think training employees on emotional labor would
reduce turnover?
A) Strongly Agree B) Agree
C)Undecided D) Disagree
0%
24%
61%
15%
strongly agree agree undecided disagree
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Would you think training employees on emotional labor would improve
the quality service?
A) Strongly Agree B) Agree
C)Undecided D) Disagree
50%
30%
20%
0%
strongly agree agree 3rd Qtr 4th Qtr
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Would you think Employees should regularly attend emotional labors
workshops?
A) Strongly Agree B) AgreeC)Undecided D) Disagree
60%30%
0%10%
strongly agree agree
undecided disagree
8/6/2019 Final Ppt Bcom
http://slidepdf.com/reader/full/final-ppt-bcom 87/90
Do you believe management gives more importance to the Male
employees and neglects the female employees?
) Strongly gree ) gree
C) ndecided D) Disagree
0%
20%
30%
50%
strongly agree agree undecided disagree
8/6/2019 Final Ppt Bcom
http://slidepdf.com/reader/full/final-ppt-bcom 88/90
Do you believe getting trained on emotional labour and being able to manage it
would make a difference in your work life?
A) Strongly Agree B) AgreeC)Undecided D) Disagree
30%
50%
20%
0%
strongly agree agree undecided disagree
8/6/2019 Final Ppt Bcom
http://slidepdf.com/reader/full/final-ppt-bcom 89/90
Probable outcomes
We found that some dimensions of emotional labour significantly relate to
job Satisfaction and job satisfaction positively affects organisational
commitment
And has an effect on Deep acting and organisation commitment.
8/6/2019 Final Ppt Bcom
http://slidepdf.com/reader/full/final-ppt-bcom 90/90