ob12_04st

8/3/2019 ob12_04st

1/39

2007 Prentice Hall Inc. All rights reserved.

PersonalityPersonality

andandValuesValues

ChapterFOUR

8/3/2019 ob12_04st

2/39


What is Personality?

Personality

The sum total of ways in which an individual reactsand interacts with others; measurable traits a personexhibits.

Personality Traits

Enduring characteristics

that describe anindividuals behavior.

Personality

Determinants

Heredity

Environment

Situation

8/3/2019 ob12_04st

3/39


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)

Score is a combination ofall four (e.g., ENTJ)

Myers-Briggs Type Indicator (MBTI)

Apersonality test that taps four characteristics andclassifies people into 1 of 16 personality types.

8/3/2019 ob12_04st

4/39


Ekstrovert Introvert Ekstrovert digambarkan sebagai individu yang ramah,

suka bergaul, dan tegas. Introvert digambarkansebagai individu pendiam dan pemalu

Sensitif intuitif

Sensitif adalah individu yang praktis, lebih menyukairutinitas dan urutan, dan berfokus pada detail.Sebaliknya intuitif mengandalkan proses-proses tidaksadar dan melihat gambaran umum

Pemikir Perasa Pemikir menggunakan alasan dan logika untuk

menangani berbagai masalah individu dengankarakteristik perasa dan mengandalkan nilai-nilai danemosi pribadi


8/3/2019 ob12_04st

5/39


Menilai Memahami Individu dengan karakteristik memahami cenderung

memiliki karakteristik memahami, menginginkankendali dan lebih suka dunia mereka teratur danterstruktur, sedangkan individu dengan karakteristikmenilai cenderung lebih fleksibell dan spontan


8/3/2019 ob12_04st

6/39


Meyers-Briggs, Continued

A Meyers-Briggs score

Can be a valuable too for self-awareness and careerguidance

BUT Should not be used as a selection tool because it has

not been related to job performance!!!

8/3/2019 ob12_04st

7/39


The Big Five Model of Personality Dimensions

ExtroversionSociable, gregarious, and assertive

Agreeableness (Mudah akur atau mudah bersepakat )

Good-natured, cooperative, and trusting.

Conscientiousness (Sifat berhati-hati)Responsible, dependable, persistent, and organized.

Openness to ExperienceCurious, imaginative, artistic, and sensitive

Emotional Stability

Calm, self-confident, secure under stress (positive), versusnervous, depressed, and insecure under stress (negative).

8/3/2019 ob12_04st

8/39


Measuring Personality

Personality is Measured By

Self-report surveysObserver-rating surveys

Projective measures

Rorschach Inkblot Test

Thematic ApperceptionTest

8/3/2019 ob12_04st

9/39


Major Personality Attributes Influencing OB

Core Self-evaluation

Self-esteem

Locus of Control

MachiavellianismNarcissism

Self-monitoring

Risk taking

Type A vs. Type B personality

Proactive Personality

8/3/2019 ob12_04st

10/39


Machiavellianism

Conditions Favoring High Machs

Direct interaction with others

Minimal rules and regulations

Emotions distract for others

Machiavellianism (Mach)

Degree to which an individual is pragmatic,maintains emotional distance, and believesthat ends can justify means.

8/3/2019 ob12_04st

11/39

Machiavellianisme (M-ach), sejauhmana seorang individubersifat pragmatis, menjaga jarak emosional, dan meyakini

bahwa tujuan dapat menghalalkan cara

M-ach tinggi memanipulasi lebih banyak, memenangkanlebih banyak, dan membujuk orang lebih banyak

Penghargaan Diri (Self-Esteem), derajat suka atau tidaksuka dari individu terhadap diri mereka sendiri

Individu dengan SE tinggi yakin bahwa mereka memilikikemampuan yang lebih daripada yang mereka perlukan agarberhasil dalam pekerjaan. Individu dengan SE tinggi akan

mengambil lebih banyak resiko dalam seleksi pekerjaan danlebih besar kemungkinannya untuk memilih pekerjaan yangtdk konvensional


8/3/2019 ob12_04st

12/39


Narcissism

A Narcissistic Person

Has grandiose sense of self-importance

Requires excessive admiration

Has a sense of entitlement

Is arrogant

Tends to be rated as less effective

8/3/2019 ob12_04st

13/39


Self-Monitoring

Self-Monitoring

Apersonality trait that measuresan individuals ability to adjusthis or her behavior to external,

situational factors.

High Self-Monitors

Receive better performance

ratings

Likely to emerge as leaders

Show less commitment to

their organizations

8/3/2019 ob12_04st

14/39

Pemamtauan Diri (Self-monitoring), kemampuanindividu untuk menyesuaikan perilakunya pada

faktor-faktor situasional luar

Individu dengan SM tinggi mampu menjadikankontradiksi yang mengejutkan antara sosok publikdengan diri pribadi mereka (mampu menyembunyikansifat asli mereka untuk menyesuaikan denganlingkungannya yang sedang dihadapi)


8/3/2019 ob12_04st

15/39


Risk-Taking

High Risk-taking Managers Make quicker decisions

Use less information to make decisions

Operate in smaller and more entrepreneurial

organizationsLow Risk-taking Managers

Are 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.

8/3/2019 ob12_04st

16/39


Personality TypesType As

1. are always moving, walking, and eating rapidly;2. feel impatient with the rate at which most events take place;

3. strive to think or do two or more things at once;

4. cannot cope with leisure time;

5. are obsessed with numbers, measuring their success in

terms of how many or how much of everything they acquire.

Type Bs

1. never suffer from a sense of time urgency with its

accompanying impatience;

2. feel no need to display or discuss either their achievementsor accomplishments;

3. play for fun and relaxation, rather than to exhibit their

superiority at any cost;

4. can relax without guilt.

8/3/2019 ob12_04st

17/39


Personality Types

Proactive Personality

Identifies opportunities,shows initiative, takesaction, and perseveresuntil meaningful changeoccurs.

Creates positive changein the environment,regardless or even inspite of constraints orobstacles.

8/3/2019 ob12_04st

18/39


Which of the following is not a typical

personality trait considered to be

organizationally relevant?

Locus of controlLocus of control

SelfSelf--monitoringmonitoring

SelfSelf--enhancingenhancing

Self esteemSelf esteem

MachiavellianismMachiavellianism

Chapter Check-Up: Personality

Discuss with your neighbor how each of the three traits above would

influence a college instructors behavior, and where you think your

teacher falls with respect to each of them.

8/3/2019 ob12_04st

19/39



Alison arrives to class and realizes that shesAlison arrives to class and realizes that shes

forgotten her homework to turn in. She says Ohforgotten her homework to turn in. She says Oh

man, its just not my lucky day today. Alison hasman, its just not my lucky day today. Alison has

______________.______________.

Alison has a high external locus of control. Alison believes that

things outside of her control determine what happens.

If Alison works on a team with you, and you have a very

high internal locus of control, what kinds of discussions

do you think the two of you might have? Discuss with a

friend.

8/3/2019 ob12_04st

20/39


Julia is known for being a go-getter. She

never leaves a task incomplete, and is

involved in a number of activities.

Moreover, shes at the top of her class.

Shes so busy that sometimes, she forgets

to stop and eat lunch. Julia can be easily

characterized as someone that has/is a

Type ____ Personality.


A

8/3/2019 ob12_04st

21/39


Julia is also likely to not be very

Happy?

Fun?

Creative?

Stressed?


In general, Type As are rarely creative because

they generally dont allocate the necessary timefor new solution development; they usually rely on

past experiences to solve problems in order to be

speedy.

8/3/2019 ob12_04st

22/39


Definition: Mode of conduct or end state ispersonally or socially preferable (i.e., what is right &good) Terminal Values

Desirable End States

Instrumental Values The ways/means for achieving ones terminal values

Value System: Ahierarchy based on a ranking of anindividuals values in terms of their intensity.

Note: Values Vary by Cohort

Values

8/3/2019 ob12_04st

23/39


Importance ofValues

Provide understanding of the attitudes,

motivation, and behaviors of individuals and

cultures.

Influence our perception of the world around us.

Represent interpretations of right and wrong.

Imply that some behaviors or outcomes are

preferred over others.

8/3/2019 ob12_04st

24/39


Types ofValues - Rokeach Value Survey

Terminal Values

Desirable end-states ofexistence; the goals that aperson would like to achieve

during his or her lifetime.

Instrumental Values

Preferable modes of behavioror means of achieving onesterminal values.

8/3/2019 ob12_04st

25/39


Values in

the

RokeachSurvey

E X H I B I T 4-3

Source: M. Rokeach, The Nature of Human

Values (New York: The Free Press, 1973).

8/3/2019 ob12_04st

26/39


Values in

the

Rokeach

Survey

(contd)

E X H I B I T 4-3 (contd)

Source: M. Rokeach, The Nature of Human

Values (New York: The Free Press, 1973).

8/3/2019 ob12_04st

27/39


Mean Value Rankings of

Executives, Union

Members, and Activists

E X H I B I T 4-4

Source: Based on W. C. Frederick and J. Weber, The Values of

Corporate Managers and Their Critics: An Empirical Description andNormative Implications, in W. C. Frederick and L. E. Preston (eds.)

Business Ethics: Research Issues and Empirical Studies (Greenwich,

CT: JAI Press, 1990), pp. 12344.

8/3/2019 ob12_04st

28/39


Values, Loyalty, and Ethical Behavior

the Organizationthe Organization

Ethical Climate inEthical Climate in

the Organizationthe Organization

Ethical Values andEthical Values andBehaviors of LeadersBehaviors of Leaders

8/3/2019 ob12_04st

29/39


Power Distance

Individualism vs. Collectivism

Masculinity vs. Femininity

Uncertainty Avoidance

Long-term and Short-term orientation

Values across Cultures: Hofstedes

Framework

8/3/2019 ob12_04st

30/39


Hofstedes Framework for Assessing Cultures

Power Distance

The extent to which a society accepts thatpower in institutions and organizations isdistributed unequally.

Low distance: relatively equal powerbetween those with status/wealth and thosewithout status/wealth

High distance: extremely unequal powerdistribution between those withstatus/wealth and those withoutstatus/wealth

8/3/2019 ob12_04st

31/39


Hofstedes Framework (contd)

Collectivism

A tight social framework inwhich people expectothers in groups of which

they are a part to lookafter them and protectthem.

Individualism

The degree to whichpeople prefer to act asindividuals rather than

a member of groups.

Vs.

8/3/2019 ob12_04st

32/39



Masculinity

The extent to which thesociety values work rolesof achievement, power,

and control, and whereassertiveness andmaterialism are alsovalued.

Femininity

The extent to whichthere is littledifferentiation

between roles formen and women.

Vs.

8/3/2019 ob12_04st

33/39



Uncertainty Avoidance

The extent to which a society feels threatened byuncertain and ambiguous situations and tries toavoid them.

High Uncertainty Avoidance:

Society does not like

ambiguous situations & tries to

avoid them.

Low Uncertainty Avoidance:

Society does not mind

ambiguous situations &

embraces them.

8/3/2019 ob12_04st

34/39



Long-term Orientation

Anational cultureattribute thatemphasizes the future,

thrift, and persistence.

Short-term Orientation

Anational culture attributethat emphasizes thepresent and the here and

now.

Vs.

8/3/2019 ob12_04st

35/39


Achieving Person-Job Fit

Personality Types

Realistic

Investigative

Social

Conventional

Enterprising Artistic

Personality-Job FitTheory (Holland)

Identifies six personalitytypes and proposes that

the fit between personalitytype and occupationalenvironment determinessatisfaction and turnover.

8/3/2019 ob12_04st

36/39


Hollands

Typology of

Personality

and

Congruent

Occupations

E X H I B I T 48

8/3/2019 ob12_04st

37/39


Relationships

among

Occupational

Personality

Types

E X H I B I T 49Source: Reprinted by special permission of the publisher, Psychological

Assessment Resources, Inc., from Making Vocational Choices, copyright 1973,

1985, 1992 by Psychological Assessment Resources, Inc. All rights reserved.

8/3/2019 ob12_04st

38/39


Organizational Culture Profile (OCP)

Useful for determining person-

organization fit

Survey that forces choices/rankings of

ones personal values

Helpful for identifying most importantvalues to look for in an organization (in

efforts to create a good fit)

8/3/2019 ob12_04st

39/39


In Country J most of the top management team meets

employees at the local bar for a beer on Fridays, and there

are no reserved parking spaces. Everyone is on a first

name basis with each other. Country J, according to

Hofstedes Framework, is probably low on what dimension?

Chapter Check-Up: Values

CollectivismCollectivism

Long Term OrientationLong Term Orientation

Uncertainty AvoidanceUncertainty Avoidance

Power DistancePower Distance

How would a College or University in Country J differ from your

College or University? Identify 3 differences and discuss with a

neighbor.

ob12_04st

Documents