personality FIRST

8/7/2019 personality FIRST

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BEHAVIOR

Personality & Emotions



AFTER STUDYING THIS CHAPTER,

YOU SHOULD BE ABLE TO:

1. Explain the factors that determine an individual’s

personality.

2. Describe the MBTI personality framework.

3. Identify the key traits in the Big Five personalitymodel.

4. Explain the impact of job typology on the

personality/job performance relationship.

5. Differentiate emotions from moods.

6. Contrast felt versus displayed emotions.

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AFTER STUDYING THIS CHAPTER,

YOU SHOULD BE ABLE TO:

7. Read emotions.

8. Explain gender-differences in emotions.

9. Describe external constraints onemotions.

10. Apply concepts on emotions to OB

issues.

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The Myers-Briggs TypeIndicator

Personality Types

• Extroverted or Introverted (E or I)

• Sensing or Intuitive (S or N)

• Thinking or Feeling (T or F)

• Perceiving or Judging (P or J)

Personality Types

• Extroverted or Introverted (E or I)

• Sensing or Intuitive (S or N)

• Thinking or Feeling (T or F)

• Perceiving or Judging (P or J)

~But I encourage you

to learn more about this



Sixteen

PrimaryTraits

~Interestingbut

T B F



T e B g F veModel

I decided YES



Major Personality AttributesInfluencing OB

Locus of control

Machiavellianism

Self-esteem

Self-monitoring

Propensity for risk taking

Type A personality



Machiavellianism

Conditions Favoring High Machs

• Direct interaction

• Minimal rules and regulations

• Distracting emotions

Conditions Favoring High Machs

• Direct interaction

• Minimal rules and regulations

• Distracting emotions



Self-Esteem and Self-Monitoring



Risk-TakingHigh Risk-taking ManagersMake quicker decisions.Use less information to make decisions.Operate in smaller and more entrepreneurial

organizations.

Low Risk-taking ManagersAre 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 jobrequirements should be beneficial to organizations.



Personality Types

Type B personalities may be more creative,

imaginative, and philosophical.



THE PERSONALITY FACTOR

Faiz Askari on why the personality of an IT

professional is so critical for the hiringmanager.Competing in the global marketplace, Indian IT

companies are hiring professionals who not only

have sound technical knowledge but the skills of

interacting with global clients. The personality of a

candidate (both lateral and fresh recruits) plays a

very significant role in the selection process. This

personality is not just an indicator of how well a

person looks but his attitude, confidence, the ability

to convince a client or lead a team, etc.Organizations constantly hold training sessions to

improve the soft skills of their professionals, which

eventually lead to a positive impact on their

personality.



EVALUATING A CANDIDATE

The personality factor is in fact considered very

important while evaluating any candidate. This isbecause of the fact that more and more IT companies

are strengthening their services component. In this

scenario a technical person has to meet and face the

customers. Tarun Singh, Director, Kenexa

Technologies, throws light on the evaluation process,

“Basically evaluating any individual is a very personal

opinion. If three people evaluate a person they might

give opinions which might be very different from one

another.



To tackle this problem, many companies areadopting a focused hiring procedure. In this,

the HR professional has to keep some fixedcriteria in mind while selecting the rightcandidate for any given job.” Singh suggeststhe best solution for this problem, “There is

no fixed formulae for selecting the rightcandidate which can fit all. There has to be acustomized criterion for every job ororganization. This can be achieved byobserving the top performers of thatparticular company and those who wereworking for the same kind of job profile.



So before selecting a candidate the

human resource team has to be wellprepared on some basic standards for asuitable candidate. This can be evolvedby interacting with successfulemployees and achievers of that

organization.” Gautam Sinha, CEO, TVAInfotech, states, “There are a fewaspects which are the primary criteriafor any recruiter while evaluating anindividual for a job. These important

traits include communication abilities,dressing sense, how one carries oneself,etiquette, manners and personalgrooming.



These are collectively called the personalityof an individual. So in ground reality thepersonality effect is the biggest criteria forselecting any individual these days.” Sinha

is however quick to add that whilerecruiting IT professionals for a technicalposition, some employers have sidelinedthe personality factor. But at the same time

many IT companies are considering allthese qualities while selecting the technicalstaff as well.



FREQUENT CUSTOMERINTERACTIONS

Gautam Sinha of TVA Infotech agrees that the importance of personality in a candidate’s profile is high because thesedays most employees have to face their customers, “This isunlike earlier times when an engineer only had to sit in afactory and develop the product. Nowadays, the engineerhas to come out of the factory and interact with customers,

deliver them all the support and basically convince them tobuy that product. This is how the trend has evolved and itwill continue to experience such changes in the near futureas well.” Sinha adds that four to five years back the Indian ITindustry was completely dominated by the services sector.



Now many product companies have come to Indiaand they are basically changing the recruitmentscenario. “Almost 70 percent of the Indian IT

industry is still focused on services while theremaining 30 percent comprises productcompanies.” While the personality factor isconsidered very important in some instances notmuch priority is given to it, which leads to problems

later. States Tarun Singh of Kenexa Technologies,“When companies go on a hiring spree and do bulkrecruitment they often sideline this critical factor.This has often resulted badly for these companies.”



THE RIGHT GROOMING

As per a recent report by Nasscom, the total number of employees in the Indian IT industry has been estimatedas nearly 1.3 million. Nasscom believes that thisnumber is expected to grow five times within the next6-7 years. The industry simultaneously needs well-

qualified and experienced human resourcesprofessionals who can effectively source the manpowerneeds of the industry and focus on talent development.These HR professionals have to be adept at selectingthe right people for the right job to ensure that their

companies can meet global business challenges.



Sangeeta Gupta, Vice-president, Nasscom, throwslight on the growing requirement for right manpowerin the IT industry, “India needs more cutting-edgeeducational institutions if it has to keep advancing asa technology service provider and make the big shiftto high-value for global companies. However, apartfrom just producing the right kind of candidates forthe industry, there also has to be a clarity in the

selection procedure of these candidates. This can varyfrom one job to another but certain elements like thepersonality effect can be taken care of right from theacademic level as well.” Gupta believes that thisrequires a change in the education scenario as per thechanging requirements of the IT industry. “There has

to be a more professional approach in the educationsector.



selection at Deloitte



selection at Deloitte

Deloitte, the UK’s fastest-growing major

business advisory firm, has substantially

enhanced the speed and efficiency of its

graduate recruitment process by replacing

a paper-based psychometric test with

online verbal and numerical reasoning

tests from PSL.

The tests - which are used to sift applicants

after an initial pre-selection stage - have

saved Deloitte thousands of hours of interview time. This improved process has

further enhanced the firm’s perception in the

competitive market for talented graduates.



Deloitte is the largest recruiter of graduates in the UK private sector. Each year, the firm appoints around 1,200 graduates

and undergraduates - from over 10,000 applicants - to work

in the 21 service lines within its tax, audit, consulting and

corporate finance businesses.

To meet the challenge of sifting such a huge volume of applications, Deloitte has integrated online verbal and

numerical reasoning tests into its graduate selection process.

The firm was previously using a paper-based, 90-minute verbal

and numerical reasoning test. Eligible candidates would come

into the office to which they were applying to sit this test and

to be interviewed by a line manager.



“We needed to find a more effective approach as this was a

very time-consuming process,” said Sally Whitman, a Senior

Manager in the Graduate Recruitment team at Deloitte. “The

answer was to introduce online testing. This has enabled us

to cut down the number of interviews we were undertaking as

now our line managers only see candidates who have already

passed the psychometric tests. There’s a great benefit for the

candidates too as they can sit the tests in their own time,

without any need to travel.”

Having made the decision to move to online testing, Deloitte short-listed PSL and another online test provider.

“We chose PSL because we could brand the tests with the

Deloitte logo, to make them a seamless part of our application

process, and we had confidence in the reliability of their test

administration system,” said Sally Whitman.



EVALUATING KEY SKILLS

The two tests assess a candidate’s ability to understand and interpret complex, verbally-presented descriptions and to analyse financial data. Together, they take approximately 70minutes to complete. “These online tests are more sophisticated than paperbased tests because they use item-banked technology and

randomisation to reduce the risk of overexposure or cheating,” said Sally Whitman. Item-banked tests feature a huge library of available questions. Each candidate is given a random sample of questions, all of which have the same degree of difficulty. The chances of any two candidates getting the same test are several million to

one, yet the candidates’ scores can all be compared equally. PSL provided Level A and B training for one of Deloitte’s graduate recruitment administrators and it worked closelywith the firm to automate the whole process of testing.



SELECTION PROCEDURE

Graduates now apply online throughout the year.The academic

requirements include a 2.1 degree and 300 UCAStariff points

at A-level. Candidates who meet these needs - andhave other

attributes such as good work experience and careermotivation

- are invited by e-mail to complete the verbal andnumerical reasoning tests online. The combinedresult from the tests is then posted back intoDeloitte’s online application system.



“Our research shows that the verbal and numerical reasoning tests provide evidence of ability and likely performance in the

job and performance in professional Chartered Accountant

qualifications,” said Sally Whitman. “We’re conducting more

research in this area but already we’ve seen a high correlation

between a candidate’s score in the test and their score in professional exams. Online testing has also saved us money

because we’re able to screen candidates prior to inviting them

in for an interview.”

Candidates who achieve the benchmark score in the tests are

invited to a competency-based interview with a manager from

their chosen service line.



“In total, we sift out around 60 per cent of applicants through

our pre-selection stage, the remaining 40 per cent are invited

to sit the tests,” said Sally Whitman. “From these, about 30

per cent are then rejected and the remainder are invited in for

a first interview. At the interview stage, we’re looking for all-rounder who meet our

11 competencies, which include commercial awareness, problem solving and judgment skills.”

Those who impress at the first interview are invited to a final

assessment day, where they undertake a work simulation, a

written exercise and a role play exercise before having an interview with a partnerof the firm. A random sample of candidates are selected to complete paper-basedversions of PSL’s verbal and numerical reasoning tests, as a confirmatory check.

The successful candidates usually start at Deloitte either in

September or October.



SUSTAINING GROWTHDeloitte is already renowned in the marketplace for its

capabilities and the quality of its client service. The firm believes that its ability to recruit talented graduates will be a

key factor in sustaining its growth.

“Our current and future success depends on attracting and

retaining the most able people in our profession,” said Sally

Whitman. “The market for talented graduates is very competitive, so we need to ensure our selection process is

fast and efficient. PSL’s online tests help us to concentrate

on the candidates who have got what it takes to be successful.”

Deloitte & Touche LLP employs around 9,500 staff in 21 offices in the UK. It is

a member firm of Deloitte Touche Tohmatsu, a

leading professional services organisation which operates in 140 countries.

Weblink: www.deloitte.co.uk

E ti Wh E ti



Emotions- Why EmotionsWere Ignored in OB

The “myth of rationality”Organizations are not emotion-free.

Emotions of any kind are disruptive toorganizations.Original OB focus was solely on the effects of

strong negative emotions that interfered withindividual and organizational efficiency.



What Are Emotions?

MoodsMoodsFeelings that tend to beFeelings that tend to be

less intense than emotionsless intense than emotionsand that lack a contextualand that lack a contextual

stimulus.stimulus.

EmotionsEmotionsIntense feelings that areIntense feelings that are

directed at someone or directed at someone or something.something.

AffectAffectA broad range of emotions that

people experience.

F lt Di l d



Felt versus DisplayedEmotions



Emotion Dimensions

Variety of emotionsPositiveNegative

Intensity of emotionsPersonalityJob Requirements

Frequency and duration of emotions

How often emotions are exhibited.How long emotions are displayed.

F i l E i C



Facial Expressions ConveyEmotions



Emotion Continuum

The closer any two emotions are to eachother on the continuum, the more likelypeople are to confuse them.



Gender and EmotionsWomenCan show greater emotional expression.Experience emotions more intensely.Display emotions more frequently.Are more comfortable in expressing emotions.

Are better at reading others’ emotions.MenBelieve that displaying emotions is

inconsistent with the male image.Are innately less able to read and to identify

with others’ emotions.Have less need to seek social approval by

showing positive emotions.

E t l C t i t



External Constraints onEmotions

OrganizationalOrganizational

InfluencesInfluences

CulturalCultural

InfluencesInfluences

IndividualIndividual

EmotionsEmotions

IndividualIndividual

EmotionsEmotions

OB Applications of



OB Applications of Understanding Emotions

Ability and SelectionEmotions affect employee effectiveness.

Decision MakingEmotions are an important part of the

decision-making process in organizations.MotivationEmotional commitment to work and high

motivation are strongly linked.

LeadershipEmotions are important to acceptance of

messages from organizational leaders.

OB Applications of



OB Applications of Understanding Emotions

Interpersonal ConflictConflict in the workplace and individual

emotions are strongly intertwined.

Deviant Workplace Behaviors

Negative emotions can lead to employeedeviance in the form of actions thatviolate established norms and threatenthe organization and its members.

Productivity failuresProperty theft and destruction

Political actions

Personal aggression



Ability and Selection

Emotional Intelligence (EI)

Self-awareness

Self-managementSelf-motivation

Empathy

Social skills

Research Findings

High EI scores, not highIQ scores, characterizehigh performers.

Emotional Intelligence (EI)

Self-awareness

Self-management

Self-motivation

Empathy

Social skills

Research Findings

High EI scores, not highIQ scores, characterizehigh performers.

Compare your bestmanager with your

worst one.(ss)



Personality Types

~



Holland’sTypology of Personality

andCongruent

Occupations

among



amongOccupati

onalPersonality Types



What Are Emotions? (cont’d)

personality FIRST

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