chapter-2 OB-PERSONALITY-EMOTIONS

8/7/2019 chapter-2 OB-PERSONALITY-EMOTIONS

1/35

PERSONALITYPERSONALITY

ANDANDEMOTIONSEMOTIONS

1e l e v e n t h e d i t i o n

e l e v e n t h e d i t i o n


2/35

PersonalityPersonality

ALBERT GORDONALBERT GORDON

Personality is the dynamic organization within the

individual of those psychological system that

determines his unique adjustment to his environment.

It is the sum total of ways an individual reacts toand interacts with others.

Personality is measurable - traits

2


3/35

Personality Determinants

3

Heredity

Environment

Situation


4/35

Personality TraitsPersonality Traits

4

ACTIVE

EASY GOINGEASY GOINGSHYSHY

RIGIDRIGID

ANGRYANGRY

LAZY

CONFIDENTCONFIDENT

OUTGOINGOUTGOING

RELAXEDRELAXEDTOUGHTOUGH

CREATIVECREATIVE

Characteristics that describe an individuals behaviour,

they are exhibited in a large number of situation


5/35

The Myers-Briggs Type Indicator(MBTI)

It is a 100 question personality test that asks people

how they usually feel or act in a particular situation.

Classification as

Extrovert or Introvert (E or I)

Sensing or Intuitive ( S or N)

Thinking or Feeling (T or F)

Perceiving or Judging ( P or J)

5


6/35

The MyersThe Myers--Briggs Type IndicatorBriggs Type Indicator(MBTI)(MBTI)

Combined into 16 personality types:

NTs are visionaries

ESTJs are organizers

ENTPs are conceptualizerMost widely used test though evidence do not support

it as a valid measure of personality.

6


7/35

The Big Five ModelThe Big Five Model

7

Extroversion

Agreeableness

Conscientiousness

Openness toexperience

Emotionalstability


8/35

The Big Five Model & OB

High relation with job performance

Conscientiousness leads to high level of job

knowledge.

Extroverts are good sales persons.

High on agreeableness makes a person good tem

player.

People are good and quick learners if they are high

on openness. 8


9/35

Personality Attributesinfluencing OB

9

LocusLocus ofof controlcontrol

MachiavellianismMachiavellianismSelfSelf--esteemesteem

SelfSelf--monitoringmonitoring

RiskRisk takingtaking

TypeType AA personalitypersonality


10/35

LocusLocus ofofControlControl onesones perceptionperception asas toto wherewhere isis hishis locuslocus ofof

controlcontrol

TheThe conceptconcept waswas developeddeveloped originallyoriginally JulianJulian RotterRotter inin thethe 19501950ss

DoDo youyou believebelieve thatthat youryour destinydestiny isis controlledcontrolled byby yourselfyourself oror byby

externalexternal forcesforces (such(such asas fate,fate, god,god, oror powerfulpowerful others)?others)?

InternalsInternals theythey controlcontrol whatwhat happenshappens toto themthem

ExternalsExternals controlledcontrolled byby outsideoutside forcesforces (lady(lady luckluck toto

chance,chance, fate)fate)

10

Locus of ControlLocus of Control


11/35

Locus of Control

Research has found the following trends:

MalesMales tendtend toto bebe moremore internalinternal thanthan femalesfemales

AsAs peoplepeople getget olderolder theythey tendtend toto becomebecome moremore

internalinternal

PeoplePeople higherhigher upup inin organizationalorganizational structuresstructures

tendtend toto bebe moremore InternalInternal

11


12/35

1.) Machiavellianism

HighHigh MachsMachs

Pragmatic,Pragmatic, manipulativemanipulative

EmotionalEmotional distance,distance, persuadepersuade othersothers

BelievesBelieves inin endsends cancan justifyjustify means,means, winwin moremore

12

DoDo highhigh MachsMachs makemake goodgood employees?employees?TypeType ofof jobjobBargainingBargaining

LessLess rulesrules andand regulationsregulations

Personality AttributesPersonality Attributesinfluencing OBinfluencing OB


13/35

2.) Self Esteem

13


High on SEHigh on SE

Expectations for successExpectations for success

Possess ability for successPossess ability for success

Willing to take risksWilling to take risks

Do not seek approval from others on their capabilitiesDo not seek approval from others on their capabilities

High on Job SatisfactionHigh on Job Satisfaction


14/35

3.) Self Monitoring

14


High on SMHigh on SM

ExpectationsExpectations forfor successsuccess

PossessPossess abilityability forfor successsuccessWillingWilling toto taketake risksrisks

DoDo notnot seekseek approvalapproval fromfrom othersothers onon theirtheir capabilitiescapabilities

HighHigh onon JobJob SatisfactionSatisfaction


15/35

4.) Risk4.) Risk TakingTaking

15


Decision making quickDecision making quick

Specific to jobs (stocks) (accounts)Specific to jobs (stocks) (accounts)


16/35

A & B Types of Personality

Type A

Always moving, walking,

and eating.

Feel impatient

Strive to do two or more

things at once

Cannot cope with leisure

time

Obsessed with number;

how many, how much they

have achieved

Type B

Never suffer from a sense

of time urgency

Feel no need to

display/discuss their

achievements unless

required

Play for fun /relaxation

Can relax without guilt

16


17/35

A & B Types of Personality

Type A

Suffer high level of stress

Quantity over quality

Time pressure/deadlines

Rarely creative

Poor decision makers

Behavior is easier to

predict

Type B

Difficult to predict

behavior

Good decision makers

Quality of work

No compromise on health

Wiser than hasty

Creative / innovative

solutions to same problem

17


18/35

18


19/35

Personality-Job Fit

John Hollands theory is the degree to which

individual matches his personality with the working

environment

He developed Vocational Preference inventory

questionnaire contains 160 occupational titles,

respondents indicate which profession they like or

dislike. Answers are used to form personality profiles

H

e presented six personality types 19


20/35

20

HOLLANDS THEORY OF PERSONALITYHOLLANDS THEORY OF PERSONALITY--JOBJOBFITFIT

TYPETYPE PERSONALITYPERSONALITY OCCUPATIONSOCCUPATIONS

REALISTICREALISTIC

INVESTIGATIVEINVESTIGATIVE

SOCIALSOCIAL

CONVENTIONALCONVENTIONAL

ENTERPRISING

ARTISTICARTISTIC

Shy, Stable, PracticalShy, Stable, Practical

Analytical, Independent

Sociable, CooperativeSociable, Cooperative

Practical, EfficientPractical, Efficient

Ambitious, EnergeticAmbitious, Energetic

Imaginative, IdealisticImaginative, Idealistic

Mechanic, Farmer,Mechanic, Farmer,

AssemblyAssembly--Line WorkerLine Worker

Biologist, Economist,Mathematician

Social Worker,Social Worker,Teacher, CounselorTeacher, Counselor

Accountant,ManagerAccountant,ManagerBank TellerBank Teller

Lawyer, SalespersonLawyer, Salesperson

Painter, Writer,Painter, Writer,MusicianMusician


21/35

Relationship amongPersonality Types

Realistic

Investigative

Artistic

Social

Enterprising

Conventional

21

THE CLOSER THE TWO FIELDS, THE MORE

COMPATIBLE THEY ARE


22/35

Emotions

Emotions play a very crucial role in the formation of

behavior patterns.

You are angry Or pleased

Work place or everyday life, we are driven by

emotions.

Emotions in OB are influenced by two factors

Myth of rationality

Mostly emotions are viewed as negative 22


23/35

Affect Emotions Mood!!

Affect range of feelings which encompass emotions

& moods.

Moods feelings which are less intense than emotion

and is not directed towards any thing.

Emotions intense feelings that are directed towardssomeone or something.

23


24/35

Emotional labor

An OB concept

Every employee puts in their

Physical labor

Mental labor

Emotional labor

24


25/35

Emotions

Felt emotionsActual feelings

In-bornNatural response

Displayed emotionsemotion exhibited

desired, organizationalrequirements.

learned

25


26/35

26

Emotionsdimensions

frequency variety

intensity

duration


27/35

Emotion-free

Humans can not be emotion-free

Can hide the emotions where situation requires

Alexithymia (lack of emotions)

A disease where person can not express emotions

at all

Uncomfortable for others as well as self

Appropriate for jobs where working in isolation is

required 27


28/35

Gender & Emotions

Men vs women

Women are more emotional

They react with emotions very easily

They also understand/read emotions of others

28

Three factors count:

1. Women are socially brought up like that. Men are required tohide their emotions

2. Women have inborn ability to read & understand othersemotions.

3. Need for social approval is higher for women


29/35

Emotional constraints

29

Though no listThough no listof emotions isof emotions is

there forthere fororganizationsorganizations

Understand the cultural valueUnderstand the cultural valuefor emotionsfor emotions

Different cultures read one emotionDifferent cultures read one emotiondifferentlydifferently

Expression of negativeExpression of negativeemotions is discouragedemotions is discouraged

Some organizations laidSome organizations laidout display of certainout display of certain

emotionsemotions


30/35

OB applications

An understanding of emotions can help us predicting

a number of processes in an organizations:

Ability and selection

Person who can read own and others emotions

has found to be a good performerThis is called EI (emotional intelligence)

EI enables us to cope with stress and pressures

EI is a factor in selection of employees 30


31/35

Emotional Intelligence

EIEI is composed of five dimensions

Self-awareness (what youre feeling)

Self-management (manage the feelings)

Self-motivation (go on with -ve emotions)

Empathy (feel how others are feeling)

Social skills (handle emotions of others)

31


32/35

OB applications

Ability and Selection

Emotions affect employee effectiveness.

Decision making

Emotionally charged people make poor decisions, lose

patience to analyze the pros & cons

People experiencing positive emotions are good decision

makers. Problem solving skills are sharpened

32


33/35

OB applications

Motivation

People with high motivation are emotionally

committed to their work/project.

Involvement with the job generates positive

emotions

Discouragement leads to low motivation level,

hence negative emotions can be displayed

33


34/35

OB applications

Leadership

Leader rely a lot on expression of feelings by

themselves

They also read and understand others emotions to

be a better leader.Leaders make people follow them by making them

emotionally charged

Emotionally charged people accept change readily34


35/35

OB applications

Interpersonal conflict

When conflict is there emotions are surfacing

When resolving conflict, a manager is supposed to keep an

eye on emotional content of it.

Deviant workplace behaviors

Actions which violate norms and threaten members or

organizations, such actions are called employee deviance

Customer Services

Emotions affect service quality delivered to customers which,in turn, affects customer relationships.

35

Documents

chapter-2 OB-PERSONALITY-EMOTIONS