Personality
A Basic OB model
Personality
persona, which translates into English as “mask.”
The sum total of ways in which an individual reacts to
and interacts with others (Robbins & Judge, 2018)
how people affect others and how they understand
and view themselves, as well as their pattern of inner
and outer measurable traits and the person-situation
interaction. (Luthans, 2011)
Personality is the relatively stable set of psychological
attributes that distinguish one person from another.
(Griffin & Moorhead, 2013)
Personality determinants
Physical characteristics – hereditary
Psychological characteristics - ??
Is personality the result of heredity or environment?
Heredity refers to those factors that were determined at
conception.
The heredity approach argues that the ultimate
explanation of an individual’s personality is the molecular
structure of the genes, located in the chromosomes
Twin studies
Environment – Culture, family, social determinants, norms,
early conditioning
Heredity & Environment
Situation - Influences the effects of heredity and
environment on personality
Personality measurement
Managers need to know how to measure personality.
Personality tests are useful in hiring decisions and
help managers forecast who is best for a job.
The most common means of measuring personality is
through self-report surveys.
Observer-ratings surveys provide an independent
assessment of personality
Personality characteristics give a framework for
predicting behavior.
Personality traits
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.
Personality frameworks :
Myers-Briggs Type Indicator (MBTI®)
Big Five Model
Dark triad
The big five
Big five and how they influence OB criteria
Myers-Briggs Type Indicator (MBTI®)
Most widely-used instrument in the world.
Participants are classified on four dimensions to
determine one of 16 possible personality types.
How we prefer to gain energy?
How we prefer to gather information?
How we prefer to make decisions?
How we prefer to live life?
Extroverted (E) vs. Introverted (I)
Sensing (S) vs. Intuitive (N)
Thinking (T) vs. Feeling (F)
Judging (J) vs. Perceiving (P)
MBTI
Extraverted (E) versus Introverted (I). Extraverted individuals
are outgoing, sociable, and assertive. Introverts are quiet and
shy.
Sensing (S) versus Intuitive (N). Sensing types are practical
and prefer routine and order. They focus on details. Intuitives
rely on unconscious processes and look at the “big picture.”
Thinking (T) versus Feeling (F). Thinking types use reason
and logic to handle problems. Feeling types rely on their
personal values and emotions.
Judging (J) versus Perceiving (P). Judging types want control
and prefer their world to be ordered and structured.
Perceiving types are flexible and spontaneous.
Sensing vs intuitive
What is type?
Combination and interaction of four preferences
you chose when completing MBTI
Represented by the four letter code
ISTJ means an introvert (I) who likes to process
information with sensing (S) Who prefers thinking
(T) to make decisions and takes a judging (J)
attitude toward the outer world
The DarkTriad
Machiavellianism: the degree to which an individual is
pragmatic, maintains emotional distance, and believes
that ends can justify means.
Narcissism: the tendency to be arrogant, have a
grandiose sense of self-importance, require excessive
admiration, and have a sense of entitlement.
Psychopathy: the tendency for a lack of concern for
others and a lack of guilt or remorse when their actions
cause harm.
Machiavellianism
People with a High Mach personality are manipulative, win more
often, and persuade more than they are persuaded. Flourish when:
Have direct interaction
Work with minimal rules and regulations
Emotions distract others
Example: CEO of Tyco International Kozlowski
People with a low-Mach personality:
Accept direction imposed by others in loosely structured
situations.
Work hard to do well in highly structured situations.
Are strongly guided by ethical considerations.
Are unlikely to lie or cheat.
Other Personality Traits at Work
Locus of Control The extent to which a person believes his/her
circumstances are a function of either his/her own actions
or of external factors beyond his/her control
Self-Efficacy A person’s beliefs about his/her capabilities to perform a
task
Core self bottom line conclusions individuals have about their
evaluation capabilities, competence, and worth as a person.
Self-Monitoring Is the individual’s ability to adjust his or her behavior to
external, situational factors.
Self-Esteem The extent to which a person believes he or she is a
worthwhile/deserving individual
Proactive people who identify opportunities, show initiative, take
Personality action, and persevere until meaningful change occurs.
Risk Taking The degree to which a person is willing to take chances
and make risky decisions
Other Personality Traits Relevant to OB
Type A personality
Linking personality to workplace
P-J Fit: The effort to match job requirements with personality
characteristics
John Holland’s personality–job fit theory
Vocational Preference Inventory
Six types:
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
Need to match personality type with occupation
Linking personality to workplace
P-O Fit - a theory that people are attracted to and
selected by organizations that match their values, and
leave when there is not compatibility.
People high on extraversion fit well with aggressive and
team-oriented cultures.
People high on agreeableness match up better with a
supportive organizational climate than one focused on
aggressiveness.
People high on openness to experience fit better in
organizations that emphasize innovation rather than
standardization.
Go to [Link] and use
the code 405205
And answer the questions
universal emotions
1. Anger
2. Fear
3. Sadness
4. Happiness
5. Disgust
6. Surprise
Emotional Intelligence (EQ)
The extent to which people are self-aware, can manage their
emotions, can motivate themselves, express empathy for others,
and possess social skills
Dimensions of EQ
Self-awareness: ability to recognize and understand one's moods,
emotions, and needs.
Self-regulation: ability to control or redirect emotional outbursts
or other impulse behaviors.
Self-motivation: includes stifling impulses, directing our
emotions toward personal goals, and delaying gratification.
Empathy: ability to understand and be sensitive to the feelings,
thoughts, and situation of others.
Social skill: ability to manage the emotions of other people.
Emotional Labor
Emotional labor: an employee’s expression of organizationally
desired emotions during interpersonal transactions at work.
Types of Emotions
Felt: the individual’s actual emotions.
Displayed: required or appropriate emotions.
Surface acting: hiding feelings and foregoing emotional
expressions in response to display rules.
Deep acting: trying to modify true inner feelings based on
display rules.
Emotional Dissonance - A situation in which an
employee must project one emotion while
simultaneously feeling another.
Implications for Managers
Recognize that emotions are a natural part of the
workplace and good management does not mean creating
an emotion-free environment.
To foster effective decision making, creativity, and
motivation in employees, look to model positive emotions
and moods as much as is authentically possible.
Provide positive feedback to increase the positivity of
employees. Of course, it also helps to hire people who are
predisposed to positive moods.
Implications for Managers (2 of 2)
In the service sector, encourage positive displays of
emotion, which make customers feel more positive and
thus, improve customer service interactions and
negotiations.
Understand the role of emotions and moods to
significantly improve your ability to explain and predict
your coworkers’ and others’ behavior.
