Presentation on Personality and its Impact on

Behavior

By: Abhisek Khatua

Presentation Outline

Meaning of Personality

Determinants of Personality

Various Personality Theories Showing Impact of Personality on Behavior

Measuring Personality

Impact of Personality on Behavioral Style and Organizational Behavior (Modern Aspects)

Meaning of Personality

o Word “Personality” derived from Latin word “Persona” denotes masks that used to be worn by theatrical players.

o The Sum total of ways in which an individual reacts and interacts with others, measurable traits of a person exhibits.

o An individual’s unique pattern of thoughts, feelings, and behaviors that continues over time and across situations.

Unique Pattern of Thoughts

Unique Pattern of Feelings

Unique Pattern of Behavior

Personality and its aspectsRoot cause of

Human Behavior

Superficial Social Image that we adopt

Most Dominant Characteristics

of our Behavior

Personality is the Study of

Person

It is Dynamic

Determinants of Personality (Personality is the result of Heredity and Environment)

Determinants of Personality

Biological factors Family & Social factors Cultural factors Situational factors

1. Heredity

2. Brain

3. Physical features

1. Socialization process

2. Identification process 4. Home environment

5. Social Group.

1. Independence (Australia)

2. Aggression (North Korea)

3. Competition (India)

4. Co-operation (Japan)

1. Positive Behavior

2. Negative Behavior

Personality Theories Showing Impact of Personality on Behavior

1. Big Five Traits Theory2. Holland’s Personality-Job Fit Theory 3. Psychoanalytical Theory4. Social Cognitive Theory5. Humanistic Theory

Theories at a Glance

Trait Theories: Attempt to learn what traits make up personality and how

they relate to actual behavior

Psychodynamic Theories: Focus on the inner workings of personality, especially

internal conflicts and struggles

Humanistic Theories: Focus on private, subjective experience and personal growth

Social-Cognitive Theories: Attribute difference in personality to socialization,

expectations, and mental processes

The Big 5 Personality Traits

Neuroticism• Less negative thinking andfewer negative emotions• Less hyper-vigilant

• Higher job & life satisfaction• Lower stress levels

Extroversion• Better interpersonal skills• Greater social dominance• More emotionally expressive

• Higher performance• Enhanced leadership• Higher job & life satisfaction

Openness to Experience

• Increased learning• More creative• More flexible & autonomous

• Training performance• Enhanced leadership• More adaptable to change

Agreeableness• Better liked• More compliant andconforming

• Higher performance• Lower levels of deviant behaviour

Conscientiousness

• Greater effort & persistence• More drive and discipline• Better organized & planning

• Higher performance• Enhanced leadership• Greater longevity

Big Five Traits Why Relevant What does it Affect

Psychodynamic Theory

Holland’s Personality-Job Fit Theory

Myers-Briggs Type Indicator (MBTI)The most widely used personality assessment instrument in the world. It is a 100-question personality test that asks people how they usually feel or act in particular situations.

1. Extraverted (E) versus Introverted (I).2. Sensing (S) versus Intuitive (N).3. Thinking (T) versus Feeling (F).4. Judging (J) versus Perceiving (P).

Personality Framework, assess its

strengths and weakness

Widely used by Apple, GE, 3M, AT&T

and Citigroup

Impact of Personality on Behavioral Style and

Organizational Behavior

Important Role Player in Organizational Behavior. How People think, feel, behave affects many aspects of workplace. Personality influence behavior in Groups, attitudes, the way of

decision making.

Personality of Individual

Individual Behavior

Organizational Behavior

Personality

Leadership

Motivation

PerformanceConflict

ORGANISATIONAL APPLICATION OF PERSONALITY:

Organizational Success People with Particular Personality

Effective and Efficient Goal Achievement

Personality reflects how employees get on with each other and their work.

Personality measurements may be used to enable decisions relating to people.

Employees-who to recruit and select for employment, who to use for a particular role or task, who to use in a particular group and who to use for an overseas assignment and who to promote or develop.

Customers-how to develop and market products and services.

Does Personality Predict Organizational Citizenship Behavior among Managerial Personnel ?

Organizational citizenship behavior (OCB) is a newly emerging concept in the literature of organization behavior. The study was conducted on 188 front level managers to examine the role of personality in organizational citizenship behavior.

You can’t fake a personality, purpose, or passion.

According to Sir Richard Branson (Virgin Group Founder):

“You can’t train a Personality”

Doesn't hire people for their skills and qualifications. He hires them for cultural fit with one of his 400 companies. 

Branson suggests leaders draw out a candidate's personality during an interview, and look for someone who's not only a good fit with the company but versatile.

"Find people with transferable skills--you need team players who can pitch in and try their hand at all sorts of different jobs," he writes on LinkedIn

Global Concept Personality predicts the

performance of Entrepreneurs

Right Personality for Global Work Place

Impact of Personality Traits to Individual Behavior Style and

Organizational Behavior

Machiavellianism (Mach)

Who believe : ends can justify meansMaintains emotional distance.

1. Enjoy Direct Interactions.2. Prefer minimum rules and regulations.3. Enjoy emotions distract for others

High-Mach

Who believe : ends may not justify means.

1. Like their Job Less.2. More Stressed by their Jobs.3. Engage in more deviant work behaviors.

Low- Mach

It is the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.

Narcissism

A Narcissism Person:

• Has grandiose sense of self-importance, • Requires excessive admiration, • Has a sense of entitlement, • Is arrogant,• Tends to rated as less effective.

1. More Charismatic.2. Likely to Emerge as Leaders.3. Display better psychological health as they self-report4. Organization sees them as Influential

1. Undesirable.2. Want to gain admiration of others3. ‘Talk Down Attitude’4. Selfish5. Belief others exists for their Benefits6. Higher Employee Turnover

Adva

ntag

esD

isadvantages

Proactive Personality

People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.

Select, Create, and Influence

work Situations in their Favor

Satisfied with Work

Help Others

Build Relationsh

ips

Entrepreneurial

Initiative

Engage in Career

Planning

Positive Change Agents

It is the Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person.

Core Self-Evaluation

See themselves as capable, effective.In control of their environment.

1. Perform better than others.2. Ambitious Goals, committed towards goals.3. Persists longer to achieve the goals.

PositiveDislike themselves. Question their capabilities.View themselves as powerless over their environment.

1. Lower Performance2. Not Committed3. Loosing Focus4. Not Stable

Negative

Locus of Control

Who believe that they control what happens to them (Good Managers)

1. Confident2. Task Performer3. Self-Motivated

Internals Who believe that what happens to them is controlled by outside forces such as luck or chance (Low Performers, Subordinates)

1. Luck Dependent2. Not seems to be Hardworking3. Followers4. Easy Targets for Conflict

Externals

It means the degree to which people believe they are masters of their own fate.

Self-Monitoring

A personality trait that measures an individual’s ability to adjust his or her behavior to external, situational factors.

• Flexible• Unpredictable • Behave differently in different situations.• Emerge as Leaders• More Mobile and receive more Promotions

High Self-Monitors

• act from internal states rather than from situational cues.

• less likely to respond to work group norms or supervisory feedback.

• show consistency.

Low Self-Monitors

Risk Taking

Risk Taking is the willingness to take chances to get return; a quality that affects how much time and information an Individual need to make a decision.

High Risk Taker

1. Make quicker decisions2. Use less information to make decisions

Operate in smaller and more entrepreneurial organizations

Low Risk Taker

1. Are slower to make decisions2. Require more information before making decisions

Exist in larger organizations with stable environments

Self Efficiency

It means the beliefs and expectations about one’s ability to accomplish a specific task effectively.

Sources:Prior ExperiencePrior SuccessPositive Thinking

Impact:Independent WorkerMotivatedLet’s Do Approach

Self Esteem

It is the feeling of Self-Worth. It includes Internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention.

Highly Motivated

• Always ready to take new Opportunities

Result Oriented

• Always hungry for Rewards and Incentives

Respect and

Status• They work

for Name and fame

Success

Failure

Conclusion

References

Stephen P. Robbins & Timothy A. Judge, Organizational Behavior, 15th Edition, 131-148.

Akhilendra K. Singh and A. P. Singh, Does Personality Predict Organizational Citizenship Behavior among Managerial Personnel, Journal of the Indian Academy of Applied Psychology, July 2009, Vol. 35, No. 2, 291-298.

Genpact Official Website

Hogan, J., Rybicki, S. L., Motowidlo, S. J., & Borman, W. C. (1998). Relationship between contextual performance, personality and occupational advancement. Human Performance, 11, 189-207.

Thank You