Individual Differences, Psychological Contract and Groups

Every person is different. Personal characteristics that differ from one person to another are known as individual differences. Personality differences might be emotional, psychological, or physical. A person is unique because of the unique traits that make them who they are. Individual differences can be divided into four fundamental categories: personality, attitudes, perception, and creativity. There are variations based on nationality, culture, and life events as well. The term "study of individual differences" or "differential psychology" refers to the scientific study of the nature and causes of human diversity. Individual characteristics are a major factor in organizational behavior. As a result, a manager must pay close attention to and comprehend the dynamics of the many personalities present at work.

Observing how people differ is a manager's crucial task. How do humans differ from one another? What results in these variations? Are there particular traits that define a person as good or bad? Does their presence enhance or diminish performance? Why do some people perform better than others in relationships? The answers to these questions may depend on a variety of elements, including personality, experiences, environment, and society norms. In one work environment, a person might be unhappy, reclusive, and negative while in another, they might be content, gregarious, and optimistic. A person's performance and attitude toward his job are influenced by a variety of factors, including the working environment, his coworkers, and his leadership. Thus, whenever a manager attempts to assess or account for individual difference among the employees, he or she must also be sure to consider the situation in which behavior occurs.

Managers confront significant difficulties in trying to comprehend both individual differences and contributions in connection to inducements and surroundings because they need to create strong psychological contracts with their employees and achieve the best possible fits between individuals and jobs. There are three ways we might recognize and quantify individual differences.

• Clinical: Clinical psychologists use their observations and studies of actual facts about these characteristics to determine the amount and level of individual differences.
• Armchair theory: Psychologists examine people's behaviour after making unbiased observations of how they react in various settings.
• Scientific evaluation: This practice uses psychological and experimental testing to evaluate people. This is a well-known and reliable technique for recognizing and quantifying individual differences.

The management should adapt the methods in light of the individual variances among the employees when interacting with them on the job. They should work to comprehend the psychological similarities among persons as well as the psychological differences that exist. Additionally, it should be recognized that individuals change through time as a result of experience, maturity, and work experiences with the organization.

Concepts of groups

When two or more people gather in a group, they engage in conversation. They are reliant on one another, have comparable interests, and accomplish shared goals.

It's crucial to comprehend group dynamics if you want to comprehend organizational behavior. The interaction and forces among group members in a social environment are the focus of group dynamics.

According to Stephen P. Robbins:

A group is defined as two or, more individuals, interacting and interdepend, who have come together to achieve particular objectives.

According to Arnold and Feldman:

A work group is al collection of two more people who interact with each other, share similar interests and come together to accomplish some work actively.

Characteristics of group

The following traits describe the group:

• Individuals who join together in groups of two or more. They have an incentive to band together. In a social setting, groups function. Member views themselves as a collective. Collectively, they have identified. They work as a cohesive team.
• Individuals interact with one another and are interdependent. Members of a group's feelings and actions are influenced by interaction. Each member is independent of the others.
• Similar interests: Members of the group share similar interests and uphold the same standards and principles. They share a common identity.
• Common goals are specific objectives that the group as a whole accomplishes. Hey, do tasks to reach objectives.
• Differentiating roles: Individual group members play a variety of roles. Their involvement also varies.

Types of groups

Group can be broadly classified into:

1. Formal group:

The structure of the organization establishes it. It was created with official sanction. It is depending on position. It has duties to be completed through work assignments. It is comparatively long-lasting. Member adheres to established rules and guidelines.

Formal group has the following subgroups:

• Command group:
  • It is made up of subordinates who directly answer to a specific manager. The organizational chart determines it. It lasts forever.
  • For instance, the secretary and his four secretaries form a command group at the ministry of education and sports.
• Task group:
  • It entails people cooperating to finish a specific task. Cross-command ties are involved. The supervisor to whom a member may be referred is not always the same. It is merely transient.
  • A task group is established to finish a certain work assignment.

2. Informal group (Clique):

It is a group that is neither formally organized nor predetermined in terms of organization. It develops organically in the workplace. Member requires social interaction and shares a common interest. Membership is optional. A single person can participate in multiple information groups. Its main subject is a person.

You can divide an informal gathering into:

• Interest sphere:
  • Each is interested in the people coming together to accomplish a particular goal. Members share a variety of interests.
  • A well-known instance of an interest group Employees in Nepal are organizing to get a coworker back who was sacked by management.
• Friendship group:
  • A friendship group is a collection of individuals who share one or more traits. It is a group of friends who engage in a variety of activities together.

Reference:

AGRAWAL, DR. GOVIND RAM. Organization Relations. Bhotahity, Kathmandu: M.K. Publishers & Distributors , 2013. textbook.

Prem R. Pant, Ph. D. "PRINCIPLES OF MANAGEMENT." Kathmandu: Buddha Academic Publisher and Distributors Pvt. Ltd., 2010. textbook. 17 jun 2016.