Professional Documents
Culture Documents
CHAPTER 2
Personality
dynamics
ORGANISATIONALBEHAVIOUR
ORGANISATIONAL BEHAVIOUR
Learning Outcomes
Learning Outcomes
Goal Setting
Planning Evaluating
setting Standards
Japanese
vs.
American
self
conceptions
Source: Adapted from D. C. Barnlund, ‘Public and Private Self in Communicating with Japan’, Business Horizons, March–April 1989, pp. 32–40.
• Conclusion
o Individualistic cultures socialise people to focus on themselves, while people
in collectivistic cultures are socialised to fit into the community and to do
their duty.
Table 2.1
Six Pillars
of Self-
Esteem
Self-efficacy
Figure 2.1
A Model of How
Self-Efficacy
Beliefs Can Pave
the Way for
Success or Failure
Application of self-efficacy
Application of self-efficacy
Locus of control
Self-monitoring
• High SMs enjoyed more internal and external promotions than did
their low SM classmates
Locus of control
• Internals: attributes outcomes to one’s own action
o See themselves as active agents.
o Assume that they can control events in their lives by effort and skill
o Tends to blame negative events, such as failing an exam, on personal
shortcomings
• Internals are more inclined to search for relevant information than externals
• The high value placed on personal autonomy in Western culture implies that an
internal locus of control is viewed more favourably than an external locus of
control.
© 2018 McGraw-Hill Education Chapter 2- 21
ORGANISATIONAL BEHAVIOUR
• Internals have a tendency to believe they control the work environment through
their behaviour, they will attempt to exert control over the work setting.
• Organisations may want to place internals in jobs requiring high initiative and
low compliance.
• Routine and clearly structured tasks are found to increase the motivation of
externals, while they decrease motivation among internals.
Personality
• Stable physical and mental characteristics that give the individual his
or her identity.
Table 2.2
The Big
Five
Personality
Dimensions
Each of the four dimensions is independent of the other three, which leads to 16
personality types.
• The problem with personality types is that the types are rigid
Intelligence
Intelligence
• The evidence is strong that cognitive ability is the best predictor of
performance, regardless of what the job is.
• Psychometrics
PREDICTIVE
VALIDITY
FAKING