Coverage
Personality: Meaning of Personality: Big Five Personality Traits and
Personality Determinants
Other Personality attributes at work: Locus of Control, Machiavellianism, Self
esteem, Self monitoring, Risk taking, Self efficacy, Type A personality, Core
self evaluation and Narcissism
Matching Personalities with jobs: Holland’s Typology: Person-Job Fit and
Person-Organization Fit
Emotions: Basic Emotions and their sources, functions and applications
Emotional Labor and Emotional Intelligence
• Understand and identify different personality types individuals can be
categorized into
• Understand how a match between one’s personality and a job can lead to
better performance
• Analyze how different personality types predict behavior at work
• "Personality Based Hiring - Bridgewater’s Success Mantra"
• Kenji Fujimoto, a Japanese chef who was Kim
Jong-il's personal cook, described Kim Jong-
un as "a chip off the old block, a spitting
image of his father in terms of face, body
shape, and personality".
• Rodman described his trip to Kim Jong-un's
private island: "It's like Hawaii or Ibiza, but
he's the only one that lives there."
• During Dennis Rodman's trip, Vice magazine
correspondent Ryan Duffy said that "the
leader was 'socially awkward' and didn't
make eye contact when shaking hands".
• South Koreans who saw Kim at the summit in
April 2018 described him as straightforward,
humorous, and attentive.
• After meeting him, Donald Trump said, "I
learned he was a talented man. I also
learned he loves his country very much." He
added that Kim had a "great personality" and
was "very smart
• “I will go to war with Dhoni by my Side”
–Gary Kristen.
• Prakash Poddar, the BCCI selector
describes him as a quiet, meticulous
and hardworking person.
• He is the only captain who has won all
the three major ICC series namely, the
champions trophy, the ICC World Cup
T-20, and the ICC World Cup.
• Ratan Tata is a Visionary. He is a Dreamer
and such people can not only envision
future but also think far beyond in the
future than anyone else's imagination.
• Ratan Tata has Pride and Dignity in his
personality.
• He has a fierce Determination and
Persistence in his personality.
• He has Perfectionism in his personality.
• He is usually quite cautious in his
approach.
Defining Personality
• Personality is a dynamic concept describing
the growth and development of a person’s
whole psychological system.
• The sum of ways in which an individual reacts
to and interacts with others.
Definition
• Distinctive and characteristic pattern of thoughts,
emotions and behaviors that make up an individuals
personal style of interacting with the environment
• A relatively stable set of characteristics that influences an
individual’s behavior
• The word personality itself stems from the Latin
word persona, which refers to a theatrical mask worn by
performers in order to either project different roles or
disguise their identities.
• Personality Trait: Stable qualities that a person shows in
most situations
• Personality Type: People who have several traits in
common
Personality Determinants
• Is personality the result of heredity or environment?
• Heredity refers to those factors that were determined at conception.
• The heredity approach argues that the ultimate explanation of an
individual’s personality is the molecular structure of the genes, located in
the chromosomes.
An individual’s characteristic pattern of
• Thinking
• Feeling
• Acting
Personality Theories
Trait Theory - understand individuals by breaking down behavior
patterns into observable traits
Psychodynamic Theory - emphasizes the unconscious determinants
of behavior
Humanistic Theory - emphasizes individual growth and
improvement
Integrative Approach - describes personality as a composite of an
individual’s psychological processes
Trait
Theories
• Attempt to learn what traits make up personality and how they
relate to actual behavior
Gordon Allport (1961) and Traits
• Cardinal Traits: So basic that all of a person’s activities can be traced back
to the trait (Einstein, Hitler, Mother Teresa, Mahatma Gandhi)
• Central Traits: Core qualities of a personality
• Secondary Traits: Inconsistent or superficial aspects of a person
Raymond Cattell and Traits
• Surface Traits: Features that make up the visible features of
personality
• Source Traits: Underlying traits of a personality; each reflected in a
number of surface traits
• Cattell also created 16PF, personality test
• Gives a “picture” of an individual’s personality
“Big Five” Personality Factors
• Robert McCrae and Paul Costa later developed the Five-Factor
Model, or FFM, which describes personality in terms of five
broad factors.
1. Extroversion
2. Agreeableness
3. Conscientious
4. Neuroticism
5. Openness to Experience
“Big Five”
Personality
Factors
Personality Determinants
• Heredity: An individual’s personality is determined by the type of genes
(biological, physiological and psychological characteristics) he/she inherits
from his/her parents
• Environment: The environment(Culture, Norms, Situations and Experiences)
that an individual is exposed to shapes a personality.
Myer Briggs Type Indicator
Gain Gather
Energy Information
Make Live your
decision life
Myers-Briggs Type Indicator
It is a personality test that taps four characteristics and classifies people into
1 of 16 personality types. The characteristics are:
• Extraverted versus Introverted
Extraverted: Outgoing, sociable and assertive
Introverted: Quite and shy
• Sensing versus Intuitive
Sensing: Practical and prefer routine and order
Intuitive: Unconscious processes and “big picture”
• Thinking versus Feeling
Thinking: Use reason and logic to handle problems
Feeling: Rely on personal values and emotions
• Judging versus Perceiving
Judging: Want control and prefer their world to be ordered and structured
Perceiving: Flexible and spontaneous
The Psychoanalytic Perspective
Freud’s theory
Much of what we think and do is
influenced by unconscious processes
Personality influenced by:
Childhood drives
Unconscious motivations
Model of Mind
The mind is like an iceberg.
It is mostly hidden, and below the surface lies the unconscious mind.
The preconscious stores temporary memories.
Personality Structure
Personality develops as a result of our efforts to resolve conflicts
between our biological impulses (id) and social restraints (superego).
Fig. 12-2, p. 473
Id, Ego, & Superego
• The Id unconsciously strives to satisfy basic sexual and
aggressive drives, operating on the pleasure principle,
demanding immediate gratification.
• The ego functions as the “executive” and mediates the
demands of the id and superego.
• The superego provides standards for judgment (the conscience)
and for future aspirations.
The Psychoanalytic Perspective
• Unconscious
• Freud: Mostly unacceptable thoughts & wishes
OR
• Now (non-Freudian): information processing of which we are unaware
• Preconscious
• Information that is not conscious but is retrievable into conscious awareness
Personality Structure
Measuring Personality
• Managers need to know how to measure personality.
• Personality tests are useful in hiring decisions and help managers forecast
who is best for a job.
• The most common means of measuring personality is through self-report
surveys.
Personality-Job Fit: Holland’s Typology
Holland states that the job satisfaction of an individual and his/her
tendency to quit a job are determined by the extent to which his/her
personality matches with the work environment and requirements of
the job. He described six personality types
• Realistic- Skill, strength and coordination
• Investigative- Thinking, organizing and understanding
• Social- Helping and developing others
• Conventional- Rule regulated, orderly and unambiguous
• Enterprising- Verbal activities and power attainment
• Artistic- Ambiguous and unsystematic activities and creative
expression
• Link: https://www.youtube.com/watch?v=NI9tVEKXQdQ
Holland’s Typology
Personality-Organization Fit
• People are attracted to and selected by organizations that match their values
• They leave organizations that are not compatible with their personalities
• An organization might face a dynamic and changing environment
• It would require employees to readily change tasks and move easily between
teams
• It’s important that employees’ personalities fit with the overall organization’s
culture
• At the time of hiring, new employees who fit better with organization’s
culture, should be identified
• A Personality- Organization Fit should result in higher employee satisfaction
and reduced turnover
Other Personality attributes at work:
• Locus of Control: It refers to the degree to which people believe that
they can control their fate or any situation
• Self esteem: It is the degree of liking an individual has for
himself/herself
• Proactive Personality: People who identify opportunities, show
initiative, take action and persevere until meaningful change occurs
are proactive personalities
• Core Self evaluation: Bottom-line conclusions individuals have about
their capabilities, competence and worth as a person
Personality Types
• Self monitoring: It is the ability to adapt the behavior to the demands of the
situation
• Risk taking: It is the extent to which an individual is prepared to take risk
• Type A Personality: Individuals who strive continuously to achieve more things
in less time, even in the face of opposition are Type A personalities
• Type B Personality: Individuals who are not obsessed with the desire to
achieve too many things within a short span of time are Type B personalities
The Dark Triad
• Narcissism: It is the tendency to be arrogant, have a grandiose(imposing) sense of self-
importance, require excessive admiration and have a sense of entitlement(having a
right to something)
• Machiavellianism: It is the degree to which an individual is practical in
approach, maintains an emotional distance from others and believes that ends
justify means.
• Psychopathy: It is the tendency for a lack of concern for others and a lack of
guilt or remorse when their actions cause harm
Personality-Job Fit: Holland’s Typology
Holland states that the job satisfaction of an individual and his/her
tendency to quit a job are determined by the extent to which his/her
personality matches with the work environment and requirements of
the job. He described six personality types
• Realistic- Skill, strength and coordination
• Investigative- Thinking, organizing and understanding
• Social- Helping and developing others
• Conventional- Rule regulated, orderly and unambiguous
• Enterprising- Verbal activities and power attainment
• Artistic- Ambiguous and unsystematic activities and creative
expression
• Link: https://www.youtube.com/watch?v=NI9tVEKXQdQ
Holland’s Typology
Personality-Organization Fit
• People are attracted to and selected by organizations that match their values
• They leave organizations that are not compatible with their personalities
• An organization might face a dynamic and changing environment
• It would require employees to readily change tasks and move easily between
teams
• It’s important that employees’ personalities fit with the overall organization’s
culture
• At the time of hiring, new employees who fit better with organization’s
culture, should be identified
• A Personality- Organization Fit should result in higher employee satisfaction
and reduced turnover
Other Personality attributes at work:
• Locus of Control: It refers to the degree to which people believe that
they can control their fate or any situation
• Self esteem: It is the degree of liking an individual has for
himself/herself
• Proactive Personality: People who identify opportunities, show
initiative, take action and persevere until meaningful change occurs
are proactive personalities
• Core Self evaluation: Bottom-line conclusions individuals have about
their capabilities, competence and worth as a person
Personality Types
• Self monitoring: It is the ability to adapt the behavior to the demands of the
situation
• Risk taking: It is the extent to which an individual is prepared to take risk
• Type A Personality: Individuals who strive continuously to achieve more things
in less time, even in the face of opposition are Type A personalities
• Type B Personality: Individuals who are not obsessed with the desire to
achieve too many things within a short span of time are Type B personalities
The Dark Triad
Machiavellianism Narcissism
• Hao is a young bank • Sabrina likes to be the
manager in Shanghai. He center of attention.
is received three
promotions in last 4 She often looks at
years and make no herself in the mirror,
apologies for the has extravagant
aggressive tactics he’s dreams about her
used. “My name is clever,
and that’s what I am- I do future, and considers
whatever I have to do to herself a person of
get ahead,” he says. many talents
The Dark Triad
• Narcissism: It is the tendency to be arrogant, have a grandiose(imposing) sense of self-
importance, require excessive admiration and have a sense of entitlement(having a
right to something)
• Machiavellianism: It is the degree to which an individual is practical in
approach, maintains an emotional distance from others and believes that ends
justify means.
• Psychopathy: It is the tendency for a lack of concern for others and a lack of
guilt or remorse when their actions cause harm
Emotions
Emotion
• Complex state of feeling that results in physical and
psychological changes that influence thought and behavior
• Intense feelings that are directed at someone or something
• A subjective sensation experienced as a type of psycho-
physiological arousal
• Largely a conscious phenomena
• Involves more bodily manifestations than other conscious states
Emotion and their cognitive causes
Emotion Core relational theme
Anger A demeaning offense against me.
Anxiety Facing uncertain, existential threat
Fright Facing an immediate, concrete, and overwhelming physical danger
Guilt Having transgressed a moral imperative
Shame Having failed to live up to an ego ideal
Sadness Having experienced an irrevocable loss
Envy Wanting what someone else has
Jealousy Resenting a third party for loss of threat to another’s affection
Disgust Taking in or being too close to an indigested idea
Happiness Making reasonable progress toward the realization of a goal
Pride Enhancing our ego identity by taking credit
Emotional Intelligence
• Emotional Intelligence is an ability to recognize the meanings of
emotion and their relationships, and to reason and problem-solve on
the basis of them.
• EI is involved in the capacity to perceive emotions, assimilate
emotion-related feelings, understand the information of those
emotions, and manage them.
Emotional Intelligence
Self Awareness
• Ability to understand what you are feeling
• Understanding your emotional responses( mostly habitual responses)
to events
• Understanding how your emotions affect your behavior and
performance
• Knowing one's strengths and limits
• A strong sense of one's self-worth and capacities
Self Management
• Ability to stay focused and think clearly even when experiencing
strong/powerful emotions
• Ability to manage ones own emotional state
• Taking responsibility for actions
• Maintaining standards of honesty and integrity
• Avoid hasty decisions
• Ability of emotions to move and guide you towards your goal
• Persevere in the face of obstacles and setbacks
Social Awareness
• Ability to understand and respond to what other people are feeling
• Sensing others' feelings and perspectives and taking an active interest in
their concerns.
• Sensing others' development needs and encouraging their abilities.
• Cultivating opportunities through different kinds of people.
• Reading a group's emotional currents and power relationship
Relationship Management
• Ability to develop and Influence others
• Listening openly and sending convincing messages
• Negotiating and resolving disagreements
• Inspiring and guiding individuals and groups
• Initiating or managing change.
• Nurturing instrumental relationships
• Creating group synergy in pursuing collective goals
