Personality and attitude for organizational behaviour.pptx

This ppt describes Personality is the way individuals react consistently to a variety of environmental situations.
Personality is the particular pattern of an individual that makes one individual unique and different from all others.
Personality provides a consistency of responses based on enduring, inner psychological characteristics.

1. Personality and Attitudes By:- MG Gadhvi

2. What is Personality? Personality is the way individuals react consistently to a variety of environmental situations. Personality is the particular pattern of an individual that makes one individual unique and different from all others. Personality provides a consistency of responses based on enduring, inner psychological characteristics.

3. Personality Theories Psychoanalytic Theory : Freud’ s psychoanalysis based on ‘libido’ and psycho-sexual development of individuals in ‘five’ stages. The effect of childhood event that effects the functioning of an adult. It has assumption that every individual possess unconscious thoughts , feeling, desires and memories. Three different element id ( Instinct), ego ( reality) and super ego (Morality) Five stages - Oral, Anal, phallic, Latency , Genital Trait Theory : An approach to personality development which identifies a configuration of unique traits, the basic ‘building block’ of personality. Humanistic Theories : A theory of personality development that emphasizes on self-concept and self-actualization process . ( Abraham Maslow and Carl Rogers )

4. Factors effecting Personality Heredity and brain Nature Vs Nurture Self –esteem (OBSE) ( Self perceived value that individual have for themselves as an organization member acting within organization) Personal- Situation Interaction The Socialization Process

5. The Big Five Model

6. Extroversion: - This dimension captures one’s comfort level with relationship with external world. Extroverts tend to be gregarious, enthusiastic , assertive and sociable, action oriented individuals. They are comfortable with people Introvert tend to be reserved, quiet . They do not involved in social activities. This doesn’t mean they are unfriendly and anti social , They are more independent . Agreeableness This dimension refers to an individual propensity to defer to others. Highly agreeable people are Co-operative, warm , trusting, willing to compromise their interest with other. They have optimistic view of human nature, Disagreeable individuals place self interest above getting along with others. The agreeable are transformational but they have been found negative related to transactional relationship like military.

7. Conscientiousness : -This measures reliability such people are dependable and persistent . They are dependable, hardworking, organized, Self disciplined , persistent and responsible . They like orders and tend to follow schedule. They set high goals, they have higher performance expectations and respond well to job enrichment This trait has found strongest relationship with performance. Emotional Stability or Neuroticism This dimension taps persons ability to with stand stress. People with positive emotional stability tend to be clam, self confident and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure. High on neuroticism are vulnerable to stress and emotionally reactive. They get irritated , stressed, upset easily and have mood swing

8. Openness to Experience : - Extremely open people are creative, curious and sensitive . They have appreciation to art, emotions, adventures, unusual ideas and curiosity. They are more likely to hold unconventional beliefs . High openness can also perceived as unpredictability or lack of focus and more likely to engage in risk behavior or drug taking There are different psychological tests used for measuring personality tests and other skills related to personality. 16 PF (16 Personality Factor) This measures 16 temperament traits, warmth, reasoning, emotional stability dominance, liveliness, role consciousness, vigilance, openness to change .

9. Type-A Personality Always moving, walking and eating rapidly. Impatient Does two things at a time. Aggressive Competitive Constantly feels under time pressure. Obsessed with numbers and measures success by quantity. Type-B Personality Never in a hurry. Always patient. Doesn’t brag. Relaxes without guilt. Not much concerned about time pressure and deadlines. Mild-mannered. Plays for fun not for win.

10. The Argyris Immaturity-Maturity Model Immaturity Passive Dependence Limited behavior Shallow interests Short-time perspective Subordinate position Lack of self-awareness Maturity Active Independence Diverse behavior Deep interest Long-time perspective Superior position Self-awareness and control

11. Myers-Brigs Type Indicators These indicators widely used and very popular in real world for carrier counselling , team building, conflict management and analysing management styles.

12. Myers/Briggs Type Indicators (MBTI) Self-report: no right or wrong, just preferences, what you are comfortable with Doesn’t say what can or cannot do Well-researched Based on rich theory About 95% accurate

13. Myers-Briggs Type Indicator (MBTI ) Extravert (E) Vs Introvert (I )( How people focus their energy) Sensing (S) Vs Intuitive (N ) (Give attention and collect information) Thinking (T) Vs Feeling (F )(Process information and make decision ) Perceiving (P) Vs Judging (J ) (Orient themselves to outside world) ESTJ On the basis of this classification a person’s personality can be categorized into 16 personality types such as ENTJ, ISFP, ESFJ etc.

14. The 16 Personality Factors 1. Reserved Vs Outgoing 2. Less Intelligent Vs More Intelligent 3. Affected by feelings Vs Emotionally Stable 4. Submissive Vs Dominant 5. Serious Vs Happy-go-lucky 6. Expedient Vs Conscientious 7. Timid Vs Venturesome 8. Tough-minded Vs Sensitive 9. Trusting Vs Suspicious 10. Practical Vs Imaginative 11. Forthright Vs Shrewd 12. Self-assured Vs Apprehensive 13. Conservative Vs Experimenting 14. Group-dependent Vs Self-sufficient 15. Uncontrolled Vs Controlled 16. Relaxed Vs Tense

15. MBTI Cognitive styles

16. Four MBTI Cognitive Styles with Their Corresponding Occupations

17. Ideal Organization: STs Characterized by control, certainty, and specificity Each person knows own job Design is impersonal, emphasis on work Authoritarian, hierarchical Individual exists to serve goals of org. Goals of org. tend to be narrowly economic

18. Ideal Organization: NTs Emphasize on broad, global issues Tends not to specify details Concerned with fuzzy macroeconomic issues Design is impersonal Goals of organization are often global, focusing on new horizons

19. Ideal Organization: SFs Concerned with detailed human relations Define detailed work rules and roles and who will feel them Organization is realistic as opposed to idealistic Concerned with making the organization feel like family

20. Ideal Organization: NFs Concerned with most general personal and human goals of organizations Design is decentralized with no clear lines of authority Values flexibility, adaptation Goals of organization are to serve humanity, social needs of people

21. Six Personality Types Developed by John Holland People are happier and most productive when they get job fitting to their personality. Tests developed basis on how a person sees and react different situation

22. Six Personality Types Realistic (R )- (Doer) Shy , Genuine , Persistent, Stable, Conforming, Practical Mechanic , Drill Operator , Farmer , Assembly-Line Worker. Investigative (I )- (Thinker) Analytical , Original , Curious , Independent Biologist, Economist , Mathematician , News Reporter

23. Six Personality Types Social (S )- (Helper) Sociable, Friendly , Cooperative , Understanding Social Worker, Teacher , Counselor , Psychologist Conventional (C )- (Organizer) Conforming, Efficient, Practical, Unimaginative, Inflexible Accountant, Corporate Manager, Bank Teller , Clerk

24. Six Personality Types Enterprising (E )- (Persuader) Self-confident, Ambitious, Energetic, Domineering Lawyer, Real Estate Agent, Public Relations Officer, Small Entrepreneur Artistic (A )- (Creator) Imaginative, Disorderly, Idealistic, Emotional, Impractical Painter, Designer, Musician, Writer

25. The Person-Organization Fit This model proposes that people choose jobs in organizations which are compatible with their personalities , e.g. people with high extraversion fit better in aggressive and team-oriented cultures, people high on agreeableness will match up better with a supportive organizational climate than one that focuses on aggressiveness.

26. ATTITUDES Personality and attitude are complex cognitively oriented processes. The difference is personality is thought of a whole person where as traits and attitude may be thought of as a making of personality. Attitude can be defined as a persistent tendency to feel and behave towards objects, people or events. Attitudes are evaluative statement either favorable or unfavorable about objects, people or events. They reflect how we feel about something. When I say “I like my Job” , I am expressing my attitude about the work.

27. Main Components of Attitudes Emotional This component involves person’s feeling towards objects –may be positive, negative or neutral. Emotional labour is a word where people are asked to perform beyond their physical and mental contribution for example service with smile.

28. Main Components of Attitudes Informational and Behavioural Informational component of an attitude is consist of beliefs and information the individual have towards the object. It makes no difference weather information is empirically real or correct Behavioural component of attitude consists of people’s tendency to behave in particular way towards the object.

29. Functions of Attitudes The most important consideration in hiring and biggest deficit among new workforce entrants are the attitudes concerning work , they bring with them to their jobs. -David Nadler

30. Functions of Attitude There are four important functions of attitude The adjustment function The ego defensive function The Value Expressive The knowledge function

31. Changing attitudes- Barriers Barrier Prior commitments –unwilling to change Insufficient information Change Providing new information Use of fear---Moderate fear Resolving Discrepancies Influence of friends and peers Co-opting approach.

32. Benefits of Positive Attitude You have a pleasing personality. High energy level. Inspires others around you. Increases productivity. Reduces stress level. Overall it improves quality.

33. PERCEPTION

34. Perception “ It everyone perceived everything the same way, things would be a lot simpler” - Moorhead

35. Perception Perception is an important input in individual behaviour. It refers to the process of seeing what is there to be seen.

36. The perceptual process comprises of several steps - receiving stimuli, selecting stimuli, organizing stimuli, interpreting stimuli and reacting to sensory stimuli. In simple terms, perception is understood as the act of seeing what is there to be seen. But what is seen is influenced by the individual, the object and the situation.

37. Defination Perception is a process of receiving information about and making sense of the world around us. It invloves deciding which information to notice, how to categorize, and how to interpret it within the framework of our existing knowledge

38. Colour has a psychological impact on an individual. It is a well known fact that some colours act as stimulant and others act as depressant. Red – Very Stimulating Blue – Restful Yellow – Exciting Green – Very Restful

39. The Contrast Principle of Perception Movement The principle of motion states that moving object receives more attention. Advertisers capitalize on this principle by creating signs which incorporate moving parts. Repetition It states that repeated external stimulus is more attention drawing than a non-repetitive one

40. Perception is a complex cognitive process which is unique interpretation. It may reveal a picture of the world which is different from reality. Perception matters Interview process Performance Appraisal

41. Why perception is important in the study of OB ? People behavior is based on their perception of what reality is, not on reality itself.

42. It’s all about your PERCEPTION

43. Attitude. Motives. Interest. Experience. Factors Influencing Perception

44. Selective Perception : - Shortcuts in judging people. Halo effect : - Drawing general impressions about an individual on the basis of a single Characteristic. Projection : - Attributing one’s own Characteristics to other people.

45. Managing the Perception Process Have a high level of self awareness Seek informations from various sources to confirm or disconfirm personal impression of decision situation. Be empathetic Influence perception of other people when they are drawing incorrect or incomplete impression of events in the work setting. Avoid common perceptual distortions that bias our views of people and situation.

46. References Books Organizational Behaviour By Fred Luthans Organizational Behaviour Design , Structure and Culture By Dr. Aanand Das Gupta www. Google.com Wikipedia www. Simplypsycology.org Dr. Pandey PDPU