Transcript
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What are we going to coverWhat are we going to cover
Personality
Meaning
Sources of Personality Differences
Personality Structure Personality & Behaviour
Self Concept: Self Esteem & Self- Efficacy
Locus of Control
Organisational Implications
Person Situation Interaction
Development of Personality
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What are we going to coverWhat are we going to cover
Attitude
Nature
Dimensions
Work Attitudes
Job Satisfaction
Organizational Commitment
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Personality
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What is PersonalityWhat is Personality
Latin words per sona translate to to speakthrough.
It indicates the role which the persondisplays to the public; definition of thisterm is also concerned with the person
himself.
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What is PersonalityWhat is Personality
Personality also means how people willaffect others & how they understand &view themselves, as well as their pattern
of inner & outer measurable traits & theperson situation interaction.
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Sources of PersonalitySources of PersonalityDifferencesDifferences
Personality
Heredity Environment
Culture
Family Group membership
Life experiences
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Sources of PersonalitySources of PersonalityDifferencesDifferences
Personality of a person is determined by 2factors:
Heredity: genetic factorsEg.1 he / she is just like her father
Eg.2 study of twins
Environment: is determined by Culture
Family
Group membership
Life experiences
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Sources of PersonalitySources of PersonalityDifferencesDifferences
Culture : Societal values, norms ofacceptable behaviour are determined byculture
Eg. US culture rewards people for beingindependent & competitive
While Japanese culture rewards people forbeing co-operative & group - oriented
But one must remember that all people donot respond to cultural influences
equally.
S f li
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Sources of PersonalitySources of PersonalityDifferencesDifferences
Family: Immediate & extended family membersinfluence the personality of an individualby:
a. Through their own behaviours they bringout certain behaviours
b. By being role models
c. By selectively rewarding or punishing
certain behaviours
Family size, socioeconomic level, geographicalconditions, educational level in the familymatter.
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Sources of PersonalitySources of PersonalityDifferencesDifferences
Group membership: Family, playmates,schoolmates, work groups, sports teams,social groups also influence an individuals
personality.
Life experiences: Events & experiences inlife are important determinants of
personality.
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Personality StructurePersonality Structure
Of more importance to OB are the personalitytraits i.e. the basic components ofpersonality called the big 5 personality
factors. They are:
1. Sociability or Extraversion
2. Adjustment or Emotional stability3. Conscientiousness
4. Agreeableness
5. Intellectual openness or openness toexperience
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Personality StructurePersonality Structure
Sociability or Extraversion
Gregarious, Shy
energetic, withdrawnassertive unassertive
Adjustment or Emotional stability
Stable Nervous
confident self-doubting
effective moody
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Personality StructurePersonality Structure
Conscientiousness
Responsible, Irresponsible,
neat, careless,achievement- oriented, impulsive
persistent
Agreeableness
Warm, Independent,
tactful, cold,
considerate rude
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Personality StructurePersonality Structure
Intellectual openness or openness to experience
Imaginative, Unimaginative,
curious, dull
original
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Personality & BehaviourPersonality & Behaviour
The linkage between Personality &Behaviour is the key to study of
Personality in Organisational Behaviour.
Self Concept: Self Esteem & Self-Efficacy:
Peoples attempt to understand themselves
is called Self Concept.
A persons self esteem has to do with his /her self-perceived competence & self-image.
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Personality & BehaviourPersonality & Behaviour
People with high self-esteem feel unique,competent, secure, empowered &connected to the people around them.
Hence people with high or low self-esteemproduce different organisationalbehaviour.
In terms of the Big 5 Personality factors,Self-esteem relates to the AdjustmentFactor.
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Personality & BehaviourPersonality & Behaviour
Self-efficacy is concerned with self-perception of how well the person cancope with the situations as they arise.
People with high self-efficacy feel capable &confident of performing well in a given
situation.
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Personality & BehaviourPersonality & Behaviour
Locus of Control:
A small questionnaire for participants:
For each of these 10 questions, indicate the extent
to which you agree or disagree, using thefollowing scale.
1 = strongly disagree
2 = disagree
3 = slightly disagree4 = neither agree nor disagree
5 = slightly agree
6 = agree
7 = strongly agree
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Personality & BehaviourPersonality & Behaviour
Locus of Control:
_______ 1. When I get what I want its usuallybecause I worked for it.
_______ 2. When I make plans I am almost certainto make them work.
_______ 3. I prefer games involving some luckover games requiring pure skill.
_______ 4. I can learn almost anything if I set mymind to it.
_______ 5. My major accomplishments are entirelydue to my hard work & ability.
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Personality & BehaviourPersonality & Behaviour
Locus of Control:
_______ 6. I usually dont set goals, because Ihave a hard time following through on them.
_______ 7. Competition discourages excellence.
_______ 8. Often people get ahead just by beinglucky.
_______ 9. On any sort of exam or competition I
like to know how well I do relative toeveryone else.
_______ 10. Its pointless to keep working onsomething thats too difficult for me.
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Personality & BehaviourPersonality & Behaviour
Locus of Control:
Refers to the extent to which individualsbelieve that they can control events
affecting them.
Internal locus of control (internals) believethat their own behaviour & actions,primarily, but not necessarily totally,determine many of the events in theirlives.
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Personality & BehaviourPersonality & Behaviour
Individuals with high external locus ofcontrol believe that chance, fate or otherpeople determine what happens to them.
Locus of control is considered to be a part ofthe Conscientiousness factor.
Evidence indicates that internals controltheir own behaviour better, are moreachievement oriented & persuade othersbetter.
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Personality & BehaviourPersonality & Behaviour
Organisational Implications :
Knowledge of important individualdifferences provides managers &employees with valuable insights & aframework that they can use to diagnoseevents & situations.
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Personality & BehaviourPersonality & Behaviour
Eg. Hewlett Packard Reed manager of ateam 2 members just didnt like each other.He tried everything for 8 months & then put
the two on different assignments & they didwell & the new team without the 2 also didwell.
Personality conflict was the problem. Reed says If the chemistry isnt right, its not going towork, as a team leader you should knowwhen it has reached the point. Its more of an
art than science.
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Personality & BehaviourPersonality & Behaviour
Person Situation Interaction:
This concept provides further understandingof OB.
Each situation is different & producesdiverse behavioural outcomes.
This last dimension of personality thussuggests that people are not static &acting the same in all situations but are
flexible & ever-changing.
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Development of PersonalityDevelopment of Personality
Heredity, environment, maturation &learning all contribute to the humanpersonality.
Daniel Levinsons work on Adult Life Stagessays that there are 4 identifiable stable
periods & 4 transitional periods in onescareer.
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Development of PersonalityDevelopment of Personality
Stable periods:
1. Entering the adult world (ages 22 28)2. Settling down (ages 33 40)
3. Entering middle adulthood (ages 45 50)
4. Culmination of middle adulthood (ages55 60)
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Development of PersonalityDevelopment of Personality
Transitional periods:
1. Age thirty transition (ages 28 33)2. Mid-life transition (ages 40 45)
3. Age fifty transition (ages 50 55)
4. Late adult transition (ages 60 65)
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Development of PersonalityDevelopment of Personality
Lot of individual differences has forcedLevinson to reformulate his stages & henow calls them eras (early adult, mid-life
& late adult) & includes a transition-inperiod, a period of stability & a transition-out period.
In contrast to his earlier work, this newapproach examines the interplay ofmobility & stability within each life stage.
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Development of PersonalityDevelopment of Personality
Halls career stage model:High
Exploration
Low
Age 15 20 25 30 35 40 45 50 55 60 65
Needs Identity Intimacy Generativity Integrity
Employ e
eworkper f
orman
ce
Trial
Establishm
ent
Advanc
emen
t
Grow
th
Maintenance
Stagnation
Decline
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Development of PersonalityDevelopment of Personality
Hall has developed an overall model forcareer stages.
1. First stage is of exploration. Youngemployee does a lot of self-examination& role try-outs. In this stage there are alot of job changes, very unstable &
relatively unproductive stage.
2. In this establishment stage the employeesettles down; a productive period in
ones career.
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Development of PersonalityDevelopment of Personality
3. Maintenance stage: person is in aproductive plateau & has concern forgenerativity concern to leave
something for the next generation. Theemployee assumes a mentor role forsubordinates.
In this stage the person either has a growthspurt or becomes stagnant & declines.
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Development of PersonalityDevelopment of Personality
4. In this final stage of decline, person hasa need for integrity he / she needs tofeel satisfied with his career & overall life
choices.
But laws are changing & so are the conceptsof gray power; so this last stage may
undergo drastic changes in the yearsahead.
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Attitude, Job Satisfaction,Organizational Commitment.
to be continued
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