personality in organizational behavior

1. COURSE TITLE:
ORGANIZATIONAL BEHAVIOR
TOPIC
PERSONALITY

2. PERSONALITY
“Personality is a set of individual differences that are affected by the
development of an individual, values, attitudes, personal memories, social
relationship, habits and skill.”
Measuring Personality:
 Determine workplace suitability
To be use intelligence tests to make decision
To assist in diagnosis (identifying the nature) of a mental illness
MISCHEL.W, SHODA AND SMITH.R.E (2004)

3. OUR PERSONALITY
Dr. Brian Little has an explanation: Part of what shapes our
personalities is biogenetic – we are born with certain
dispositions and temperaments, he says. Part of it is
sociogenetic – our cultural norms and social expectations
encourage some traits and make us inhibit others. But in
addition to these factors are idiogenic motives, the
aspirations, commitments and personal projects we pursue
in daily life, from the trivial, such as taking the dog for a
walk, to the “core projects,” such as raising a family, that
provide us with a deep sense of meaning and define who we
are.

4. THE MYERS-BRIGGS TYPE INDICATOR:
The Myers-brigs type indicator (MBIT) is psychometric
questionnaire designed to measure psychological
preferences in how people perceive the world and
make decisions.
The test itself is made up of four different scales :
 Introvert/extraverts
 Sensing/intuitive
 Thinking/feeling
 Judging/perceiving

5. INTROVERTS “I” – EXTRAVERTS “E”
Introverts are “ inward-turning” and tend to be thought-oriented. They are
quiet and shy, they prefer more substantial interaction and feel recharged
after spending time alone. While extraverts are “outward-turning” and tend
to be action oriented, they are more sociable and prefer more frequent
interaction, feel energized after spending time with other people.
SENSING “S”-INTUITIVE “N”
People who prefer sensing tend to pay a great deal of attention to reality,
particularly to what they can learn from their own senses. They tend to focus
on facts and details. While those who prefer intuition pay more attention to
things like patterns and impressions. They enjoy thinking about possibilities
and imagining the future.

6. THINKING “T” – FEELING “F”
People who prefer thinking place a greater emphasis on facts and
objective. They tend to be consistent, logical and impersonal when
weighing a decision. While those who prefer feeling are more likely to
consider people and emotions when arriving at a conclusion
JUDGING “J” – PERCEIVING “P”
Those who learn toward judging prefer structure and firm decisions.
While those who learn toward perceiving are more open, flexible and
adaptable.

7. BIG FIVE FACTOR OF PERSONALITY
Today, many researchers believe that they are five core
personality traits. Evidence of this theory has been
growing over the past 50 years, beginning with the
research of D. W. Fiske (1949) and later expanded upon by
other researchers including Norman (1967), Smith (1967),
Goldberg (1981), and McCrae & Costa (1987).
“The Big Five” is a theory of personality that identifies
five distinct factors as central to personality: Openness to
Experience, Conscientiousness, Extraversion,
Agreeableness, and Neuroticism or OCEAN:

8.  Openness - People who like to learn new things and enjoy new experiences
usually score high in openness. Openness includes traits like being
insightful and imaginative and having a wide variety of interests.
 Conscientiousness - People that have a high degree of conscientiousness
are reliable and prompt. Traits include being organized, methodic, and
thorough.
 Extraversion - Extraverts get their energy from interacting with others,
while introverts get their energy from within themselves. Extraversion
includes the traits of energetic, talkative, and assertive.
 Agreeableness - These individuals are friendly, cooperative, and
compassionate. People with low agreeableness may be more distant. Traits
include being kind, affectionate, and sympathetic.
 Neuroticism - Neuroticism is also sometimes called Emotional Stability.
This dimension relates to one’s emotional stability and degree of negative
emotions. People that score high on neuroticism often experience
emotional instability and negative emotions. Traits include being moody
and tense.
PERSONALIY MODEL

9. CORE SELF-EVALUATIONS
 Core self-evaluations (CSE) represent a stable personality
trait which encompasses an individual's subconscious,
fundamental evaluations about themselves, their own
abilities and their own control. People who have high core
self-evaluations will think positively of themselves and be
confident in their own abilities.

10. This concept was brought to light in the 1950's by Julian Rotter.
 A person with an internal locus of control believes that he
or she can influence events and their outcomes, while
someone with an external locus of control blames outside
forces for everything.
Locus of Control

11. Self Monitoring (Personality)
 Self-monitoring is a concept introduced during the 1970s
by Mark Snyder, that shows how much people monitor
their self-presentations, expressive behavior, and
nonverbal affective displays.

12. Type “A” Personality
The Type A personality generally lives at a higher stress
level.
 They find it difficult to stop, even when they have
achieved goals.
 They feel the pressure of time, constantly working flat
out.
 They are highly competitive and will, if necessary create
competition.
 They hate failure and will work hard to avoid it.
 They are generally pretty fit and often well-educated (a
result of their anxiety).

13. Type “B” Personality
The Type B personality generally lives at a lower stress
level and are typically:
 They work steadily, enjoying achievements but not
becoming stressed when they are not achieved.
 When faced with competition, they do not mind losing and
either enjoy the game or back down.
 They may be creative and enjoy exploring ideas and
concepts.
 They are often reflective, thinking about the outer and
inner worlds.

14. TERMINAL AND INSTRUMENTAL VALUES:
TERMINAL VALUES:
Terminal values are the goals that we work towards and view as most
desirable. These are desirable states of existence. They are the goals
that we would like to achieve during our lifetime.
INSTRUMENTAL VALUES:
Instrumental values are the preferred method of behavior.
instrumental values consist of personal characteristics and
personality traits. Such as

15.  Honesty
 Polite
 Ambitious
 Self respect
 Family
 Freedom
 Happiness
 Character
 A world of peace
 Responsibility

16. HOFSTEDE’S DIMENSION
 Hofstede's cultural dimensions theory is a framework
for cross culture communication.
 He researched on IBM employees in different countries.
 People from different countries and cultures interact
based on six different categories of cultural dimensions.

17. Dimensions are:
Power Distance:
 This dimension expresses the degree to which the less powerful members of a society accept and
expect that power is distributed unequally.
Individualism vs. Collectivism:
They emphasize the “I” versus the “we.”
Believe in individual rights and prefers to act as individual
Collectivism: people expect others to look after them.

18. Masculinity vs Femininity:
 Masculinity society has traits that are categorized as male such as strength,
dominance, assertiveness and egotism.
 Femininity has traits that are categorized as female such supportive,
caring and relationship oriented

19. UNCERTAINTY AVOIDANCE:
 It’s a society’s tolerance of uncertainty and anxious ,
uncertainty avoiding cultures minimize the risk of uncertainty
by sticking the laws.
 Other societies which don’t get ambiguous on uncertain
situations are more risk takers and change acceptor

20. Long-term vs. Short-term Orientation:
Long term orientation:
 when you focus on future, you are wiling to delay short term material ,
if you have this culture you are persistence, perseverance, saving and
able to adapt.
Short term orientation:
when you focus on past or present if you have this
culture you care more about immediate gratification
than long term fulfillment.

21. John Holland Theory:
 John Holland gave theory for personality and job match.
 Realistic, Artistic, Investigative, Social, Enterprising and Conventional.
 He derived a test “ RAISEC test “ which will help people to find job according
to their personality

22. THANK YOU