Personality and Emotions
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Personality and
Emotions
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What is Personality?Personality
The sum total of ways in which an individualreacts and interacts with others.
Personality Traits
Enduring characteristicsthat describe anindividual’s behavior.
Personality
Determinants
• Heredity
• Environment
• Situation
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What Is Personality?
Heredity SituationEnvironment
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The Myers-Briggs Type Indicator
Personality Types
• Extroverted vs. Introverted (E or I)
• Sensing vs. Intuitive (S or N)
• Thinking vs. Feeling (T or F)
• Judging vs. Perceiving (P or J)
Myers-Briggs Type Indicator (MBTI) A personality test that taps four characteristics andclassifies people into 1 of 16 personality types.
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Style of
Decision Making Judgmental (J)
Perceptive (P)
Preference for
Decision MakingThinking (T)
Feeling (F)
Type of Social
Interaction Introvert (I)
Extrovert (E)
Preference for Gathering Data Intuitive (N)
Sensing (S)
Myers-Briggs Type Indicator
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The Big Five Personality Dimensions
Extraversion: Outgoing, talkative, sociable,assertive
Agreeableness: Trusting, good natured,cooperative, soft hearted
Conscientiousness: Dependable, responsible,achievement oriented, persistent
Emotional stability: Relaxed, secure, unworried
Openness to experience: Intellectual, imaginative,
curious, broad minded
Research finding: Conscientiousness is the best (butnot a strong) predictor of job performance
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Major Personality Attributes
Influencing OB
1. Locus of control
2. Machiavellianism
3. Self-esteem
4. Self-monitoring
5. Risk taking
6. Type A personality
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1 - Locus of Control
Internal locus of control:
belief that one controls key eventsand consequences in one’s life.
External locus of control:
One’s life outcomes attributed toenvironmental factors such as luck or fate.
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2 - Machiavellianism
Conditions Favoring High Machs
• Direct interaction
• Minimal rules and regulations
• Emotions distract for others
Machiavellianism (Mach)
Degree to which an individual is pragmatic,maintains emotional distance, and believes thatends can justify means.
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3 - Self-Esteem & 4 - Self-Monitoring
Self-Esteem (SE)
Individuals’ degree of liking or disliking themselves.
Self-Monitoring
A personality trait that measures an individualsability to adjust his or her behavior to external,situational factors.
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5 - Risk-Taking
High Risk-taking Managers
1. Make quicker decisions
2. Use less information to make decisions
3. Operate in smaller & more entrepreneurial organizations
Low Risk-taking Managers
1. Are slower to make decisions
2. Require more information before making decisions
3. Exist in larger organizations with stable environments
Risk Propensity (tendency)
Aligning managers’ risk-taking propensity to job
requirements should be beneficial to organizations.
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6 - Personality Types
Proactive Personality• Identifies Opportunities,
• Shows Initiative,
• Takes Action, and
• Perseveres until meaningful change occurs.
Creates positive change in theenvironment, regardless or even in spite of constraints or obstacles.
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Self-Efficacy
A Model of Self-Efficacy
Sources of Self-Efficacy Beliefs : - Prior experience
- Behavior models
- Persuasion from others- Assessment of physical/emotional
state
Self-efficacy: “ A person’s belief about his or her
chances of successfully accomplishing a specifictask.”
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Achieving Person-Job Fit
Personality Types
• Realistic
• Investigative
• Social
• Conventional
• Enterprising
• Artistic
Personality-Job Fit Theory
(Holland)
Identifies six personality
types and proposes that thefit between personality typeand occupationalenvironment determinessatisfaction and turnover.
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Holland’s Personality-Job Fit Theory
Type Personality Occupations
Realistic
Investigative
Social
Conventional
Enterprising
Artistic
Shy, Stable, Practical
Analytical, Independent
Sociable, Cooperative
Practical, Efficient
Ambitious, Energetic
Imaginative, Idealistic
Mechanic, Farmer,
Assembly-Line Worker
Biologist, Economist,
Mathematician
Social Worker,
Teacher, Counselor
Accountant, Manager
Bank Teller
Lawyer, Salesperson
Painter, Writer,
Musician
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EMOTIONS
Emotions are intense feelings that aredirected at someone or some thing
Moods are feelings that tend to be lessintense than emotions and that lacks a
contextual stimulus
Emotions can turn into moods when one
lose focus on the contextual object
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What Are Emotions? (cont’d)
Emotional Labor
A situation in which an employee expressesorganizationally desired emotions during
interpersonal transactions. i.e. doesn’t express thetrue emotions
Emotional Dissonance
A situation in which an employee must project oneemotion while simultaneously feeling another.
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Felt versus Displayed Emotions
Felt Emotions
An individual’s actual emotions.
They are innate
Displayed Emotions
Emotions that are organizationally required andconsidered appropriate in a given job.
They are learned
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Emotion Dimensions
Variety of emotions
Positive
Negative
Intensity of emotions Personality
Job Requirements
Frequency and duration of emotions
How often emotions are exhibited.
How long emotions are displayed.
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Gender and Emotions Women
Can show greater emotional expression.
Experience emotions more intensely.
Display emotions more frequently.
Are more comfortable in expressing emotions.
Are better at reading others’ emotions.
Men
Believe 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.
Aff ti E t Th (AET)
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Affective Events Theory (AET)
Emotions are negative or positive
responses to a work environment event.
Personality and mood determine theintensity of the emotional response.
Emotions can influence a broad rangeof work performance and job
satisfaction variables.
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AFFECTIVE EVENTS THEORY
Implications of the theory:
Individual response reflects emotions & mood cycles
Current and past emotions affect job satisfaction.
Emotional fluctuations create variations in jobsatisfaction.
Emotions have only short-term effects on job
performance.
Both negative and positive emotions can distract
workers and reduce job performance.
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OB Applications of Understanding Emotions
Ability and Selection
Emotions affect employee effectiveness.
Emotional intelligence refers to one ability todetect and to manage emotional cues and
information . Its five dimensions are
1. Self awareness: being aware of what you are
feeling
2. Self management: The ability to manage ones
own emotions and impulses
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3. Self motivation. the ability to persist in
the face of setbacks and failures
4. Empathy. The ability to sense how others
are feeling
5. Social skills. The ability to handle the
emotions of others
OB Applications… (cont’d)
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Decision Making
Emotions are an important part of thedecision-making process in organizations.
Motivation
Emotional commitment to work and highmotivation are strongly linked.
Leadership
Emotions are important to acceptance of messages from organizational leaders.
OB Applications… (cont’d)
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OB Applications… (cont’d)
Interpersonal Conflict Conflict in the workplace and individual
emotions are strongly intertwined.
Customer Services
Emotions affect service quality delivered to
customers which, in turn, affects customer
relationships.
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OB APPLICATION (cont)
Deviant Workplace Behaviors
Negative emotions lead to employee deviance (actions that violate norms and threaten the
organization).1. Productivity failures
2. Property theft and destruction
3. Political actions
4. Personal aggression
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Thank you