This blog post will discuss the work of Stephen P. Robbins, who is well known to provide high level research on organizational behavior in the fields of management and change. This paper provides an in-depth discussion on Robbins' thoughts on organizations and their behaviors, emphasizing his view that human nature generally has a proclivity towards comfort but also explores how in many cases people can find themselves working in an environment where they feel unsafe or uncomfortable despite it being objectively safe. The paper goes through different practical insights that come out of this insight into human nature and approaches found effective by Robbins (and others) when confronting threats to personal safety or feeling unsafe or uncomfortable e.g., group discussions, discussions with supervisors etc. Robbins' concept of "internal locus of control" remains an important contribution to the field of organizational behavior (OB). The concept provides a way to organize, analyze, and explain individual differences in how people perceive the causes of their own negative events within their work. Additionally, Robbins has proposed that three principles are essential to understanding human nature: The Internal-External Control Analogy is one of Robbins' most influential ideas. It suggests that individuals have two sets of psychological tendencies:Individuals have a tendency to use both sets of psychological tendencies in different ways at different times. When they are on vacation or sick, individuals will typically adopt "external locus" over "internal locus" Control. In other situations, external locus control is likely to be used as a temporary means to cope with external pressures. In particular, people will seek out situations based on the degree of threat. Robbins also discusses two essential distinctions between individuals: those who maintain a positive attitude and those who do not. A positive attitude is a way that people cope with stress at their jobs. Both people with a positive attitude and negative attitude have different outcomes for their personality measures – both exhibited high levels of neuroticism – however there were significant differences in the level of negativism between the two groups. What he found was that those with a "positive" attitude exhibit less neuroticism, but still have an average expectancy for failure and success. Robbins also discusses the concept of the "behavioral bucket" which helps people to gain control over their lives. This idea and its relevance in and out of the workplace is what Robbins refers to as 'entitlement': The behavioral bucket is an approach to understanding human behavior that says that different areas of life are characterized by different patterns of behaviors. The concept allows individuals to better understand their own behavior and improve it by focusing on specific areas where they themselves exhibit high entitlement. Robbins describes four basic components: The behavioral bucket helps individuals understand their own mindsets and helps them take responsibility for their actions by identifying sources for particular problems. Robbins describes a behavioral system in which individuals can balance their own psychological tendencies through a series of steps:The balance of "internal" and "external" locus is a difficult challenge for individuals due to the high degree of internal pressures that people face. One challenge that Robbins discusses is the concept of "unfreezing." Freezing describes an individual's inability to make any changes in their lives; however, unfreezing describes how people become motivated to make changes when they experience specific conditions (Robbins & Judge, 2008). Change is sometimes driven by the individual but other times it is directed by an outside force or stimulus. 8eeb4e9f32 23
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