UNIT II-

PERSONALITY

Personality

The word personality is derived from a Greek word “persona” which means “to
speak through.” Personality is the combination of characteristics or qualities
that forms a person's unique identity. It signifies the role which a person
plays in public.

Personality Meaning: It is a pattern of stable states and characteristics of a

person that influences his or her behaviour toward goal achievement. Each
person has unique ways of protecting these states.

Big Five Personality Traits

Johari Window:

The Johari window is a technique[1] designed to help people better understand

their relationship with themselves and others. It was created by psychologists
Joseph Luft (1916–2014) and Harrington Ingham (1916–1995) in 1955, and is
used primarily in self-help groups and corporate settings as a heuristic exercise.
[2][3]
Luft and Ingham named their model "Johari" using a combination of their
first names.
The four quadrants
Open or Arena
Adjectives that both the subject and peers select go in this cell
(or quadrant) of the grid. These are traits that subject and peers perceive.
Blind
Adjectives not selected by subjects, but only by their peers go here. These
represent what others perceive but the subject does not.
Façade or Hidden
Adjectives selected by the subject, but not by any of their peers, go in
this quadrant. These are things the peers are either unaware of, or that
are untrue but for the subject's claim.
Unknown
Adjectives that neither subject nor peers selected go here. They represent
subject's behaviors or motives that no one participating recognizes—
either because they do not apply or because of collective ignorance of
these traits.

Transactional Analysis

Transactional Analysis is a theory developed by Dr. Eric Berne in the 1950s.

Originally trained in psychoanalysis, Berne wanted a theory which could be
understood and available to everyone and began to develop what came to be
called Transactional Analysis (TA). Transactional Analysis is a social
psychology and a method to improve communication. The theory outlines
how we have developed and treat ourselves, how we relate and communicate
with others, and offers suggestions and interventions which will enable us to
change and grow. Transactional Analysis is underpinned by the philosophy
that: • people can change • we all have a right to be in the world and be
accepted
The Ego States are an important aspect of transactional analysis that talks about
how a person feels, behave or think at any point of time.

Parent Ego State: The parent ego, refers to the behavior and attitude of an
emotionally significant individual who acted with quite a maturity when he was
a child. He possesses the parental traits of being overprotective, dogmatic,
distant, indispensable and upright and behaves very judiciously at any time.

Adult Ego: The adult ego shows the logical thinking and reasoning ability of an
individual. The person behaving or interacting with adult ego seeks all the
information properly, validate it using his reasoning skills and then provide it to
the other people. The person possessing the adult ego can be judged through his
discussions and the way he thinks about a situation before arriving at the
conclusion.

Child Ego: The child ego, refers to the state of an individual when he
behaves illogically and takes quick actions to satisfy the immediate needs
without thinking much about its consequences. The creativity, depression,
conformity, dependence, hate, fear, etc. are some of the main characteristics
of this ego state.
Attitude:
An attitude refers to our opinions, beliefs, and feelings about aspects of our
environment. We have attitudes toward the food we eat, people we interact
with, courses we take, and various other things. Components of Attitude

The affective component of attitudes refers to feelings or emotions associated

with an attitude object.

The cognitive component of attitudes refers to beliefs, thoughts and attributes

we associate with a particular object.

The behavioural component of attitudes refers to past behaviours with respect to an

attitude object.

1. Characteristics of Attitude are;

2. Attitudes are the complex combination of things we call

personality, beliefs, values, behaviors, and motivations.

3. It can fall anywhere along a continuum from very favorable to very

unfavorable.

4. All people, irrespective of their status or intelligence, hold attitudes.

5. An attitude exists in every person’s mind. It helps to define our identity,

guide our actions, and influence how we judge people.

6. Although the feeling and belief components of attitude are internal

 to a person, we can view a person’s attitude from their resulting
behavior.

7. Attitude helps us define how we see situations and define how we

behave toward the situation or object.

8. It provides us with internal cognitions or beliefs and thoughts about

people and objects.

9. It can also be explicit and implicit. Explicit attitude is those that we

are consciously aware of an implicit attitude is unconscious, but still,
affect our behaviors.

10. Attitudes cause us to behave in a particular way toward an

object or person.

11. An attitude is a summary of a person’s experience; thus, an attitude

is grounded in direct experience predicts future behavior more accurately.

12. It includes certain aspects of personality as interests, appreciation,

and social conduct.

13. It indicates the total of a man’s inclinations and feelings.

14. An attitude is a point of view, substantiated or otherwise, true or

false, which one holds towards an idea, object, or person.

15. It has aspects such as direction, intensity, generality, or specificity.

16. It refers to one’s readiness for doing Work.

Types of Attitude:
Job satisfaction
A collection of positive and/or negative feelings that an individual holds
toward his or her job.

A person will hold a positive attitude if had a high level of satisfaction,

while dissatisfied people will generally display a negative attitude towards
life.

When we talk about attitude, we generally speak about job satisfaction because
they are inter-related in organizational behaviour.

Job involvement
Job involvement refers to the degree to which a person identifies himself
(psychologically) with his job, actively participates and considers his
perceived performance level important to self-worth. (Robbins) Higher job
satisfaction leads to low absenteeism & employee turnover and indicates that
the individual cares for his job.

Organizational commitment
Organizational commitment refers to a degree to which an employee
identifies himself with the organizational goals and wishes to maintain
membership in the organization.

Resigning from the job or absenting versus job satisfaction is a predictor

of organizational commitment. Organizational commitment depends upon
the degree of autonomy & freedom job and job enrichment factor.

Attitude Formation
The question often arises, ‘how are the attitudes and subsequent behaviors
formed?’ While attitudes are basically learned over the years, some inherited
characteristics do affect such attitudes
Some of the learned characteristics responsible for attitude formation are:
1. Experiences
2. Perceptual biases
3. Observation of other person attitude
4. Association
5. Personality
Career success
Performance is a parameter to measure employees‘ success in the workplace.
Performance leads to success either through promotion or increased compensation. A
positive attitude of an employee will help him to think of ways to accomplish their task
in a well-defined manner

Productivity
An employee with a positive attitude tends to take more interest and responsibility and
will provide better work, which in turn will improve productivity.

Leadership
Managing a diverse workforce is a crucial task for achieving the objective of an
organization. Positive attitude demonstrated by leaders or employee will result in proper
communication between the subordinate which will lead to efficient work.

Teamwork
A positive attitude of employees helps to appreciate each other‘s competencies and
work as a team for achieving common objectives.

Decision making
An employee with a positive attitude and mindset will help employees to make better
decisions, in an objective manner. It will enable employees to choose wisely and
logically and avoid them to take an unambiguous decision.

Motivation
Motivation is an important factor for efficient work. An employee with a positive
attitude will always be mentally prepared to face any obstacle in a job. The moment they
are successful in overcoming obstacles, they are motivated to move forward.

Interpersonal relations
Customers prefer to make relation with someone who is positive in nature. A positive
attitude helps in establishing valuable customer loyalty.

Stress management
Positive attitude and thinking will reduce the stress of an employee and with reduced
stress employee can take a better decision and increase their productivity which results,
employees, to enjoy better health and take fewer sick leaves.

Motivation
Motivation is an important factor for efficient work. An employee with a positive
attitude will always be mentally prepared to face any obstacle in a job. The moment
they are successful in overcoming obstacles, they are motivated to move forward.
Need Based Motivational Theories:

1. Maslow’s Hierarchy of Needs

The most basic of Maslow’s needs are physiological needs. Physiological

needs refer to the need for food, water, and other biological needs. Once
physiological needs are satisfied, people tend to become concerned about
safety needs. Are they free from the threat of danger, pain, or an uncertain
future? On the next level up, social needs refer to the need to bond with
other human beings, be loved, and form lasting attachments with others. In
fact, attachments, or lack of them, are associated with our health and well-
being. The satisfaction of social needs makes esteem needs more salient.
Esteem need refers to
the desire to be respected by one’s peers, feel important, and be appreciated.
Finally, at the highest level of the hierarchy, the need for self
-actualization refers to “becoming all you are capable of becoming.” This
need manifests itself by the desire to acquire new skills, take on new
challenges, and behave in a way that will lead to the attainment of one’s life
goals.
2. ERG THEORY

ERG theory, developed by Clayton Alderfer, is a modification of Maslow’s

hierarchy of needs. Instead of the five needs that are hierarchically
organized, Alderfer proposed that basic human needs may be grouped under
three categories, namely, existence, relatedness, and growth. Existence
corresponds to Maslow’s physiological and safety needs, relatedness
corresponds to social needs, and growth refers to Maslow’s esteem and self-
actualization.

2. Frederick Herzberg Two-Factor Theory

 By asking individuals what satisfies them on the job and what dissatisfies
them, Herzberg came to the conclusion that aspects of the work
environment that satisfy employees are very different from aspects that
dissatisfy them. Herzberg labeled factors causing dissatisfaction of workers
as “hygiene” factors because these factors were part of the context in which
the job was performed, as opposed to the job itself. Hygiene factors
included company policies, supervision, working conditions, salary, safety,
and security on the job.

3. Vroom’s Expectancy Theory:

Expectancy is the belief that increased effort will lead to increased

performance i.e. if I work harder then this will be better. This is affected by
such things as:

1. Having the right resources available (e.g. raw materials, time)

2. Having the right skills to do the job

3. Having the necessary support to get the job done (e.g. supervisor support, or
correct information on the job)

Instrumentality is the belief that if you perform well that a valued outcome
will be received. The degree to which a first level outcome will lead to the
second level outcome. i.e. if I do a good job, there is something in it for me.
This is affected by such things as:

1. Clear understanding of the relationship between performance and outcomes –

e.g. the rules of the reward ‘game’

2. Trust in the people who will take the decisions on who gets what outcome
3. Transparency of the process that decides who gets what outcome

Valence is the importance that the individual places upon the expected
outcome. For the valence to be positive, the person must prefer attaining the
outcome to not attaining it. For example, if someone is mainly motivated by
money, he or she might not value offers of additional time off.

The three elements are important behind choosing one element over another
because they are clearly defined: effort-performance expectancy (E>P
expectancy) and performance-outcome expectancy (P>O expectancy).

5.Mc Gregor’s Theory X and Theory Y Motivation

Positive organizational behaviour:

Positive organizational behavior represents the study of how positive

emotions relate to employee performance in the workplace. It explores how
positive psychology applies to the work environment and how employees can be
taught to improve their positive psychological resource capacities.
Researchers of positive organizational behavior believe developing hope,
optimism, and resilience leads to higher- performing employees.

Optimism:
Optimism is formally defined as an individual’s expectancy of positive
outcomes. The importance of optimism in the workplace is having the
mindset of seeing the glass as half full — and it’s one of the keys to
boosting well-being and engagement.

Emotional intelligence
Emotional intelligence in the workplace begins from the inside out with each
individual. It involves recognizing various aspects of your feelings and
emotions and taking the time to work on the elements of self- awareness, self-
regulation, motivation, empathy and social skills

Self Efficacy:

Self-efficacy is the individuals' assessment of their capabilities to organize

and execute actions required to achieve successful levels of performance.
Self-efficacy can formally be defined as an individual's belief in their
capacity to execute behaviors necessary to produce specific performance
attainments. Confidence reflects in an employee's belief to get things done,
feel motivated or to make decisions that will positively impact performance.