(4) Ch04 Personality and Emotions

8/8/2019 (4) Ch04 Personality and Emotions

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PERSONALITYPERSONALITY

ANDANDEMOTIONSEMOTIONS

(Chapter 4)


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It is the sum total of ways in which an individual

reacts and interacts with others. It is most often

described in terms of measurable traits that a

person exhibits.

A dynamic concept describing the growth and

development of a persons whole psychological

system.

Personality traits are theenduring characteristics that

describe an individuals

behavior.

Personality

Personality

Hereditary

Hereditary Situation

SituationEnvironment

Environment

Personality

Personality

Three Ingredients of Personality


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Personality Determinants

Personality Determinants

Personality is made up of three factors:

Hereditary. Traits that individual gets from parents/ family

(molecular structure of genes) e.g. physical structure, facial

attractiveness, temperament, energy level, muscle

composition etc. Heredity sets the parameters or outerlimits, but an individuals full potential will be determined by

how well he or she adjusts to the demands and

requirements of the environment.

Environmental Factors. Environmental factors that have

influence on personality include culture, values, norms,early conditioning etc.

Situational Conditions. Personality does change with

different situations; different aspects of ones personality

are affected by it (picnic, mosque, work).


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Sixteen

Primary

Sixteen

Primary

1. Reserved Vs Outgoing

2. Less Intelligent Vs More Intelligent

3. Affected by feeling 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

1. 17953 traits

2. 171 traits

3. 16 Primarytraits


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The Myers - Briggs Type Indicator

The Myers - Briggs Type Indicator

Personality Characteristics:

Extraverted or Introverted (E or I)

Sensing or Intuitive (S or N)

Thinking or Feeling (T or F)

Perceiving or Judging (P or J)

Personality Characteristics:

Extraverted or Introverted (E or I)

Sensing or Intuitive (S or N)

Thinking or Feeling (T or F)

Perceiving or Judging (P or J)

One of the most widely used personality framework

that was developed in 1943 (100 questions test).

A Personality test that taps four characteristics and

classifies people into one of 16 personality types.


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The Myers - Briggs Type IndicatorThe Myers - Briggs Type Indicator

Extraverts (E). Extraverts are drawn to the outside worldas their elemental source of energy. They never get

exhausted with interaction with the outside world.

Introverted (I). Introverts draw their primary energy from

the inner world of information, thoughts, ideas, and otherreflections.

Sensing (S). They favor clear, tangible data andinformation that fits in well with their direct here-and-now

experience.

Intuitive (N). They are drawn to information that is moreabstract, conceptual, big-picture, and represents

imaginative possibilities for the future.


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Thinking (T). They have a natural preference for making

decisions in an objective, logical, and analytical manner with

an emphasis on tasks and results to be accomplished.

Feeling (F). They make their decisions in a somewhat

global, harmony and value-oriented way, paying particular

attention to the impact of decisions and actions on other

people.

Perceiving (P). Perceiving style typically results in anopen, adaptable, flexible style of relating to the things and

people found in the outside world. Their drive is to

experience the outside world


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Judging (J). Their style is oriented towards closure,organization, planning, or in some fashion managing

the things and or people found in the external

environment.


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1. ISTJ - The Duty Fulfillers

2. ESTJ - The Guardians

3. ISFJ - The Nurturers

4. ESFJ - The Caregivers

5. ISTP - The Mechanics

6. ESTP - The Doers

7. ESFP - The Performers

8. ISFP - The Artists

9. ENTJ - The Executives

10. INTJ - The Scientists

11. ENTP - The Visionaries

12. INTP - The Thinkers

13. ENFJ - The Givers

14. INFJ - The Protectors

15. ENFP - The Inspirers

16. INFP - The Idealists


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Five Factor Model of Personality(The Big Five Model)

Five Factor Model of Personality(The Big Five Model)

All personality traits have been included in these five types:

1. Extraversion. A personality dimension describing someonewho is sociable, talkative, and assertive.

2. Agreeableness. A personality dimension that describessomeone who is good-natured, cooperative, and trusting.

3. Conscientiousness. A personality dimension thatdescribes someone who is responsible, dependable,

persistent, and achievement oriented.

4. Emotional stability. A personality dimension thatcharacterizes someone as calm, enthusiastic, secure (positive)

versus tense, nervous, depressed, and insecure (negative).

Conti..


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Five Factor Model of Personality

(The Big Five Model)

Five Factor Model of Personality

(The Big Five Model)

5. Openness to experience. A personality dimensionthat characterizes someone in terms of

imaginativeness, artistic (creative) sensitivity, and

intellectualism.


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Major Personality Attributes Influencing OBMajor Personality Attributes Influencing OB

Following attributes are the powerful predictors of

behavior in organizations:

Locus of control Internals Vs Externals

Machiavellianism

Self-esteem

Self-monitoring

Propensity for risk taking

Type A personality

Type B personality


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Major Personality Attributes

Influencing OB


Influencing OB

Locus of Control. A persons perception of the sourceof his or her fate. The degree to which people believe

they are masters of their own fate.

Internals. Individuals who believe that they control what

happens to them. Almost all successful sales people areinternals.

Externals. Individuals who believe that what happens to

them is controlled by outside forces such as luck or chance.

Machiavellianism. Degree to which an individual is

pragmatic, maintains emotional distance, and believes

that ends can justify means. Machiavellianism (Mach) isnamed after Niccolo Machiavelli (a researcher/writer).


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Influencing OB


Influencing OB

High Machs manipulate more, win more, pursuadeothers more as compared to low Machs. They flourish

when faced with following conditions:

When they interact face to face with others.

When situation has minimum number of rules and

regulations.


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Influencing OB


Influencing OB

Self-esteem. It is the individuals degree of liking or

disliking of themselves. It is directly related to

expectations for success, having positive self-image

& desire to be appreciated / valued by others.

People having high self-esteem believe that they

have the ability they need to succeed at work.

Such individuals are more satisfied on work.

Those having low self-esteem are more

susceptible to external influence and are

dependent on the receipt of positive evaluations

from others.


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Influencing OB


Influencing OB

Self-monitoring. A personality trait that measures an

individuals ability to adjust his or her behavior to external,

situational factors.

Propensity for risk taking. Risk taking ability of managers

varies from individual to individual and depends upon

factors like experience, confidence, empowerment etc. All

managers do take decisions involving varying degree of risk.

Type A personality. Those who have aggressive

involvement in a chronic, incessant struggle to achieve moreand more in less time and, if necessary against the opposing

efforts of other things or people.

Type B personality. Such people are exactly opposite to

Type A. Top positions are attained by this category.


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Characteristics of Personality Types

(A & B)

Characteristics of Personality Types

(A & B)

Type Bs

1. Never suffer from a sense of

time urgency with its

accompanying impatience

2. Feel no need to display or

discuss either their

achievements or

accomplishments unless such

exposure is demanded by the

situation

3. Play for fun and relaxation,

rather than to exhibit their

superiority at any cost

4. Can relax without guilt

Type As

1. Are always moving, walking,

and eating rapidly

2. Feel impatient with the rate atwhich most events take place

3. Strive to think or do two or

more things at once

4. Cannot cope with leisure time

5. Are obsessed with numbers,

measuring their success in

terms of how many or how

much of everything they

acquire


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Risk-TakingRisk-Taking

High Risk-taking Managers: Make quicker decisions.

Use less information to make decisions.

Operate in smaller & more entrepreneurial organizations.

Low Risk-taking Managers: Are slower to make decisions.

Require more information before making decisions.

Exist in larger organizations with stable

environments.

Risk Propensity:

Aligning managers risk-taking propensity to job

requirements should be beneficial to organizations.


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Achieving Personality-Job FitAchieving Personality-Job Fit

Personality-Job Fit Theory:

This theory (by John Holland) identifies six

personality types and proposes that the fit between

personality type and occupational environment

determines satisfaction and turnover:

Realistic

Investigative

Social

Conventional

Enterprising

Artistic


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Hollands Typology of Personality and Congruent OccupationsHollands Typology of Personality and Congruent Occupations

Personality Type Personality

Characteristics

Congruent

Occupation

Realistic: Prefers physical

activities that require skill,

strength & coordination.

Shy, genuine, persistent,

stable, conforming,

practical.

Mechanics, drill press

operator, assembly-line

worker.

Investigative: Prefers activities

that involve thinking,

organizing and understanding.

Analytical, original,

curious, independent.

Biologists, economists,

mathematicians, news

reporter.

Social: Prefers activities that

involve helping and developing

others.

Sociable, friendly,

cooperative,

understanding.

Social worker, teacher,

counselor, clinical

psychologist.

Conventional: Prefers rules-

regulated, orderly and

unambiguous activities.

Conforming, efficient,

practical, unimaginative,

inflexible.

Accountant, corporate

manager, bank teller, file

clerk.

Enterprising: Prefers verbal

activities in which there are

opportunities to influence

others & attain power.

Self-confidence,

ambitious, energetic,

domineering.

Lawyer, real estate

agent, public relations

specialist, small

business manager.

Artistic: Prefers ambiguous

and unsystematic activities that

allow creative expression.

Imaginative, disorderly,

idealistic, emotional,

impractical.

Painter, musician, writer,

interior decorator.


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Relationships among Occupational Personality

Types

Relationships among Occupational Personality

Types


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The Person - Organization FitThe Person - Organization Fit

Most important for an organization facing a dynamic

and changing environment, and requiring employees

who are able to readily change tasks and move fluidly

between teams.

It argues that people leave jobs/ Orgs that are not

compatible with their personalities.

Matching people to the organizational culture at thetime of hiring should result in higher employee

satisfaction and reduced turnover


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What Are Emotions?What Are Emotions?

Emotions are intense feelings that are directed atsomeone or something. They are reactions, not a trait.

Emotions are a natural part of an individuals makeup

and cant be ignored in organizational behavior.

Emotions cant be divorced from the workplace

because we cant divorce emotions from employees.

Managers who understand the role of emotions will

significantly improve their ability to explain and predict

individual behavior. Emotions can be positive

(functional) as well as negative (dysfunctional).


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MoodsMoods

Feelings that tend to be lessFeelings that tend to be lessintense than emotions and thatintense than emotions and that

lack a contextual stimulus.lack a contextual stimulus.

EmotionsEmotions

Intense feelings that areIntense feelings that aredirected at someone ordirected at someone or

something.something.

AffectAffect

A broad range of feelingsA broad range of feelings

that people experience.that people experience.

General

Feelings

about SAI

Specific

Intense

Feelings

about FeeStructure


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Affect is a generic term that covers a broad

range of feelings that people experience and

encompasses both emotions and moods:

Emotions are intense feelings that aredirected at someone or something. They are

reactions, not a trait. Emotions can turn into

moods when we lose focus on the contextual

object.

Moods are feelings that tend to be less

intense than emotions and which lack a

contextual stimulus. They are not directed at

an object.


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Felt Emotions:

An individuals actual emotions.

Displayed Emotions:

Emotions that are organizationallyrequired and considered appropriate

in a given job.

Emotional Labor:

A situation in which an employee

expresses organizationally desired

emotional transactions.

Felt Vs Displayed EmotionsFelt Vs Displayed Emotions


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Emotion DimensionsEmotion Dimensions

Variety of emotions:

Positive functional.

Negative dysfunctional.

Intensity of emotions:

Personality extreme happiness or anger.

Job Requirements extremely functional ordysfunctional.

Frequency and duration of emotions:

How often emotions are exhibited.

How long emotions are displayed.


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Emotion ContinuumEmotion Continuum

Emotions are identified along a continuum frompositive to negative. The closer any two emotions

are to each other on the continuum, the more

likely people are to confuse them.

Six universal emotions have been identified alonga continuum as happiness, surprise, fear,

sadness, anger, Disgust (hatred):

The myth of rationality. Organizations have been

specifically designed with the objective of trying

to control emotions. A well-run organization is

one that successfully reduces frustration, fear,

anger, love, hate, joy, grief, and similar feelings.


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Facial Expressions Convey EmotionsFacial Expressions Convey Emotions

Fear Sadness

SurpriseNeutral Happiness

Anger


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Gender and EmotionsGender and Emotions

Women:

Can show greater emotional expression than men.

Experience emotions more intensely.

Display emotions more frequently.

Are more comfortable in expressing emotions. Are better at reading others emotions.

Men:

Believe that displaying emotions is inconsistent with

the male image.

Are innately less able to read and to identify with

others emotions.

Have less need to seek social approval by showing

positive emotions.


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External Constraints on EmotionsExternal Constraints on Emotions

OrganizationalOrganizational

InfluencesInfluences

CulturalCultural

InfluencesInfluences

IndividualIndividual

EmotionsEmotions

Smiling & happy appearance is acceptable for receptionist job.

Serious appearance is better for research & medical jobs.

Smile is taken as a

friendly gesture in UK


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THANK YOU

Documents

(4) Ch04 Personality and Emotions