Burgrocka

PERSONALITY, CULTURAL VALUES

AND ABILITY

Chapter 8

Tuesday, October 4, 2011

AMBER LUDIKHUIZE

8.1- DEFINING PERSONALITY, CULTURAL VALUES AND ABILITIES


“In this business, you have to have an adventurous streak... You need to take pride in what you do, and

you have to have a sense of compassion...

And if you’re judgemental, you’re dead.”

- Thomas Steinhauer, Four Seasons V.P. - Hawaii


Personality


PersonalityIs the distinctive traits inside a person that shows his or

her characteristic pattern of thought, emotion, and behavior

Creates a person’s social reputation

Can capture what people are like

Is a collection of multiple specific traits


Personality


Personality

Traits- Traits are recurring trends in people’s responses to their environment


“(YOU) CAN TEACH ANYONE TO BE A WAITER... BUT YOU CAN’T CHANGE AN

INGRAINED POOR ATTITUDE.


“BIG FIVE” Major Dimensions of Personality

• Conscientiousness

• Agreeableness

• Neuroticism

• Openness to Experience

• Extraversion


Cultural Values

Shared beliefs about end states or modes of conduct in a culture

Can influence traits, thoughts, feelings and behaviors of individuals who grow up in a culture

Can capture where people are from


Ability

• Relatively stable capabilities employees

possess that allow them to perform a range

of activities

• In contrast to skills, which can be improved in time

• Can capture what people can do•


Example of These Individual Differences

A new coworker joins your work unit, you describe them as:

• Organized, polite and shy

• Smart and quick

• Especially attentive to group norms and feels uncomfortable questioning the opinions of “higher-ups”

Which descriptions are based on personality, cultural values or ability?


8.2- Understanding the “Big Five” dimensions of

personality


Burgundy Kowalski

8.2- Understanding the “Big Five” dimensions of

personality


Conscientiousness Agreeableness Neuroticism Openness Extraversion

DependableOrganized

Reliable Ambitious

Hardworking Persevering

KindCooperativeSympathetic

HelpfulCourteous

Warm

NervousMoody

EmotionalInsecureJealous

Unstable

CuriousImaginative

CreativeComplexRefined

Sophisticated

TalkativeSociable

PassionateAssertive

BoldDominant

NOT

CarelessSloppy

InefficientNegligent

LazyIrresponsible

NOT

Critical Antagonistic

CallousSelfishRudeCold

NOT

CalmSteady

RelaxedAt EaseSecure

Contended

NOT

Un-inquisitiveConventionalConforming

SimpleUnartistic

Traditional

NOT

QuietShy

Inhibited Bashful

ReservedSubmissive


C A N O E

Conscientiousness Agreeableness Neuroticism Openness Extraversion

DependableOrganized

Reliable Ambitious

Hardworking Persevering

KindCooperativeSympathetic

HelpfulCourteous

Warm

NervousMoody

EmotionalInsecureJealous

Unstable

CuriousImaginative

CreativeComplexRefined

Sophisticated

TalkativeSociable

PassionateAssertive

BoldDominant

NOT

CarelessSloppy

InefficientNegligent

LazyIrresponsible

NOT

Critical Antagonistic

CallousSelfishRudeCold

NOT

CalmSteady

RelaxedAt EaseSecure

Contended

NOT

Un-inquisitiveConventionalConforming

SimpleUnartistic

Traditional

NOT

QuietShy

Inhibited Bashful

ReservedSubmissive


Accomplishment StrivingConscientiousness


Accomplishment StrivingStrong desire to accomplish task-related goals as a means of expressing personality

built-in desire to finish work tasks

put in much effort towards work tasks

work harder and longer on task assignment

Set higher goals

committed to meeting goals

valuable organizational skills

Conscientiousness



Agreeableness


Agreeableness

Warm

Kind

Cooperative

Sympathetic

Helpful


COMMUNION STRIVING

-Reflects a strong desire to obtain acceptance in personal relationships as a means of

expressing personality.


COMMUNION STRIVING



Don’t Get Ahead, ...Just Get Along!


COMMUNION STRIVING





COMMUNION STRIVING





How can this be detrimental?

How can this be

beneficial?


How can this be detrimental?



Benefits:- Service Jobs

- Strong Customer Service Skills


Benefits:- Service Jobs

- Strong Customer Service Skills

Detriments:- Job performance

demands disagreeing when confronted with

unreasonable requests or

demandsTuesday, October 4, 2011

Neuroticism

•Nervous

•Moody

•Emotional

•Insecure

•Jealous


“Genes have a significant impact on job satisfaction”


“Genes have a significant impact on job satisfaction”


-Luck

-Chance

-Fate

Neurotic (External) Less Neurotic (Internal)

Locus of Control

-Own behavior dictate events

-No such thing as “unfair”

-Hard Work Pays off


Openness•Curious

•Imaginative

•Creative

•Complex

•Refined

•SophisticatedTuesday, October 4, 2011

Extraversion

Talkative

Sociable

Passionate

Assertive

Bold


Text

SurprisedAstonished

Aroused

HostileNervousAnnoyed

GrouchySadBlue

BoredSluggishDrowsy Quiet

StillInactive

SereneCalm

Content

HappyCheerfulPleased

EnthusiasticExcitedElated

Engaged

Unpleasant

Disengaged

Pleasant

Extraversion asPositive Affectivity

Neuroticism as Negative Affectivity

Extraversion, Neuroticism, and Typical Moods

Fig. 8-2Tuesday, October 4, 2011

Status Striving

“A strong desire to obtain power and influence within a social

structure as a means of expressing personality”



What personality type is Burgundy?





83% Extraverted


www.outofservice.com


83% Extraverted


http://www.outofservice.com

http://www.outofservice.com

8.3 Hofstede’s Dimensions of Cultural Values

Felisha Hennessey


Values

The values to follow are more commonly used than the “Big 5” to categorize na;ons.

-‐Many are derived from research in the late 1960’s/early 1970’s by Geert Hofstede.

-‐The research revealed that employees in different countries priori;ze different values.


Several Distinct Dimensions

Individualism-‐ Collec1vism

•Power distance

•Uncertainty avoidance

•Masculinity-‐femininity

•Short vs. long term orienta;on-‐Failing to understand the difference in cultural values can compromise the effec;veness of mul;-‐na;onal organiza;ons.


Ability

•Ability can be taught to a certain degree.

•Employees who are gene;cally giQed will have a “higher ceiling”.

•Cogni;ve ability-‐ capability of acquiring and applying knowledge in problem solving.

-‐SAT’s, Standardized tests in elementary school.


Quan Hong

8.4- Describing the dimensions of cognitive

ability.


Types of ability

VerbalQuantitative Reasoning

Spatial Perceptual


Type and Facets of Cognitive

Type More Specific Facets Jobs Where Relevant

Verbal -Oral and written Comprehension-Oral and Written Expression

Business executives; police, fire, and ambulance dispatcher;

clinical psychologist

Quantitative -Number Facility-Mathematical Reasoning

Treasures; financial mangers; mathematical technicians;

statistician

Reasoning -Problem Sensitivity- Deductive Reasoning

Anesthesiologist; surgeons; business executives; fire

inspectors; judges; police detectives; forensic scientists;

cartoonist; designers

Spatial -Spatial Orientation-Visualization

Pilots; drivers; boat captains; photographers; set designers;

sketch artists

Perceptual -Speed and Flexibility of Closure-Perceptual Speed

Musician; fire fighters; police officers; pilots; mail clerks;

inspectors


Verbal Ability

Various capabili;es associated with understanding and wriWen communica;on.


Quantitative Ability

Various capabili;es associated with doing math opera;ons and choosing and applying formulas to solve problems.


Reasoning Ability

A diverse set of abili;es associated with sensing and

solving problems using insight, rules and logic.


Spatial Ability

Various capabili;es associated with understanding one’s environment and imagining changes to that environment.


Perceptual Ability

Being able to perceive understand and recall paWerns of informa;on.


General Cognitive Ability

An overall level of mental ability that drives more specific cogni;ve capabili;es. (called g or factor

g)


Emotional Intelligence

A set of abili;es related to the understanding and use of emo;ons that affect social

func;oning.


Brian Lewis

8.5- Describing the Dimensions of Emotional Ability


Four Types of Emotional Intelligence

Self AwarenessOther Awareness

Emotion RegulationUse of Emotions


Self-Awareness

“The appraisal and expression of emotions within oneself.”


Other Awareness

“The appraisal and recognition of emotion in others.”


Emotional Regulation

“Being able to recover quickly from emotional experience.”

What would be an example of a situation that emotional regulation would be required?


Use of Emotions

“The degree to which people can harness emotions and employ them to improve their chances of being

successful in whatever they are seeking to do.”

Writers are confronted with writer’s block but can work

through this to meet their time line.


8.6-‐ How Ability and Personality Affect Job Performance and Organiza>onal

Commitment

Veronica Lopez



Which two concepts have the strongest influence on performance and organiza;onal commitment?

Personality….Cultural Values…..…Ability


ANSWER

General Cogni;ve Ability

Conscien;ousness


Cogni&ve Ability and Job Performance

Cogni&ve ability is a strong predictor of job performance -‐Specifically task performance

Smarter employees fulfill their job descrip&ons more effec&vely than less smart people

People with higher general cogni&ve ability are be@er at learning and decision making


EFFECTS OF GENERAL COGNITIVE ABILITY ON PERFORMANCE AND COMMITMENT

8-6


WARNING

Relates to task performance not citizenship behavior

Correlation is strongest in jobs that are complex

People may score poorly on test that don’t lack cognitive ability


Cognitive Ability and Organizational Commitment

No significant linkage between cogni;ve ability and organiza;onal commitment

Perform beWer = fit the job well

orHigher job knowledge = increased value on

job market


Conscientiousness and Job Performance

•Conscientiousness has a moderate relationship with task performance

•Conscientious people have higher levels of motivation than other employees

•More likely to set goals and commit to them


EFFECTS OF PERSONALITY ON PERFORMANCE AND COMMITMENT

8-7


Conscientiousness and Organizational Commitment

Conscientious employees tend to be more committed to their organization

Persevering nature = sense of commitment

And

Managing stress = less affected by stressors at work


Thank You

Are there any questions?
