5-1 Michael A. Hitt C. Chet Miller Adrienne Colella Chapter 5 Personality, Personality, Intelligence Intelligence , Attitudes, , Attitudes, and Emotions and Emotions Slides by Ralph R. Braithwaite
Dec 22, 2015
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Michael A. Hitt
C. Chet Miller
Adrienne Colella
Chapter 5 Personality, Personality, Intelligence, Intelligence,
Attitudes, and Attitudes, and EmotionsEmotions
Slides by Ralph R. Braithwaite
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I Know She’s Smart . . . But . . .I Know She’s Smart . . . But . . .
Bill Byham
1. What are your thoughts on personality testing for employment?
2. Should personality traits play a significant role in the hiring process?
3. Did you have to take a personality test before being hired by any of your employers?
TT FF
Answer the questions
Exploring Behavior in Action
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Personality, Intelligence, Personality, Intelligence, Attitudes and EmotionsAttitudes and Emotions
Herb Kelleher
1. Do you agree or disagree with Herb Kelleher’s statement, “organizations can train people to do only so much; there are individual differences in people that are not easily influenced”?
2. How big a role do personality traits play in a person’s performance at work?
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Knowledge ObjectivesKnowledge Objectives1. Define personality and explain the basic nature of
personality traits.2. Describe the Big Five personality traits, with
particular emphasis on the relationship with job performance, success on teams, and job satisfaction.
3. Discuss specific cognitive and motivational concepts of personality, including locus of control and achievement motivation.
4. Define intelligence and describe its role in the workplace.
5. Define an attitude and describe how attitudes are formed and how they can be changed.
6. Discuss the role of emotions in organizational behavior.
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Fundamentals of PersonalityFundamentals of PersonalityA stable set of characteristics representing internal properties of an individual, which are reflected in behavioral tendencies across a variety of situations. Three basic beliefs:
• Relatively enduring
• Major determinants of one’s behavior
• Influence one’s behavior across wide variety of situations
Not all in agreement. Some believe personalities canexperience changes and we may behave differently
from situation to situation.
Albert “Al” Dunlap
Nicknamed – “Chainsaw Al”
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Determinants of Personality Determinants of Personality DevelopmentDevelopment
• Heredity
• Identical twins
• Newborns
• Genetic effects
• Environment
• Social exposures
• Physiological forces
• Socioeconomic factors
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Big Five Personality TraitsBig Five Personality Traits
Adapted from Exhibit 5-1: The Big Five Personality Traits
Extraversion Conscientiousness
Agreeableness
Emotional Stability
Openness to Experience
Personality
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Big Five and High-Big Five and High-Involvement ManagementInvolvement Management
Adapted from Exhibit 5-2: The Big Five and High Involvement Management
Manager Competencies E C A ES O
Delegating to others + + - + +
Developing others + (+) ++ + (+)
Motivating others ++ + (+) +
Associate Competencies E C A ES O
Decision-Making Skills + ++ - + +
Self-Development + ++ + + (-)
Self-Management + + (-)
Teamwork + + ++ + +
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Big Five as a Selection ToolBig Five as a Selection Tool• Can be a useful part of a portfolio of tools
• Provide useful predictions of future job performance
• Also need to do an in-depth job analysis
• Analysis of which traits support specific job performance
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Cognitive and Motivational Cognitive and Motivational Properties of PersonalityProperties of Personality
• Cognitive Properties
• Perceptual and thought processes
• Affect how one typically processes information
• Motivational Properties
• Stable differences
• Energize and maintain overt behaviors
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Cognitive and Motivational Cognitive and Motivational Properties of PersonalityProperties of Personality
Adapted from Exhibit 5-3: Cognitive and Motivational Concepts of Personality
Cognitive and Motivational
Concepts
Locus of Control
Achievement Motivation
Approval Motivation
Authoritarianism
Self-Monitoring
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Cognitive ConceptsCognitive Concepts
Locus of ControlLocus of Control
AuthoritarianismAuthoritarianism
Self-MonitoringSelf-Monitoring
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Motivational ConceptsMotivational Concepts
AchievementAchievementMotivationMotivation
ApprovalApprovalMotivationMotivation
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Cautionary andCautionary and Concluding Remarks Concluding Remarks
• Personality characteristics may change
• People can adjust to situations
• Training can help with personality conflicts
• Focus on “normal” personality characteristics
5-15ExperiencingStrategic OB
““I Have Ketchup in My I Have Ketchup in My Veins”Veins”
• Do you know someone like Patricia Harris?
• What has helped to make her successful at McDonald’s?
• Do you think more people need to have “passion” for what they do to be more successful?
• What are your thoughts about the statement, “Patricia Harris exemplifies what happens whenan individual’s traits, abilities, and passion line up with the vision of theorganization”?
Patricia Harris
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IntelligenceIntelligenceGeneral mental ability to develop and understand concepts, particularly those that are more abstract and complex.
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Areas of Areas of IntelligenceIntelligence
NumberNumberAptitudeAptitudeNumberNumberAptitudeAptitude
VerbalVerbalComprehensionComprehension
VerbalVerbalComprehensionComprehension
PerceptualPerceptualSpeedSpeed
PerceptualPerceptualSpeedSpeed
SpatialSpatialVisualizationVisualization
SpatialSpatialVisualizationVisualization
DeductiveDeductiveReasoningReasoningDeductiveDeductiveReasoningReasoning
InductiveInductiveReasoningReasoning
InductiveInductiveReasoningReasoning
MemoryMemoryMemoryMemory
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IntelligenceIntelligence and Success and Success
Adapted from Exhibit 5-4: Intelligence and Success
Military Jobs Civilian Jobs
5-19ExperiencingStrategic OB
Intelligence and Intelligence and Intelligence Testing in the Intelligence Testing in the
NFLNFL1. What are your thoughts about the NFL conducting
intelligence tests as well as strengths and agility tests?
2. The article asks, “Can a player be too smart?” Do you agree or disagree? Why?
3. Were you surprised by the scores for each position?
4. Were you surprised by some of the scores for other types of jobs?
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AttitudesAttitudesA persistent tendency to feel and behave in a favorable or unfavorable way toward a specific person, object, or idea.
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Important ConclusionsImportant Conclusions
• Reasonably stable
• Directed toward some person, object or idea
• Relates to one’s behavior toward that object or person
• People tend to behave in ways that are consistent with their feelings
• Behaviors are also influenced by motivational forces and situational factors
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Influence of Attitudes on Influence of Attitudes on BehaviorBehavior
Adapted from Exhibit 5-5: Influence of Attitudes on Behavior
Behavior Toward Object, Person, or Idea
Object, Person, or Idea
Other Influences
Attitude Toward Object, Person, or Idea
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Essential Elements of AttitudesEssential Elements of Attitudes
CognitiveCognitive
AffectiveAffective BehavioralBehavioral
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Formation of AttitudesFormation of Attitudes
LearningLearning Self-PerceptionsSelf-Perceptions
Need for Need for ConsistencyConsistency
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Formation of Consistent Formation of Consistent AttitudesAttitudesAccounting
Dan Dan’s new colleague
+ -
-
Formation of a consistent work attitude
Exhibit 5-6: Formation of Consistent Attitudes
+
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Important Workplace AttitudesImportant Workplace Attitudes
OrganizationalOrganizationalCommitmentCommitment
JobJobSatisfactionSatisfaction
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Job Satisfaction OutcomesJob Satisfaction Outcomes• Highly positive effect on intentions to stay in
the job
• Modest effect on actually staying in the job
• Modestly positive effect on regular attendance at work
• Positive effect on performance (may also be positively affected by performance)
• Moderately strong relationship with motivation
JobJobSatisfactionSatisfaction
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Organizational Commitment Organizational Commitment OutcomesOutcomes
• Positive effects on intentions to stay in the job• Modest effects on actually staying in the job
and attending work regularly• Significantly related to motivation• Positive effects on job performance
OrganizationalOrganizationalCommitmentCommitment
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CausesCauses• Role ambiguity• Supervision/leadership• Pay and benefits• Nature of the job• Organization climate• Stress• Perceptions of fair treatment
OrganizationalOrganizationalCommitmentCommitment
JobJobSatisfactionSatisfaction
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Reasons for CommitmentReasons for Commitment
AffectiveCommitment
NormativeCommitment
ContinuanceCommitment
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Persuasive CommunicationPersuasive Communication
CommunicatorCommunicator
MessageMessage SituationSituation
TargetTarget
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Qualities For Attitude ChangeQualities For Attitude Change• Communicator’s overall credibility
• Trust of the intentions of the communicator
• Similar interests or goals
• Attractiveness of the communicator
• Sometimes it is the message
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Fear and BeyondFear and Beyond• Fear arousal often produces more attitude
change
• Other factors also play a role:
• The probability that negative consequences will occur if no change in behavior is made
• The perceived effect of changing behavior
• The perceived ability to change behavior
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Cognitive DissonanceCognitive Dissonance• An uneasy feeling produced when a person
behaves in a manner inconsistent with an existing attitude
• Three key conditions for change:
• The behavior must be substantially inconsistent with the attitude
• The inconsistent behavior must cause harm or have a negative consequence for others
• The inconsistent behavior must be voluntary and not forced
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EmotionsEmotionsComplex subjective reactions that have both a physical and mental component. Examples include:
AngerAnger HappinessHappiness AnxietyAnxiety
PridePride ContentmentContentment GuiltGuilt
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Causal EffectsCausal Effects
Positive Emotions Influence
• Social activity• Altruism and
helping behavior• Effective conflict
resolution
• Job satisfaction• Motivation• Organizational
citizenship behavior
Negative Emotions Influence
• Aggression against co-workers
• Aggression towards the organization
• Workplace deviance
• Job dissatisfaction• Decision-making• Negotiation
outcomes
Adapted from Exhibit 5-7: The Direct Effects of Emotion
Emotional Contagion – emotions experienced by one or a few members of a group spread to other members.
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Emotional LaborEmotional LaborThe process whereby associates must display emotions that are contrary to what they are feeling. Can result in stress, emotional exhaustion, and burnout.
• The manner in which supervisors enforce “display” rules can influence the harmful nature of emotional labor
• Strong self-identity associate is less likely to experience negative effects
• Supportive networks help to mitigate the negative effects of emotional labor
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Emotional IntelligenceEmotional IntelligenceThe ability to accurately appraise and effectively regulate one’s own and others’ emotions and use emotion to motivate, plan, and achieve.
Linked to:
• Career success
• Leadership effectiveness
• Managerial performance
• Performance in sales jobs
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CriticismsCriticisms• Not really intelligence but a set of social
skills and personality traits
• Sometimes it is so broadly defined that it is meaningless
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ManagerialAdvice
Characteristics of High EICharacteristics of High EI
Daniel Goleman
• Self-awareness
• Self-regulation
• Motivation or drive
• Empathy
• Social skill
• Do you think these skills can be trained?
• Do you believe developing a strong EI is a lifelong process?
• What are you doing to develop your own EI?
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The Strategic LensThe Strategic Lens
1. Specifically, how can you use knowledge of personality, attitudes, intelligence, and emotions to make better hiring decisions?
2. If top executives wanted to implement a strategy that emphasized innovation and new products (or services), how could they use knowledge of personality, attitudes, and emotions to affect the organization’s culture in ways to enhance innovation?
3. How could a manager use knowledge about personality and attitudes to form a high-performance work team?
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QuestionsQuestions