Session_2(a).ppt

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Session 2(a)


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7-2

Personality and

Attitudes


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7-3

Learning Objectives

Define the overall meaning of personality

Identify the Big Five personality traits and the Myers-

Briggs types

Describe the meaning of attitudes and their emotional,

informational, and behavioral components

Explain the antecedents of work-related attitudes, the

functions they perform, and how they are changed Examine the major sources and outcomes of job

satisfaction, organizational commitment, and prosocial,

organizational citizenship behaviors


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What is Personality?

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Personality

The sum total of ways in which an individual reactsand interacts with others.

Personality Traits

Enduring characteristicsthat describe anindividuals behavior.

Personality

Determinants

Heredity

Environment

Situation


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So Personality is

Heredity SituationEnvironment


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Personality

Characteristic pattern of thinking,feeling and acting.

Four major perspectives on Personality

Psychoanalytic - unconscious motivationsTrait - specific dimensions of personalityHumanistic - inner capacity for growthSocial-Cognitive - influence of environment


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Freud & Personality Structure

Id - energy constantly striving to satisfy basic drivesPleasure Principle

Ego - seeks to gratify the Id in realistic ways

Reality Principle

Super Ego

- voice of consciencethat focuses on how

we oughtto behave

EgoSuperEgo

Id


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The Myers-Briggs Type Indicator

Personality Types

Extroverted vs. Introverted (E or I)

Sensing vs. Intuitive (S or N)

Thinking vs. Feeling (T or F)

Judging vs. Perceiving (P or J)

Myers-Briggs Type Indicator (MBTI)

A personality test that taps four characteristics andclassifies people into 1 of 16 personality types.


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Style of

Decision Making Judgmental (J)

Perceptive (P)

Preference for

Decision MakingThinking (T)

Feeling (F)

Type of Social

Interaction Introvert (I)

Extrovert (E)

Preference for

Gathering Data Intuitive (N)

Sensing (S)

Myers-Briggs Type Indicator


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The Big Five Model of

Personality DimensionsExtroversionSociable, gregarious, and assertive

AgreeablenessGood-natured, cooperative, and trusting.

ConscientiousnessResponsible, dependable, persistent, and organized.

Openness to ExperienceImaginativeness, artistic, sensitivity, and intellectualism.

Emotional Stability

Calm, self-confident, secure (positive) versus nervous, depressed,and insecure (negative).


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Major Personality Attributes

Influencing OB Locus of control

Machiavellianism Self-esteem

Self-monitoring

Risk taking

Type A personality


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Locus of Control

Locus of Control

The degree to which people believe theyare masters of their own fate.

InternalsIndividuals who believe that theycontrol what happens to them.

Externals

Individuals who believe thatwhat happens to them iscontrolled by outside forcessuch as luck or chance.


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Machiavellianism

Conditions Favoring High Machs

Direct interaction

Minimal rules and regulations

Emotions distract for others

Machiavellianism (Mach)

Degree to which an individual is pragmatic,maintains emotional distance, and believesthat ends can justify means.


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Self-Esteem and Self-Monitoring

Self-Esteem (SE)

Individuals degree of likingor disliking themselves.

Self-Monitoring

A personality trait that measuresan individuals ability to adjusthis or her behavior to external,

situational factors.


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Risk-Taking

High Risk-taking Managers

Make quicker decisions

Use less information to make decisions

Operate in smaller and 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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Personality

TypesType As1. are always moving, walking, and eating rapidly;

2. feel impatient with the rate at which 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.

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 oraccomplishments;

3. play for fun and relaxation, rather than to exhibit their superiority

at any cost;

4. can relax without guilt.


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Personality TypesProactive Personality

Identifies opportunities,shows initiative, takesaction, and perseveres

until meaningful changeoccurs.

Creates positive changein the environment,

regardless or even inspite of constraints orobstacles.


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Achieving Person-Job Fit

Personality Types

Realistic

Investigative

Social

Conventional

EnterprisingArtistic

Personality-Job Fit Theory

(Holland)

Identifies six personalitytypes and proposes thatthe fit between personalitytype and occupational

environment determinessatisfaction and turnover.


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Relationships

amongOccupational

Personality

Types

E X H I B

I T 4

3

Source: Reprinted by special permission of the publisher, Psychological Assessment

Resources, Inc., fromMaking Vocational Choices, copyright 1973, 1985, 1992 by

Psychological Assessment Resources, Inc. All rights reserved.


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Hollands

Typology of

Personality

and

Congruent

Occupations

E X H I B

I T 4

2


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Emotional Informational

Behavioral

Components Of Attitudes


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Attitudes

An attitude is a hypothetical construct that represents an individual'sdegree of like or dislike for an item. Attitudes are generally positive ornegative views of a person, place, thing, or eventthis is oftenreferred to as the attitude object. People can also be conflicted orambivalent toward an object, meaning that they simultaneously possess

both positive and negative attitudes toward the item in question.

Attitudes are judgments. They develop on the ABC model. The affective response is an emotionalresponse that expresses an

individual's degree of preference for an entity.

The behavioralintention is a verbal indication or typical behavioraltendency of an individual.

The cognitive response is a cognitive evaluation of the entity thatconstitutes an individual's beliefs about the object

Most attitudes are the result of either direct experience orobservationallearning from the environment.
http://en.wikipedia.org/wiki/Emotionhttp://en.wikipedia.org/wiki/Observational_learninghttp://en.wikipedia.org/wiki/Observational_learninghttp://en.wikipedia.org/wiki/Observational_learninghttp://en.wikipedia.org/wiki/Observational_learninghttp://en.wikipedia.org/wiki/Emotion


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What Are Attitudes?

Cognitive component

Affective component

Behavioral component


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Attitudes

Attitudes

Evaluative

statements orjudgmentsconcerningobjects,people, orevents.

Affective ComponentThe emotional or feeling segmentof an attitude.

Cognitive ComponentThe opinion or belief segmentof an attitude.

Behavioral ComponentAn intention to behave in a certainway toward someone or something.


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Types of Attitudes

Job Satisfaction

Job Involvement

Organizational

Commitment


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Types of Attitudes

Job InvolvementIdentifying with the job, actively participating in it,and considering performance important to self-worth.

Organizational CommitmentIdentifying with a particular organization and itsgoals, and wishing to maintain membership in theorganization.

Job SatisfactionA collection of positive and/or negative feelings thatan individual holds toward his or her job.

h h f i i


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The Theory of Cognitive

Dissonance

Desire to reduce dissonance

Importance of elements creating dissonance

Degree of individual influence over elements Rewards involved in dissonance

Cognitive Dissonance

Any incompatibility between two or more attitudesor between behavior and attitudes.


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Measuring the A-B Relationship

Recent research indicates that attitudes (A)significantly predict behaviors (B) when

moderating variables are taken into account.

Moderating Variables

Importance of the attitude

Specificity of the attitude

Accessibility of the attitude

Social pressures on the individual

Direct experience with the attitude


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Attitude-Behavior Relationship

Importance

Specificity

Accessibility

Social pressures

Direct experience

Moderating Variables Behavioral Influence

High

Low


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An Application: Attitude Surveys

Attitude Surveys

Eliciting responses from employees throughquestionnaires about how they feel about their jobs,work groups, supervisors, and the organization.


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Attitudes and Workforce

Diversity

Training activities that can reshape

employee attitudes concerning diversity:

Participating in diversity training that provides

for self-evaluation and group discussions.

Volunteer work in community and social serve

centers with individuals of diverse

backgrounds.

Exploring print and visual media that recount

and portray diversity issues.

Documents

Session_2(a).ppt