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Personality 1

1. The document discusses personality - what it is, how it is measured, and theories about its determinants such as heredity and environment. 2. Two frameworks for describing personality traits are discussed: the Myers-Briggs Type Indicator and the Big Five model. The Myers-Briggs classifies people into 16 types while the Big Five examines extraversion, agreeableness, conscientiousness, emotional stability, and openness. 3. Research found conscientiousness consistently predicts higher job performance across occupations. Extroversion also predicts performance for some jobs like management.

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shruthi vandhana
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35 views

Personality 1

1. The document discusses personality - what it is, how it is measured, and theories about its determinants such as heredity and environment. 2. Two frameworks for describing personality traits are discussed: the Myers-Briggs Type Indicator and the Big Five model. The Myers-Briggs classifies people into 16 types while the Big Five examines extraversion, agreeableness, conscientiousness, emotional stability, and openness. 3. Research found conscientiousness consistently predicts higher job performance across occupations. Extroversion also predicts performance for some jobs like management.

Uploaded by

shruthi vandhana
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 PPT, PDF, TXT or read online on Scribd
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1

PERSONALITY
2

WHAT IS PERSONALITY?
The dynamic organization within the individual of those
psychophysical systems that determine his unique
adjustments to his environment. - Gordon Allport.
– The sum total of ways in which an individual reacts and
interacts with others, the measurable traits a person
exhibits
Measuring Personality
– Helpful in hiring decisions
– Most common method: self-reporting surveys
– Observer-ratings surveys provide an independent
assessment of personality – often better predictors
3

An early argument centered on whether or not personality was the


result of

• Heredity
• Environment.
4

PERSONALITY
DETERMINANTS
Heredity
– Factors determined at conception:
physical stature, facial attractiveness, gender, temperament, muscle
composition and reflexes, energy level
– This “Heredity Approach” argues that genes are the source
of personality
– Twin studies: raised apart but very similar personalities
– Parents don’t add much to personality development
– There is some personality change over long time periods
5

Environment

Factors that exert pressures on our


personality formation:

• The culture in which we are raised


• Early conditioning
• Norms among our family
• Friends and social groups
6

Situation
• Influences the effects of heredity and environment on personality
• The different demands of different situations call forth different
aspects of one’s personality.
• There is no classification scheme that tells the impact of various
types of situations.
• Situations seem to differ substantially in the constraints they
impose on behavior.
7

PERSONALITY TRAITS

Enduring characteristics that describe an individual’s


behavior
– The more consistent the characteristic and the more
frequently it occurs in diverse situations, the more
important the trait.

Two dominant frameworks used to describe


personality:
– Myers-Briggs Type Indicator (MBTI®)
– Big Five Model
8

THE MYERS-BRIGGS TYPE


INDICATOR
Most widely used instrument in the world.
Participants are classified from16 possible personality
types, such as ENTJ.
9

THE MYERS-BRIGGS
TYPE INDICATOR

Sociable and Quiet and


Assertive Shy

Practical and Unconscious


Orderly Processes

Use Reason Uses Values


and Logic & Emotions

Want Order Flexible and


& Structure Spontaneous

© 2009 Prentice-Hall Inc. All rights reserved. 4-9


10

THE TYPES AND THEIR


USES
 Each of the sixteen possible combinations has a
name, for instance:
– Visionaries (INTJ) – original, stubborn, and driven.
– Organizers (ESTJ) – realistic, logical, analytical, and
businesslike.
– Conceptualizer (ENTP) – entrepreneurial, innovative,
individualistic, and resourceful.

 Research results on validity mixed.


– MBTI® is a good tool for self-awareness and counseling.
– Should not be used as a selection test for job candidates.
11

• ISTJ - The Duty Fulfillers • INTJ - The Scientists


• ESTJ - The Guardians • ENTP - The Visionaries
• ISFJ - The Nurturers • INTP - The Thinkers
• ESFJ - The Caregivers • ENFJ - The Givers
• ISTP - The Mechanics • INFJ - The Protectors
• ESTP - The Doers • ENFP - The Inspirers
• ESFP - The Performers • INFP - The Idealists
• ISFP - The Artists
• ENTJ - The Executives
12
13

THE BIG FIVE MODEL OF


PERSONALITY
DIMENSIONS
14

• Extraversion- comfort with relationship


• Agreeableness- individual’s propensity to defer to others
• Conscientiousness- reliability
• Emotional stability- ability to withstand stress (neuroticism)
• Openness to experience- range of interest and likeness for novelty
15

Research found important relationships between


these personality dimensions and job performance.
16

• A broad spectrum of occupations was examined in addition to job


performance ratings, training proficiency (performance during training
programs), and personnel data such as salary level.

• Conscientiousness predicted higher job performance for all occupational


groups.
17

CONSCIENTIOUSNESS

• Dependable,
• Reliable,
• Careful, Tend to have higher
• Thorough, job
• Able to plan,
• Organized,
• Hardworking,
• Persistent,
• Achievement-oriented.
performance
18

• Employees higher in conscientiousness develop higher levels of job


knowledge.

• There is a strong and consistent relationship between conscientiousness


and organizational citizenship behavior (OCB).
19

For the other personality dimensions, predictability depended upon both


the performance criterion and the occupational group.

• Extroversion predicts performance in managerial and sales positions.

• Openness to experience is important in predicting training proficiency.


20

HOW DO THE BIG FIVE TRAITS PREDICT


BEHAVIOR?

• Employees who score higher for example in conscientiousness,


develop higher levels of job knowledge
• Extraverts tend to be happier in their jobs and do better in jobs
that require significant interpersonal interaction as they have
better social skills.

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