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Personality Personality
and and
ValuesValues
Chapter FOUR
© 2007 Prentice Hall Inc. All rights reserved.
What is Personality?What is Personality?
Personality
The sum total of ways in which an individual reacts and interacts with others; measurable traits a person exhibits.
Personality Traits
Enduring characteristics that describe an individual’s behavior.
Personality
Determinants
• Heredity
• Environment
• Situation
Personality
Determinants
• Heredity
• Environment
• Situation
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The Myers-Briggs Type IndicatorThe 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)
Score is a combination of all four (e.g., ENTJ)
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)
Score is a combination of all four (e.g., ENTJ)
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteristics and classifies people into 1 of 16 personality types.
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Meyers-Briggs, ContinuedMeyers-Briggs, Continued
A Meyers-Briggs score– Can be a valuable too for self-awareness and
career guidance
BUT– Should not be used as a selection tool because
it has not been related to job performance!!!
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The Big Five Model of Personality DimensionsThe Big Five Model of Personality Dimensions
ExtroversionSociable, gregarious, and assertive
AgreeablenessGood-natured, cooperative, and trusting.
ConscientiousnessResponsible, dependable, persistent, and organized.
Openness to ExperienceCurious, imaginative, artistic, and sensitive
Emotional StabilityCalm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative).
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Measuring PersonalityMeasuring Personality
Personality is Measured By
Self-report surveys Observer-rating surveys Projective measures
– Rorschach Inkblot Test – Thematic Apperception
Test
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Major Personality Attributes Influencing OBMajor Personality Attributes Influencing OB
Core Self-evaluation
– Self-esteem
– Locus of Control
Machiavellianism
Narcissism
Self-monitoring
Risk taking
Type A vs. Type B personality
Proactive Personality
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Core Self-Evaluation: Two Main ComponentsCore Self-Evaluation: Two Main Components
•Self Esteem
Individuals’ degree of liking or disliking themselves.
•Locus of Control
The degree to which people believe they are masters of their own fate.
•Internals (Internal locus of control) Individuals who believe that they control what happens to them. •Externals (External locus of control)Individuals who believe that what happens to them is controlled by outside forces such as luck or chance.
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MachiavellianismMachiavellianism
Conditions Favoring High Machs
• Direct interaction with others
• Minimal rules and regulations
• Emotions distract for others
Conditions Favoring High Machs
• Direct interaction with others
• Minimal rules and regulations
• Emotions distract for others
Machiavellianism (Mach)
Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.
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NarcissismNarcissism
A Narcissistic Person
•Has grandiose sense of self-importance
•Requires excessive admiration
•Has a sense of entitlement
•Is arrogant
•Tends to be rated as less effective
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Self-Monitoring Self-Monitoring
Self-Monitoring
A personality trait that measures an individual’s ability to adjust his or her behavior to external, situational factors.
High Self-Monitors
• Receive better performance ratings
• Likely to emerge as leaders
• Show less commitment to their organizations
High Self-Monitors
• Receive better performance ratings
• Likely to emerge as leaders
• Show less commitment to their organizations
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Risk-TakingRisk-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 TypesPersonality TypesType A’s1. 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 B’s1. never suffer from a sense of time urgency with its
accompanying impatience;2. feel no need to display or discuss either their achievements
or accomplishments;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 TypesPersonality Types
Proactive Personality
Identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs.
Creates positive change in the environment, regardless or even in spite of constraints or obstacles.
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Which of the following is not a typical
personality trait considered to be
organizationally relevant?
Locus of controlLocus of control
Self-monitoringSelf-monitoring
Self-enhancingSelf-enhancing
Self esteemSelf esteem
Machiavellianism Machiavellianism
Chapter Check-Up: Personality
Discuss with your neighbor how each of the three traits above would
influence a college instructor’s behavior, and where you think your
teacher falls with respect to each of them.
© 2007 Prentice Hall Inc. All rights reserved.
Chapter Check-Up: Personality
Alison arrives to class and realizes that she’s Alison arrives to class and realizes that she’s
forgotten her homework to turn in. She says “Oh forgotten her homework to turn in. She says “Oh
man, it’s just not my lucky day today.” Alison man, it’s just not my lucky day today.” Alison
has ______________.has ______________.
Alison has a high external locus of control. Alison believes that
things outside of her control determine what happens.
If Alison works on a team with you, and you have a very
high internal locus of control, what kinds of discussions
do you think the two of you might have? Discuss with a
friend.
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Julia is known for being a go-getter. She never leaves a task
incomplete, and is involved in a number of activities. Moreover,
she’s at the top of her class. She’s so busy that sometimes,
she forgets to stop and eat lunch. Julia can be easily
characterized as someone that has/is a Type ____ Personality.
Chapter Check-Up: Personality
A
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Julia is also likely to not be very
• Happy?
• Fun?
• Creative?
• Stressed?
Chapter Check-Up: Personality
In general, Type A’s are rarely creative because they generally don’t allocate the necessary time for new solution development; they usually rely on past experiences to solve problems in order to be speedy.
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Definition: Mode of conduct or end state is personally or socially preferable (i.e., what is right & good)– Terminal Values
• Desirable End States
– Instrumental Values• The ways/means for achieving one’s terminal values
Value System: A hierarchy based on a ranking of an individual’s values in terms of their intensity.
Note: Values Vary by Cohort
ValuesValues
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Importance of ValuesImportance of Values
Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures.
Influence our perception of the world around us.
Represent interpretations of “right” and “wrong.”
Imply that some behaviors or outcomes are preferred over others.
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Types of Values –- Rokeach Value SurveyTypes of Values –- Rokeach Value Survey
Terminal Values
Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime.
Instrumental Values
Preferable modes of behavior or means of achieving one’s terminal values.
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Values in the
RokeachSurvey
Values in the
RokeachSurvey
E X H I B I T 4-3E X H I B I T 4-3
Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).
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Values in the
Rokeach Survey(cont’d)
Values in the
Rokeach Survey(cont’d)
E X H I B I T 4-3 (cont’d)E X H I B I T 4-3 (cont’d)
Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).
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Mean Value Rankings of Executives, Union
Members, and Activists
Mean Value Rankings of Executives, Union
Members, and Activists
E X H I B I T 4-4E X H I B I T 4-4
Source: Based on W. C. Frederick and J. Weber, “The Values of Corporate Managers and Their Critics: An Empirical Description and Normative Implications,” in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies (Greenwich, CT: JAI Press, 1990), pp. 123–44.
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Values, Loyalty, and Ethical BehaviorValues, Loyalty, and Ethical Behavior
Ethical Climate inEthical Climate inthe Organizationthe Organization
Ethical Climate inEthical Climate inthe Organizationthe Organization
Ethical Values and Ethical Values and Behaviors of Behaviors of
LeadersLeaders
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Power Distance Individualism vs. Collectivism Masculinity vs. Femininity Uncertainty Avoidance Long-term and Short-term orientation
Values across Cultures: Hofstede’s Framework
Values across Cultures: Hofstede’s Framework
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Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures
Power Distance
The extent to which a society accepts that power in institutions and organizations is distributed unequally.
Low distance: relatively equal power between those with status/wealth and those without status/wealth
High distance: extremely unequal power distribution between those with status/wealth and those without status/wealth
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Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Collectivism
A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
Individualism
The degree to which people prefer to act as individuals rather than a member of groups.
Vs.
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Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Masculinity
The extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism are also valued.
Femininity
The extent to which there is little differentiation between roles for men and women.
Vs.
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Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Uncertainty Avoidance
The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
•High Uncertainty Avoidance: Society does not like ambiguous situations & tries to avoid them.
•Low Uncertainty Avoidance: Society does not mind ambiguous situations & embraces them.
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Hofstede’s Framework (cont’d)Hofstede’s Framework (cont’d)
Long-term Orientation
A national culture attribute that emphasizes the future, thrift, and persistence.
Short-term Orientation
A national culture attribute that emphasizes the present and the here and now.
Vs.
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Achieving Person-Job FitAchieving Person-Job Fit
Personality Types
• Realistic
• Investigative
• Social
• Conventional
• Enterprising
• Artistic
Personality Types
• Realistic
• Investigative
• Social
• Conventional
• Enterprising
• Artistic
Personality-Job Fit Theory (Holland)
Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.
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Holland’s Typology of Personality
andCongruent
Occupations
Holland’s Typology of Personality
andCongruent
Occupations
E X H I B I T 4–8E X H I B I T 4–8
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Relationships among
Occupational Personality
Types
Relationships among
Occupational Personality
Types
E X H I B I T 4–9E X H I B I T 4–9
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.
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Organizational Culture Profile (OCP)Organizational Culture Profile (OCP)
Useful for determining person-organization fit
Survey that forces choices/rankings of one’s personal values
Helpful for identifying most important values to look for in an organization (in efforts to create a good fit)
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In Country J most of the top management team meets
employees at the local bar for a beer on Fridays, and there
are no reserved parking spaces. Everyone is on a first
name basis with each other. Country J, according to
Hofstede’s Framework, is probably low on what dimension?
Chapter Check-Up: Values
• CollectivismCollectivism
• Long Term OrientationLong Term Orientation
• Uncertainty AvoidanceUncertainty Avoidance
• Power DistancePower Distance
How would a College or University in Country J differ from your
College or University? Identify 3 differences and discuss with a
neighbor.