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What is Personality?

Personality

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

Refers to the relatively stable pattern of behavior & consistent internal states that explain a person’s behavioral tendencies

Personality Traits

Enduring characteristics that describe an individual’s behavior.

Personality

Determinants

Heredity
Environment
Situation

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Psychological contract

Is the dynamic relationship between the set of expectations with which the people join the organisation and what they will get in return from the organisation.

The norms of psychological contract are influenced by

Business cycle

Economic trend

competition

4–*

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Consensus between ability & aptitude

Ability is the capacity to do physical and intellectual task.
Aptitude is the capacity to learn the ability.

4–*

Heredity & Learning determine personality

Culture & personality

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Major Personality traits Influencing OB

Locus of control
Authoritarianism
Dogmatism
Machiavellianism
Self-esteem
Self- esteem/ monitoring
Risk taking
Type A personality

4–*

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Locus of Control

4–*

Locus of Control

The degree to which people believe they are masters of their own fate.

Internals�Individuals who believe that they control what happens to them.

Externals�Individuals who believe that what happens to them is controlled by outside forces such as luck or chance.

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authoritarianism

Is the degree to which a person believes that the status and power differences are appropriate in an organisation.

4–*

Characteristics of such people

Autocratic

Demanding

Take orders easily

They need highly structured organisation

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Dogmatism

Refers to the degree of flexibility or rigidity of a person’s view. Those high on dogmatism tend to be rigid and closed.
Those low on dogmatism tend to be open minded, receptive and consider view from that differ from their own.

4–*

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Machiavellianism

4–*

Conditions Favoring High Machs

Direct interaction
Minimal rules and regulations
Emotions distract for others

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

4–*

Self-Esteem (SE)

Individuals’ degree of liking or disliking themselves.

Self-Monitoring

A personality trait that measures an individuals ability to adjust his 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 entrepreneurial organizations

Low Risk-taking Managers

Are slower to make decisions
Require more information before making decisions
Exist in larger organizations with stable environments

Risk Propensity

Aligning managers’ risk-taking propensity to job requirements should be beneficial to organizations.

4–*

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Personality Types

4–*

Type A’s

are always moving, walking, and eating rapidly;
feel impatient with the rate at which most events take place;
strive to think or do two or more things at once;
cannot cope with leisure time;
are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire.

Type B’s

never suffer from a sense of time urgency with its accompanying impatience;
feel no need to display or discuss either their achievements or accomplishments;
play for fun and relaxation, rather than to exhibit their superiority at any cost;
can relax without guilt.

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Approaches to understand personality traits

Mayer Briggs type indicator

Big Five personality Theory

4–*

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4–*

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The Myers-Briggs Type Indicator

4–*

Personality Types

Extroverted vs. Introverted (E or I)
Sensing vs. Intuitive (S or N)
Thinking vs. Feeling (T or F)
Judging vs. Perceiving (P or J)

Myers-Briggs Type Indicator (MBTI)

A personality test that taps four characteristics and classifies people into 1 of 16 personality types.

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Myers-Briggs Sixteen Primary Traits

4–*

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The Big Five Model of Personality Dimensions

4–*

Extroversion

This trait includes characteristics such as excitability, sociability, talkativeness, assertiveness, and high amounts of emotional expressiveness. �Sociable, gregarious, and assertive

I love excitement and am a cheerful person

Agreeableness

This personality dimension includes attributes such as trust, altruism, kindness, affection, and other prosocial behaviors. �Good-natured, cooperative, and trusting.

People find me warm and generous and selfless

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The Big Five Model of Personality Dimensions

4–*

Conscientiousness

Common features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors

Responsible, dependable, persistent, and organized.

People find me reliable and I keep my house clean

Emotional Stability

Individuals high in this trait tend to experience emotional instability, anxiety, moodiness, irritability, and sadness.

calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative).

am very moody I often feel sad and down

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The Big Five Model of Personality Dimensions

4–*

Openness to Experience�

This trait features characteristics such as imagination and insight, and those high in this trait also tend to have a broad range of interests.

I am a very curious person & enjoy challenges

Imaginativeness, artistic, sensitivity, and intellectualism.

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Cattell’s 16 Personality factor

To do

Short note

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Attitude

4–*

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Attitudes

3–*

Attitude is…..

Evaluative statements or judgments concerning objects, people, or events.

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Components of Attitudes

3–*

Attitudes

Affective Component�The emotional or feeling segment of an attitude.

Cognitive component�The opinion or belief segment of an attitude.

Behavioral Component�An intention to behave in a certain way toward someone or something.

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Components of Attitudes

3–*

Attitudes

Affective =feeling�I hate my boss.

Cognitive evaluation�I deserve promotion, but my boss gave it to my colleague.

Behavioral = action�I will change my job

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Functions of ATTITUDE

Attitude

Adjustment

Knowledge

Ego defensive

Value expression

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Major job attitude

Job satisfaction
Job involvement
Organizational commitment

Affective commitment : emotional attachment
Continuance commitment: perceived economic value of remaining with company.
Normative commitment : obligation to remain with an organisation on basis of moral & ethical reasons.

Perceived organizational support

The degree to which employee believes his contribution is valued in the organisation.

Employee engagement.

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The Effect of Job Satisfaction on Employee Performance

Satisfaction and Productivity

Satisfied workers aren’t necessarily more productive.
Worker productivity is higher in organizations with more satisfied workers.

Satisfaction and Absenteeism
Satisfaction and Turnover

3–*

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Job Satisfaction and OCB

Satisfaction and Organizational Citizenship Behavior (OCB)

Satisfied employees who feel fairly treated by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job.

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Job Satisfaction and Customer Satisfaction

Satisfied employees increase customer satisfaction because:

They are more friendly, upbeat, and responsive.
They are less likely to turnover which helps build long-term customer relationships.
They are experienced.

Dissatisfied customers increase employee job dissatisfaction.

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How Employees Can Express Dissatisfaction

Exit

Behavior directed toward leaving the organization.

Voice

Active and constructive attempts to improve conditions.

Neglect

Allowing conditions to worsen.

Loyalty

Passively waiting for conditions to improve.