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Chapter - 4 Personality - and - Values

Personality is shaped by both heredity and environment. It can be measured through tests like Myers-Briggs which assess traits like extraversion, sensing vs intuition. The Big Five model examines extraversion, agreeableness, conscientiousness, emotional stability, and openness. Core self-evaluation and traits like Machiavellianism also impact work behaviors. Values are basic beliefs about conduct and life goals that influence attitudes. A person-job or person-organization fit impacts satisfaction when personality and values align with work. Cultural values like power distance also vary globally.

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Abdullah Jutt
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53 views

Chapter - 4 Personality - and - Values

Personality is shaped by both heredity and environment. It can be measured through tests like Myers-Briggs which assess traits like extraversion, sensing vs intuition. The Big Five model examines extraversion, agreeableness, conscientiousness, emotional stability, and openness. Core self-evaluation and traits like Machiavellianism also impact work behaviors. Values are basic beliefs about conduct and life goals that influence attitudes. A person-job or person-organization fit impacts satisfaction when personality and values align with work. Cultural values like power distance also vary globally.

Uploaded by

Abdullah Jutt
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Personality and Values

Personality
• Personality: the sum total of ways in which an
individual reacts to and interacts with others.
• Measuring Personality:
Through Personality tests

self assessment test how I feel draw back


Mood factor, lie factor
Observer rate
Personality
• Determinants:
– Heredity ( one’s biological, physiological
characteristics inherited to a person through
parents) 39y/45m same model n color car, same
cigarette, same dog names.
– Environment
Myers-Briggs Type Indicators
• Is the most widely used personality
assessment instrument in the world.
• 100 question personality test that ask people
how they act in particular situations.
• He described following personalities types
Myers-Briggs Type Indicators
• Individuals are classified as follow
– Extraverted:
individuals are outgoing , social, and assertive
– Introverted:
are quite and shy
– Sensing:
they are practical and prefer routine and order. They focus on
details. Based on information, weather, what is certain
– Intuitive:
they rely on unconscious processes and look at a big picture.
Imagination, ideas and possibilities, think beyond as it looks, rather
“mood”
Myers-Briggs Type Indicators
– Thinking: Head
they use reasons and logics to handle problems, need
objective information Aus Vs Bang
– Feeling: Heart
they rely on personal values and emotions, caring,
compassionate, warm, concern for others
– Judging:
they want control and prefer their world to be ordered and
structured. Strong work ethics
– Perceiving:
they are flexible and spontaneous, adjust with environment
Myers-Briggs Type Indicators
• When four of these characteristics are
combined it builds a new personality.
• As a whole there are 16 personality types.
for example ( INTJs Introverted. intuitive.,
thinking and judging people are visionaries.
They have original minds and great drive of
ideas)
The Big Five Personality Model
• It is a personality assessment model that taps five basic
dimensions.
– Extraversion:
captures our comfort level with relationships
high extraverts (social, gregarious and assertive)
low extraverts/ Introverts (reserved, coward, quite)
– Agreeableness:
refer to individual tendency to consider other
Highly Agreeable (good nature, cooperative and trusting)
Low Agreeable (cold, disagreeable, antagonistic[opposing] )
The Big Five Personality Model
– Conscientiousness:
measures the reliability
Highly Conscientiousness (Responsible, Dependable,
Persistent and Organized)
Low Conscientiousness (easily distracted, disorganized and
unreliable)
– Emotional Stability:
taps persons ability to withstand stress
Positive Emotional Stability (calm, self-confident and secure)
Negative Emotional Stability (nervous, anxious, depressed,
and insecure)
The Big Five Personality Model
– Openness to Experience:
the range of interests and fascination with novelty
Extremely Open (creative, curious, artistically
sensitive)
Less Open (conventional and find comfort with
similarities)
Other Personality traits relevant to OB
• Core Self-Evaluation:
– The degree to which people like or dislike themselves, whether the
person sees himself as capable and effective, and whether the person
feels himself in control of the environment.
– Positive self-evaluation leads to higher job performance and job
satisfaction. Take more challenge n attain them
– Positive? People more do in jobs
• Machiavellianism: no emotions, pragmatic
– Cunning, Deception, unemotional and dishonesty.
– Divided in to High Mach and Low Mach personalities
– High Mach manipulate more, win more, and persuade less and persuade
others more , they like their job less and involve in deviant work place
behavior.
Other Personality traits relevant to OB
• Narcissism:
– The term is from the Greek myth Narcissus, a man
so vain and proud he fell in love with his own image.
– The person has a grandiose sense of self
importance, require self admiration, has a sense of
entitlement and is arrogant
– Rated as worse in leadership by their supervisors.
– They are selfish and believe that other exist for their
benefit.
Other Personality traits relevant to OB
• Self- Monitoring: notice more of others
– The ability of a person to adjust his or her behavior to
external situational factors.
– High self-monitor show considerable adaptability in
adjusting their behavior, they are highly sensitive to
external cues, high self monitor are capable to
present contradicting behavior between their public
persona and their private self.
– Low self monitor don’t have contradiction in
themselves they don’t adapt (they are what they are)
Other Personality traits relevant to OB

• Risk-Taking:
– The ability of a person to take risk while decision
making.
– High risk-taking managers take rapid decisions and
use less information than did the Low risk-taking
managers. Y
• Proactive personality, identify opportunities
and show initiative and take actions
• They bring positive change in spite of hurdles
• Challenge status quo
• Other orientation, one is influenced by others
• Feel to help if they have taken help of others
• Self-oriented, not influence by others
Other Personality traits relevant to OB

• proactive personality:
– People who identify opportunities, show initiative,
take actions, and persist until meaningful change
occurs.
– They create positive change in their environment
even in spite of obstacles.
– They are more likely to seen as leaders
– They achieve more career success than others.
Values
basic convictions that a specific mode of conduct or end-state of existence
is personally and socially preferable to an opposite or converse mode of
conduct or end-state of existence. Judgemental element of right or wrong
Attributes of values:
content: (mode of conduct( set of rules) and end state of existence is
important)
Intensity: (how important this mode of conduct and end state of existence
is?)
• Value System:
is a hierarchy of individual values based on their importance. Priority to
importance of values, freedom, pleasure, self respect, honesty, obedience
and equality
The importance of values
• Lay the foundation for our understanding of
people’s attitude and influence our
perception. Ought or not ought to be
• Values influence attitudes and behavior
• If u enter an org that pay on performance but
there seniority base pay will u not disappoint
• Then job satisfaction question
• But if it is aligned then job satisfaction Q?
Classification of values
Rokeach Value Survey
• Terminal Values:
desirable goals a person would like to
achieve during his or her lifetime. Success
career
• Instrumental Values:
preferable modes of behavior or means to
achieve one’s terminal values. hardwork
Impact of individual personality and values
on workplace
• Person-Job Fit:
the theory argues that satisfaction is highest and
turnover is low when personality and occupation are
in agreement. You just better car but more bus
• Person-Organization Fit:
It argues that people are attracted to and selected by
organizations that match their values, and they leave
organizations that are not compatible with their
personalities. Like over all culture which helps him to
grow more all r better more cars
Variation among cultural values
• Power distance
• High power distance accepts the inequality of power
n wealth
• Low power distance stress on equality n opportunity
• Individualism vs collectivism
• Masculinity vs femininity
• High masculinity give greater role to man of his power
• Low masculinity give equal to men n women
• Uncertainty avoidance,
• High in it have more rules to avoid it not ready
for ambiguity
• Low in it are less rule oriented

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