UNIVERSITY OF COLOMBO

Institute of Human Resource Management

Subject : MBM 5232 – Organizational Behaviour

Topic : Employee Personality

Facilitator : Prof.K.Kajendra, Ph.D, MBA, M.Com,

B.Com (Special).
Faculty of Management and Finance
Department of Marketing
University of Colombo.
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 Personality

Personality is a stable set of characteristics and

tendencies that determine those commonalities and
differences in the psychological behaviour (thoughts,
feelings and actions) of people that have continuity in
time and that may not be easily understood as the
sole result of the social and biological pressures of
the moment.

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 Personality is a set of relatively stable
characteristics or dimensions of people that
account for consistency in their behaviour in
various situations.

 Personality as the characteristic patterns of

behaviour and modes of thinking that determine a
person’s adjustment to the environment.

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 There are several aspects of this definition

 Personality reflects individual differences

 Personality is consistent and enduring

 Personality can change

• An individual’s personality may be altered by major
life events, such as the birth of a child, the death of
a loved one, a divorce, or a major career change.

• An individual’s personality also changes as part of a

gradual maturing process.
– There is a prediction, for example, that a
personality convergence is occurring between
men and women. 4
We are interested in understanding as to what
an individual has in common with others as
well as what sets that individual apart from
others.
• Every person is in certain aspects:

– Like all other people

– Like some other people

– Like no other person.

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Major Contributing Factors to Personality
There are two broad categories of
factors which influence the formation

and development of personality:

 Heredity factors

 Environment factors

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 Heredity

Culture

Family
Personality
Environment
Social

Situational

The Factors Affecting Personality Development 7

 Heredity factors

• Heredity refers to factors determined at conception.

Physical stature, facial features, gender, temperament,
muscle composition and reflexes, energy level, and
biological rhythms are either completely or substantially
influenced by parentage—by your biological parents’
biological, physiological, and inherent psychological
makeup.

• The heredity approach argues that the ultimate explanation

of an individual’s personality is the molecular structure of
the genes, located on the chromosomes.
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• The heredity traits are physique, eye, colour,
hair, attractiveness, height, and nervous
systems.
• Our personality is formed on the basis of how
others react to our appearance and intellect.
• According to Maier, personality is the impact of
a person’s endocrine glands.
• These characteristics affect the behaviour of a
person who is in a state of biological
disequilibrium such as being hungry or fatigue
and thus is more prone to irritation and lack of
concentration.
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• It is debatable as to which of these factors
have a greater influence on the structure
personality.

• Some behavioral scientist argue that

personality characteristics are derived
from heredity factors and the right type of
environment only bring them out.

• Others feel that the effect of environment is

quite strong.
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• The probable consensus is that heredity and
environment jointly affect personality development.

• The full potential of a person may or may not be

achieved due to environmental constraints and
requirements, but the potential for development both
physically and psychologically is determined by
the complex set of genes.

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 Environment
Culture

• Individuals born into a particular culture are exposed

to existing values, beliefs, and norms of that culture
concerning an acceptable form of behaviour.

• The person and his culture are so interwoven with

each other that it is difficult to distinguish the
individual from his cultural context.

• Due to cultural influence, the attitude will differ

towards work habits, risk taking, accepting change,
attitude towards women and so on.

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• Culture can be defined as “ the sum total of learned
behaviour traits which are manifested and shared by
the members of the society.

• It is a unique system of perceptions, beliefs, values,

norms, patterns of behaviour and a code of conduct that
influences the behaviour of individual in a given society.

Hence, management must recognize these

differences when dealing with people in the
organizational context.

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Family
The immediate family plays an important part
in the early personality development.
• The nature of such influences depends upon
the:
– Socio economic level of the family,
– family size,
– birth order,
– race,
– religion,
– parents educational level,
– geographic location
– and so on.

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Social
• Social influences relate to a person’s interaction with
other people throughout his life.
• The norms and laws of the society moderate the
certain type of behaviour.
Situation
• “ Life is nothing but a collection of a experiences.”
• Each individual’s life is unique in terms of events
and experiences that he goes through.
• These events and experiences can serve as
important determinants of personality.

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Personality Dimensions

• There is an enormous number of human

traits.

• Some of the more important dimensions of

personality that are closely linked with
interpersonal and organisational behaviour.

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 Two dominant frameworks used to
describe personality:

1. Myers-Briggs Type Indicator (MBTI®)

2. Big Five Model

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 The Myers-Briggs type Indicator
Myers-Briggs Type Indicator (MBTI) a personality test
that taps four characteristics and classifies people into one
of 16 personality types

It is a 100-question personality test that asks people how

they usually feel or act in situations.

Respondents are classified as 1. extraverted or

introverted (E or I), 2. sensing or intuitive (S or N), 3.
thinking or feeling (T or F), and 4. judging or perceiving
(J or P):

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1. Extroverted Vs Introverted (Social Interaction)
1. E individuals are outgoing, sociable, and assertive.
2. I are quiet and shy
2. Sensing vs Intutive (preference for gathering data)
1. S types are practical and prefer routine and order. They focus
on details.
2. I rely on unconscious processes and look at the big picture.
3. Thinking vs Feelings (Preference for decision making)
1. T types use reason and logic to handle problems.
2. F types rely on their personal values and emotions.
4. Judging Vs Perceiving ( style of making decisions)
– J types want control and prefer their world to be ordered and
structured
– P types are flexible and spontaneous(impulsive)

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The MBTI describes personality types by identifying one
trait from each of the four pairs.
For example
1. Introverted/Intuitive/Thinking/Judging (INTJ).

INTJ are visionaries with original minds and great

drive. They are skeptical, critical, independent,

determined, and often stubborn.

2. Extroverted, Intuitive, Feelings, and Judging(ENFJ)

ENFJs are natural teachers and leaders. They are

relational, motivational, intuitive, idealistic, ethical,

and kind.
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3. Extroverted, Sensing, Thinking and Judjing(ESTJ)

ESTJs are organizers. They are realistic, logical, analytical,

and decisive, perfect for business or mechanics.

4. Extroverted, Intuitive, Thinking, and Perceiving (ENTP)

The ENTP type is innovative, individualistic, versatile, and

attracted to entrepreneurial ideas.

This person tends to be resourceful in solving challenging

problems but may neglect routine assignments.

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• One problem with the MBTI is that the model forces a person
into one type or another; that is, you’re either introverted or
extraverted. There is no in-between.

• Another problem is with the reliability of the measure: When

people retake the assessment, they often receive different
results.

• An additional problem is in the difficulty of interpretation.

There are levels of importance for each of the MBTI facets, and
separate meanings for certain combinations of facets, all of
which require trained interpretation that can leave room for
error.

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• Finally, results from the MBTI tend to be
unrelated to job performance.

• The MBTI can thus be a valuable tool for

increasing self-awareness and providing career
guidance, but because results tend to be unrelated
to job performance, managers should consider
using the Big Five Personality Model.

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 THE BIG FIVE PERSONALITY MODEL

• Big Five Model, which proposes that five basic

dimensions underlie all others and encompass
most of the significant variation in human
personality.

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 The Big Five Model of Personality Dimensions

• Sociable, gregarious, and assertive

Extroversion

• Good-natured, cooperative, and

trusting
Agreeableness

• Responsible, dependable,
persistent, and organized
Conscientiousness
• Calm, self-confident, secure under
stress (positive), versus nervous,
Emotional Stability
depressed, and insecure under
stress (negative)
• Curious, imaginative, artistic,
Openness to Experience and sensitive

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 How Do the Big Five Traits Predict Behavior?
• Research has shown this to be a better framework.
• Certain traits have been shown to strongly relate to
higher job performance:
– Highly conscientious people develop more job
knowledge, exert greater effort, and have better
performance.
– Other Big Five Traits also have implications for work.
• Emotional stability is related to job satisfaction.
• Extroverts tend to be happier in their jobs and
have good social skills.
• Open people are more creative and can be good
leaders.
• Agreeable people are good in social settings.
Use following link to assess your personality 26

(http://www.outofservice.com/bigfive/).
Some Important Dimensions of Personality
Authoritarianism
–This dimension refers to blind acceptance of
authority.
–Authoritarian people believe in obedience
and respect for authority.
–This type of people are generally
conservative, endorse strong parental
control in keeping the family close and
together

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–They are concerned with toughness and
power and are close minded, and are less
educated.

–Because of their beliefs in hierarchical

order, they make good followers, work
better under directive supervision and are
more productive.

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Type A Personality and Type B
Personality
One dimension of personality which is getting
attention both from organisational as well as
medical researchers is the Type ‘A’ and Type
‘B’ behaviour profiles.
– A person exhibiting Type’A’ behaviour is generally
restless, impatient with a desire for quick
achievement and perfectionism.
– Type ‘B’ is much more easy going, relaxed about
time pressure, less competitive, and more
philosophical in nature.

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 Type A Profile Type B Profile
 Is always moving  Is not concerned
 Walks rapidly about time
 Eats rapidly  Is patient
 Talks rapidly  Doesn't Brag (boast)
 Is impatient  Plays for fun, not to
 Does two things at once win
 Can’t cope with leisure time  Relaxes without guilt
 Is obsessed (interested) with  Has no pressing
numbers deadlines
 Measures success by  Is easygoing
quantity  Is never in a hurry
 Is aggressive
 Is competitive
 Constantly feels under time
pressure

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Bureaucratic Personality
– A bureaucratic person differs from an authoritarian person is
that his respect for authority is not total and blind but is based
upon respect for organisational rules and regulations.
– A bureaucratic person values subordination, rules,
conformity, ordinary processes in the organisation, and
impersonal and formal relationships.
– They are normally not innovative, do not take risk.
– bureaucratic managers are better supervisors in types of work
that are routine, respective, and proceduralized.

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Machiavellianism
• This is a term associated with Niccola
Machiavelli, a sixteen century author who
identified personality profiles of men.
• People with Machiavellianism have high
self confidence and high self esteem.
• They are cool and calculating and have no
hesitation in using others or taking
advantages of others in order to serve their
own goals.

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• They do not feel guilty in using unethical
means to serve their own interests.
• They are skilled in influencing others and they
approach the situations thoughtfully and
logically.
• They would not hesitate to lie if necessary.
• They are specially successful in exploiting
structured situations vulnerable people.

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Problem Solving Style
• Individuals have their own style of making
decisions and this style reflects their personality in
certain ways.
• Some people are very thorough, meticulous
(careful) and detail oriented.
• Others are impulsive and become easily influenced
by what seems to be obvious.

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• Narcissism
– An arrogant, entitled, self-important
person who needs excessive admiration.
– Less effective in their jobs.
• Self-Monitoring
– The ability to adjust behavior to meet external, situational
factors.
– High monitors conform more and are more likely to
become leaders.
• Risk Taking
The willingness to take chances.
– May be best to align propensities with job requirements.
– Risk takers make faster decisions with less information.

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Proactive Personality
– People who Identify opportunities, shows
initiative, takes action, and perseveres until
meaningful change occurs.

– They create positive change in the environment,

regardless of or even in spite of constraints or
obstacles.

– They are more likely to leave an organaization to

start their own business.

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Introvert and Extrovert Personalities
• Introvert persons are basically shy, prefer to be alone
and have difficulty in communicating.

• Extroverts are outgoing, objective, aggressive, and

relate well with people.

• From org. point of view, it can be assumed that most

managers would be extroverts since a manager’s role
involves working with and through other people.

• On the other hand, an extreme introvert works best

alone in a quiet office without external interruption
and influences.
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 Personalities Theories

Psychoanalytical
Theory

Social Learning Human

Personality Trait Theory
theory

Self Concept
Theory
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• Sigmund Freud was an Austrian neurologist and the founder of
psychoanalysis, a clinical method for treating psychopathology
through dialogue between a patient and a psychoanalyst.

• Freud was born to Galician Jewish parents in the Moravian

town of Freiberg, in the Austrian Empire. He qualified as a
doctor of medicine in 1881 at the University of Vienna.

• Upon completing his habilitation in 1885, he was appointed a

docent in neuropathology and became an affiliated professor in
1902
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Psychoanalytic Theory (Sigmund Freud’s Theory)
 Unconscious Mind: Freud proposed that a significant
portion of an individual's thoughts, feelings, and
memories reside in the unconscious mind, which is not
directly accessible to conscious awareness. These hidden
aspects of the mind can influence behavior and create
psychological conflicts.

 This theory was built on the premise that unconscious

needs or drives, especially biological and sexual drives,
are at the heart of human motivation and personality.

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• Freud introduced the structural model of the mind,
consisting of three components: Id, Ego, and Superego:

Id
 The primal, instinctual part of the mind, seeking
immediate gratification and pleasure.

 Id is the foundation of the unconscious and is the base

of libido drives.

 It strives for sexual pleasure and other biological

pleasures and animalistic instincts of aggression, power
and domination.

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Ego
• The rational, decision-making part that mediates
between the id's desires and the demands of reality.

• Ego is conscious in nature and is a mechanism to

relate our conscious urges to the outside real world.

• It keeps the id in check through the realities of the

external environment.

• While id demands immediate pleasure, whatever the

cost, ego controls it so that these pleasures are
granted at an appropriate time and in an acceptable
manner.
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 Because of difficulty of keeping the id under control, ego
is supported by super ego.

Super Ego
• The internalized moral and societal values, acting as a
conscience and striving for perfection.

• Super ego is the higher-level restraining force and

can be described as conscience of the person.

• The conscience create standards of what is wrong and

what is right and is generally and subconsciously
developed by the absorption of cultural and ethical
values of the social environment.
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 Personality Development (psychosexual
development
• Sigmund Freud's theory of personality development
(psychosexual development) is a central aspect of
psychoanalytic theory.

• According to Freud, personality development occurs

through a series of stages, each characterized by a
focus on a particular erogenous zone and the
resolution of specific psychological conflicts.

• These stages lay the foundation for an individual's adult

personality and behavior.
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Freud proposed five stages of psyhosexual
development
1. Oral Stage (0-1 years)

2. Anal Stage (1-3 years)

3. Phallic Stage (3-6 years)

4. Latency Stage (6-puberty)

5. Genital Stage (puberty-adulthood):

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Oral Stage (0-1 years):
 Focus: Pleasure centers on the mouth, through activities such
as sucking, biting, and breastfeeding.

 Conflict and Resolution:

• The primary conflict involves weaning – the transition

from breast or bottle feeding to solid foods.

• An unresolved conflict can lead to oral fixation,

manifesting as oral behaviors like smoking, overeating, or
excessive talking.,

• Deprivation may result in pessimism, reticence (reserve,

silence).

 Overindulgence at the oral stage may lead to optimism,

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verbosity, and a fondness.
Anal Stage (1-3 years):

• Focus: Pleasure shifts to the anal region as children learn

to control their bowel movements.

• Conflict and Resolution: The main conflict arises during

toilet training.

• Successful training leads to a healthy sense of autonomy

and self-control, while unresolved conflicts can lead to
anal-retentive (overly neat and controlling) or anal-
expulsive (disorganized and stubborn) personality traits.

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Phallic Stage (3-6 years)
• Focus: Pleasure centers on the genital area. Children
develop awareness of their own and others' gender
identities.

• Conflict and Resolution: The Oedipus complex (in boys)

and the Electra complex (in girls) emerge.

• Children experience unconscious attraction to the opposite-

sex parent and rivalry with the same-sex parent.

• Successful resolution involves identifying with the same-

sex parent and internalizing societal norms and values

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Latency Stage

• Focus: Sexual energy is dormant as children focus on

developing social and cognitive skills.

• Conflict and Resolution: During this stage, Freud

believed that sexual and aggressive impulses are largely
repressed, and children develop relationships with peers
and engage in activities such as school and hobbies.

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Genital Stage (adulthood)

 Focus: Sexual energy reawakens and is directed towards

forming mature, romantic relationships.

 Conflict and Resolution:

• The individual seeks to establish healthy intimate

relationships, based on mutual love and respect.

• Successfully navigating earlier stages contributes to

the development of a well-adjusted adult personality.

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 Trait Theory

 A trait is defined as any distinguishing,

relatively enduring way in which one
individual differs from another.

 Trait theory visualizes personality as a

reflection of certain traits of the individual.

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 Cattell’s 16 Personality Factors
 This method is used by Cattell.
 Using factor analysis on the result of
questionnaires, tests and observations over a
period of 30 years, he has refined the number
of traits down to 16.
 These traits are the 16 factors that he believes
underlie the structure of personality.

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 Cattell’s 16 Personality Factors
1. Outgoing Reserved

2. More intelligent Less intelligent

3. Emotionally stable Affected by feelings

4. Dominant Submissive

5. Happy-go-lucky Serious

6. Conscientious(hardworking) Expedient(convenient)

7. Venturesome (bold) Timid

8. Sensitive Tough- minded

9. Suspicious Trusting

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10. Imaginative Practical

11. Shrewd Forthright(straight

forward)
12. Apprehensive (fearful) Confident

13. Experimenting Conservative

14. Self-sufficient Group dependent

15. Controlled Uncontrolled

16. Tense Relaxed

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 Social Learning theory
 The social learning theory differs from the
psychoanalytical theory in two ways:

1. It is believed that personality

development is more a result of social
variables than biological drives.

2. Motives can be treated to known and

conscious needs and wants rather than
unconscious and latent desires.
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 Thus, learning theory looks at personality as
the sum of total of all that a person has
learned.

 Social learning theory uses “reinforcement

and punishment “ approach in
understanding personality

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 Self-concept Theory
 This theory emphasis that personality and
behaviour are largely determined by the
individual himself.

 We tend to act in ways that are consistent with

our own image of who we are.

 An individual himself is the center of

experience.

 His self image is an integral of how he views

himself and his perception of how others view
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him.
 Self concept is a result of person's interactions with
his environment.

 This interaction in the form of learning experience

help us to develop, grow and mature, and we
modify our self-concept as a result of these
experiences.

 From this point of view of org. behavior, the

management must recognize that each individual’s
self-concept is unique and the application of various
motivation, job enrichment and leadership style will
have different effects on different people.
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Different environmental influences within and
outside the home that affect the developing self
concept
 Parents expectations
 Attitude toward members of the family
 Physical state of person
 Biological maturation
 Impact of new technology (TV, computer, etc.)
 School opportunities
 School demand
 Religious affiliation
 Opinion of peers
 Family economic problems
 Family personal problems
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 Attitude towards peers
 Measures of Personality
Apart from observing, interviewing, or getting
the opinions of others, there are varieties of
standardised tests available to asses
personality.

The most popular test are:

– Paper and Pencil Tests

– Rorschach Ink Blot Test and the Thematic

Apperception Test(TAT)
Dr. K. Kajendra
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Paper and Pencil Tests
• It is a scale method. E.g. strongly agree, agree,
neither agree nor disagree, disagree, strongly
disagree.
• Rorschach Ink Blot Test and the Thematic
Apperception Test(TAT)
• The basic idea is that when faced with an
ambiguous stimulus, such as ink blot or an ill-
defined picture, the person will project his or her
personality.
Dr. K. Kajendra
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