Table of Contents

In this assignment, individual differences in organization will be analyzed from which we can know the types of individual differences, psychometric usefulness and recommendation these organization. In addition, we can access the effect of individual differences on culture and climate of organization which include culture impact, climate and recommendation for organization as well.

2.1 Describe the type of individual differences which have been the subject of assessment

2.1.1 Analyzing individual differences:

There is the fact that there are many variations among individuals which made concept of individual differences. It have great impacts on human behaviors. People who have different perceptions of things around them will behave differently and react differently with different attitudes as well. Any individuals have differences in regard to many aspects such as attitude, perception and ability…

Attitudes could be described as a standpoint, though or feeling to reply to a stimulation which could be an event, place, thing or another person in a positive or negative manner. There are three basic factors of attitude: cognitive, affective and behavioral. Cognitive factor consists of knowledge and beliefs about the stimulation and affective factor is the word for human feeling. Finally, behavioral factor is the tendency to respond in specific method to others feelings and cognitions.

For example, company with two different generations employed, virtualizing company office may lead some opposing responds. The youth may be glad to the changing whereas the older feel that it is annoying to adapt with new system.

Perception stand for stimulation of the senses which are ability to experience, hear, taste, see and touch. This help to explain the process in which human’s behavior react and occur. With perception, people can interpret message from their feeling to have meaning of the world. Different people will perceive differently in the same situation, the interpretation of the sense of a specific situation decides how people will respond to it.

For example, during course of work, company may propose some strict policies that is applied for employees to follow such as give employees an ID to access company internet and control them through the ID to make sure that the staffs cannot use company’s resource on individual purpose. This will help employees to focus on work, however it also may make employee feel uncomfortable because their personal right is violated.

When it comes to abilities of an individual, it stand for people’s capacity to participate in the tasks that needed to do a job. Different job will require different however there are some abilities that appropriate for variety of jobs such as strength, flexibility, stamina and speed…

For example, for ITC Company it is required to recruit appropriate employee that have suitable abilities. Therefore, company propose some requirements for candidate as precondition to work for organization and then there will be a test to check whether candidate suitable or not.

2.1.2 Conducting personality and ability test to identify the differences (emotional intelligence test, MBTI, IQ test, etc.)

Psychometric test

In this section, an emotional intelligent test has been conduct from website: “http://www.ihhp.com/free-eq-quiz/ ” to identify the differences. The test include 17 questions in which the first 12 questions is about participants’ behavior toward specific situations and the last 5 questions is about participants’ profile. These questions are answered honestly and I conducted a result as below:

Result of the test is quietly fit my personality due to the fact that I can work under pressure with high performance. However sometimes I fall into subjective situation as the result I cannot meet the deadline and I easily become tranquilized by unimportant and little things. Therefore, initial defined goal can be changed through the work that not in alignment with my purpose. The test is to show my individual differences with other people.

Face validity:

Face validity is about if the selection tool seems to determine what it was created to measure. A test or approach is about the structure and experience of the examination objects and whether a job candidate is able to see any sort of importance of the test or evaluation approach to the position or task involved. A test with good face validity is associated with the occupation or position, it is not relevant in any way towards the test being a great assess or possibly sound examination that restricts the positive evaluation on examined people. High Face Validity will not by any means infer the fact that the test is definitely predictive of a specific thing useful, such as at work operation. However, several test creators generate that high face validity is the most suitable, without the need of mentioning the disadvantages of high face validity. The disadvantage includes a considerable influence on the data you obtain from the individual and its helpfulness, it creates the test or evaluation simpler to fake.

In my opinion, the test have high face validity due to the content is related to job and position involved. For example: “When solving a problem you would rather follow a familiar approach than seek a new one” and “The process of searching for a solution is more important to you than the solution itself”

2.2.2 Analyzing data reliability:

Test reliability: is uniformity of an evaluation. This implies the level that on which observations are reliable. It include three main aspects such as inter-rater reliability, test-retest reliability and internal consistency reliability. In this test, I will evaluate two aspect: test-retest reliability and internal consistency.

Test-retest reliability analyzes the amount that test results are reliable from one test management to another. For instance, the test is given to one individual at two different periods and getting similar results every time.

I have taken the test in second time, it rise the same result as the first one by which we can infer that the test is reliability:

Internal consistency reliability is about the actual uniformity associated with results throughout objects within a test. For instance, an individuality test may appear to acquire a couple of questions which are asking the same principle. If the participant answers these question in the same way, then internal consistency reliability is supposed appropriate.

I personally believe that the test have high internal consistency because the content of question is repeated many time in different ways such as:

· “You take pleasure in putting things in order” and “Your desk, workbench, etc. is usually neat and orderly”
· “You prefer to isolate yourself from outside noises” and “You feel at ease in a crowd”

2.2.2. Advantages and disadvantages of psychometric test

Advantages of psychometric test	Disadvantages of psychometric test
Inexpensive & simple to administrate. This specific tool is price advantage in the long run.	A number of applicants usually do not answer questions honestly
Provide the chance to understand and recognize an employee’s abilities & personality abilities before they become a member of a company.	Will not ensure good results for the reason that the applicant does well. This is particularly the situation when evaluating the candidate’s character.
Avoid the employing of a candidate with just “excellent interview skills”	There are a variety of tests that state to become “psychometric tests” however actually are definitely not. In case there is a not enough training in those providing tests, they might definitely not provide job applicants the appropriate test.

2.3 Make justified recommendations for the use of two types of measures of individual differences in making business decisions

There are typically many differences between individual and organization in term of culture, satisfaction, perception, motivation and performance. Each individual will have unique perception toward the same situation due to their different culture and environment. For employ, salary is important however it is more important if they have chance to develop themselves. Therefore, company will have employees’ satisfaction as they provide employees reasonable salary policy and chance to improve themselves. In addition, company can provide monetary or non-monetary reward by which employees will be motived to work effectively.

Additionally, each individual have different personality and skills. In order to recruit suitable people, business should propose requirements and test to determine applicant’s ability, attitude and perception. There are many test that company can apply to their own context such as IQ test, EQ, psychometric test however I suggest that company should use emotional test and psychometric test due to the fact that these test can cover almost elements that used to determine candidate’s abilities, personality as well as behavior. Consequently, people who do not meet the requirement or pass the test will be disqualified so as company will not take much time to train them.

Finally, for Vietnamese enterprises, it is needed them to use psychometric because currently there is not any effective approach for testing candidate personality and abilities. If company can apply psychometric test, with high validity and reliability features, it will help company to reduce decision making process in order to find appropriate applicant.

4.1 Explain how culture influences performance in a selected organization/group

Organizational culture:

A system of shared assumptions, beliefs and values is defined as organizational culture. Its function is to regulate the way people respond in business context as well as differentiate the organization from other organizations. Organizational culture factors may have strong effect on staffs within organization and determine the way they dress up, behave and carry out their job. Different organizations will have different culture in which guidelines and limitations for staff’s behavior within organization are provided.

For example: CMC is one of the leading technology corporations in Vietnam with over 20 years of construction and development. Being built as the model of the parent company with 10 member companies, joint ventures and research institutions operating in Vietnam and many countries around the world, CMC has confirmed its position in the domestic market and expand to regional and international markets through operations of key business such as system integration, software services, telecommunications (internet and manufacturer, distribution of ICT products). In Vietnam, CMC Group is known as a reliable partner in information technology in many businesses field such as government, education, tax, treasury, customs, insurance, electricity, banking, finance...

Culture

During operation and development of company, CMC always appreciate the creation, preservation and promotion of company cultural value. CMC’s culture created by the leadership team and the whole staff of the company.

At CMC, the most valuable asset is human resources, brainpower, quality and personality of each member. CMC’s culture is originated from this motto and is maintained and developed through each period of company, each generation of employees. Company culture has played an increasingly important role and become a keen competitive tool in period of integration. Basic elements made up the differences between CMC and other businesses are cultures in the lifestyle, communication, work, cooperation, business. In addition, company focus on developing professional and open working environment for all member. The company has always focused on policies to attract talent, promote innovation, share experiences, improve productivity, exercise to follow strict discipline and processes at work and build a rich and healthy spiritual life through sport and cultural activities. Cultural week of anniversary of incorporation, cultural activities,

extracurricular, Christmas, New Year, 8/3, 1/6, 20/10 ... are an integral parts that give all CMC’s staff closer and more intertwined in work as well as in life.

4.1.1 Identify your organization culture

Culture norm.

There is the fact that specific groups of people have different behavior pattern which is also defined as cultural norm. These behaviors are affected by many values, attitudes, beliefs and others people within organization. Norms usually are attitudes or behaviors that regarded as normal, standard and typical within the organization. These norms differentiate among cultures.

For example, CMC has a natural behavioral culture which bound staffs together by relationship among them. However, these behaviors must not violate professional working culture of CMC such as work on time, reports timely, completed the job on committed time.

Shared value

The thought of shared value is about common used standards regarding what is acceptable or unacceptable, significant or insignificant, suitable or unsuitable, practical or impractical... within organization or context.

For example, CMC always put human factors on priority of company. Human resources are the foundation of success for any businesses. Today success is contribution of qualities, qualifications, and engagement of employees for the company. Therefore, CMC always pay attention and orient to build team of professional and loyal employee and management staff, have harmonious combination between experience and knowledge and have the will and solidarity to reach the target.

Custom

Customs stand for variety of traditions or social mores that are transferred from generation to generation. Over the time traditions will develop and change. This is the way that societies grow as well as restructure on their own eventually.

Anniversary of the founding day (09/01/1996): This is the biggest festival in CMC that mark the development of company over the years. A variety of cultural and sporting activities were organized including the football, table tennis, tennis, badminton, arm wrestling, drinking beer, checkerboard chess, poetry contest, writing about CMC…There are also cultural celebration activities was elaborate with dance performance and attractive dramatic performance that bring laughter to the staff. This is also an opportunity for company members to interact, express feelings, loyalty, unity together as a family.

Losing ceremony: Closing ceremony was held at the end of the year. Typically, this event will be the night of people who represents for their departments play role on their own scenarios.

Summer vacation: As most welcome event in the year, in addition to rest, stress relief in the hot summer days at the beach away from the city, CMC employees is also involved in activities such as team building soccer, beach volleyball… and enjoy Gala night that celebrated by departments in company with different topic. These useful activities have created great motivation for employees to work hard mentally. Implication of the identified differences:

For national and organizational cultures, organizations which operates worldwide need to be careful about regional and national cultures. It is suggested that all managers of company must have the ability of cultural sensitivity due to the fact that foreign market and labor are important factors for organization development and national culture have great effect on organizational culture.

4.2 Evaluate the climate for a selected work group

4.2.1 Organization’s climate:

Culture could be considered as the individuality for each business. Different culture will create different atmospheres of working environment where staffs of these organization will also have feeling in a different way and this is termed as organizational climate. In addition, organizational climate is also described as the way staffs within organization experience the organization’s culture. For example,

Flexibility:

Flexibility in organization stand for minimizing unnecessary processes, policies and formalities without interfering current team work however on the other hand support them with their tasks. With flexibility, leader’s goal is to work with other business, provide them visibility within leader’s own need, as well as find a suitable balance to make sure that policies don’t conflict with exist group innovation. For example, CMC is one of the largest ICT corporation in Vietnam, thus it virtualize all data and office which mean that

employees are allowed to work at home instead of go to workplace. However, employees who work at home must commit not to interfere group course of work and meet group requirement.

Responsibility:

An organization which have strong climate on responsibility really need to encourage staff to have self-command, decide and carry on tasks without management consideration and autonomy is an important factor. However, staffs need to be accountable for their own selections, own these selections and also know about threat. For example, at CMC employees are encourage to autonomy which allow employee to make decision and carry on the task. Manager will not give detailed instruction therefore employees have the opportunity to study and develop themselves by carefully considering to make right decision to reach the best result. Employees will have more responsibility on their work.

Standard:

Standard of organization is that it is necessary for group member to understand what leader’s expectation from them in term of performance. Leader need to set up demanding nevertheless accessible targets and evaluate them regularly. The reachable challenge will bring success to organization. Leader’s goal is not only to set appropriate standards for organization but also inspires and support to improve people performance. For example, in term of telecommunication service, CMC has set objective to reach 1000 billion VND of revenue in 2015. Telecommunication service is one of sector that have the fastest growing rate, therefore the objective is reachable and employees can put their effort to achieve it.

Commitment:

It is required organization to build commitment over organizational daily activities. Organization should be set up clear vision, criteria of quality, motivate obligation and ownership. In addition, it is need to reward and acknowledge staff achievement and acquire 150% of them. For example, employee who want to work at home must have a commitment that not to interfere course of work and meet the deadline. Consequently, both company and employee can reach their own goal.

4.2.2. Evaluate the impact of culture and climate on the individual differences in organization

Motivation:

Culture and climate help employees to understand goals, direction and nature of their work clearly. It also create good relationships between staff and a comfortable and healthy working environment. Appropriate culture and climate help employees to perceive their work’s meaning and are proud of being member of the organization. This is especially significant when the status of brain drain are common. Wages and income is only a part of the motivation of work. When income reaches a certain level, people are willing to trade off for lower income to work in a sociable environment, comfortable, respected colleague.

Behavior

Culture and climate coordinate and control human behavior by standards, procedures, processes, rules ... When making a complex decision, culture and climate helps manager to narrow the range of options to be considered.

Performance

All factors of obligatory, management, control, motivation ... can increase operational efficiency and create a difference in the market. Effectiveness and differences will help businesses compete well in the market.

4.3 Make justified recommendations for improving performance for a selected work group

4.3.1. Give recommendations in terms of harmonizing individual differences and organizational culture

Consider national/local culture:

If company want to expand market to foreign market, manager must have cultural sensibility to understand local and national culture. For example, when CMC expand market to Islamic country in Africa they need to understand the religion policy as well as national policy in these country in order to have smooth operation.

Create a culture you want when organization is small and new

It is easy to set organizational culture when organization is new and small due to the fact that there are not any culture formed within organization. If culture had already formed, employees may feel annoying and tend to resist the changes.

Build organization culture bases on employees’ strength

Organizational culture should bases on employee’s strength. Employees will work more effective when they work on their strength. For example, CMC is information technology company therefore they build a system of IT based for employee to work.

Reward more than punish to motivate employee

Reward and punish are both important to motivate employee. Nevertheless if company focus on punishment rather reward, this could place pressure on employees which rise negative attitude among them. On the other hand, company that focus on reward employees are motivated to reach the best result

Emphasize the growth of employees

Understanding employee’s desire is also important, thus company need to have appropriate strategy to develop their career path. Employees’ expectation are both salary and career path. Therefore, company should create opportunities for employees to build their skills.

4.3.2. Give recommendations in terms of enhancing and improving performance for your selected organization/group

Create a culture for everyone

Company need to develop habit of working for everyone within the company and these will gradually become culture of company. Consequently, employees will follow these standard without being forcing. For example, company’s culture is to complete project in advance as a result any project always have innovation and advance.

Values must be shared

Common value of organization need to be shared and spread out among company staff so that they can know the importance and use their strength to keep these values. For example, CMC shared value is one of the leading ITC Company in Vietnam, therefore CMC staffs need to put their effort on maintaining company position.

Creating an ethical organization

Ethic is one of the most important factors for success of any business. When company operate ethically, business can improve their performance and run sustainably due to the fact that company reputation is built and the product is preferred.

If established culture needs to be changed, expected it takes years

In case of current organizational culture need to be changed, it is required to take time to implement because it’s hard for employees to adapt immediately. In addition, it is easy to rise resistance among employees which lead to reduction of productivity. Therefore, company must have reasonable schedule for employees to adapt, this will take much time.

Conclusion

In conclusion, we can infer that culture is one of important factor for success of an organization in which human resources are priority factors. Each organization will have their own unique culture and value. Each individual have different attitude, personality and perception. Therefore, understanding differences between individual and organization is very important. It will help people to choose appropriate job and company that match their personality and ability.

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Tuesday, June 30, 2015

Business Psychology Assignment 2

Introduction