Organizational Behavior by Stephen P Robbins, Slides of Organization Behaviour

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Organizational Behavior

Chapter 4: Personality and Values

Objectives

• (^) After studying this chapter, you should be able to:
  • (^) Define personality, describe how it is measured, and explain the factors that determine an individual’s 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.
  • (^) Define values, demonstrate their importance, and contrast terminal and instrumental values.
  • (^) Compare generational differences in values, and identify the dominant values in today’s workforce.
  • (^) Identify Hofstede’s five value dimensions of national culture.

Defining Some Terms

• (^) Personality: A person’s unique and relatively stable behavior patterns; the consistency of who you are, have been, and will become.
• (^) Character: Personal characteristics that have been judged or evaluated
• (^) Temperament: Hereditary aspects of personality, including sensitivity, moods, irritability, and adaptability
• (^) Personality Trait: Stable qualities that a person shows in most situations
• (^) Personality Type: People who have several traits in common

Figure 10. FIGURE 10.1 Personality types are defined by the presence of several specific traits. For example, several possible personality traits are shown in the left column. A person who has a Type A personality typically possesses all or most of the highlighted traits. Type A persons are especially prone to heart disease

Personality Determinants

• (^) Heredity (biological inheritance)
  • (^) Factors determined at conception: physical stature,

facial attractiveness, gender, temperament, muscle

composition and reflexes, energy level, and bio-

rhythms (inherent cycles which regulate memory,

ambition, coordination, endurance, temperament, emotions)

• (^) This “Heredity Approach” argues that genes are the

source of personality

• (^) Twin studies: raised apart but very similar

personalities

• (^) Parents don’t add much to personality development
• (^) There is some personality change over long time

periods

Personality Traits

Enduring characteristics that describe an individual’s behavior

• (^) The more consistent the characteristic and the more frequently it occurs in diverse situations, the more important the trait.
• (^) Two dominant frameworks used to describe personality:
• (^) Myers-Briggs Type Indicator (MBTI®)
• (^) Big Five Model

The Types and Their Uses

• (^) Each of the sixteen possible combinations has a name,

for instance:

• (^) Visionaries (INTJ) – are 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.

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.

the “Big Five” Personality Factors (McCrae & Costa, 2001)

• (^) Openness to Experience
• (^) Conscientious
• (^) Extroversion
• (^) Agreeableness
• (^) Neuroticism