OB | ORGANISATIONAL BEHAVIOUR | UNIT-2 | FUL EXPLANATION | 4 MARKS | OU SEM-2 | ‎⁨@shivanipallela⁩

[00:00:00]Students, welcome back to our channel.

[00:00:02]So, here in this video we are going to discuss about the unit number two four marks important questions explanation ma. In previous videos I have already explained unit number one. If you missed means just go and check out that video.

[00:00:15]So, this video will be more than enough to achieve four marks in your final examination from unit number two questions ma. First question is about the Johari window.

[00:00:25]Johari window we will explain about this. Johari window is nothing about a psychological model which is developed by Joseph Luft and and Harry Ingham.

[00:00:35]Ingham, okay? In 1955 they both have developed this Johari window. That means it will be helpful to understand the individuals to improve their communication to maintain a proper relationship with them.

[00:00:48]This Johari window what it will do means it will be able to explain the how person will be having the qualities which they do which they know about themselves, which they some qualities are which they don't know, some qualities are which they are hidden, and some qualities are unknown to others also. So, this this Johari window will be helpful for the trust. It will create the improvement in the self-awareness, teamwork, etc. So, there are four areas ma. First one is open area. Open area is nothing about information known to both the individual and the other. For example, I am a YouTuber. That information is you people know and I also know. That is called open area. That is will be called arena. Next one, blind area. Blind area is nothing about the thing information will be known to others, but that information don't know. You know something about me, but what you know that I don't know. Okay? That is called blind area. Next hidden area is nothing about the information known to the particular individual, but hidden for others. My personal information is hidden. You people don't know about my personal information, like that. That will be considered as a facade. Okay?

[00:02:04]Next one, unknown area. Unknown area is nothing about even the individuals and the other people also don't know about the information thing. That is called unknown area. So, this Johari window will be helpful for the self-awareness. It will build the trust in the employees. It will make a proper communication. It will improve the teamwork. And it will develop the leadership skills also. Okay? So, these are the importance of Johari window.

[00:02:31]Okay? Like this, you can take the example.

[00:02:34]You can make a conclusion, also. Okay?

[00:02:37]So, that is the first important thing.

[00:02:39]Second important question for four marks is big five personality traits. That means this particular big five personality traits will explain the five major features, which it will influence the personal person's behavior. Okay?

[00:02:54]How they are behaving with at work.

[00:02:56]Okay? Like every employee will have the different personality. This big five model will be helpful for the organization to understand the human behavior. Uh that means employee behavior. Okay? So, first one is, ma, five personality traits.

[00:03:11]What is the traits you are having? First one, openness. Next, creative to in openness to experience. You are having creative and innovative. The person should be very creative and innovative.

[00:03:22]And they should learn the new things.

[00:03:24]They need to adapt change easily. This is the first one. Second quality is consciousness. Consciousness is nothing about they should be hardworking, disciplined, and they need to complete the work on time. Third one is about the extraversion, ma. Extraversion is nothing about they should be very friendly and energetic. Like they need to interact with the people and should have a good communication and leadership skills.

[00:03:46]Fourth one is about the agreeableness.

[00:03:49]Agreeableness will be helpful for the cooperative and it will build a good relationships with them. Okay? And the last but not least, the neuroticism. Neuroticism is nothing about the emotional stability.

[00:04:01]So, if you're having high neuroticism means you'll it leads to anxiety and stress. Low neuroticism means it will be calm, confident, and emotionally stable.

[00:04:11]Why it is having the importance means it will be helpful for the employee selections. It will be helpful for the teamwork. It will increase the job satisfaction. It will develop the leadership. It will reduce the work-life conflict. Like that, there are so many things. Okay? So, that's it about the example importance. And coming back to the example, if a sale sales person is usually high extraversion with an announce with an accountant office having the high consciousness. Okay? So, you can write the your own example and you can write the conclusion also. My it's completely your wish. Okay?

[00:04:48]And coming back to the third one, my.

[00:04:50]Third one is about the perceptual bias.

[00:04:53]Perceptual bias are nothing about the errors in judging. Okay? Or interpretating the people and situations. So, for example, different people will see the same situation in differently.

[00:05:05]Okay? For example, if tomorrow we all are having exams means I'll be so calm and peace and you people will really be very hurry and difficult to finish the subjects. So, like that different people will react differently to the same situation. So, sometimes these whatever the judgments is there, it will be incorrect according to the bias. Okay? So, it will lead to the unfair decisions. Okay? So, first one is my types you're having. Halo effect you're having. Halo effect is nothing about judging a person on a positive quality. Horn effect is nothing about judging a person on a negative quality. Stereotype is nothing about judging the people based on their age, gender, background. Selective perception is nothing about you are just judging and paying attention only to the information that you are supporting one's belief. And projection is nothing about the thoughts, feelings, and ourselves, whatever you are having. And sixth one would be first impression bias, making decisions on the first meeting, okay, based on your first meeting. What it will be affecting means it will able to take the wrong decisions, employee evaluation unfair, work-life conflict, poor communication. These are all effects you will get because of this perpetual bias. And how to reduce this perpetual bias means you need to collect the information completely, and you need to avoid the assumptions, you need to listen to others, and you need to encourage the feedback, and you need to make the equally treated by everyone. If you are doing this means it will be okay. Okay, a conclusion and thing you need to write it. And the last one, my attribution theory. Attribution theory also, it was developed by Fritz Heider. It is nothing about people's identity reason for their own behavior, okay? For example, whenever something happen, people try to find something behind it, okay? This attribution, what they will do means it will be helpful uh for the personal like a personal factors or external external situations, okay?

[00:07:06]What is the types of attribution you are having means internal and external.

[00:07:09]Internal is nothing about the effort, attitude, and personality based on that.

[00:07:13]For example, a student can score high marks because of the hard work. External is nothing about the luck. A student failed because the exam was very difficult, okay, like that. So, internal attribution, external attribution you are having.

[00:07:26]Okay, importance and common attribution is these are all not important for I have just explained in the notes for your better quality of the understanding, okay? No need to write all this for the four marks in the examination, clear?

[00:07:40]I hope you have understood. So, in next video we are going to discuss the unit number three. Thank you.