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Transcript of Persnality Prince Dudhatra 9724949948
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Bob StretchSouthwestern College
Robbins & Judge
Organizational Behavior13th Edition
Personality and Values
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Bob StretchSouthwestern College
Robbins & Judge
Organizational Behavior13th Edition
.
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What is Personality?
The dynamic organization within the individual of thosepsychophysical systems that determine his unique
adjustments to his environment. - Gordon Allport.
The sum total of ways in which an individual reacts and
interacts with others, the measurable traits a person exhibits
Measuring Personality
Helpful in hiring decisions
Most common method: self-reporting surveys Observer-ratings surveys provide an independent
assessment of personality, TAT, MAPS often better
predictors
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Sample Picture Card from Thematic Apperception Test
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Rorschach Inkblot Test
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Personality Determinants
Whether Heredity or Environment???? Heredity : Factors determined at conception: physical
stature, facial attractiveness, gender, temperament, energy
level (biological+ psychological makeup of parents)
This Heredity Approach argues that genes are the source
of personality (height, complexion, hair color)
E.g. Twin studies: raised apart but very similar personalities
Parents dont add much to personality development
There is some personality change over long time periods
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Personality Traits
Enduring characteristics that describe an individualsbehavior
The more consistent the characteristic and the more
frequently it occurs in diverse situations, the more important
the trait.
Two dominant frameworks used to describe
personality:
Myers-Briggs Type Indicator (MBTI)
Big Five Model
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The Myers-Briggs Type Indicator
Most widely used instrument in the world.
Participants are classified on four axes to determine one of
16 possible personality types, such as ENTJ.
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Extroverted(E) Introverted(I)
Sensing(S)
Intuitive(N)
Thinking(T) Feeling(F)
Judging (J)Perceiving
(P)
Flexible and
Spontaneous
Sociable and
Assertive
Quiet and
Shy
Unconscious
Processes
Uses Values
& Emotions
Practical and
Orderly
Use Reasonand Logic
Want Order
& Structure
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The Types and Their Uses
Each of the sixteen possible combinations has a name,for instance:
Visionaries (INTJ) original, stubborn, and driven.
Organizers (ESTJ) realistic, logical, analytical, and
businesslike. Conceptualizer (ENTP) entrepreneurial, innovative,
individualistic, and resourceful.
e.g. Creators of Apple, Honda Motors, Microsoft are NTs (5%)
Research results on validity mixed.
MBTI is a good tool for self-awareness and counseling.
Should notbe used as a selection test for job candidates (no
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The Big Five Model of Personality Dimensions
Extroversion Sociable, gregarious, and assertive
Agreeableness Good-natured, cooperative, and trusting
Conscientiousness
Responsible, dependable,persistent, and organized
Emotional Stability
Calm, self-confident, secure under stress(positive), versus nervous, depressed, and
insecure under stress (negative)
Openness toExperience
Curious, imaginative, artistic, andsensitive
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Extrovertness
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Conscientiousness
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How Do the Big Five Traits Predict Behavior?
Highly conscientious people develop more job knowledge,
exert greater effort, and have better performance.
Other Big Five Traits also have implications for work.
Emotional stability is related to job satisfaction.
Extroverts tend to be happier in their jobs and have good social
skills; absenteeism, open about relationships, drinking
Open people are more creative and can be good leaders.
Agreeable people are good in social settings.
People who score higher on emotional stability are happier
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See E X H I B I T 42
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Other Personality Traits Relevant to OB
Core Self-Evaluation
The degree to which people like or dislike themselves
Positive self-evaluation leads to higher job performance
E.g. insurance; 90% of sales call get rejected,
successful salespersons have positive core selfevaluation ( more capable)
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Contd.
Machiavellianism
Amit is a young bank manager in MP. Hes had threepromotions in the past 4 years. Amit makes no apologies for theaggressive and manipulative tactics hes used to propel hiscareer upward.
I am prepared to do whatever I have to do to get to top
levelHe is a MACHIAVELLIAN
A pragmatic, emotionally maintains distance, power-player whobelieves that ends justify the means i.e. if it works, then use it
High Machs are manipulative, win more often, and persuade morethan they are persuaded. Flourish when:
Have direct interaction
Work with minimal rules and regulations
Emotional involvement distract
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Barack Obama
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Contd.
Originated from Greek myth of Narcissus, the story of a manso proud of him that he fell in love with his own image
Grandiose sense of self importance
person who needs excessive admiration, self obsessed, arrogant
Less effective in their jobs
Think they are better leaders but according to their known onesthey are worst leaders
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Self-Monitoring
The ability to adjust behavior to meet external, situational factors.
High monitors are more adaptable, receive more promotions, better
performance ratings
Contd
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Contd
RiskTaking
The willingness to take chances.
May be best to align propensities with job requirements.
Risk takers make faster decisions with less information
Real estate developer Donald Trump; Trumpinternational hotel in Chicago, co-producing and starring in
The apprentice, clothing and furniture and authoring
best- selling books
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Contd.. Type A Personality
Aggressively involved in a chronic, incessant struggle toachieve more in less time
Impatient: always moving, walking, and eating rapidly
Strive to think or do two or more things at once
Cannot cope with leisure time
Obsessed with achievement numbers
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Contd.
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Proactive Personality
Identifies opportunities, shows initiative, takes action, andimproves the current circumstances
Seen as change initiators and leaders
Creates positive change in the environment
Dhirubhai Ambani; Reliance empire
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Contd.
Basic convictions on how to conduct yourself or how to live
your life that is personally or socially preferable HowTo live life properly.
Attributes of Values:
Content Attribute that the mode of conduct or end-state is
important (good, bad or desirable)
Intensity Attribute just how important that content is.
Value System ( flexible or fluid)
A persons values rank ordered by intensity (freedom,
pleasure, self respect, honesty, obedience, equality)
Tends to be relatively constant and consistent ( parents,
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Classifying Values Rokeach Value Survey
Terminal Values Desirable end-states of existence; the goals that a person
would like to achieve during his or her lifetime
Instrumental Values
Preferable modes of behavior or means of achieving onesterminal values
People in same occupations or categories tend to hold
similar values
But values vary between groups
Value differences make it difficult for groups to negotiate
and may create conflict
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Values in the Rokeach Survey
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Value Differences Between Groups
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E X H I B I T 44
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Generational Values
Cohort EnteredWorkforce
ApproximateCurrent Age
Dominant Work Values
Veterans 1950-1964 65+ Hard working, conservative,
conforming; loyalty to the
organization
Boomers 1965-1985 40-60s Success, achievement, ambition,dislike of authority; loyalty to
career
Xers 1985-2000 20-40s Work/life balance, team-oriented,
dislike of rules; loyalty to
relationships
Nexters 2000-Present Under 30 Confident, financial success,
self-reliant but team-oriented;
loyalty to both self and
relationships
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Hollands Personality Typology & Occupations
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E X H I B I T 47
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Relationships Among Personality Types
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The closer the
occupational
fields, the more
compatible.
The furtherapart the fields,
the more
dissimilar.
E X H I B I T 48
Need to match personalitytype with occupation.
Source: Reprinted by special permission of the publisher, Psychological
Assessment Resources, Inc., from Making VocationalChoices, copyright 1973,
1985, 1992 by Psychological Assessment Resources, Inc. All rights reserved.
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Still Linking Personality to the Workplace
In addition to matching the individuals personality to thejob, managers are also concerned with:
Person-Organization Fit:
The employees personality must fit with the organizational
culture.
People are attracted to organizations that match their values.
Those who match are most likely to be selected.
Mismatches will result in turnover.
Can use the Big Five personality types to match to theorganizational culture.
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Global Implications
Personality Do frameworks like Big Five transfer across cultures?
Yes, but the frequency of type in the culture may vary.
Better in individualistic than collectivist cultures.
Values Values differ across cultures.
Hofstedes Framework for assessing culture five value
dimensions:
Power Distance
Individualism vs. Collectivism
Masculinity vs. Femininity
Uncertainty Avoidance
Long-term vs. Short-term Orientation
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Hofstedes Framework: Power Distance
The extent to which a society accepts that power ininstitutions and organizations is distributed unequally.
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Low distance
Relatively equal power
between those with
status/wealth and those
without status/wealth
High distance
Extremely unequal power
distribution between those
with status/wealth and thosewithout status/wealth
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Hofstedes Framework: Individualism
Individualism The degree to which people prefer to act as individuals
rather than a member of groups
Collectivism
A tight social framework in which people expect others ingroups of which they are a part to look after them and
protect them
Versus
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Hofstedes Framework: Masculinity
Masculinity The extent to which the society values work roles of
achievement, power, and control, and where assertiveness
and materialism are also valued
Femininity
The extent to which there is little differentiation between
roles for men and women
Versus
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Hofstedes Framework: Uncertainty Avoidance
The extent to which a society feels threatened by uncertainand ambiguous situations and tries to avoid them
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High Uncertainty Avoidance:
Society does not like ambiguous
situations and tries to avoid them.
Low Uncertainty Avoidance:
Society does not mind ambiguoussituations and embraces them.
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Long-term Orientation A national culture attribute that emphasizes the future, thrift,
and persistence
Short-term Orientation
A national culture attribute that emphasizes the present andthe here and now
Hofstedes Framework: Time Orientation
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Hofstedes Framework: An Assessment
There are regional differences within countries
The original data is old and based on only one company
Hofstede had to make many judgment calls while doing
the research Some results dont match what is believed to be true
about given countries
Despite these problems it remains a very popular
framework
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GLOBE Framework for Assessing Cultures
Global Leadership and Organizational Behavior
Effectiveness (GLOBE) research program.
Nine dimensions of national culture
Similar to Hofstedes frameworkwith these additional
dimensions:
Humane Orientation: how much society rewards people for
being altruistic, generous, and kind.
Performance Orientation: how much society encourages and
rewards performance improvement and excellence.
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Summary and Managerial Implications
Personality
Screen for the Big Five trait of conscientiousness
Take into account the situational factors as well
MBTI
can help with training and development
Values
Often explain attitudes, behaviors, and perceptions
Higher performance and satisfaction achieved when theindividuals values match those of the organization.
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