Post on 14-Jan-2017
Presentation on Personality and its Impact on
Behavior
By: Abhisek Khatua
Presentation Outline
Meaning of Personality
Determinants of Personality
Various Personality Theories Showing Impact of Personality on Behavior
Measuring Personality
Impact of Personality on Behavioral Style and Organizational Behavior (Modern Aspects)
Meaning of Personality
o Word “Personality” derived from Latin word “Persona” denotes masks that used to be worn by theatrical players.
o The Sum total of ways in which an individual reacts and interacts with others, measurable traits of a person exhibits.
o An individual’s unique pattern of thoughts, feelings, and behaviors that continues over time and across situations.
Unique Pattern of Thoughts
Unique Pattern of Feelings
Unique Pattern of Behavior
Personality and its aspectsRoot cause of
Human Behavior
Superficial Social Image that we adopt
Most Dominant Characteristics
of our Behavior
Personality is the Study of
Person
It is Dynamic
Determinants of Personality (Personality is the result of Heredity and Environment)
Determinants of Personality
Biological factors Family & Social factors Cultural factors Situational factors
1. Heredity
2. Brain
3. Physical features
1. Socialization process
2. Identification process 4. Home environment
5. Social Group.
1. Independence (Australia)
2. Aggression (North Korea)
3. Competition (India)
4. Co-operation (Japan)
1. Positive Behavior
2. Negative Behavior
Personality Theories Showing Impact of Personality on Behavior
1. Big Five Traits Theory2. Holland’s Personality-Job Fit Theory 3. Psychoanalytical Theory4. Social Cognitive Theory5. Humanistic Theory
Theories at a Glance
Trait Theories: Attempt to learn what traits make up personality and how
they relate to actual behavior
Psychodynamic Theories: Focus on the inner workings of personality, especially
internal conflicts and struggles
Humanistic Theories: Focus on private, subjective experience and personal growth
Social-Cognitive Theories: Attribute difference in personality to socialization,
expectations, and mental processes
The Big 5 Personality Traits
Neuroticism• Less negative thinking andfewer negative emotions• Less hyper-vigilant
• Higher job & life satisfaction• Lower stress levels
Extroversion• Better interpersonal skills• Greater social dominance• More emotionally expressive
• Higher performance• Enhanced leadership• Higher job & life satisfaction
Openness to Experience
• Increased learning• More creative• More flexible & autonomous
• Training performance• Enhanced leadership• More adaptable to change
Agreeableness• Better liked• More compliant andconforming
• Higher performance• Lower levels of deviant behaviour
Conscientiousness
• Greater effort & persistence• More drive and discipline• Better organized & planning
• Higher performance• Enhanced leadership• Greater longevity
Big Five Traits Why Relevant What does it Affect
Psychodynamic Theory
Holland’s Personality-Job Fit Theory
Myers-Briggs Type Indicator (MBTI)The most widely used personality assessment instrument in the world. It is a 100-question personality test that asks people how they usually feel or act in particular situations.
1. Extraverted (E) versus Introverted (I).2. Sensing (S) versus Intuitive (N).3. Thinking (T) versus Feeling (F).4. Judging (J) versus Perceiving (P).
Personality Framework, assess its
strengths and weakness
Widely used by Apple, GE, 3M, AT&T
and Citigroup
Impact of Personality on Behavioral Style and
Organizational Behavior
Important Role Player in Organizational Behavior. How People think, feel, behave affects many aspects of workplace. Personality influence behavior in Groups, attitudes, the way of
decision making.
Personality of Individual
Individual Behavior
Organizational Behavior
Personality
Leadership
Motivation
PerformanceConflict
ORGANISATIONAL APPLICATION OF PERSONALITY:
Organizational Success People with Particular Personality
Effective and Efficient Goal Achievement
Personality reflects how employees get on with each other and their work.
Personality measurements may be used to enable decisions relating to people.
Employees-who to recruit and select for employment, who to use for a particular role or task, who to use in a particular group and who to use for an overseas assignment and who to promote or develop.
Customers-how to develop and market products and services.
Does Personality Predict Organizational Citizenship Behavior among Managerial Personnel ?
Organizational citizenship behavior (OCB) is a newly emerging concept in the literature of organization behavior. The study was conducted on 188 front level managers to examine the role of personality in organizational citizenship behavior.
You can’t fake a personality, purpose, or passion.
According to Sir Richard Branson (Virgin Group Founder):
“You can’t train a Personality”
Doesn't hire people for their skills and qualifications. He hires them for cultural fit with one of his 400 companies.
Branson suggests leaders draw out a candidate's personality during an interview, and look for someone who's not only a good fit with the company but versatile.
"Find people with transferable skills--you need team players who can pitch in and try their hand at all sorts of different jobs," he writes on LinkedIn
Global Concept Personality predicts the
performance of Entrepreneurs
Right Personality for Global Work Place
Impact of Personality Traits to Individual Behavior Style and
Organizational Behavior
Machiavellianism (Mach)
Who believe : ends can justify meansMaintains emotional distance.
1. Enjoy Direct Interactions.2. Prefer minimum rules and regulations.3. Enjoy emotions distract for others
High-Mach
Who believe : ends may not justify means.
1. Like their Job Less.2. More Stressed by their Jobs.3. Engage in more deviant work behaviors.
Low- Mach
It is the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.
Narcissism
A Narcissism Person:
• Has grandiose sense of self-importance, • Requires excessive admiration, • Has a sense of entitlement, • Is arrogant,• Tends to rated as less effective.
1. More Charismatic.2. Likely to Emerge as Leaders.3. Display better psychological health as they self-report4. Organization sees them as Influential
1. Undesirable.2. Want to gain admiration of others3. ‘Talk Down Attitude’4. Selfish5. Belief others exists for their Benefits6. Higher Employee Turnover
Adva
ntag
esD
isadvantages
Proactive Personality
People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.
Select, Create, and Influence
work Situations in their Favor
Satisfied with Work
Help Others
Build Relationsh
ips
Entrepreneurial
Initiative
Engage in Career
Planning
Positive Change Agents
It is the Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person.
Core Self-Evaluation
See themselves as capable, effective.In control of their environment.
1. Perform better than others.2. Ambitious Goals, committed towards goals.3. Persists longer to achieve the goals.
PositiveDislike themselves. Question their capabilities.View themselves as powerless over their environment.
1. Lower Performance2. Not Committed3. Loosing Focus4. Not Stable
Negative
Locus of Control
Who believe that they control what happens to them (Good Managers)
1. Confident2. Task Performer3. Self-Motivated
Internals Who believe that what happens to them is controlled by outside forces such as luck or chance (Low Performers, Subordinates)
1. Luck Dependent2. Not seems to be Hardworking3. Followers4. Easy Targets for Conflict
Externals
It means the degree to which people believe they are masters of their own fate.
Self-Monitoring
A personality trait that measures an individual’s ability to adjust his or her behavior to external, situational factors.
• Flexible• Unpredictable • Behave differently in different situations.• Emerge as Leaders• More Mobile and receive more Promotions
High Self-Monitors
• act from internal states rather than from situational cues.
• less likely to respond to work group norms or supervisory feedback.
• show consistency.
Low Self-Monitors
Risk Taking
Risk Taking is the willingness to take chances to get return; a quality that affects how much time and information an Individual need to make a decision.
High Risk Taker
1. Make quicker decisions2. Use less information to make decisions
Operate in smaller and more entrepreneurial organizations
Low Risk Taker
1. Are slower to make decisions2. Require more information before making decisions
Exist in larger organizations with stable environments
Self Efficiency
It means the beliefs and expectations about one’s ability to accomplish a specific task effectively.
Sources:Prior ExperiencePrior SuccessPositive Thinking
Impact:Independent WorkerMotivatedLet’s Do Approach
Self Esteem
It is the feeling of Self-Worth. It includes Internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention.
Highly Motivated
• Always ready to take new Opportunities
Result Oriented
• Always hungry for Rewards and Incentives
Respect and
Status• They work
for Name and fame
Success
Failure
Conclusion
References
Stephen P. Robbins & Timothy A. Judge, Organizational Behavior, 15th Edition, 131-148.
Akhilendra K. Singh and A. P. Singh, Does Personality Predict Organizational Citizenship Behavior among Managerial Personnel, Journal of the Indian Academy of Applied Psychology, July 2009, Vol. 35, No. 2, 291-298.
Genpact Official Website
Hogan, J., Rybicki, S. L., Motowidlo, S. J., & Borman, W. C. (1998). Relationship between contextual performance, personality and occupational advancement. Human Performance, 11, 189-207.
Thank You