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What is Personality?

Personality

The sum total of ways in which an individual reactsand interacts with others.

Personality Traits

Enduring characteristicsthat describe anindividuals behavior.

Personality

Determinants

Heredity

Environment

Situation

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Extroverted vs. Introverted (E or I): People preferto focus their attention

Sensing vs. Intuitive (S or N): Collect information

Thinking vs. Feeling (T or F): Process & evaluate

information Judging vs. Perceiving (P or J): Orient themselves

to outer world

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Myers-

Briggs

Sixteen

Primary

Traits

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The Big Five Model of Personality Dimensions

Extroversion: ones comfort level with relationship:Sociable, outgoing, talkative, gregarious, and assertive

Agreeableness:Ability to get along with othersGood-natured, cooperative, and trusting.

Conscientiousness: No. of goals that a person focuses

onResponsible, dependable, persistent, and organized.

Openness to Experience: Ones range of interestsImaginativeness, artistic, sensitivity, and intellectualism.

Emotional Stability: Persons ability to withstand stress

Calm, self-confident, secure, nervous, depressed, and insecure

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Major Personality Attributes Influencing OB

Locus of control

Machiavellianism

Self-esteem

Self-monitoring

Risk taking

Type A personality

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Locus of Control

Locus of ControlThe degree to which people believe theyare masters of their own fate.

InternalsIndividuals who believe that theycontrol what happens to them.

Externals

Individuals who believe thatwhat happens to them iscontrolled by outside forcessuch as luck or chance.

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Machiavellianism

Machiavellianism (Mach)

Degree to which an individual is pragmatic,maintains emotional distance, and believes

that ends can justify means.

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Self-Esteem and Self-Monitoring

Self-Esteem (SE)

Individuals degree of likingor disliking themselves.

Self-Monitoring

A personality trait that measuresan individuals ability to adjusthis or her behavior to external,

situational factors.

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Risk-Taking

High Risk-taking Managers Make quicker decisions

Use less information to make decisions

Operate in smaller and more entrepreneurialorganizations

Low Risk-taking Managers

Are slower to make decisions

Require more information before making decisions

Risk Propensity Aligning managers risk-taking propensity to job

requirements should be beneficial to organizations.

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Personality TypesType As

1. are always moving, walking, and eating rapidly;

2. feel impatient with the rate at which most events take place;

3. strive to think or do two or more things at once;

4. cannot cope with leisure time;

5. are obsessed with numbers, measuring their success in

terms of how many or how much of everything they acquire.

Type Bs

1. never suffer from a sense of time urgency with its

accompanying impatience;

2. feel no need to display or discuss either their achievementsor accomplishments;

3. play for fun and relaxation, rather than to exhibit their

superiority at any cost;

4. can relax without guilt.

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Personality Types

Proactive Personality

Identifies opportunities,shows initiative, takesaction, and perseveres

until meaningful changeoccurs.

Creates positive changein the environment,

regardless or even inspite of constraints orobstacles.

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Achieving Person-Job Fit

Personality Types

Realistic

Investigative

Social

Conventional

Enterprising Artistic

Personality-Job FitTheory (Holland)

Identifies six personalitytypes and proposes that

the fit between personalitytype and occupationalenvironment determinessatisfaction and turnover.

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Hollands

Typology of

Personality

and

Congruent

Occupations

E X H I B I T 42

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Emotions- Why Emotions Were Ignored in OB

The myth of rationality

Organizations are not emotion-free.

Emotions of any kind are disruptive to

organizations.

Original OB focus was solely on the effects of strongnegative emotions that interfered with individual andorganizational efficiency.

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What Are Emotions?

MoodsFeelings that tend to be

less intense thanemotions and that lack a

contextual stimulus.

EmotionsIntense feelings that are

directed at someone orsomething.

AffectA broad range of emotions

that people experience.

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What Are Emotions? (contd)

Emotional Labor

A situation in which an employee expressesorganizationally desired emotions duringinterpersonal transactions.

Emotional Dissonance

A situation in which an employeemust project one emotion while

simultaneously feeling another.

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Felt versus Displayed Emotions

Felt Emotions

An individuals actual emotions.

Displayed Emotions

Emotions that are organizationallyrequired and considered appropriatein a given job.

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Emotion Continuum

The closer any two emotions are to each other on

the continuum, the more likely people are to

confuse them.

E X H I B I T 44Source: Based on R.D. Woodworth, Experimental Psychology (New York: Holt, 1938).

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Emotion Dimensions

Variety of emotions

Positive

Negative

Intensity of emotions

Personality Job Requirements

Frequency and duration of emotions

How often emotions are exhibited.

How long emotions are displayed.

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Gender and Emotions

Women

Can show greater emotional expression.

Experience emotions more intensely.

Display emotions more frequently.

Are more comfortable in expressing emotions.

Are better at reading others emotions.

Men

Believe that displaying emotions is inconsistent withthe male image.

Are innately less able to read and to identify withothers emotions.

Have less need to seek social approval by showingpositive emotions.

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External Constraints on Emotions

Organizational

Influences

Cultural

Influences

Individual

Emotions

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OB Applications of Understanding Emotions

Ability and Selection

Emotions affect employee effectiveness.

Decision Making

Emotions are an important part of the decision-makingprocess in organizations.

Motivation

Emotional commitment to work and high motivationare strongly linked.

Leadership

Emotions are important to acceptance of messagesfrom organizational leaders.

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OB Applications (contd)

Interpersonal Conflict

Conflict in the workplace and individual emotions arestrongly intertwined.

Customer Services

Emotions affect service quality delivered to customerswhich, in turn, affects customer relationships.

Deviant Workplace Behaviors

Negative emotions lead to employee deviance (actionsthat violate norms and threaten the organization).

Productivity failures

Property theft and destruction

Political actions

Personal aggression

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Ability and Selection

Emotional Intelligence (EI)

Self-awareness

Self-management

Self-motivation

Empathy

Social skills

Research Findings

High EI scores, not highIQ scores, characterizehigh performers.

EmotionalIntelligence

An assortment ofnoncognitive skills,

capabilities, andcompetencies thatinfluence a personsability to succeed incoping withenvironmentaldemands andpressures.

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Emotional Intelligence

Emotional Intelligence (EI)

Self-awareness: Being aware of what you are feeling

Self-management: Ability to manage ones own emotions

Self-motivation: Ability to persist in the face of setbacks &failures

Empathy: Ability to sense how others are feeling

Social skills: Ability to handle the emotions of others