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Chapter 5 - Personality Values

This chapter discusses personality and values in the workplace. It defines personality and describes common frameworks for assessing personality, including the Myers-Briggs Type Indicator and Big Five model. The Big Five traits of extraversion, agreeableness, conscientiousness, emotional stability, and openness are particularly relevant to work behavior. Values are also important, and a person-organization fit in values can impact satisfaction and performance. Managers should consider an individual's personality and values when making hiring and placement decisions.

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Nero Sha
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© © All Rights Reserved
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420 views

Chapter 5 - Personality Values

This chapter discusses personality and values in the workplace. It defines personality and describes common frameworks for assessing personality, including the Myers-Briggs Type Indicator and Big Five model. The Big Five traits of extraversion, agreeableness, conscientiousness, emotional stability, and openness are particularly relevant to work behavior. Values are also important, and a person-organization fit in values can impact satisfaction and performance. Managers should consider an individual's personality and values when making hiring and placement decisions.

Uploaded by

Nero Sha
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Chapter

Personality and Values


5-1

5-2

Chapter 5 Learning Objectives


After studying this chapter you should be able to:
Define personality, describe how it is measured, and explain the
1.
factors that determine an individuals personality.
Describe the Myers-Briggs Type Indicator personality framework
2.
and assess its strengths and weaknesses.
3.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
4.
Identify other personality traits relevant to OB.
5.
6.
Define values, demonstrate the importance of values, and
contrast terminal and instrumental values.
7.
Compare generational differences in values and identify the
dominant values in todays workforce.
Identify Hofstedes five value dimensions of national culture
8.

Personality
Personality

is a dynamic concept describing the


growth and development of a persons whole
psychological system;
Defining Personality:
The sum total of ways in which an individual
reacts to and interacts with others.

5-3

Personality
Managers

need to know how to measure personality


Personality tests are useful in hiring decisions and help
managers forecast who is best for a job.
The most common means of measuring personality is
through self-report surveys.
Observer-ratings surveys provide an independent
assessment of personality. Usually conducted by coworker or supervisor
Use both surveys for more accurate decision-making
5-4

Heredity

Personality

refers to those factors that were determined at


conception.
Popular characteristics include shy, aggressive,
submissive, lazy, ambitious, loyal, and timid. These are
personality traits.
Personality traits of a person exhibiting frequent
similar characteristics determine the trait of that person

5-5

Myers-Briggs Type Indicator personality framework

One

of the most widely used personality


frameworks is the Myers-Briggs Type Indicator
(MBTI).
Individuals are classified as:
Extroverted or introverted (E or I).
Sensing or intuitive (S or N).
Thinking or feeling (T or F).
Perceiving or judging (P or J).
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Understanding personality

The Big 5!!


Extraversion
Conscientiousness

Agreeableness
Emotional
stability

Openness to new
experience

Traits and behavior at work


Better interpersonal
skills

Higher performance

Greater social
dominance
More emotionally
expressive

Enhanced leadership
Higher job
satisfaction
Higher life
satisfaction

EXTROVERSION

Traits and behavior at work


Increased learning

Training
performance

More creative

Enhanced leadership

More flexible and


autonomous

Adaptable to change

OPENNESS

Traits and behavior at work


Better liked

Higher performance

More compliant and


conforming

Lower levels of
deviant behavior

AGREEABLENESS

Traits and behavior at work


Greater effort and
persistence

Higher performance

Better organized and


planning

Greater longevity

More drive and discipline

CONSCIENTIOUSNESS

Enhanced leadership

Traits and behavior at work


Less negative
thinking

Higher job
satisfaction

Less negative
emotions
Less hyper-vigilant

Higher life
satisfaction
Lower stress level

EMOTIONAL
STABILITY

the Big Five

The five factors appear in almost all cross-cultural studies.


Studies included a variety of diverse cultures.
Differences are complex but seem to depend on whether countries
are predominantly individualistic or collectivistic. What determine
this?
Complexity of the society
1.
2.
Affluence of the society
3.
Heterogeneity
They appear to predict a bit better in individualistic than in
collectivist cultures.

5-14

Identify other personality traits relevant to OB

Core self-evaluation
The

degree to which
people like or dislike
themselves

Positive

self-evaluation
leads to higher job
performance

Identify other personality traits relevant to OB

Machiavellanism (Mach)

What are they like?

A pragmatic, emotionally
distant power-player who
believes that ends justify the
means
High Machs are manipulative,
win more often, and persuade
more than they are persuaded.
Successful only when they:

Have direct interaction


Work with minimal rules and
regulations

Identify other personality traits relevant to OB

Narcissism

An

arrogant, entitled,
self-important person
who needs excessive
admiration

Less

jobs

effective in their

Identify other personality traits relevant to OB

Self-Monitoring
The

ability to adjust
behavior to meet
external, situational
factors.

High

monitors conform
more and are more
likely to become
leaders.

Identify other personality traits relevant to OB

Risk Taking

The willingness to take


chances.
May be best to align
propensities with job
requirements.
Risk takers make faster
decisions with less
information.

Identify other personality traits relevant to OB

Proactive Personality
Identifies

opportunities, shows
initiative, takes action,
and perseveres to
completion

Creates

positive
change in the
environment

Identify other personality traits relevant to OB

Other orientation
Decisions

affected by our social influences &


concerns versus our well-being & outcomes;
e.g. pay me back vs pay me forward

Importance

Values

of Values
Values lay the foundation for the understanding of
attitudes and motivation.
Values generally influence attitudes and behaviors.
We can predict reaction based on understanding
values.
Is values stable? Enduring?

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Dominant values in todays workforce

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John Hollands Personality-Job Fit Theory

(1) Person-Job fit


6 personality
types

Vocational
preference
inventory
questionnaire

Jobs should be
congruent with
personality

Satisfaction
highest

Turnover lowest

Personality and Values to the Workplace

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(2) Person-organization fit


People are attracted to
organizations that
match their values.

Mismatches will result


in turnover.

The employees
personality must fit
with the
organizational culture
and environment.

Hofstedes five value dimensions of national culture

Five

value dimensions of national culture:


1. Power distance
2. Individualism versus collectivism
3. Masculinity (acquisition of money & material
goods prevail) versus femininity (value
relationships, show sensitivity/concern)
4. Uncertainty avoidance (a society's tolerance for
uncertainty and ambiguity)
5. Long-term versus short-term orientation
5-27

Hofstedes five value dimensions of national culture

The

Global Leadership and Organizational


Behavior Effectiveness (GLOBE) began
updating Hofstedes research with data from 825
organizations and 62 countries.
Similar to Hofstedes dimension, with the
addition of:
Performance

orientation
Humane orientation

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Big

Summary and Implications


for Managers

Five provides a meaningful way for managers to


examine personality
Managers keys
Screening job candidates for high
conscientiousness
Factors such as job demands, the degree of
required interaction with others, and the
organizations culture are examples of
situational variables that moderate the
personalityjob performance relationship.
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You

Summary andImplications
for Managers

need to evaluate the job, the work group,


and the organization to determine the optimal
personality fit.
Other traits, such as core self-evaluation or
narcissism, may be relevant in certain situations,
too.
Although the MBTI has been widely criticized, it
may have a place in organizations.
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Knowledge

Summary and Implications


for Managers

of an individuals value system can


provide insight into what makes the person tick.
Employees performance and satisfaction are likely
to be higher if their values fit well with the
organization.
The person who places great importance on
imagination, independence, and freedom is likely to
be poorly matched with an organization that seeks
conformity from its employees.

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Managers

Summary and Implications


for Managers

are more likely to appreciate,


evaluate positively, and allocate rewards to
employees who fit in, and employees are more
likely to be satisfied if they perceive they do fit in.
This argues for management to seek job
candidates who have not only the ability,
experience, and motivation to perform but also a
value system compatible with the organizations.

5-32

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