Robbins & Judge

Organizational Behavior
14th Edition

Personality
Personality and
and Values
Values

4-1

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Assessing
Assessing the
the Unconscious
Unconscious ---- Rorschach
Rorschach
Rorschach Inkblot Test
the most widely used projective test
a set of 10 inkblots designed by
Hermann Rorschach

Rorschach

Assessing
Assessing the
the Unconscious
Unconscious ---- Rorschach
Rorschach

used to identify peoples inner feelings by

analyzing their interpretations of the blots

Assessing
Assessing the
the Unconscious
Unconscious ---- TAT
TAT

Thematic Apperception
Test (TAT)
People express their inner
motives through the
stories they make up
about ambiguous scenes

Personality
Personality Traits
Traits
Particular tendencies to feel, think, and act
in certain ways that can be used to
describe the personality of every
individual
Managers personalities influence their
behavior and approach to managing
people and resources

3-21

Managers
Managers and
and Traits
Traits
No single trait is right or wrong for being an
effective manager
Effectiveness is determined by a complex
interaction between the characteristics of
managers and the nature of the job and
organization in which they are working

3-22

Managers
Managers and
and Traits
Traits
Personality traits that enhance managerial
effectiveness in one situation may actually
impair it in another

3-23

Personality
Personality Tests
Tests Can
Can help
help in;
in;

Personality Tests;

1. Screening
2. Selection
3. Succession Planning
4. Career Planning
5. Team Building
6. Management Development

Personality
Personality Determinants
Determinants
Heredity
Factors determined at conception: physical
stature, facial attractiveness, gender, temperament,
muscle composition and reflexes, energy level, and
bio-rhythms
This Heredity Approach argues that genes are
the source of personality
Twin studies: raised apart but very similar
personalities
There is some personality change over long time
periods

Personality
Personality Determinants
Determinants
Heredity;

It includes physical stature, facial attractiveness, gender,

temperament, muscle composition, reflexes, energy level,
biological rhythms are influenced by the parents
biological, physiological and psychological make up.

Environment;

Culture establishes the norms, attitudes and values that

plays an important role in shaping our personality.

Situation;

Situation influences the effects of heredity and

environment.

MyersMyersBriggs
Briggs
Sixteen
Sixteen
Primary
Primary
Traits
Traits

Personality
Personality Assessment
Assessment Instruments:
Instruments:

Enduring characteristics that describe an

individuals behavior

Two dominant frameworks used to describe

personality
1) Myers-Briggs Type Indicator (MBTI)
2) Big Five Model

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

Personality
PersonalityTypes
Types
1.Extroverted
1.Extrovertedvs.
vs.Introverted
Introverted(E
(Eor
orI)I)
2.Sensing
2.Sensingvs.
vs.Intuitive
Intuitive(S
(Sor
orN)
N)
3.Thinking
3.Thinkingvs.
vs.Feeling
Feeling(T
(Tor
orF)
F)
4.Judging
4.Judgingvs.
vs.Perceiving
Perceiving(P
(Por
orJ)
J)

The
The Myers-Briggs
Myers-Briggs Type
Type Indicator
Indicator

Most widely used instrument in the world. Participants are classified on four
axes to determine one of 16 possible personality types, such as ENTJ.

Outgoing open
Sociable and
Assertive

Extroverted
types
(E)

Practical and prefer

Sensing types
routine ordered n
(S)
organized
Use Reason
and Logic
Want controlled
Ordered &
Structured
environment

Introverted
types
(I)

Quiet and Shy

appeared to be timid

Intuitive
types
(N)

Unconscious
Processes, gut
feelings n take
holistic approach

Thinking types Feeling types

(T)
(F)

Judging types
(J)

Perceiving
types
(P)

Uses personal
Values & Emotions

Flexible and
Spontaneous

The
The Myers-Briggs
Myers-Briggs Type
Type Indicator
Indicator

Most widely used instrument in the world. Participants are classified on

four axes to determine one of 16 possible personality types, such as ENTJ.

Sociable and
Assertive

Extroverted
(E)

Introverted
(I)

Quiet and Shy

Practical and
Orderly

Sensing
(S)

Intuitive
(N)

Unconscious
Processes

Use Reason
and Logic

Thinking
(T)

Feeling
(F)

Uses Values &

Emotions

Want Order
& Structure

Judging
(J)

Perceiving
(P)

Flexible and
Spontaneous

The
The Myers-Briggs
Myers-Briggs Type
Type Indicator
Indicator
Most widely used instrument in the world.
Participants are classified on four axes to determine
one of 16 possible personality types, such as ENTJ.
Sociable and
Assertive

Quiet and Shy

Practical
and
Orderly
Use
Reason
and Logic
Want Order
& Structure

Unconscio
us
Processes
Uses
Values &
Emotions
Flexible
and
Spontaneo
us

The
The Types
Types and
and Their
Their Uses
Uses
Each of the sixteen possible combinations has a
name, for instance:
Visionaries (INTJ) original, stubborn, and driven.
Organizers (ESTJ) realistic, logical, analytical, and
businesslike.
Conceptualizer (ENTP) entrepreneurial, innovative,
individualistic, and resourceful.

Research results on validity mixed.

MBTI is a good tool for self-awareness and
counseling.
Should not be used as a selection test for job
candidates.
4-33

Personality
Personality Assessment
Assessment Instruments:
Instruments:

The
TheBig
BigFive
FiveModel
Modelof
ofPersonality
PersonalityDimensions
Dimensions
Extroversion
Sociable, gregarious (shokh) , and assertive (quite, shy and timid)

Agreeableness
Good-natured, cooperative, n trusting. (cold, disagreeable, antagonist)

Conscientiousness
Responsible, dependable, persistent, n organized. (distracted,
disorganized)

Emotional Stability
Calm, self-confident, secure (positive) versus nervous,
anxious, depression, and insecurity (negative).

Openness to Experience
Imagination,, sensitivity, creative and curiosity. Conventional,
feel comfortable with familiar environment

Big
Big Five
Five Personality
Personality Traits
Traits
Extraversion

Tendency to experience positive emotions and moods and feel good

about oneself and others

Managers high in extraversion tend to be sociable, affectionate, outgoing

and friendly

Managers low in extraversion tend to be less inclined toward social

interaction and have a less positive outlook

Agreeableness

Tendency to get along well with others

Managers high in agreeableness are likable, affectionate and care about

others

Managers with low agreeableness may be distrustful, unsympathetic,

uncooperative and antagonistic

3-36

Big
Big Five
Five Personality
Personality Traits
Traits
Conscientiousness
tendency to be careful, scrupulous, and persevering
Managers high in this trait are organized and self-disciplined
Managers low in this trait lack direction and self-discipline

Openness to Experience
tendency to be original, have broad interests, be open to a wide range of
stimuli, be daring and take risks
Managers, high in openness to experience may be likely to take risks, be innovative
in planning and decision making
Managers, low in this trait may be less prone to take risks and be more conservative
in planning and decision making

3-37

Big
Big Five
Five Personality
Personality Traits
Traits
Emotional Stability

Tendency to experience negative emotions and moods,

feel distressed, and be critical of oneself and others

Managers high in negative affectivity may often feel

angry and dissatisfied and complain about their own and
others lack of progress

Managers who are low in negative affectivity do not tend

to experience many negative emotions and moods and
are less pessimistic and critical of themselves and
others

3-38

How
How Do
Dothe
the Big
Big Five
Five Traits
Traits Predict
Predict Behavior?
Behavior?

Research has shown this to be a better framework.

Certain traits have been shown to strongly relate to

higher job performance:

Highly conscientious people develop more job knowledge,

exert greater effort, and have better performance.

Other Big Five Traits also have implications for work.

Emotional stability is related to job satisfaction.

Extroverts tend to be happier in their jobs and have good

social skills.

Open people are more creative and can be good leaders.

Agreeable people are good in social settings.

Major
Major Personality
Personality Attributes
Attributes Influencing
Influencing OB
OB

Core Self-evaluation

Machiavellianism

Narcissism

Self-monitoring

Risk taking

Type A personality

Other
Other personality
personality traits
traits influence
influence OB
OB
Core Self-Evaluation

The degree to which people like or dislike themselves

Positive self-evaluation leads to higher job performance

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

Conditions
ConditionsFavoring
FavoringHigh
HighMachs
Machs
1.Direct
1.Directinteraction
interaction
2.Minimal
2.Minimalrules
rulesand
andregulations
regulations
3.Emotions
3.Emotionsdistract
distractfor
forothers
others

Other
Other personality
personality traits
traits influence
influence OB
OB
Machiavellianism:

Abbreviated as Mach, it is named after Niccolo Machiavelli,

a sixteenth century prince.

Machiavellianism is the degree to which an individual is

pragmatic, maintains emotional distance, and believes that
ends can justify means.

High Mach individuals manipulate more, persuade more and

win more than low Machs.

The success and job satisfaction depends mainly on

situational factors and the type of job.

Other
Other personality
personality traits
traits influence
influence OB
OB
Narcissism
An arrogant, entitled, self-important person who needs
excessive admiration. Less effective in their jobs.

Other
Other personality
personality traits
traits influence
influence OB
OB
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

Risk Propensity
Aligning managers risk-taking propensity to job
requirements should be beneficial to organizations.

Personality
Personality Types
Types
Type As
1. 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 Bs
1. 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.

Other
Other Personality
Personality Traits
Traits Relevant
Relevant to
to OB
OB
Proactive Personality

Identifies opportunities, shows initiative, takes

action, and perseveres to completion

Creates positive change in the environment

4-49

Values

ic
if
c
e
p
s
A

:
n
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Basic convicti
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e
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o
o f co n d u ct
existence.

Values
Values
Judgmental Element:
Values have a judgmental element as they represent an
individuals ideas about something being good, bad or
desirable.

Content Attribute:
The content attribute shows that a certain mode of conduct
or end-state of existence is important.

Intensity Attribute:
The intensity attribute specifies how important is the
desired mode of conduct or end-state of existence.

Values:
Values: Definition
Definition and
and Importance
Importance
Value System:
The hierarchical ranking of an individuals values in terms
of their intensity is that persons value system.

Important Features of Values:

Values are relatively stable and enduring

Most values are established in early years of human

development

Some values might change over a period of time for any

given individual.

Classifying
Classifying Values
Values Rokeach
Rokeach Value
Value Survey
Survey
Values are classified based on the Rokeach Value Survey.
Rokeach Value Survey (RVS):

The RVS consists of two sets of values (terminal values

and instrumental values), each containing 18 individual
value items.

Terminal Values are desirable end-states of existence

and represent the life goals of individuals.

Instrumental Values are the desirable modes of

behavior that become the means for achieving the
terminal values.

The RVS values tend to vary from one group of

individuals to another, as well as from culture to culture.

Values
Values in
in the
the Rokeach
Rokeach Survey
Survey

4-55

Value
Value Differences
Differences Between
Between
Groups
Groups

Generational
Generational Values
Values
Cohort

Entered
Workforce

Approximate
Current Age

Dominant Work Values

Veterans

1950-1964

65+

Hard working, conservative,

conforming; loyalty to the
organization

Boomers

1965-1985

40-60s

Success, achievement, ambition,

dislike of authority; loyalty to
career

Xers

1985-2000

20-40s

Work/life balance, teamoriented, dislike of rules; loyalty

to relationships

Nexters

2000-Present

Under 30

Confident, financial success,

self-reliant but team-oriented;
loyalty to both self and
relationships
E X H I B I T 45
E X H I B I T 45

4-57

Still
Still Linking
Linking Personality
Personality to
to the
the Workplace
Workplace
In addition to matching the individuals
personality to the job, managers are also
concerned with:
Person-Organization Fit:
The employees personality must fit with the
organizational culture.
People are attracted to organizations that match
their values.
Those who match are most likely to be selected.
Mismatches will result in turnover.
Can use the Big Five personality types to match to
the organizational culture.

Linking
LinkingPersonality
Personalityand
and Values
Values to
to the
theWorkplace
Workplace
Managers are less interested in someones ability to
do a specific job than in that persons flexibility.
Person-Job Fit:
John Hollands Personality-Job Fit Theory

Six personality types

Key Points of the Model:

There appear to be intrinsic differences in personality

between people

There are different types of jobs

People in jobs matching with their personality should

be more satisfied and have lower turnover

Hollands
Hollands
Typology
Typologyof
of
Personality
Personality
and
and
Congruent
Congruent
Occupations
Occupations

Relationships
Relationships Among
Among Personality
Personality Types
Types

Th
fi e e
di ld fur
s s s , th
i m th e r
ila e m ap
r. o ar
re t t
he

The closer the

occupational fields,
the more compatible.

Need to match personality type with occupation.

Global
Global Implications
Implications
Personality
Do frameworks like Big Five transfer across cultures?
Yes, but the frequency of type in the culture may vary.
Better in individualistic than collectivist cultures.

Values
Values differ across cultures.
Hofstedes Framework for assessing culture five value
dimensions:
Power Distance
Individualism vs. Collectivism
Masculinity vs. Femininity
Uncertainty Avoidance
Long-term vs. Short-term Orientation
4-63

Hofstedes
Hofstedes Framework:
Framework: Power
Power Distance
Distance
The extent to which a society accepts that power in
institutions and organizations is distributed unequally.
Low distance
1. Relatively equal power between those
with status/wealth and those without
status/wealth
High distance
1. Extremely unequal power distribution
between those with status/wealth and
those without status/wealth

See E X H I B I T 46
See E X H I B I T 46

4-64

Hofstedes
Hofstedes Framework:
Framework: Individualism
Individualism
Individualism
The degree to which people prefer to act as
individuals rather than a member of groups

Collectivism
A tight social framework in which people expect
others in groups of which they are a part to look
after them and protect them

Versus

4-65

Hofstedes
Hofstedes Framework:
Framework: Masculinity
Masculinity
Masculinity
The extent to which the society values work roles
of achievement, power, and control, and where
assertiveness and materialism are also valued
(lady truck Driver)

Femininity
The extent to which there is little differentiation
between roles for men and women

Versus

4-66

Hofstedes
Hofstedes Framework:
Framework: Uncertainty
Uncertainty Avoidance
Avoidance
The extent to which a society feels threatened by uncertain
and ambiguous situations and tries to avoid them

High Uncertainty Avoidance:

Society does not like ambiguous
situations and tries to avoid them.

Low Uncertainty Avoidance:

Society does not mind ambiguous
situations and embraces them.
Leave application Aug. 2014
4-67

Hofstedes
Hofstedes Framework:
Framework: Time
Time Orientation
Orientation
Long-term Orientation
A national culture attribute that emphasizes the
future, thrift, and persistence

Short-term Orientation
A national culture attribute that emphasizes the
present and the here and now

4-68

Hofstedes
Hofstedes Framework:
Framework: An
An Assessment
Assessment
1. There are regional differences within countries
2. The original data is old and based on only one
company
3. Hofstede had to make many judgment calls while
doing the research
4. Some results dont match what is believed to be true
about given countries
5. Despite these problems it remains a very popular
framework

4-69

GLOBE
GLOBE Framework
Framework for
for Assessing
Assessing Cultures
Cultures
Global Leadership and Organizational Behavior
Effectiveness (GLOBE) research program.
Nine dimensions of national culture

Similar to Hofstedes framework with these

additional dimensions:
Humane Orientation: how much society rewards
people for being humane, generous, and kind.
Performance Orientation: how much society
encourages and rewards performance
improvement and excellence.
4-70

GLOBE
GLOBE Framework
Framework for
for Assessing
Assessing Cultures
Cultures
Values Across Cultures
The GLOBE Framework for Assessing Cultures: National cultures
vary on ten dimensions:
1.

Assertiveness

2.

Future orientation

3.

Gender differentiation

4.

Uncertainty avoidance

5.

Power distance

6.

Individualism vs. collectivism

7.

In-group collectivism

8.

Performance orientation

9.

Humane orientation

Summary
Summary and
and Managerial
Managerial Implications
Implications
Personality
Screen for the Big Five trait of conscientiousness
Take into account the situational factors as well
MBTI can help with training and development

Values
Often explain attitudes, behaviors, and perceptions
Higher performance and satisfaction achieved when
the individuals values match those of the organization.

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