personality and attitude-IB-new

8/7/2019 personality and attitude-IB-new

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PERSONALITY & ATTITUDES

Professor Jayashree Sadri


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Contents

M eaning

Determinants of PersonalityTypes of personalitiesM ajor Traits influencing Organizational

Behavior.


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Definition

Personality is the dynamic organization

within the individual of thosepsychophysical systems that determine hisunique adjustments to his environment

Gordon Allport


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Personality can be defined as the sumtotal ways in which an individual reactsand interacts with others andenvironment.


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Therefore we can say that:

Personality is the sum total of ways inwhich an individual reacts to andinteracts with others. It is most oftendescribed in terms of measurabletraits that a person exhibits.


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Personality TraitsPersonality traits are characteristics thatdescribe an individuals behavior. Thesecharacteristics, when they are exhibited ina large number of situations are calledtraits. The more frequently it occurs in

diverse situation , the more important thattrait is in describing the individual.


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Determinants of Personality

Heredity

Environment

Situation


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HeredityHeredity refers to those factors that weredetermined at conception. Physical stature,facial stature, facial attractiveness, gender,temperament, muscle composition andreflexes, etc.


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Environment

Among the factors that exert pressures on ourpersonality formation are the culture in which

we are raised, our early conditioning, thenorms among our family, friends, and socialgroups and other influences that weexperience. The environment to which weare exposed plays a substantial role inshaping our personalities.


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Situation

A third factor, the situation, influences theeffects of heredity and environment onpersonality. An individuals personality,although generally stable and consistent, doeschange in different situations.The varying demands of different situations

call forth different aspects of ones personality.We should not, therefore, look at personalitypatterns in isolation.


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The Big five Personality Traits model

1. Extraversion

2. Agreeableness

3. Conscientiousness

4. Emotional stability

5. Openness to experience


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Explanation of Big-5 model1. Extraversion: Who is sociable, talkative

and assertive.2. Agreeableness: One who is good-

natured, cooperative and trusting.3. Conscientiousness: A person who is

responsible, dependable, persistent andachievement oriented, self-disciplined,organized.


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4. Emotional Stability: A person who iscalm, secure, enthusiastic and happy.

5. Openness to Experience: A person whois curious, imaginative, sensitive,flexible and intellectual.


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M ajor Traits influencing organizational behavior

Locus of control

Authoritarianism

M achiavellianismIntroversion and Extroversion

Achievement Orientation

Self-esteem

Risk taking

Self monitoring

Type A and Type B Personality


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Locus of control

Locus of control is the extent to which a personbelieves that his or her behavior has a directimpact on the consequences of that behavior.

Some people believe they can control whathappens to them (internals).

Some people think that what happens to them is

determined by fate or luck (externals).


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Ma chiav ellia nism

This concept is names after NiccoloM achiaveli, a sixteenth-century author.

The term M achiavellianism is used todescribe behavior directed at gaining

power and controlling the behavior ofothers.


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Individuals who are high on M achiavellianism tend to berational and non emotional, may be willing to lie to attaintheir personal goals, enjoy manipulating others behavior.

Individuals who are low on M achiavellianism are moreemotional, are less willing to lie to succeed, value loyaltyand friendship highly and get little personal pleasure from

manipulating others.


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Authoritarianism

Authoritarianism is the extent to which aperson believes that power and statusdifferences should exist withinorganizations.


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Self-esteem

Self esteem is the extent to which a personbelieves that he or she is a worthwhile anddeserving individual. Recent studies have linkedself-esteem to job performance.A person with high self esteem may be likely toseek a higher status job, whereas a person withlow self esteem may be satisfied with the statusquo.


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Self monitoring

Self monitoring refers to an individuals level ofsensitivity and the ability to adapt appropriatelyto the situations.

High self-monitors can adjust their behavior quiteeasily, whereas low self monitors are morelikely to reveal their emotions, so predicting theirbehavior from one situation to the next isrelatively easy


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Type A Profile

Is always moving

Walks rapidlyEats rapidlyTalks rapidlyIs impatient

Does two things at onceCan t cope with leisure timeIs obsessed with numberIs aggressive

Constantly feels under timepressure

Type B Profile

Is not concerned about

timeIs patientDoesnt bragPlays for fun , not to winRelaxes without guiltHas no pressingdeadlinesIs mild manneredIs never in a hurry


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The emerging recognition of the importance ofEmotional M aturity or Emotional Quotient

A persons EQ may be a much better predictor ofsuccess than the traditionally revered IQ.People with high EQ understand their own

feelings and have a great deal of empathy,which is very important in organizationalBehavior.Those who have developed high EQ know how

to control their emotions, such as anger oranxiety, in a way that enhances success on thejob and life.


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Typ es of Person a lities

Though behavioral researchers haveattempted to identify the personality traits,the 16 traits reported by Catteell aregenerally accepted ones.


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Sixteen Prima ry Tra its

1. Reser ved v s outgoing

2. Less intelligent v s more intelligent

3. Affected by v s emotion a lly

4 . feeling sta b le

5. Sub missive v s domin a nt

6. Serious v s ha ppy go lucky

7 . Exp edient v s conscientious

8. Timid v s venturesome9. Tough-minded v s sensiti ve


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Attitude


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Quotes on Attitudes1. Happiness is an attitude. We either

make ourselves miserable, or happyor strong. The amount of work is thesame.

2. Attitude are contagious. Are yoursworth catching?


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3 Having a positive mental attitude isasking how something can be done

rather than saying it cant be done.

4 The only disability in life is a bad

attitude.


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The na ture a nd dimensions of

Attitudes

1 Personality usually is thought of as the

whole person, while attitudes may make upthe personality, explainations,discriptions ofself esteems.. Tendency to feel and behavewith the others in whole group and the

organisation..


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Workplace attitude1. Attitudes represent a powerful force in anyorganization. An attitude of trust can pave the

way for better communication between theemployee and supervisor.

2. Employers do not want to hire job seekers thatdemonstrate Negative attitudes .

3. Your attitude is the most important factor to jobsuccess.

4. you can have the best education, experience,resume and skills in the world, but if your attitudeis wrong, it will be difficult to get hired.


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Affect:-

1. Your attitude not only affects your jobperformance, but it affects others as well.

2. It can positively affect other workers or it can actas a cancer and negatively affect others workperformance.


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The na ture of em p loyee a ttitudes

1. Attitudes are the feeling and beliefs that largelydetermine how employees will perceive theirenvironment, commit themselves and ultimately

behave.2. Attitudes form a mental set that affects how weview something else, much as a window providesa framework for our view into or out of a building .


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E.g.. The window allows us to see something, butthe size and shape of the frame prevent us fromobserving other elements. In addition, the colorof the glass may affect the accuracy of our

perception, just as the

color of our attitudes hasan impact on how we view and judge oursurroundings at workM anagers of organizational behavior are

interested in the nature of the attitudes of theiremployees towards their jobs, toward theircareers and toward the organization itself.


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Negative attitude in the workplace will lead to:

1. Lack of job involvement

2. Low in their commitment

3. Day dreaming on the job

4. Unauthorized absences5. Aggressive behavior

6. Work slowdown

7. Extended breaks8. Early departures


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Positive attitude in the workplace will lead to:

Good work record

Pursue excellence in all areas of their jobs

Work beyond the call of duty


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Job-related Attitudes

Job SatisfactionCommitment and Involvement


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Employee attitudes relating to jobsatisfaction and organizationalcommitment are of major interest to the

field of organizational behavior and thepractice of human resource management.


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Job satisfaction and organizationalcommitment

Discussion of job satisfaction focuses onemployees attitudes towards their job andthe discussion of organizationalcommitment focuses on their attitudestowards the overall organization.


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F ive job dimensions that influences jobsatisfaction

1. The work itself

2. Pay

3. Promotions

4. Supervision

5. Work group.

6. Working conditions


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Outcomes/consequences of Job Satisfaction

1. Satisfaction and productivity

2. Satisfaction and turnover

3. Satisfaction and absenteeism


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Organizational commitment

1. Strong desire to remain a member of aparticular organization

2. Willingness to exert high levels of efforton behalf of the organization

3. A definite belief in, and acceptance of,the values and goals of the organization.


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Conclusion

While managers can draw many

implications from the research andtheories on individual differences, oneespecially important message emerges:We should always remember that peopleare in fact different.


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THANK YOU

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