Personality and Values-robbins
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Transcript of Personality and Values-robbins
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-1
Essentials of
Organizational Behavior , 10/e
Stephen P. Robbins & Timothy A. Judge
Chapter 2
Personality and Values
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-2
After studying this chapter youshould be able to:
1. Define personality , describe how it is measured, andexplain the factors that determine an individualspersonality.
2. Describe the Myers-Briggs Type Indicator personality
framework and assess its strengths and weaknesses.3. Identify the key traits in the Big Five personality model
and demonstrate how the traits are relevant to OB.4. Define values , demonstrate the importance of values,
and contrast terminal and instrumental values.5. Compare the generational differences in values and
identify the dominant values in todays workforce. 6. Identify Hofstedes five value dimensions of national
culture.
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-3
Personality
The sum total of ways in whichan individual reacts to andinteracts with others
Most often described in terms ofmeasurable traits that a personexhibits, such as shy, aggressive,submissive, lazy, ambitious, loyaland timid
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-5
Personality Determinants
Heredity is the most dominant factorTwin studies: genetics more influentialthan parents
Environmental factors do have someinfluence
Aging influences levels of abilityBasic personality is constant
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-6
Measuring Personality Traits:Myers-Briggs Type Indicator
Most widely used personality-assessmentinstrument in the world
Individuals are classified as:Extroverted or Introverted (E/I)Sensing or Intuitive (S/N)Thinking or Feeling (T/F)Judging or Perceiving (J/P)
Classifications combined into 16 personalitytypes (i.e. INTJ or ESTJ)
Unrelated to job performance
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-7
Measuring Personality Traits:The Big-Five Model
Five Traits:Extraversion
AgreeablenessConscientiousnessEmotional StabilityOpenness to Experience
Strongly supported relationship to jobperformance (especially Conscientiousness)
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-8
Major Personality AttributesInfluencing OB
Core self-evaluationSelf like/dislike
Type A personalityCompetitive, urgent, and
driven Self-monitoring
Adjusts behavior to meet external, situational factors Proactive personality
Identifies opportunities, shows initiative, takes actionand perseveres
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-9
Values
Represent basic, enduring convictions that "aspecific mode of conduct or end-state ofexistence is personally or socially preferableto an opposite or converse mode of conductor end-state of existence."
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-10
Value Systems
Represent a prioritizing of individualvalues by:
Content importance to the individual
Intensity relative importance with other values The hierarchy tends to be relatively stable Values are the foundation for attitudes,
motivation, and behavior Influence perception and cloud objectivity
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-11
Rokeach Value Survey
Terminal values refers to desirable
end-states ofexistence
Goals that a person
would like to achieveduring his or herlifetime
Instrumentalvalues
refers to preferablemodes of behavior, ormeans of achievingthe terminal values
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-12
Examples of Terminal Values
A comfortable life (a prosperous life) An exciting life (stimulating, active life) A sense of accomplishment (lasting contribution)
A world of peace (free of war and conflict) A world of beauty (beauty of nature and the arts) Equality (brotherhood, equal opportunity for all) Family security (taking care of loved ones) Freedom (independence, free choice) Happiness (contentedness)
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-13
Examples of Instrumental Values
Ambitious (hard working, aspiring) Broad-minded (open-minded) Capable (competent, efficient) Cheerful (lighthearted, joyful) Clean (neat, tidy) Courageous (standing up for your beliefs)
Forgiving (willing to pardon others) Helpful (working for the welfare of others) Honest (sincere, truthful)
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-15
Personality-Job Fit:Hollands Hexagon
Job satisfaction and turnover depend oncongruency between personality and task
Fields adjacent are similarField opposite are dissimilar
Vocational Preference
Inventory Questionnaire
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-16
Person-Organization Fit
It is more important that employeespersonalities fit with the organizationalculture than with the characteristics ofany specific job.
The fit predicts job satisfaction,organizational commitment and
turnover.
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-17
Global Implications
The Big Five Model appears across awide variety of cultures
Primary differences based on factoremphasis and type of country
Values differ across cultures
Two frameworks for assessing culture: Hofstede GLOBE
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-18
Hofstedes Framework for Assessing Cultures
Five factors:Power Distance
Individualism vs. CollectivismMasculinity vs. Femininity
Uncertainty AvoidanceLong-term vs. Short-term Orientation
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-19
GLOBE* Framework for Assessing Cultures
Assertiveness
Future orientation Gender differentiation Uncertainty avoidance Power distance
Individualism/collectivism
In-group collectivism Performance
orientation Humane orientation
*Global Leadership and Organizational Behavior Effectiveness
Ongoing study with nine factors:
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-20
Implications for Managers
Personality:Evaluate the job, group, and organization to determinethe best fit
Big Five is best to use for selectionMBTI for development and training
Values:Strongly influence attitudes, behaviors, andperceptionsMatch the individual values to organizational culture
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-21
Keep in Mind
Personality The sum total of ways in which individualreacts to, and interacts with, others
Easily measured Big Five Personality Traits
Related to many OB criteriaMay be very useful in predicting behavior
Values Vary between and within cultures
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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-22
Summary
1. Defined personality , described how it is measured, andexplained the factors that determine an individualspersonality.
2. Described the Myers-Briggs Type Indicator personalityframework and assessed its strengths and weaknesses.
3. Identified the key traits in the Big Five personalitymodel and demonstrated how the traits are relevant toOB.
4. Defined values , demonstrated the importance of values,
and contrasted terminal and instrumental values.5. Compared the generational differences in values andidentified the dominant values in todays workforce.
6. Identified Hofstedes five value dimensions of nationalculture.