Personality. PERSONALITY “A relatively stable set of characteristics that influences an individual’s behavior” Or A sum total of ways in which an individual.

PersonalityPersonality

PERSONALITYPERSONALITY

““A relatively stable set of characteristics that A relatively stable set of characteristics that influences an individual’s behavior”influences an individual’s behavior”Or Or A sum total of ways in which an individual A sum total of ways in which an individual reacts to reacts to and and interacts with interacts with othersothers

PERSONALITY TRAITS

The research on personality revolved around attempts to identify characteristics that describes an individual’s behavior.

Popular characteristics include shy, aggressive, submissive, lazy, ambitious, and loyal

THE BIG 5 PERSONALITY MODEL

The personality theory that states that in order to understand The personality theory that states that in order to understand individuals, we must break down behavior patterns into a series of individuals, we must break down behavior patterns into a series of observable traits.observable traits.

CONSCIENTIOUSNESSCONSCIENTIOUSNESSCONSCIENTIOUSNESSCONSCIENTIOUSNESS

EXTRAVERSIONEXTRAVERSION

AGREEABLENESSAGREEABLENESS

EMOTIONAL STABILITYEMOTIONAL STABILITYEMOTIONAL STABILITYEMOTIONAL STABILITY

OPENNESS TO EXPERIENCEOPENNESS TO EXPERIENCE

Less negative thinking & fewer negative emotions Less hyper-vigilant

Better interpersonal skills Greater social Dominance More Emotionally expressive

Increased learning More creative More flexible & Autonomous

Better Liked More compliant & conforming

Greater effort & persistence More drive & discipline Better organized & planning

Higher job & life satisfaction Lower stress levels

Higher performance Enhanced leadership Higher job & life satisfaction

Training Performance Enhanced leadership More adaptable to change

Higher performance Lower levels of deviant behavior

Higher performance Enhanced leadership

EMOTIONAL STABILITY

EXTRAVERSION

OPENNESS TOEXPERIENCE

AGREEABLENESS

CONSCIENTIOUSNESS

BIG 5 TRAIT WHY IT IS RELEVANT? WHAT DOES IT AFFECT?

Swiss Psychiatrist Carl Jung built his work on the Swiss Psychiatrist Carl Jung built his work on the

notion that people are fundamentally different, but notion that people are fundamentally different, but

also fundamentally alike.also fundamentally alike.

THE JUNGIAN APPROACH AND MBTI

MBTIMBTI PREFERENCES

There are four preferences in type theory, and two possible There are four preferences in type theory, and two possible choices for each of the four preferences. The combination of choices for each of the four preferences. The combination of these preferences makes up an individual’s psychological type.these preferences makes up an individual’s psychological type.

1.1. Extraversion/IntroversionExtraversion/Introversion

2.2. Sensing/IntuitingSensing/Intuiting

3.3. Thinking/FeelingThinking/Feeling

4.4. Judging/PerceivingJudging/Perceiving

EXTRAVERSION-(E)

Auditory Expressive Enthusiastic Initiator Gregarious

EXTRAVERSION / INTROVERSION

Extraversion-

A preference indicating that an individual is energized with other people.

Introversion-

A preference indicating that an individual is energized by time alone.

INTROVERSION- (I)

Quiet Intimate Receptor Contained Visual

2-SENSING / INTUITINGSENSING-

Gathering information through the five senses.

INTUITING- Gathering information through “sixth sense” and focusing on what

could be rather than what actually exists.

SENSING-S Realistic Traditional Pragmatic Experiential Concrete

INTUITING-N Imaginative Abstract Intellectual Original Theoretical

3-THINKING / FEELING THINKING-

Making decisions in a logical, objective fashion.Making decisions in a logical, objective fashion.

FEELING-

Making decisions in a personal, value oriented way.Making decisions in a personal, value oriented way.

THINKING -T

Critical

Tough Minded

Questioning

Logical

Reasonable

THINKING -T

Critical

Tough Minded

Questioning

Logical

Reasonable

FEELING -F

Accepting Tender Hearted

Accommodating Affective

Compassionate

FEELING -F

Accepting Tender Hearted

Accommodating Affective

Compassionate

4-JUDGING / PERCEIVINGJUDGING-

Preferring closure and completion in making decisions.Preferring closure and completion in making decisions.

PERCEIVING-Preferring to explore many alternatives and flexibility.Preferring to explore many alternatives and flexibility.

Personality Characteristics in Personality Characteristics in OrganizationsOrganizations

Managers should learn as much as possible Managers should learn as much as possible about personality in order to understand their about personality in order to understand their employees.employees.

Hundreds of personality characteristics have Hundreds of personality characteristics have been identified.been identified.

Personality Characteristics in Organizations?

Personality Characteristics in Personality Characteristics in OrganizationsOrganizations

1. Core Self Evaluation

2. Machiavellianism

3. Narcissism

5. Risk taking 5. Risk taking

6.Type A and B personalities6.Type A and B personalities

7. Proactive Personality 7. Proactive Personality

4. Self Monitoring 4. Self Monitoring

1. Core Self Evaluation1. Core Self Evaluation

Internal Locus of controlInternal Locus of control

People who People who believe they control believe they control

what happens to them.what happens to them.

External Locus of controlExternal Locus of control

People who People who believe that circumstances believe that circumstances

or other people controlor other people controltheir fate.their fate.

An individual’s generalized behavior about internal control (self control) versus external control (control by the situations or others)

LOCUS OF CONTROLLOCUS OF CONTROL

Individuals’ degree of liking and disliking themselves Individuals’ degree of liking and disliking themselves and the degree to which they think they are worthy or and the degree to which they think they are worthy or unworthy as people. unworthy as people.

SELF ESTEEM

2. 2. Machiavellianism

MACHIAVELLIANISM

The degree to which an individual believes that the ends justify the means and behave in a manner which aims at increasing their level of power within an organization.

3. 3. Narcissism

NARCISSISMNARCISSISM

A person high in narcissism has a grandiose sense of self importance, requires excessive admiration, has a sense of entitlement and is arrogant

4. 4. Self-Monitoring

Self-Monitoring

SELF-MONITORINGSELF-MONITORING The extent to which people base their The extent to which people base their

behavior on cues from other people and behavior on cues from other people and situations.”situations.”

5. 5. Risk Taking

Risk Taking

People differ in their willingness to take chances. This propensity to assume or avoid risk affects how long it takes managers to make a decision and how much information they require before making choice.

RISK TAKINGRISK TAKING

6. 6. The Lifestyle Approach

The Lifestyle Approach

TYPE - A TYPE - B

Are impatient with the rate of work Move and eat rapidly Want to measure everything Do several things simultaneously

Never feel urgency and are patient Are relaxed Eat in leisurely fashion enjoy themselves Do not display their achievements Play for fun Rather than to prove themselves

THE LIFESTYLE APPROACH

From the point of view of broad lifestyles, From the point of view of broad lifestyles, two types of personalities have been two types of personalities have been identified.identified.

7. 7. Proactive Personality

Proactive Personality

PROACTIVE PERSONALITY

Some people take the initiative to improve their current

circumstances or creative new ones while others sit by

passively reacting to situations.

PERSONALITY-JOB FIT THEORY

Holland (1985) has proposed a “personality-job fit” theory of Holland (1985) has proposed a “personality-job fit” theory of personality.personality.

This theory makes a case for job-specific personality types. This theory makes a case for job-specific personality types.

He has suggested 6 personality types and has prepared an He has suggested 6 personality types and has prepared an instrument containing 160 occupational titles.instrument containing 160 occupational titles.

Based on respondent’s preferences, their personality profiles Based on respondent’s preferences, their personality profiles are prepared.are prepared.

Holland’s Personality Types for Holland’s Personality Types for Different OccupationsDifferent Occupations

Realistic: Prefers physicalactivities that require skill,strength & coordination

Artistic: Prefers ambiguous & unsystematic activities thatAllow creative expression.

Investigative: Prefers activities that involve thinking & organizing.

Conventional: Prefers rule-regulated, orderly & unambiguous activities.

Social: Prefers activities that involve helping & developing others.

Enterprising: Prefers verbalactivities.

Shy, genuine, persistent, stable, conforming & practical.

Imaginative, disorderly, Idealistic, emotional &

impractical

Analytical, original, curious& independent.

Conforming, efficient, practical,unimaginative & inflexible.

Sociable, friendly, cooperative& understanding.

Self-confident, ambitious,energetic & domineering.

Mechanic, drill press operator, Assembly-line worker & farmer.

Painter, musician, writer,& interior decorator.

Biologist, economist,News reporter & mathematician.

Accountant, bank teller,corporate manager & file clerk

Social worker, teacher,Clinical psychologist &

Counselor.

Lawyer, real estate agent,Public relations specialist &

Small business manager.

TYPE PERSONALITY CONGRUENT CHARACTERISTICS? OCCUPATIONS