Running head: WHY PEOPLE BEHAVE THE WAY THEY DO 1

Why People Behave the Way They Do

Student’s Name

Institutional Affiliation
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Why People Behave the Way They Do

Leaders are tasked to guide and people whom they are in charge of by influenceing

people them with their inspiring visionto a particular way of doing things. Great leaders motivate

and inspire people to reach this vision. They will then become successful if they manage to have

the subjects follow what they want. HIt is, however, it is challenging to convince individuals to

undertake their duties or responsibilities given to them by leaders in a specific manner, as

required by those in authority because of their different personalities (Robbins & Judge, 2017).

In this regard, the article "A leader's guide to why people behave the way they do," by Clawson

analysis aims at elaborating on issues related to the reasons for individuals’ behavior. Everyone

has unique qualities and past experiences that shapecondition their conduct.

From Clawson, in his article's, "A leader's guide to why people behave the way they do,"

cites that individuals conduct in any social set-up might be based on perceptions during infancy,

genetic endowment, tendencies during formative years, family culture, memes, and motivation

source (Clawson, 2001).

Perceptions During Infancy

According to Clawson (2001), peopleone begins to sense the presence of those around

them and how they are treated a few months after they are born. In a case of neglect, they can

know and grow with the feeling of not being as cared for as they would wish. Eventually, they

tend to shy off from the attention of others once they become adults. Hence,Besides, such

individuals believe in themselves and may become resistant to what others tell them to do,

especially where they need to exercise judgment.

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Genetic Endowment

Genetic inheritance may also influence how one behaves in particular circumstances.

People can biologically act in the same manner as their parents with regards to how they

socialize and emotional character (Clawson, 2001). For instance, those whose one of the parents

is shy may also emulate the same, thereby making it difficult for them to interact with team

members at work.

Tendencies During Formative Years

Tendencies refer to repeated activities that become habit overtime (Clawson, 2001).

Someone who is groomed to be dressing in a particular manner might find it hard to change their

style of putting on. In a work environment, they may end up differing with the administration for

not obeying rules of dressing. Notably, such characters can be acquired from a particular culture

that one has lived and practiced.

Memes

Clawson (2001) further notes that other people are also conditioned to behave in a

particular manner based on the ideas and beliefs that they have acquired from the past

generation. For example, one who has grown in a community where people do not greet one

another with their hands would likely behave the same even if they migrate to a different region

or interact with colleagues at work.

Motivation Source

People also behave in a particular way following their sources of motivation (Clawson,

2001). For example, an employee might persevere long working hours if they feel the need to
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work for extra pay. Otherwise, they may resign to avoid working for more duration than they

desire.

The Relational-Emotive Model

Given the multiple factors that can lead to one's behaviors, leaders might not narrow

down to the reasons for a particular action without a proper model. Therefore, "The Relational-

Emotive Model" comes in handy to assist managers with the process of understanding the factors

responsible for individuals' conduct (Clawson, 2001). It guides on how to explore dominant

personality facets, such as the values and beliefs of others, to determine the reason for their

behavior.

Application of this Learning in my Personal Life

From the reading, I have discovered that my behaviors are highly influenced by particular

aspects of my life that include perceptions during infancy, tendencies, memes, and genetic

endowments. Going forward, I want to pay attention to my conduct to help match them to their

particular causes. However, it will take a long process of reflection on by behaviors and looking

through into the probable influencers. Nevertheless, I will have discovered my characteristics

and try to change whatever I can for a smooth coexistence at the workplace. At the moment, I

know that people perceive me to be reserved, and they find it difficult to approach me for some

discussions. However, I am open to anyone and ready to participate in any meaningful talk.

Being aware of what causes me to behave in a manner that others view me as reserved might

help me to start altering how I appear so that people can freely talk to me.

I have also havegot an insight into the reason why people behave the way they do that ,

and that will improve my understanding and the ability to tolerate those whom I interact with.
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Some people’s company often makes other disgust when in their company, but they may not

even be able to control themselves. For example, a person who has a genetic formation

conditioning them to talk too much may not change from the behavior. Therefore, the idea that

they cannot behave otherwise will be a way of enabling me to condone them.

Application of this Learning in my Professional Life

Professionally, I will always take cognition of the fact that people behave differently and

that I have to meet fellow personnel with distinct conduct. I will have to tolerate various

characters to help provide a conducive environment for one another. Moreover, I will try to

enlighten my colleagues on these findings to enable them to condone each other at work. The

initiative will be helpful because it will promote unity towards attaining set goals.

When I get an opportunity to lead a team at the workplace, I will make it a habit to

understand those that I am in charge of. First, I will keenly observe the recommend for a

thorough inquiry into the personalitiesy of the people I recruits during interviews. Second, I will

endeavor to interact with everyone each person and understand their conduct and try to figure out

the reasons for such. Using the interview reports and my findings, I will be able to have an idea

of the character of each member of my team. This initiative is important because it I will help me

maximize performance and output of each worker the output from each of them by knowing

where to assign them duties and how to talk to them in different circumstances. For example, I

will likely assign those who can withstand complaints from others to work directly with clients

to avoid verbal confrontation that may arise.

Notably, Clawson's article provides useful insights into why people behave in particular

manners. The knowledge isn critical and particularly to organizational leaders who are tasked to
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guide others. Working with a group of employees who have various distinct characters may be

frustrating to administrators if the workers fail to conform to a specific way of operation.

However, knowing how and why they conduct themselves in a certain manner can help minimize

the likely discord because the manager will deal with them appropriately. In an effort to learn

about the staff and with the aid of The Relational-Emotive Model, a leader may need to dig deep

into their, Perceptions during Infancy, Genetic Endowment, sources of motivation, memes, and

Tendencies during Formative Years. I will use this learning to understand my behaviors and

correct where possible as well as understand others' conduct before condemning them.

Professionally, I will also endeavor to understand my colleagues and tolerate their characters.
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References

Clawson, J.G. (2001). A leader’s guide to why people behave the way they do. Charlottesville,

VA. Daren Business Publishing.

Robbins, S.P. & Judge, T.A. (2017). Organizational behavior. Harlow: Pearson Education Ltd.