4 -Personality & Emotions

7/30/2019 4 -Personality & Emotions

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Personality and

Emotions



What is Personality?Personality

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

Personality Traits

Enduring characteristicsthat describe anindividual’s behavior.

Personality

Determinants

• Heredity

• Environment

• Situation



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What Is Personality?

Heredity SituationEnvironment



The Myers-Briggs Type Indicator

Personality Types

• Extroverted vs. Introverted (E or I)

• Sensing vs. Intuitive (S or N)

• Thinking vs. Feeling (T or F)

• Judging vs. Perceiving (P or J)

Myers-Briggs Type Indicator (MBTI) A personality test that taps four characteristics andclassifies people into 1 of 16 personality types.



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Style of

Decision Making Judgmental (J)

Perceptive (P)

Preference for

Decision MakingThinking (T)

Feeling (F)

Type of Social

Interaction Introvert (I)

Extrovert (E)

Preference for Gathering Data Intuitive (N)

Sensing (S)

Myers-Briggs Type Indicator



The Big Five Personality Dimensions

Extraversion: Outgoing, talkative, sociable,assertive

Agreeableness: Trusting, good natured,cooperative, soft hearted

Conscientiousness: Dependable, responsible,achievement oriented, persistent

Emotional stability: Relaxed, secure, unworried

Openness to experience: Intellectual, imaginative,

curious, broad minded

Research finding: Conscientiousness is the best (butnot a strong) predictor of job performance



Major Personality Attributes

Influencing OB

1. Locus of control

2. Machiavellianism

3. Self-esteem

4. Self-monitoring

5. Risk taking

6. Type A personality



1 - Locus of Control

Internal locus of control:

belief that one controls key eventsand consequences in one’s life.

External locus of control:

One’s life outcomes attributed toenvironmental factors such as luck or fate.



2 - Machiavellianism

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 thatends can justify means.



3 - Self-Esteem & 4 - Self-Monitoring

Self-Esteem (SE)

Individuals’ degree of liking or disliking themselves.

Self-Monitoring

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



5 - Risk-Taking

High Risk-taking Managers

1. Make quicker decisions

2. Use less information to make decisions

3. Operate in smaller & more entrepreneurial organizations

Low Risk-taking Managers

1. Are slower to make decisions

2. Require more information before making decisions

3. Exist in larger organizations with stable environments

Risk Propensity (tendency)

Aligning managers’ risk-taking propensity to job

requirements should be beneficial to organizations.



6 - Personality Types

Proactive Personality• Identifies Opportunities,

• Shows Initiative,

• Takes Action, and

• Perseveres until meaningful change occurs.

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



Self-Efficacy

A Model of Self-Efficacy

Sources of Self-Efficacy Beliefs : - Prior experience

- Behavior models

- Persuasion from others- Assessment of physical/emotional

state

Self-efficacy: “ A person’s belief about his or her

chances of successfully accomplishing a specifictask.”



Achieving Person-Job Fit

Personality Types

• Realistic

• Investigative

• Social

• Conventional

• Enterprising

• Artistic

Personality-Job Fit Theory

(Holland)

Identifies six personality

types and proposes that thefit between personality typeand occupationalenvironment determinessatisfaction and turnover.



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Holland’s Personality-Job Fit Theory

Type Personality Occupations

Realistic

Investigative

Social

Conventional

Enterprising

Artistic

Shy, Stable, Practical

Analytical, Independent

Sociable, Cooperative

Practical, Efficient

Ambitious, Energetic

Imaginative, Idealistic

Mechanic, Farmer,

Assembly-Line Worker

Biologist, Economist,

Mathematician

Social Worker,

Teacher, Counselor

Accountant, Manager

Bank Teller

Lawyer, Salesperson

Painter, Writer,

Musician



EMOTIONS

Emotions are intense feelings that aredirected at someone or some thing

Moods are feelings that tend to be lessintense than emotions and that lacks a

contextual stimulus

Emotions can turn into moods when one

lose focus on the contextual object



What Are Emotions? (cont’d)

Emotional Labor

A situation in which an employee expressesorganizationally desired emotions during

interpersonal transactions. i.e. doesn’t express thetrue emotions

Emotional Dissonance

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



Felt versus Displayed Emotions

Felt Emotions

An individual’s actual emotions.

They are innate

Displayed Emotions

Emotions that are organizationally required andconsidered appropriate in a given job.

They are learned



Emotion Dimensions

Variety of emotions

Positive

Negative

Intensity of emotions Personality

Job Requirements

Frequency and duration of emotions

How often emotions are exhibited.

How long emotions are displayed.



Gender and Emotions 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.

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.

Aff ti E t Th (AET)



Affective Events Theory (AET)

Emotions are negative or positive

responses to a work environment event.

Personality and mood determine theintensity of the emotional response.

Emotions can influence a broad rangeof work performance and job

satisfaction variables.



AFFECTIVE EVENTS THEORY

Implications of the theory:

Individual response reflects emotions & mood cycles

Current and past emotions affect job satisfaction.

Emotional fluctuations create variations in jobsatisfaction.

Emotions have only short-term effects on job

performance.

Both negative and positive emotions can distract

workers and reduce job performance.



OB Applications of Understanding Emotions

Ability and Selection

Emotions affect employee effectiveness.

Emotional intelligence refers to one ability todetect and to manage emotional cues and

information . Its five dimensions are

1. Self awareness: being aware of what you are

feeling

2. Self management: The ability to manage ones

own emotions and impulses



3. Self motivation. the ability to persist in

the face of setbacks and failures

4. Empathy. The ability to sense how others

are feeling

5. Social skills. The ability to handle the

emotions of others

OB Applications… (cont’d)



Decision Making

Emotions are an important part of thedecision-making process in organizations.

Motivation

Emotional commitment to work and highmotivation are strongly linked.

Leadership

Emotions are important to acceptance of messages from organizational leaders.





Interpersonal Conflict Conflict in the workplace and individual

emotions are strongly intertwined.

Customer Services

Emotions affect service quality delivered to

customers which, in turn, affects customer

relationships.



OB APPLICATION (cont)

Deviant Workplace Behaviors

Negative emotions lead to employee deviance (actions that violate norms and threaten the

organization).1. Productivity failures

2. Property theft and destruction

3. Political actions

4. Personal aggression



Thank you

4 -Personality & Emotions

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