PERSONALITY

TEAM MEMBERS

Neelam Darji 9112 Animesh Dubey 9114 Premal Gangar 9116 Harshal Ghanekar 9118 Vinod Gupta 9120

What is Personality?

The overall profile or combination of characteristics that capture the unique nature of a person as that person reacts and interacts with others.

Combines a set of physical and mental characteristics that reflect how a person looks, thinks, acts, and feels.

Predictable relationships are expected between people’s personalities and their behaviors.

Nature of Personality Personality refers to the set of traits & behaviors

that characterize an individual.

It refers to the relatively stable pattern of behavior &

consistent internal state & explains an individual’s behavioral tendencies.

Personality has both internal (thoughts, values & genetic

characteristics that is inferred from observable behaviors) & external (observable behaviors) elements.

Personality of an individual is relatively stable in nature.

Personality is both inherited as well as it can be shaped

by the environment.

Importance of Personality in OB Law of Behavior: “People are different”

To ensure high performing employees in an organization.

To manage workforce diversity.

Summarizing person’s behaviors & attitudes in relation to a wide range of events.

Personality consists of characteristics or traits that

describe how people are likely to behave in a given situation.

Importance of Personality in OB

Personality is useful in predicting & understanding

the general feelings, thoughts and behaviors of individuals at the workplace.

Contribution of various personality theories.

Personality DeterminantsDeterminants of

Personality

Heredity Environment

Situational

Nature: It advocates thatPart of personality finds itsOrigins in biology (heredity)

Nature: It advocates thatPart of personality finds itsOrigins in biology (heredity)

Heredity and environment

Heredity sets the limits on the development of personality characteristics.

Environment determines development within these limits. 

About a 50-50 heredity-environment split.

Cultural values and norms play a substantial role in the development of personality.

Social factors include family life, religion, and many kinds of formal and informal groups.

Situational factors reflect the opportunities or constraints imposed by the operational context.

Personality Traits

Enduring characteristics that describe an individual’s behavior.

Myers-Briggs Type Indicator (MBTI)

The Big Five Model

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)

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 and classifies people into 1 of 16 personality types.

Extroverted vs. Introverted

Extroverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy.

Sensitive vs. Intuitive

Sensing types are practical and prefer routine and order. They focus on details. Intuitive rely on unconscious processes and look at the “big picture”.

Thinking vs. Feeling

Thinking types uses reason and logic to handle problems. Feelings types rely on their personal values and emotions.

Judging vs. Perceiving

Judging types want control, and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous.

Myers-Briggs Sixteen Primary Traits

The Big Five Model

4–14

Personality Structure (The “Big Five” Traits)Personality Structure (The “Big Five” Traits)

DimensionCharacteristics of a person

Scoring +vely on the dimension

Extroversion Outgoing, Talkative, Sociable,Assertive

AgreeablenessTrusting, good natured,

Cooperative, softhearted

Dependable, responsible,Achievement-oriented

Conscientiousness

Emotional Stability Relaxed, Secure, Unworried

Sensitive, Intellectual,Imaginative, Broadminded

Openness toExperience

Major Personality Attributes Influencing OBMajor Personality Attributes Influencing OB

Personality Traits

Authoritative

Locus of Control

Machiavellianism

Introverts/Extroverts

Self Esteem

Risk taking

Self-Monitoring

Type A & B

Achievement orientation

Major Personality Attributes Influencing OB

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.

Machiavellianism

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

“If it works, use it” is consistent with a high-Mach perspective.

Conditions Favoring High Machs• Direct interaction• Minimal rules and regulations• Distracting emotions

Conditions Favoring High Machs• Direct interaction• Minimal rules and regulations• Distracting emotions

Machiavellianism People with a high-Machiavellian personality:

-- Approach situations logically and thoughtfully.

-- Are capable of lying to achieve personal goals.

-- Are rarely swayed by loyalty, friendships, past promises, or others’ opinions.

-- Are skilled at influencing others.

-- Try to exploit loosely structured situations.

-- Perform in a perfunctory or detached manner in highly structured situations.

Machiavellianism People with a low-Machiavellian personality:

-- Accept direction imposed by others in loosely structured situations.

-- Work hard to do well in highly structured situations.

-- Are strongly guided by ethical considerations.

-- Are unlikely to lie or cheat.

Self-Esteem and Self-MonitoringSelf-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.

Risk-Taking

High Risk-taking Managers Make quicker decisions Use less information to make decisions Operate in smaller and more entrepreneurial

organizations

Low Risk-taking Managers Are slower to make decisions Require more information before making decisions Exist in larger organizations with stable environments

Personality TypesPersonality Types

Personality 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.

Personality TypesProactive 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.

Achieving Person-Job Fit

Personality Types• Realistic• Investigative• Social• Conventional• Enterprising• Artistic

Personality Types• Realistic• Investigative• Social• Conventional• Enterprising• 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.

Person-Organization Fit

Holland’s Typology of Personality

andCongruent

Occupations

Relationships among

Occupational Personality

Types

4–27

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