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PERSONALITY
7
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Learning Objectives
- Define personality, describe how it is measured, and explain thefactors that determine an individuals personality.
Describe the Myers-Briggs Type Indicator personality
framework and assess its strengths and weaknesses.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
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What is Personality?
The sum total of ways in which an individual reacts and
interacts with others, the measurable traits a person
exhibits
Measuring Personality Helpful in hiring decisions
Most common method: self-reporting surveys
Observer-ratings surveys provide an independent
assessment of personality often better predictors
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Personality Determinants
Heredity Factors determined at conception: physical stature, facial
attractiveness, temperament, muscle composition and
reflexes, energy level, and bio-rhythms
This
Heredity Approach argues that genes are thesource of personality
Twin studies: raised apart but very similar personalities
Parental environment dont add much to personality
development
There is some personality change over long time periods
.
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Personality Traits
Enduring characteristics that describe an individualsbehavior
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
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The Myers-Briggs Type Indicator
Most widely used instrument in the world.
Participants are classified on four axes to determine
one of 16 possible personality types, such as ENTJ.
Flexible and
Spontaneous
Sociable and
Assertive
Quiet and
Shy
Unconscious
Processes
Uses Values
& Emotions
Practical and
Orderly
Use Reasonand Logic
Want Order
& Structure
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MBTI
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The Types and Their Uses
Each of the sixteen possible combinations has a name,for instance:
Visionaries (INTJ) original, stubborn, and driven.
Organizers (ESTJ) realistic, logical, analytical, and
businesslike. Conceptualizer (ENTP) entrepreneurial, innovative,
individualistic, and resourceful.
Research results on validity mixed.
MBTI is a good tool for self-awareness and counseling.
Should notbe used as a selection test for job candidates.
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The Big Five Model of Personality Dimensions
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Big Five Factors
OCEAN
Openness
Conscienctiousness Extraversion
Agreeableness
Neuroticism
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Openness
People who are open to experience are intellectually curious,appreciative of art, and sensitive to beauty. Compared to closed people,
more creative and more aware of their feelings. More likely to holdunconventional beliefs.
People with low scores on openness tend to have more conventional,traditional interests. They prefer the plain, straightforward, and obviousover the complex, ambiguous, and subtle. Closed people preferfamiliarity over novelty. They are conservative and resistant to change.
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Conscienctiousness
A tendency to show self-discipline, act
dutifully, and aim for achievement; planned
rather than spontaneous behavior.
Conscientious individuals avoid trouble and
achieve high levels of success through
purposeful planning and persistence.
They are also positively regarded by others asintelligent and reliable. On the negative side,
they can be compulsive perfectionists and
workah
olics.
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Extraversion
Energy, positive emotions, urgency, and the
tendency to seek stimulation in the company
of others.
Agreeableness
A tendency to be compassionate and
cooperative rather than suspicious and
antagonistic towards others.
Generally considerate, friendly, generous,
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Neuroticism
A tendency to experience unpleasant
emotions easily, such as anger, anxiety,
depression, or vulnerability; sometimes called
emotional instability.
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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 betterperformance.
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.
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Other Personality Traits Relevant to OB
Core Self-Evaluation The degree to which people like or dislike themselves
Positive self-evaluation leads to higher job performance
Machiavellianism
A pragmatic, maintains emotional distance, believes that ends
justify the means. High Machs are manipulative, win more often, and persuade
more than they are persuaded. Flourish when:
Have direct interaction face to face
Situations has minimal rules and regulations
Emotions distract others Narcissism
An arrogant, had a sense of entitlement, self-important personwho needs excessive admiration.
Less effective in their jobs.
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Self-Monitoring The ability to adjust behavior to meet external,
situational factors.
High monitors conform more and are more likely to
become leaders.
Risk Taking The willingness to take chances.
May be best to align risk taking propensities with job
requirements.
Risk takers make faster decisions with less information.
More Relevant Personality Traits
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More Relevant Personality Traits
Type A Personality Aggressively involved in a chronic, incessant struggle to
achieve more in less time
Impatient: always moving, walking, and eating rapidly
Strive to think or do two or more things at once
Cannot cope with leisure time Obsessed with achievement numbers
Type B people are the complete opposite
Proactive Personality Identifies opportunities, shows initiative, takes action,
and perseveres to completion
Creates positive change in the environment
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A Johari window is a psychological tool created
by Joseph Luft and Harry Ingham in 1955 in the
United States, used to help people better
understand their personalities
JOHARI WINDOW
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A list of 55 adjectives
Pick five or six that they feel describe their own personality.
Peers of the subject are then given the same list, and each pick
five or six adjectives that describe the subject.
These adjectives are then mapped onto a grid.
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55 ADJECTIVES
able
accepting
adaptable
boldbrave
calm
caring
cheerful
clever
complex
confident
dependable
dignified
energetic
extrovertedfriendly
giving
happy
helpful
idealistic
independent
ingenious
intelligent
introverted
kind
Knowledgeablelogical
loving
mature
modest
nervous
observant
organized
patient
powerful
proud
quiet
reflectiverelaxed
religious
responsive
searching
self-
assertive
self-
conscious
sensible
sentimental
shy
silly
spontaneoussympathetic
tense
trustworthy
warm
wise
witty
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Adjectives selected by both the participant and his or
her peers are placed into the Arena quadrant.
This quadrant represents traits of the participant of
which both they and their peers are aware.
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Arena
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Adjectives selected only by the participant, but not
by any of their peers, are placed into the Faade
quadrant, representing information about the
participant of which their peers are unaware.
It is then up to the participant whether or not to
disclose this information.
2
Faade/Hidden
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Adjectives that are not selected by the participant but
only by their peers are placed into the Blind Spot
quadrant.
These represent information of which the participant
is not aware, but others are, and they can decide
whether and how to inform the individual about these
"blind spots".
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Blind Spot
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Adjectives which were not selected by either the
participant or their peers remain in the Unknown
quadrant, representing the participant's behaviors or
motives which were not recognized by anyoneparticipating.
This may be because they do not apply, or because
there is collective ignorance of the existence of said
trait.
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Unknown
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