Because learning changes everything.

CHAPTER 3
Individual Differences
and Emotions

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No reproduction or further distribution permitted without the prior written consent of McGraw Hill.
 After reading this chapter you
should be able to:
3.1 Distinguish Individual differences based on their relative stability.
3.2 Explain how multiple Intelligences affects my performance.
3.3 Illustrate ways in which personality can affect my performance at
school and work.
3.4 Justify the impact of core self-evaluations on performance.
3.5 Summarize the benefits of emotional Intelligence.
3.6 Explain how understanding emotions makes people more effective.
3.7 Describe the Implications of Individual differences and emotions for
you and managers.

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 How Does Who I Am Affect My Performance?

We all differ along a vast number of personal

attributes.
• How we differ has been shown to influence how we
approach each of the following:
• Work.
• Solving problems.
• Conflict.
• Interactions with co-workers.

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 Figure 3.2 Relative Stability of Individual Differences

Which individual differences do you think managers

can influence?

Access the alternate text for image.

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 Test Your OB Knowledge 1

Maria is a manager for Greens and Grits. Maria

would like to improve job satisfaction for her
employees. She can accomplish this by
implementing different policies dealing with
A. personality.
B. intelligence.
C. cognitive ability.
D. emotions and attitudes.
E. All of the above.

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 Intelligence:
There Is More to the Story Than IQ 1

Gardner’s theory of multiple intelligences (MI).

• Linguistic:
• Logical-mathematical.
• Musical.
• Bodily-kinesthetic.
• Spatial.
• Interpersonal.
• Intrapersonal.
• Naturalist.

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 Intelligence:
There Is More to the Story than IQ 2

We also have practical intelligence.

The ability to solve everyday problems by utilizing
knowledge gained from experience in order to
purposefully adapt to, shape, and select environments.

We all have strengths and weakness, so knowledge of our

intelligences may help in:
• Choosing a career or selecting the best candidate.
• Development of ourselves or others.

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 Test Your OB Knowledge 2

George does not score particularly well on standard

IQ tests, yet he has a unique ability to deal with
complex interpersonal situations. What would
explain this phenomenon?
A. practical intelligence.
B. multiple intelligences.
C. reasoning ability.
D. emotions and attitude.
E. gender.

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 The Big 5 Personality Dimensions
What Is Personality?
• The combination of stable physical, behavioral, and mental
characteristics that give individuals their unique identities.

Five Dimensions Characteristics

1. Extroversion Outgoing, talkative, sociable, assertive
2. Agreeableness Trusting, good-natured, cooperative,
softhearted
3. Conscientiousness Dependable, responsible,
achievement-oriented, persistent
4. Emotional stability Relaxed, secure, unworried
5. Openness to Intellectual, imaginative, curious,
experience broad-minded

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 What Does It Mean to Have a
Proactive Personality?

You’re someone who is relatively unconstrained by

situational forces and who affects environmental
change.
You’re someone who identifies opportunities and
acts on them.
• The many benefits:
• Increased job performance.
• Higher job satisfaction.
• Higher affective commitment.
• Entrepreneurial.

© McGraw Hill
 Personality and Performance 1

The strongest effects result when when both you and your
manager have proactive personalities.

Conscientiousness has the strongest and most positive

effects on performance across jobs, industries, and levels.

Extroversion is beneficial if the job involves interpersonal

interaction and is a stronger predictor of job performance
than agreeable-ness.

Those higher on agreeableness are more likely to seek new

opportunities.

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 Personality and Performance 2

The problem with workplace personality tests:

• Pre- and post-hire personality testing is fairly common.
• However, most personality test are not valid predictors
of job performance, and here’s why.
• Test takers do not describe themselves accurately
(faking).
• Tests are bought off the shelf and given by untrained
employees.
• Personality tests are meant to measure personality,
not what individual differences are needed to perform
a particular job.

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 Test Your OB Knowledge 3

Martha would like to hire employees who will be

strong performers in her organization. Which of the
Big Five personality dimensions should she try to
make sure the new employees score high on?
A. extraversion
B. agreeableness
C. conscientiousness
D. emotional stability
E. openness to experience

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 Core Self-Evaluations and Your Performance

Core self-evaluations (CSEs).

A broad personality trait comprised of four narrow
and positive individual traits.
1. Generalized self-efficacy.
2. Self esteem.
3. Locus of control.
4. Emotional stability.

© McGraw Hill
 How Self-Efficacy Works

FIGURE 3.4 Self-

Efficacy Paves
the Way for
Success or
Failure 
Self-efficacy is a
belief about your
chances of
successfully
accomplishing a
specific task.
SOURCE: Bandura, Albert.
“Perceived Self-Efficacy in
Cognitive Development and
Functioning.” Developmental
Psychology 25, no. 5 (1993): 117–
148. http://dx.doi.org/10.1037/0012-
1649.25.5.729; and Wood, Robert,
and Albert Bandura. “Social
Cognitive Theory of Organizational
Management.” The Academy of
Management Review 14, no. 3
(July 1989): 361–384. https://DOI:
10.5465/AMR.1989.4279067. 

Access the text alternate for image.

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 Self-Esteem and Your Performance

Self-esteem is a general belief about your self-

worth.

It is relatively stable across your lifetime, but it can

be improved.

Best to apply yourself to areas or goals that are

important to you.

Why? In those areas your motivation will likely be

highest and presumably you’ll work the hardest.

© McGraw Hill
 Locus of Control and My Performance 1

Locus of Control describes how much personal

responsibility someone takes for their behavior and
its consequences.

External Locus of Internal Locus of Control:

Control: • I make things happen.
• Things happen to me. • I can determine my future.
• I blame others for failures. • I accept personal responsibility
• I can’t control the future. for failures.

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 Locus of Control and My Performance 2

In the workplace.

Internal Locus of Control: External Locus of Control:

• Higher motivation. • More anxious.
• Higher expectations . • Earn less, receive smaller
• Exert more effort when raises.
given difficult tasks. • Less motivated by incentives.

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 Emotional Stability and My Performance
What Is Emotional Stability?
• Higher job performance.
• More organizational citizenship
behaviors.
• Few counter-productive work
behaviors.
People High in Emotional
Stability Tend To Be:
• Relaxed.
• Secure.
• Unworried.
• Less likely to experience
negative emotions under
pressure.

© McGraw Hill
 Test Your OB Knowledge 4

Joe was terminated from his job and believed the

reason was his boss did not like him and his hard
work was not appreciated. Joe likely has
A. high emotional stability.
B. an internal locus of control.
C. low self-efficacy.
D. an external locus of control.
E. low self-esteem.

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 The Value of Being Emotionally Intelligent

Emotional intelligence (EI).

The ability to monitor one’s own emotions and those of
others, to discriminate among them, and to use this
information to guide one’s thinking and actions.

© McGraw Hill
 Key Components of Emotional Intelligence

Personal Competence. Benefits/Drawbacks

• Self-awareness. of EI:
• Self-management. • Better social
relationships.
• Greater well-being.
Social Competence.
• Increased satisfaction.
• Social awareness.
• No clear link to improved
• Relationship
job performance.
management.
• Research remains
unclear.

© McGraw Hill
 Emotions and Performance

What are emotions?

• Emotions are complex, relatively brief responses aimed at
a particular person, information, experience, or event.
• Emotions can change our psychological and physiological
states.
• There are both positive and negative, or mixed emotions
plus past versus future emotions.

© McGraw Hill
 Managing Emotions at Work

Anger. Fear.
• People are angry about • People are afraid of things
what happened or did not that might happen in the
happen in future.
the past. • Fear is a “forward-looking”
• Anger is a “backward- or prospective emotion.
looking” or retrospective
emotion.

Knowing this, managers can guide their own actions as to how they
communicate with employees knowing their reactions to events.
But, organizations have emotion display norms, or rules that dictate which
types of emotions are expected and appropriate for their members to show.

© McGraw Hill
 Test Your OB Knowledge 5

Liu has a goal to work hard and eventually apply for

a promotion at the Great Grain Company. Liu is
most likely to exhibit positive emotions if
A. the emotions are congruent with his goal.
B. he has emotional intelligence.
C. the emotions are incongruent with his goal.
D. he feels inadequate.
E. he had a bad experience being promoted at his
former company.

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 Test Your OB Knowledge 6

Jessica would like to be a best-selling author. She

studied OB and knows this will take at least 10,000
hours of deliberate practice. Jessica should do all of
the following EXCEPT:
A. identify aspects of performance that need
improvement.
B. get a coach to receive feedback.
C. study other writers and their works.
D. take breaks to maintain concentration.
E. only practice as long as it remains fun.

© McGraw Hill
 Individual Differences: Putting
It All in Context

Figure 3.6 Organizing Framework for Understanding

and Applying OB
© 2021 Angelo Kinicki and Mel Fugate. All rights reserved. Reproduction prohibited without permission of the authors. 

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 End of Main Content.

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