PERSONALITY
The dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment. - Gordon Allport.
The sum total of ways in which an individual reacts and interacts with others, the measurable traits a person exhibits
Learning Objectives
Define personality, describe how it is measured, and explain
the factors that determine an individuals personality.
Describe the Myers-Briggs Type Indicator personality
framework and assess its strengths and weaknesses.
Identify the key traits in the Big Five personality model. Demonstrate how the Big Five traits predict behavior at
work.
Identify other personality traits relevant to OB.
Measuring Personality
A Psychological test is a structured technique used to
generate carefully selected sample of behaviour. A personality test measures those relatively enduring aspects of an individual which distinguishes them from other people, making them unique. Helpful in hiring decisions Most common method: self-reporting surveys. Issues of lying , Impression Management and accuracy Observer-ratings surveys provide an independent assessment of personality often better predictors Projective Techniques
Personality Determinants
Heredity
Factors determined at conception: physical stature, facial
attractiveness, gender, temperament, muscle composition and reflexes, energy level, and bio-rhythms This Heredity Approach argues that genes are the source of personality Twin studies: raised apart but very similar personalities Parents dont add much to personality development There is some personality change over long time periods
Personality Traits
Enduring characteristics that describe an individuals behavior The more consistent the characteristic and the more frequently it occurs in diverse situations, the more important the trait.
All traits are not equally powerful. They can be
categorized into 3:
person
Cardinal traits-strong and influence every act of a Primary traits- generally consistent influence on
behaviour, but may not show in all situations situations
Secondary traits- come into play only in certain
Personality does influence workplace attitudes and
behaviours, the effects arent all that strong; traits explain a minority of the variance in attitudes and behaviours. Effects of traits are strongest in relatively weak situations and weakest in strong situations. Organizational settings tend to be strong situations as they have rules and formal regulations that define acceptable behaviour and punish deviant behaviour; they have informal norms that dictate appropriate behaviours. These formal and informal constraints minimize the effects of personality traits. Two dominant frameworks used to describe personality: Myers-Briggs Type Indicator (MBTI) Big Five Model
The Myers-Briggs Type Indicator
Most widely used instrument in the world. Participants are classified on four axes to determine
one of 16 possible personality types, such as ENTJ.
Sociable and Assertive
Extroverted (E) Introverted (I)
Quiet and Shy Unconscious Processes
Feeling (F)
Practical and Orderly
Sensing (S) Thinking (T)
Intuitive (N)
Use Reason and Logic
Uses Values & Emotions Flexible and Spontaneous
Want Order & Structure
Judging (J)
Perceiving (P)
The Types and Their Uses
Each of the sixteen possible combinations has a name,
for instance:
Visionaries (INTJ) original, stubborn, and driven. Organizers (ESTJ) realistic, logical, analytical, and
businesslike. Conceptualizer (ENTP) entrepreneurial, innovative, individualistic, and resourceful.
Research results on validity mixed.
MBTI is a good tool for self-awareness and counseling.
Should not be used as a selection test for job candidates.
The Big Five Model of Personality Dimensions
Extroversion Sociable, gregarious, and assertive Good-natured, cooperative, and trusting
Agreeableness
Conscientiousness
Responsible, dependable, persistent, and organized
Calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative)
Emotional Stability
Openness to Experience
Curious, imaginative, artistic, and sensitive
HIGH
EXTRAVERSION: Extraverted, gregarious, active, assertive, highspirited. Prefer to be around people most of the time.
AGREEABLENESS: Compassionate, good-natured & eager to cooperate and to avoid conflict. Are warm and trusting.
AVERAGE
Moderate in activity and enthusiasm. Enjoy the company of others but also value privacy.
Generally warm, trusting & agreeable, but can sometimes be stubborn and competitive.
LOW
Introverted, reserved, timid & serious. Prefer to be alone or with a few close friends.
Hard Headed, skeptical, proud, competitive, cold, disagreeable & antagonistic.
CONSCIENTIOUSNESS: well organized, dependable & persistent. Have high standards & always strive to achieve goals. EMOTIONAL STABILITY: tend to be calm, confident & secure
Dependable and moderately well-organized. Generally have clear goals but are able to set work aside. Generally calm & able to deal with stress, but sometimes experience feelings of guilt, anger or sadness Practical but willing to consider new ways of doing things. Seek a balance between the old and new.
Easy going, not very wellorganized; sometimes careless & unreliable. Prefer not to make plans. Nervous, anxious, depressed and insecure
OPENNESS TO EXPERIENCE: creative, curious & artistically sensitive. Have broad interests & are very imaginative
Down to earth, practical and traditional; find comfort in the familiar.
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.
Model of How Big 5 traits influence OB
BIG 5 TRAITS WHY IT IS RELEVANT? WHAT DOES IT AFFECT?
EMOTIONAL STABILITY
EXTRAVERSION
Less negative thinking & few High job and life negative emotions satisfaction; low stress level
Better interpersonal skills; greater social dominance; more emotionally expressive Increased learning; more creative; more flexible & autonomous Better liked; more compliant & conforming Higher performance; enhanced leadership; higher job & life satisfaction Training performance, enhanced leadership; more adaptable to change Higher performance; lower levels of deviant behaviour
OPENNESS
AGREEABLENESS
CONSCIENTIOUSNESS
Greater effort & persistence; Higher performance; more drive & discipline; enhanced leadership; better organized & planning greater longevity
Cattells 16PF Questionnaire
Based on 16 source traits Cattell identified cluster of surface traits- consistent
behavioural responses, and Temperament and ability source traits- underlying variables determining surface traits. 16 PF Questionnaire also reflects response tendencies to 3 response style indexes: impression management, acquiescence and infrequency. Combining 16factors results into global factors asExtraversion, Anxiety, Tough mindedness, Independence, and Self control.
Other Personality Traits Relevant to OB
Core Self-Evaluation The degree to which people like or dislike themselves Positive self-evaluation leads to higher job performance Machiavellianism A pragmatic, emotionally distant power-player who believes
that ends justify the means. High Machs are manipulative, win more often, and persuade more than they are persuaded. Flourish when: Have direct interaction Work with minimal rules and regulations Emotions distract others Narcissism An arrogant, entitled, self-important person who needs excessive admiration. Less effective in their jobs.
More Relevant Personality Traits
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.
Even More Relevant Personality Traits
Type A Personality
Aggressively involved in a chronic, incessant struggle to
achieve more in less time
Impatient: always moving, walking, and eating rapidly Strive to think or do two or more things at once Cannot cope with leisure time Obsessed with achievement numbers
Type B people are the complete opposite
Proactive Personality
Identifies opportunities, shows initiative, takes action, and
perseveres to completion Creates positive change in the environment
Linking Personality to the Workplace
Managers are less interested in someones ability to do a specific job than in that persons flexibility.
Person-Job Fit:
John Hollands Personality-Job Fit Theory
Six personality types Vocational Preference Inventory (VPI) Key Points of the Model: There appear to be intrinsic differences in personality
between people There are different types of jobs People in jobs congruent with their personality should be more satisfied and have lower turnover
Hollands Personality Typology & Occupations
Relationships Among Personality Types
The closer the occupational fields, the more compatible.
The further apart the fields, the more dissimilar.
Need to match personality type with occupation.
Source: Reprinted by special permission of the publisher, Psychological Assessment Resources, Inc., from Making Vocational Choices, copyright 1973, 1985, 1992 by Psychological Assessment Resources, Inc. All rights reserved.
Still Linking Personality to the Workplace
In addition to matching the individuals personality to the job, managers are also concerned with:
Person-Organization Fit:
The employees personality must fit with the
organizational culture. People are attracted to organizations that match their values. Those who match are most likely to be selected. Mismatches will result in turnover. Can use the Big Five personality types to match to the organizational culture.
Summary and Managerial Implications
Personality
Screen for the Big Five trait of conscientiousness Take into account the situational factors as well MBTI can help with training and development Do frameworks like Big Five transfer across cultures? Yes, but the frequency of type in the culture may vary. Better in individualistic than collectivist cultures.
