Personality

A relatively stable set of characteristics that

influences an individuals behavior
Or
A sum total of ways in which an individual
reacts to and interacts with others
Personality Traits
The early research on the structure of
personality revolved around attempts to
identify and label enduring characteristics that
describes an individuals behavior.
Popular characteristics include shy,
aggressive, submissive, lazy ambitious, loyal
and timid
The Big 5 model
The personality theory that states that in order to understand
individuals, we must break down behavior patterns into a series
of observable traits.
Extraversion

Agreeableness
Conscientiousness
Neuroticism/Emotional Stability
Openness to Experience
The Big Five Personality Traits
diagram
1. Extraversion Gregarious, assertive, sociable.
(as opposed to reserved, timid
quiet)
2. Agreeableness Cooperative, warm, agreeable
(as opposed to cold,
disagreeable, antagonistic)
3. Conscientiousness Hardworking, organized,
dependable (as opposed to
lazy, disorganized, unreliable)
4. Emotional Stability Calm, self-confident, cool (as
opposed to insecure, anxious,
depressed)
5. Openness to Experience Creative, curious, cultured ( rather
than practical with narrow interests)
Swiss Psychiatrist Carl Jung built his work
on the notion that people are fundamentally
different, but also fundamentally alike.
The Jungian Approach and
MBTI
MBTI
Preferences
There are four preferences in type theory, and two possible
choices for each of the four preferences. The combination of
these preferences makes up an individuals psychological
type.

1. Extraversion/Introversion
2. Sensing/Intuiting
3. Thinking/Feeling
4. Judging/Perceiving
Extraversion/Introversion
Extraversion-
A preference indicating that an individual is energized with other people.

Introversion-
A preference indicating that an individual is energized by time alone.
EXTRAVERSION-(E)

Outgoing
Publicly Expressive
Interacting
Speaks, then thinks
Gregarious
INTROVERSION- (I)

Quiet
Reserved
Concentrating
Thinks, then speaks
Reflective
2-Sensing/Intuiting
Sensing-
Gathering information through the five senses.

Intuiting-
Gathering information through sixth sense and focusing on what could
be rather than what actually exists.
INTUITING-N
General
Abstract
Head in the clouds
Possibilities
Theoretical
SENSING-S

Practical
Specific
Feet on the ground
Details
Concrete
3-Thinking / Feeling
Thinking-
Making decisions in a logical, objective fashion.
Feeling-
Making decisions in a personal, value oriented way.

THINKING -T

Analytical
Clarity
Head
Justice
Rules
FEELING -F

Subjective
Harmony
Heart
Mercy
Circumstances
4-Judging / Perceiving
Judging-
Preferring closure and completion in making decisions.
Perceiving-
Preferring to explore many alternatives and flexibility.

JUDGING -J

Structured
Time Oriented
Decisive
Makes lists/
uses them
Organized

PERCEIVING-P

Flexible
Open ended
Exploring
Makes lists/
loses them
Spontaneous

Personality Characteristics in
Organizations
Managers should learn as much as possible about
personality in order to understand their employees.
Hundreds of personality characteristics have been
identified.

Personality
Characteristics in Organizations?
Personality Characteristics in
Organizations
Core Self Evaluation
Machiavellianism
Narcissism
Risk taking
Type A and B personalities
Core self Evaluation

Internal Locus of control


People who
believe they control
what happens to them.

External Locus of control


People who
believe that circumstances
or other people control
their fate.

An individuals generalized behavior about internal
control (self control) versus external control
(control by the situations or others)
Locus of Control
Individuals degree of liking and disliking themselves
and the degree to which they think they are worthy or
unworthy as people.
Self Esteem
Machiavellianism
Machiavellianism
The degree to which an individual believes that
the ends justify the means and behave in a
manner which aims at increasing their level
of power within an organization.
Narcissism
Narcissism
A person high in narcissism has a grandiose
sense of self importance, requires excessive
admiration, has a sense of entitlement and is
arrogant
3. Self-Monitoring
The extent to which people base their
behavior on cues from other people and
situations.

Self-Monitoring
Risk Taking

People differ in their willingness to take chances.
This propensity to assume or avoid risk affects how
long it takes managers to make a decision and how
much information they require before making
choice.
The Lifestyle Approach
From the point of view of broad lifestyles, two
types of personalities have been identified.


Are impatient with the rate of work
Move and eat rapidly
Want to measure everything
Do several things simultaneously
Never feel urgency and are patient
Are relaxed
Eat in leisurely fashion
enjoy themselves
Do not display their achievements
Play for fun
Rather than to prove themselves
Personality-Job Fit Theory
Holland (1985) has proposed a personality-job fit
theory of personality.
This theory makes a case for job-specific personality
types.
He has suggested 6 personality types and has
prepared an instrument containing 160 occupational
titles.
Based on respondents preferences, their personality
profiles are prepared.
Hollands Personality Types for
Different Occupations
C
o
n
v
e
n
t
i
o
n
a
l

(
C
)

A
r
t
i
s
t
i
c

(
A
)

Description of Type Preference
Realistic (R)
Practical, Stable, conformist, Like physical activities, enjoy exercising skills, like a
Straight forward, honest challenge and try hard to achieve.
Investigative (I)
Cognitive, independent, analytical Enjoy activities that require thinking, like organizing
Curious, original. Researching and predicting outcomes.
Artistic (A)
Creative, imaginative, disorderly Prefer less order environments and activities, like
Impractical, emotional. Ambiguity, enjoy activities involving creativity.
Social (S)
Social able, cooperative, emphatic Enjoy human contact, working in helpful groups or
Friendly. Teams, values helping others develop.
Enterprising (E)
Ambiguous, assertive, dominant, Like dealing, verbal contact and dominating others
Confidence, active. Enjoy, situation that give a sense of winning
Conventional (C)
Rigid, conformist, uncreative, practical, Prefer well-defined activities, like a highly regulated
Efficient, orderly, dislike ambiguity. Environment.
The Feelings experienced towards an
object, person or event that create a state
of readiness.
Emotional Labor
Emotional labor is an employee
expression of organizationally desired
emotions during interpersonal
transactions at work
The ability to monitor our own & other feelings
& emotions to discriminate among them and to
use this information to guide our thinking and
actions .
Dimensions of Emotional Intelligence
Dimensions of
Emotional
Intelligence
Self-
AWARENESS
Self
regulation
Social
Skill
Self
Motivation
Empathy