Robbins eob9 inst_ppt_03

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Chapter 3 Personality and

Values

Essentials of Organizational Behavior, 9/e

Stephen P. Robbins/Timothy A. Judge

Essentials of Organizational Behavior, 9/e

Stephen P. Robbins/Timothy A. Judge

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After studying this chapter you should be able to:

1. Explain the factors that determine an individual’s personality.

2. Describe the Myers-Briggs Type Indicator personality framework.

3. Identify the key traits in the Big Five personality model.

4. Explain how the major personality attributes predict behavior at work.

5. Contrast terminal and instrumental values.6. List the dominant values in today’s workforce.7. Identify Hofstede’s five value dimensions of national

culture.

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Personality

• The sum total of ways in which an individual reacts to and interacts with others

• Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid

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Myers-Briggs Type Indicator

• Most widely used personality-assessment instrument in the world

• Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P)

• Classifications combined into 16 personality types (i.e. INTJ or ESTJ)

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The Big-Five Model

• Extraversion

• Agreeableness

• Conscientiousness

• Emotional Stability

• Openness to Experience

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Major Personality Attributes Influencing OB

• Core self-evaluation Self-esteem – a person’s view of themselves Locus of control – degree to which you believe you

have control of your own fate

• Machiavellianism – degree to which a person is pragmatic, maintains emotional distance and believes that the ends can justify the means

• Narcissism – degree of sense of self-importance and arrogance

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Major Personality Attributes Influencing OB

• Self-monitoring – adjust their behavior to external, situational factors

• Risk taking – willingness to take chances• Type A Personality – excessive

competitiveness and sense of time urgency• Proactive personality – identify

opportunities, show initiative, take action and persevere

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Personality and National Culture

A country’s culture influences the dominant personality characteristics of its population.

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Values

Represent basic, enduring convictions that "a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence."

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Value Systems

• Represent a prioritizing of individual values

• Identified by the relative importance an individual assigns to such values as freedom, pleasure, self-respect, honesty, obedience, and equality

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Rokeach Value Survey

• Terminal values - refers to desirable end-states of existence

• Goals that a person would like to achieve during his or her lifetime

• Instrumental values - refers to preferable modes of behavior, or means of achieving the terminal values

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Examples of Terminal Values

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Examples of Instrumental Values

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Contemporary Work Cohorts

Cohort Entered the Workforce

Dominant Work Values

Veterans 1950s or early 1960s

Hard working, conservative, conforming; loyalty to the organization

Boomers 1965-1985 Success, achievement, ambition, dislike of authority; loyalty to career

Xers 1985-2000 Work/life balance, team-oriented, dislike of rules; loyalty to relationships

Nexters 2000 to present Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships

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Ethical Behavior

Managers consistently report that the action of their bosses is the most important factor influencing ethical and unethical behavior in their organizations.

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Hofstede’s Framework for Assessing Cultures

• Power distance

• Individualism vs. collectivism

• Masculinity vs. femininity

• Uncertainty avoidance

• Long-term vs. short-term orientation

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Globe Framework for Assessing Cultures

• Assertiveness • Future orientation • Gender differentiation • Uncertainty avoidance • Power distance

• Individualism/ collectivism

• In-group collectivism • Performance

orientation• Humane orientation

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Personality-Job Fit Theory

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Person-Organization Fit

• It is more important that employee’s personalities fit with the overall organization’s culture than with the characteristics of any specific job.

• The fit of employee’s values with the culture of their organization predicts job satisfaction, commitment to the organization and low turnover.

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Implications for Managers

• Evaluate the job, the work group and the organization to determine the optimum personality fit

• Find job candidates who not only have the ability, experience and motivation to perform but also possess a value system that is compatible with the organization’s.

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Summary

1. Explained the factors that determine an individual’s personality.

2. Described the Myers-Briggs Type Indicator personality framework.

3. Identified the key traits in the Big Five personality model.

4. Explained how the major personality attributes predict behavior at work.

5. Contrasted terminal and instrumental values.6. Listed the dominant values in today’s workforce.7. Identified Hofstede’s five value dimensions of

national culture.