4 chapter-4 personality & emotions ob

KDR University, PA Faculty, Organizational Behavior Chapter-4, Lecture by: Barai Mobarez 3–1

Personality, and Emotions

Chapter-4

Organizational Behavior Stephen P. Robbins

T E N T H E D I T I O N

Learning Objectives:Learning Objectives:

After studying this chapter you should be able to:

1.Explain the factors that determine an individual’s personality.

2.Describe the MBTI personality framework.

3.Identify the key traits in the Big Five personality model.

4.Explain the impact of job typology on the personality/job performance relationship.

5.Differentiate emotions from moods.

6.Contrast felt versus displayed emotions.

7.Explain gender-differences in emotions.

8.Describe external constraints on emotions.

9.Apply concepts on emotions to OB issues.


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What is Personality?What is Personality?

Personality

The sum total of ways in which an individual reacts and interacts with others.

Personality is the coherent patterning of affect, cognition, and desires (goals) as they lead to behavior. To study personality is to study how people feel, how they think, what they want, and finally, what they do. That people differ from each other in all four of these domains is obvious.

Personality

Determinants

• Heredity

• Environment

• Situation

KDR University, PA Faculty, Organizational Behavior Chapter-4, Lecture by: Barai Mobarez

Personality DeterminantsPersonality Determinants

Heredity: Factors that were deter –mined at conception - physical stature, facial attractiveness, gender, temperament, muscle composition and reflexes, energy level, and biological rhythms – biological, physiological and inherent psychological make up of parents. – the heredity approach says that the ultimate explanation of an individual’s personality is the molecular structure of the genes, located in the chromosomes.

Environment: Culture in which one is raised, early conditioning, the norms among our family, friends, social groups, and other influences we experience. Both heredity and environment are important. Heredity sets the parameters or outer limits, but an individual’s full potential will be determined by how well he or she adjusts tot eh demands and requirements of the environment.

Situation: Influences the effects of environment on personality, which changes in different situations. Certain situations are more significant than others.


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The Myers-Briggs Type Indicator (16 Personalities)The Myers-Briggs Type Indicator (16 Personalities)

Personality Types

• Extroverted vs. Introverted (E or I)

• Sensing vs. Intuitive (S or N)

• Thinking vs. Feeling (T or F)

• Perceiving Vs. Judging (P or J)

Personality Types

• Extroverted vs. Introverted (E or I)

• Sensing vs. Intuitive (S or N)

• Thinking vs. Feeling (T or F)

• Perceiving Vs. Judging (P or J)

Myers-Briggs Type Indicator (MBTI)

A personality test that taps four characteristics and classifies people into 1 of 16 personality types.


Personality Traits: Enduring characteristics that describe an individual’s behavior.

1.The Myers-Briggs Type Indicator (MBTI)

2.The Big Five Model

Sample test result Sample test result


The (Big Five) Models:The (Big Five) Models:

1. Extroversion (sociability):

1. A personality dimension describing someone who is sociable, gregarious and assertive.

2. Agreeableness: 1. A personality dimension that describes someone who is good-natured, cooperative and

trusting.3. Conscientiousness (painstakingness):

1. A personality dimension that describes someone who is responsible, dependable, persistent and organized.

4. Emotional stability: 1. A personality dimension that characterizes someone as calm, self-confident, secure

(positive), versus nervous, depressed and insecure (negative).5. Openness to experience:

1. A personality dimension that characterizes someone in terms of imagination, sensitivity and curiosity.


Exhibit 2-4 Big Five Personality FactorsExhibit 2-4 Big Five Personality Factors


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Major Personality Attributes Influencing OBMajor Personality Attributes Influencing OB

1. Locus of Control

2. Machiavellianism

3. Self-Esteem

4. Self-Monitoring

5. Risk-Taking

6. Type A Personality

7. Type B Personality

8. Proactive Personality


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Locus of ControlLocus of Control

Locus of Control

The degree to which people believe they are masters of their own fate.

InternalsIndividuals who believe that they control what happens to them.

ExternalsIndividuals who believe that what happens to them is controlled by outside forces such as luck or chance.


The Effects of Locus of Control on PerformanceThe Effects of Locus of Control on Performance


Condition Performance

Information Processing The work requires complex information processing and complex learning

Internals perform better

The work is quite simple and easy to learn Internals perform better than externals

Initiative The work requires initiative and independent action


The work requires compliance and conformity Externals perform better

Motivation The work requires high motivation and provides valued rewards in return for greater effort; it offers incentive pay for greater productivity


The work does not require great effort and contingent rewards are lacking; hourly pay rates are determined by collective bargaining

Externals perform at least as well as internals

Source: J. B. Miner, Industrial-Organizational Psychology (New York: McGraw Hill, 1992), p. 151. Reprinted with permission of The McGraw-Hill Companies. 3–17

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MachiavellianismMachiavellianism

Conditions Favoring High Machs

• Direct interaction

• Minimal rules and regulations

• Emotions distract for others

Conditions Favoring High Machs

• Direct interaction

• Minimal rules and regulations

• Emotions distract for others

Machiavellianism (Mach)

Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.


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Self-Esteem and Self-MonitoringSelf-Esteem and Self-Monitoring

Self-Esteem (SE)

Individuals’ degree of liking or disliking themselves.

Self-Monitoring

A personality trait that measures an individuals ability to adjust his or her behavior to external, situational factors.


Branden’s Six Pillars of Self-EsteemBranden’s Six Pillars of Self-Esteem


1. Living consciously: Be aware of everything that affects your values and goals, and act with awareness.

2. Self-acceptance: Accept who you are without criticism and judgment.

3. Personal responsibility: Take responsibility for the decisions you make and the things you do.

4. Self-assertiveness: Honour your wants, needs, and values, and don’t be afraid to speak up for things that are important to you.

5. Living purposefully: Develop short- and long-term goals, and make realistic plans to achieve your goals.

6. Personal integrity: Live up to your word and your values.

Source: Adapted from N. Branden, Self-Esteem at Work: How Confident People Make Powerful Companies (San Francisco: Jossey-Bass, 1998), pp. 33-36). 3–20

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Risk-TakingRisk-Taking

High Risk-taking Managers– Make quicker decisions– Use less information to make decisions

Low Risk-taking Managers– Are slower to make decisions– Require more information before making decisions


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Personality TypesPersonality TypesType A’s1. are always moving, walking, and eating rapidly;2. feel impatient with the rate at which most events take place;3. strive to think or do two or more things at once;4. cannot cope with leisure time;5. are obsessed with numbers, measuring their success in

terms of how many or how much of everything they acquire.

Type B’s1. never suffer from a sense of time urgency with its

accompanying impatience;2. feel no need to display or discuss either their achievements

or accomplishments;3. play for fun and relaxation, rather than to exhibit their

superiority at any cost;4. can relax without guilt.


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Personality TypesPersonality Types

Proactive Personality

Identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs.

Creates positive change in the environment, regardless or even in spite of constraints or obstacles.


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Achieving Person-Job FitAchieving Person-Job Fit

Personality Types

1.Realistic

2.Investigative

3.Social

4.Conventional

5.Enterprising

6.Artistic

Personality Types

1.Realistic

2.Investigative

3.Social

4.Conventional

5.Enterprising

6.Artistic

Personality-Job Fit Theory (Holland)

Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.


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Holland’s Typology of Personality

andCongruent

Occupations

Holland’s Typology of Personality

andCongruent

Occupations


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Relationships among

Occupational Personality

Types

Relationships among

Occupational Personality

Types

Source: Reprinted by special permission of the publisher, Psychological Assessment Resources, Inc., from Making Vocational Choices, copyright 1973, 1985, 1992 by Psychological Assessment Resources, Inc. All rights reserved.


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Emotions- Why Emotions Were Ignored in OBEmotions- Why Emotions Were Ignored in OB

1. The “myth of rationality” Organizations are not emotion-free.

1. Emotions of any kind are disruptive to organizations. Original OB focus was solely on the effects of strong

negative emotions that interfered with individual and organizational efficiency.


Meaning Of Emotions Meaning Of Emotions


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What Are Emotions?What Are Emotions?

MoodsFeelings that tend to be less intense than emotions and that lack a contextual stimulus.

EmotionsIntense feelings that are directed at someone or something.

AffectA broad range of emotions that people

experience.


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What Are Emotions? (cont’d)What Are Emotions? (cont’d)

Emotional Labor

A situation in which an employee expresses organizationally desired emotions during interpersonal transactions.

Emotional Dissonance

A situation in which an employee must project one emotion while simultaneously feeling another.


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Felt versus Displayed EmotionsFelt versus Displayed Emotions

Felt Emotions

An individual’s actual emotions.

Displayed Emotions

Emotions that are organizationally required and considered appropriate in a given job.


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Emotion ContinuumEmotion Continuum

The closer any two emotions are to each other on the continuum, the more likely people are to confuse them.

Source: Based on R.D. Woodworth, Experimental Psychology (New York: Holt, 1938).


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Emotion DimensionsEmotion Dimensions

1. Variety of emotions

– Positive– Negative

1. Intensity of emotions

– Personality– Job Requirements

1. Frequency and duration of emotions

– How often emotions are exhibited.– How long emotions are displayed.


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Gender and EmotionsGender and Emotions

1. Women– Can show greater emotional expression.– Experience emotions more intensely.– Display emotions more frequently.– Are more comfortable in expressing emotions.– Are better at reading others’ emotions.

1. Men– Believe that displaying emotions is inconsistent with the male

image.– Are innately less able to read and to identify with others’

emotions.– Have less need to seek social approval by showing positive

emotions.


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External Constraints on EmotionsExternal Constraints on Emotions

OrganizationalInfluences

CulturalInfluences

IndividualEmotions


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Ability and SelectionAbility and Selection

Emotional Intelligence (EI)

– Self-awareness– Self-management– Self-motivation– Empathy– Social skills

Research Findings

– High EI scores, not high IQ scores, characterize high performers.

Emotional Intelligence

An assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures.


Emotional IntelligenceEmotional Intelligence

Emotional Intelligence (EI): An assortment of Non-cognitive skills, capabilities, and competencies that influence a person's ability to succeed in coping with environmental demands and pressures.

Five dimensions– Self-awareness– Self-management– Self-motivation– Empathy– Social skills

Negative Workplace Emotions:Negative emotions can lead to negative workplace behaviors:

– Production (leaving early, intentionally working slowly)– Property (stealing, sabotage)– Political (gossiping, blaming co-workers)– Personal aggression (sexual harassment, verbal abuse)


Typology of Deviant workplace behaviour Typology of Deviant workplace behaviour

CATEGORY EXAMPLES

Performance

1. Coming late or leaving early.

2. Working slowly.

3. Being careless and making mistakes that lead to losses.

Material

1. Arson

2. Sabotage

3. Stealing

Interpersonal

1. Being biased.

2. Verbal abuse.

3. Being cynical and negative.

4. Blaming others.

5. Sexual harassment.

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Affective Events Theory (AET)Affective Events Theory (AET)

1. Emotions are negative or positive responses to a work environment event.

– Personality and mood determine the intensity of the emotional response.

– Emotions can influence a broad range of work performance and job satisfaction variables.

1. Implications of the theory:

– Individual response reflects emotions and mood cycles.

– Current and past emotions affect job satisfaction.

– Emotional fluctuations create variations in job satisfaction.

– Emotions have only short-term effects on job performance.

– Both negative and positive emotions can distract workers and reduce job performance.


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OB Applications of Understanding EmotionsOB Applications of Understanding Emotions

1. Decision Making

–Emotions are an important part of the decision-making process in organizations.

1. Motivation

–Emotional commitment to work and high motivation are strongly linked.

1. Leadership

–Emotions are important to acceptance of messages from organizational leaders.


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OB Applications… (cont’d)OB Applications… (cont’d)

1. Interpersonal Conflict– Conflict in the workplace and individual emotions are strongly

intertwined.

1. Deviant Workplace Behaviors– Negative emotions lead to employee deviance (actions that violate

norms and threaten the organization).• Productivity failures• Property theft and destruction• Political actions• Personal aggression


Useful websites for Personality Useful websites for Personality

1. International Personality Item Pool:1. http://ipip.ori.org/

1. 16 personality test:1. https://www.16personalities.com/free-personality-test

1. The Big Five Model Personality Test:1. http://www.personalitytest.org.uk/

1. Personality Theory and Research:1. http://www.personality-project.org/


http://ipip.ori.org/

https://www.16personalities.com/free-personality-test

http://www.personalitytest.org.uk/

http://www.personality-project.org/

Summary and ImplicationsSummary and Implications

1. What is personality and how does it affect behavior?– Personality helps us predict behavior.– Personality can help match people to jobs, to some extent at

least.

1. Can emotions help or get in the way when we’re dealing with others?– They can hinder performance, especially when emotions are

negative.– They can also enhance performance.


4 chapter-4 personality & emotions ob

Leadership & Management

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