OB Notes Chapter 3Self-Concept: How We Perceive OurselvesSelf-conceptrefers to an individual’s self-beliefs and self-evaluations.3It is the “Who am I?” and “How do I feel about myself?” that people ask themselves and that guide their decisions and actions.Whether contemplating a career in information technology or any other occupation, we compare our images of that job with our current (perceived self) and desired (ideal self) images of ourselves. We also evaluate our current and desired abilities to determine whether there is a good fit with that type of work. Our self-concept is definedat three levels: individual, relational, and collective.Specifically, we view ourselves in terms of our personal traits (individual self), connections to friends and coworkers (relational self), and membership in teams, organizations, social groups, and other entities (collective self).Self-Concept Complexity, Consistency, and ClarityAn individual’s self-concept can be described by three characteristics: complexity, consistency, and clarity (seeExhibit 3.1).Complexityrefers to the number of distinct and important roles or identities that people perceive about themselves.5Everyone has multiple selves; that is, each person views himself or herself in different roles at various times (student, friend, daughter, sports fan, etc.). People are generally motivated to increase their complexity (calledself-expansion) as they seek out new opportunities and social connections. A person’s self-concept becomes morecomplex, for example, as he or she moves from being an accountant to a manager because the person has acquired additional roles. Self-concept complexity isn’t just how many identities a person considers; it is also the separation of those identities. An individual may have many identities, but his or her self-concept has low complexity when those identities are highly interconnected, such as when they are all work related (manager, engineer, family income earner). Complexity is higher when the multiple identities are linked to fairly distinct spheres of life. Show refers to an individuals self-beliefs and self evaluation; The Who am I, and, How do I feel about myself what levels are our self concept defined at individual, relational, collective in terms of our personal traits connections to friends and coworkers membership in teams, organization, social groups, other entities what can an individual's self-concept be described by complexity, consistency, clarity refers to the number of distinct and important roles or identities that people perceive about themselves; more than one because different roles at different times high consistency exists when the individual identities are compatible with each other and with the person's actual personality and values; low consistency occurs when some self views require personal characteristics that conflict with attributes required for other self views the degree to which a person's self concept is clear, confidently defined, and stable; confident about who we are when individuals rate themselves above average; better than average probability of success, attribute their success to personal motivation or ability while blaming situation for their mistakes positive of self enhancement tend to experience better mental and physical health and have more of a "can do" attitude negatives of self enhancement overestimate future returns in investment, engage in unsafe behavior; repeating poor decisions confirm and maintain their existing self concept; stabilizes an individuals self view, which in turn provides an important anchor that guides his or her thoughts and actions; different because it seeks feedback pieces of self verification more likely to remember information that is consistent with their self-concept, high self concept will dismiss feedback that contradicts that, prefer interacting with those who affirm their self views defined by three elements; self esteem, self efficacy, locus of control the extent to which people like, respect, and a re satisfied with themselves; high self esteem are less influenced by others refers to a persons belief about successfully completing a task; high has a "can do" attitude defined by a persons general beliefs about the amount of control he or she has over personal life events; internal means caused by personal characteristics, eternal means fate, luck, conditions, etc. two opposing human motives; be distinctive and different from other people, inclusion and assimilation with other people says that people define themselves by the groups to which they belong or have an emotional attachment the mostly non conscious process of organizing people and objects into preconceived categories that are store in our long term memory how are people normally grouped together observable similarity (gender, age, race, clothing style, so forth, proximity to each other, filling in missing information about people or places road maps of the environments in which we live; knowledge structures that we develop to describe, explain, and predict the world around us; visual or relational images in our mind; partly rely on perceptual grouping the perceptual process in which we assign characteristics to an identifiable group and then automatically transfer those features to anyone we believe is a member of that group non conscious energy saving process that simplifies our understanding of the world; innate need to understand and anticipate how others will behave (fill in the missing pieces that don't have when we are first meeting someone); motivated by the observers need for social identity and self-enhancement categorizing people into a distance group simplify comparison process, tend to think that people within each group are very similar to each other assign more favorable characteristics to people in our groups than to people in other groups problems with stereotyping inaccurate because they do not describe everyone, stereotype threat, lays the foundation for discriminatory attitudes and behaviors whereby members of a stereotyped group are concerned that they might exhibit a negative feature of the stereotype; negatively affects their behavior and performance which makes them fall into the actual stereotype that was being said unintentional (systematic) discrimination decision makers rely on stereotypes to establish notions of the "ideal" person in specific roles intentional discrimination or prejudice in which people hold unfounded negative attitudes toward people belonging to a particular stereotyped group occurs when our expectations about another person cause that person to act in a way that is consistent with those expectations self fulfilling prophecy cycle; subordinate supervisor forms expectation about the employee, supervisors expectations affect his/her behavior toward the employee, supervisor's behavior affects the employee's ability and motivating (self confidence), employees behavior becomes more consistent with the supervisors initial expectations when does the self fulfilling prophecy have the strongest effect the beginning of a relationship, such as when they are first hired; also when several people hold the same expectations positive organizational behavior suggests that focusing on the positive rather than the negative aspects of life will improve organizational success and individual well being occurs when our general impression of a person, usually based on one prominent characteristic, distorts our perception of other characteristics of that person; late for work a couple times, he becomes that guy and the good in him can't be seen occurs when people overestimate the extent to which others have similar beliefs to our own; the promotion from the TBL, thought it was good/ thought they were trying to get rid of her cause of gender and race tendency to rely on the first information we receive about people to quickly form an opinion of them; heard boss was scary, that's what we think they are occurs when the most recent information dominates our perceptions; employee doing performance reviews at end of year, things completed more toward end are remembered more easily how to improve perceptions awareness of perceptual biases, self-awareness, and meaningful interaction awareness of perceptual biases by knowing they exist; like diversity training (although can reinforce by bringing it all up) complete formal tests that indicate any biases we might have toward one another, johavi window objective is to increase the size of the open area so that both you and your colleagues are aware of your perceptual limitations; conversations about ourselves more indirect, yet potentially powerful, approach to improving self awareness and mutual understanding; anytime people engage in meaningful activities theory stating that the more we interact with someone, the less prejudice we will be against that person a person's understanding of and sensitivity to the feelings, thoughts, and situations What term is used to describe an individual's self beliefs and self evaluations?Self-efficacy refers to an individual's belief in his or her capacity to execute behaviors necessary to produce specific performance attainments (Bandura, 1977, 1986, 1997).
Which selfSelf-concept clarity refers to the extent to which one's beliefs about one's attributes are clear, confidently held, internally consistent, stable, and cognitively acces- sible (Campbell, 1990; Campbell et al., 1996).
Which characteristic of selfSelf-Concept Clarity and Self-Concept Differentiation
Self-concept clarity is different from self-concept. Self-concept clarity (SCC) refers to how clear, confident, and consistent an individual's definitions of themselves are (Diehl & Hay, 2011).
What exists when the individuals identities require similar personality traits values and other attributes?High internal consistency exists when most of the individual's self-perceived roles require similar personality traits, values and other attributes.
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Self- stabilizes an individuals self-view, which in turn, guides their thoughts and actions.
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