Organizational Behavior: Personality

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1. Chapter 4
Personality

2. Personality
The sum total of ways in which an
individual reacts and interacts with
others.
•Personality Determinants
–Heredity
–Environmental Factors
–Situational Conditions

3. Personality Determinants
•Heredity
–Factors determined at conception: physical
stature, facial attractiveness, gender,
temperament, muscle composition and
reflexes, energy level, and bio-rhythms
–This “Heredity Approach” argues that
genes are the source of personality
–Twin studies: raised apart but very similar
personalities
–Parents don’t add much to personality
development
–There is some personality change over
long time periods

4. Personality Traits
Enduring characteristics that describe
an individual’s behavior
–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

5. Measures of Personality
1.Self Report Survey- completed by the
individuals
2.Observer Rating Survey –coworkers could
do the survey.
3.Projective tests:
•Rorschach Inkblot test
•Thematic Apperception Test(TAT)

6. Use of Assessment in Organization
•Screening
•Selection
•Succession Planning
•Career Planning
•Team Building
•Management Development

7. •Carl Jung - 1923
“Psychological Types”
•Katharine Briggs/
Isabel Myers
–1926 Article in “The
New Republic”
–1940’s Development of
Inventory
•Educational Testing
Service (1962-1975) -
Research Period
•Consulting
Psychologists Press
(1975-Today) - Public
Use
The Myers­Briggs
Typology Indicator

8. MBTI Preferences

9. ENERGY FLOW
E
S
T
J P
F
N
IA T T I T U D E
A T T I T U D E
THE FOUR
FUNCTIONS
THE FOUR
FUNCTIONS
DATA GATHERING
PERCEIVING FUNCTION
DECISION MAKING
JUDGING FUNCTION
ORIENTATION
TO THE OUTER
WORLD

10. The
Myers­
Briggs
Typology
 Indicator

11. Overview of the  Big “5”
Big Five Personality Model

12. Big Five Personality Factors

13. How Do the Big Five Traits Predict
Behavior?
•Research has shown this to be a better
framework.
•Certain traits have been shown to strongly
relate to higher job performance:
–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.
•Open people are more creative and can be good
leaders.
•Agreeable people are good in social settings.

14. Major Personality Attributes
Influencing OB
•Locus of Control
•Core Self Evaluation
•Machiavellianism
•Narcissism
•Self-Esteem & Self-Monitoring
•Risk-Taking
•Type A & B Personality
•Proactive Personality
•High Flyers
•Self Efficacy

15. 1. Locus of Control
I control what
happens to me!
People and circumstances
control my fate!
•The degree to which people believe they are in control 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.

16. 2. Core Self Evaluation
The degree to which an individual likes or
dislikes himself or herself, whether the
person sees himself as capable and effective.

17. 3. Machiavellianism
Conditions Favoring High Machs
•Direct interaction
•Minimal rules and regulations
•Distracting emotions

18. 4. Narcissism
Thetendencytobearrogant,
haveagrandiosesenseofself
importance,requireexcessive
admirationandhaveasenseof
entitlement.

19. •High self-monitors
–flexible: adjust
behavior according
to the situation and
the behavior of
others
–can appear
unpredictable &
inconsistent
•Low self-monitors
–act from internal
states rather than
from situational
cues
–show consistency
–less likely to
respond to work
group norms or
supervisory
feedback
5. Self-Esteem & Self-
Monitoring

20. Who Is Most Likely to . . .
Low-
self
monitor
s
High-
self
monitor
s
Get promoted
Change employers
Make a job-related
geographic move
✔
Accomplish tasks, meet other’s
expectations, seek out central
positions in social networks
✔Self-promote
✔
Demonstrate higher levels of
managerial self-awareness; base
behavior on other’s cues and the
situation

21. 6. Risk­Taking
•Refers to a person’s willingness to take
chances or risks.
•High Risk­taking Managers
–Make quicker decisions.
–Use less information to make decisions.
–Operate in smaller and more entrepreneurial organizations.
•Low Risk­taking Managers
–Are slower to make decisions.
–Require more information before making decisions.
–Exist in larger organizations with stable environments.
•Risk Propensity
–Aligning managers’ risk­taking propensity to job
requirements should be beneficial to organizations.

22. © 2003 Prentice Hall Inc. All rights reserved.
4–
22
7. Personality Types

23. © 2003 Prentice Hall Inc. All rights reserved.

24. 8. Proactive Personality
•A person who identifies opportunities,
shows initiative, takes action, and
perseveres until meaningful change
occurs.

25. 9. High Flyers
•People with executive potentials who
may take the future leadership role

26. 10. Self­Efficacy
Self-Efficacy - beliefs and expectations
about one’s ability to accomplish a specific
task effectively
Sources of self-efficacy
–Prior experiences and prior success
–Behavior models (observing success)
–Persuasion
–Assessment of current physical &
emotional capabilities

27. Achieving Personality­Job Fit
Personality Types
•Realistic
•Investigative
•Social
•Conventional
•Enterprising
•Artistic

28. Holland’s
Typology of
Personality
and
Congruent
Occupations

29. Relationships
among
Occupational
Personality
Types

30. ISTJ
“Doing what
Should be done”
MOST RESPONSIBLE
ISFJ
“A high sense
Of duty”
MOST LOYAL
INFJ
“An inspiration
To others”
MOST
CONTEMPLATIVE
INTJ
“Everything has
Room for improvement”
MOST INDEPENDENT
ISTP
“Ready to try
Anything once”
MOST PRAGMATIC
ISFP
“Sees much but
Shares little”
MOST
ARTISTIC
INFP
“Performing noble
service to aid society”
MOST IDEALISTIC
INTP
“A love of
problem solving”
MOST
CONCEPTUAL
ESTP
“The ultimate
Realist”
MOST
SPONTANEOUS
ESTJ
“Life’s
Administrators”
MOST HARD
CHARGING
ESFP
“You only go
Around once In life”
MOST GENEROUS
ESFJ
“Host and
Hostesses of the world”
MOST HARMONIZING
ENFP
“Giving life an
Extra squeeze”
MOST
OPTIMISTIC
ENFJ
“Smooth talking
Persuader”
MOST
PERSUASIVE
ENTP
“One exciting
challenge after another”
MOST INVENTIVE
ENTJ
“Life natural
Leaders”
MOST COMMANDING

31. The happy employee

32. The greedy employee

33. The Joker

34. The Leader

35. The Loud Mouth

36. The Busy Body

37. The Disgruntled Employee

38. The Obsessive Employee

39. The Relaxed Employee

40. The Greedy Employee

41. The Outgoing, New
Guy

42. The Expert, Know­it­all

43. The Vigilant Supervisor

44. The Mole

45. The Frustrated Employee