PERSONALITY AND ATTITUDE

UNDERSTANDING PERSONALITY
DEFINITION : Personality is defined as some total ways in which an individual interacts with people and reacts to situations. Personality is also defined as the traits exhibited by a person during interactions.

UNDERSTANDING PERSONALITY TRAITS

EXTRAVERSION


INTROVERSIONS


Comfortable with other people Sociable,talkative & friendly. Develop new relationships easily. Influence on job performance. Prefers interactive jobs

 

Preferred to be themselves Reluctant to interact with others. Avoid developing new relationships. Can not influence Avoid interactive jobs

AGREEABLENESS
AGREEABLE


LESS AGREEABLE


Give importance in maintaining harmony. Good natured cooperative and trusting. Likely to develop good working relationships

Give importance to their own,opinions and values& needs. Unlikely to develop good relationships.

CONSCIENTIOUSENESS
CONSCIENTIOUS
  

LESS CONSCIENTIOUS
 

Perfect goal setting Devotion towards goal Responsible & achievement oriented Organized,responsible & self disciplined Perform better in the job

 

Set too many goals Fail to achieve any goal Lack of achievement orientation Not organized Can not perform well

EMOTIONAL STABILITY
POSITIVE EMOTIONAL STABILITY


Emotionally secure and tend to be calm Enthusiastic about their work Capable of withstanding pressures

OPENNESS TO EXPERIENCE
HIGH LEVEL OF OPENNESS Wide range of interests Tends to be creative Open to learning Make good workers LOW LEVEL OF OPENNESS Narrow range of interests Rigid mind set Reluctant towards new ideas Make poor workers

  

 

THE SELF CONCEPT

SELF EFFICACY


SELF ESTEEM
Self image of people


 

Persons perception to cope with different situations Have capability &required confidence Situation specific Measured alonglevel,strength ,& generality

Unique,competent secure& empowered Generalized trait & present in all situations

PERSONALITY DETERMINANTS
HEREDITY : An individuals personality is determined by the type of genes he inherits from his parents Heredity plays an important role in influencing an individuals personality.

ENVIRONMENT


Environment plays an important role in shaping ones personality. Environmental factors such as culture of the society,norms

SITUATION


Different situations bring out different aspects of an individuals personality.

PERSONALITY ATTRIBUTES
LOCUS OF CONTROL Degree to which people believe that they can control their fate or any situation. Some people believed that they are masters of their own fate.( Internals) Some believed that fate is controlled by luck,chance or external forces.(Externals)

LOCUS OF CONTROL

     

INTERNALS
Committed to their work Low rate of absenteeism Satisfaction with the job Believed on themselves Tries to learn new things Highly achievement oriented. Perform better in managerial jobs


 

EXTERNALS
Little commitment to work Frequently absent from work Dissatisfaction with their jobs Lack of achievement orientation Reluctant to take initiative Perform better in routine & structured task

 

PERSONALITY ATTRIBUTES
MACHIAVELLIANISM


  

Refers to the degree to which an individual is practical in his approach,maintains an emotional distance from others. Individuals who scored high on Mach are good at manipulating others& try to win by any mean. They successfully persuade others. Performs well in face to face meetings Productive in jobs that requires bargaining skills.

SELF ESTEEM


 

  

Refers to degree of liking an individual for himself. People with high self esteem are confident. Preference towards unconventional or challenging jobs. Do not care about pleasing others Drives more satisfaction from their jobs. Individuals with low self esteem lack confidence,look for approval from others.

SELF MONITORING


Refers to the ability of an individual to adapt his behavior to the demands of the situation. High self monitors are capable of changing their behavior according to the situation. Can play multiple and contradictory roles.

SELF MONITORING


They make successful managers and tend to get promoted fast. Low self monitors can not adapt quickly to situations Low self monitors do not advance in their careers as high monitors

RISK TAKING


 

Extend to which an individual is preferred to take risk. High risk takers make decision quickly. Risk-averse people do not make decisions in a hurry& gather a lot of information. The suitability of persons risk taking depends on the responsibilities of job.

TYPE A PERSONALITY
 

 

Individuals try to be fast in every thing they do. Try to be involved in more than one thing at a time. The pace at which things generally happen upsets them. They are always busy and are unable to cope with leisure time. Measure their success in quantitative terms Suitable for jobs that call for continuous hard work,

TYPE B PERSONALITY


 

Do not experience a sense of urgency while carrying out tasks. Do not get upset if the tasks are not accomplished within the specified span. Do not consider necessary to discuss their achievements unless asked. Try to make the best use of leisure time Suitable for the top management position as they are wise,tactful and creative

LEVINGSONS THEORY OF LIFE STAGES

According to Levinsons theory,the four period of stability occur between the following ages:


22 - 28 33 - 40 45 - 50 55 - 60

: Adult stage : Process of settling down : Middle adulthood : Retirement or old age

LEVINGSONS THEORY OF LIFE STAGES

FOUR TRANSITIONAL DIMENTIONS Age thirty transition : 28 - 33 Yrs


Mid life transition Age fifty transition Late adult transition

: 40- 45 yrs : 50 - 55 yrs : 60 - 65 yrs

HALLS CAREER STAGE MODEL

An individual goes through four stages during his career. EXPLORATION : Identity ESTABLISHNENT MAINTENANCE DECLINE : Settling down : Reaches peak : Retirement

ARGYRIS IMMATURITY TO MATURITY THEORY



The personality of an individual depends factors like perception,self-concept, and his ability to adapt & adjust. Continual change in the level of development along with different dimesions. The development of an individuals personality can be measured but it is difficult to predict specific behavior.

ARGYRIS IMMATURITY TO MATURITY THEORY

ARGYRIS IMMATURITY TO MATURITY THEORY



Personalities of the employees in the organizations are at the mature end. Formal organizations are failed to consider them as mature & give them passive role. The basic incongruity between the needs of a mature personality and the nature of the formal organization is the cause of conflict in organizations.

THE SOCIALIZATION PROCESS



The process through which an individuals Personality is influenced by his interaction with certain persons,groups and society at large is referred as Socialization. According to Schein the socialization process in an organization is confined to learning the values, norms, and behavioral patterns.

THE SOCIALIZATION PROCESS

Characteristics of Socialization of Employees in an Organization are :  Brings change in the attitude,values and behavior of an individual.  Process continues for an extended period of time.  Helps new employees to adjust with new job,work groups ,policies & practices.  New employees as well as managers influence each other.  Determines how well an employee fits into the organization

THE SOCIALIZATION PROCESS

Steps taken by Organizations to Socialize new employees :



 

Offers interesting & challenging job. Provides objectives, relevant training and timely feedback Designs an informal orientation program. Assigns new employees to work groups that are highly satisfied & have high morale

MATCHING PERSONALITIES WITH JOBS



JOB FIT THEORY BY JOHN HOLLAND Established the relationship between personality characteristics, requirement of a job,and job performance. Job satisfaction of an individual is determined by the extent to which his personality matches with the requirement of the job.

Biologist,mathematician

Realistic
Physical activities Shy, practical ,stable
Mechanic, farmer

Investigative
Thinking Analytical,independent

Artistic
Creative Imaginative Musician,painter

Social
teacher,counselor cooperative Helping others Accountant file clerk

Enterprising
Lawyer

influence others Self confident

Conventional
Practical inflexible Regulated activities

MATCHING PERSONALITIES WITH JOBS

Significant points made by Hollands Model are :  There are some intrinsic differences among personalities  There are variety of jobs  Individuals whose personality matches with their jobs are more satisfied.

CONCEPT OF ATTITUDE
Attitude is a tendency to feel and behave in a particular way towards objects, people or events.

CONCEPT OF ATTITUDES
Characteristic of Attitude:


Generally remained unchanged for prolonged period of time unless he is influenced by external forces. Evaluative statements either favorable or unfavorable Refers to feelings and beliefs by an individual towards an object.

CONCEPT OF ATTITUDE
IMPORTANT COMPONENTS OF ATTITUDE Cognitive : Opinion,values & beliefs Affective : Feelings of a person

Behavioral : Intention of a person

SOURCES OF ATTITUDES
Acquired from parents,teachers and members of the peer group.  Influenced by the people whom he admires,respect or fears. Attitudes can be changed by  providing new information  threatening  resolving differences  involving people in problem solving  providing right feedback


TYPES OF ATTITUDE


JOB SATISFACTION JOB INVOLVEMENT ORGANIZATIONAL COMMITMENT

JOB SATISFACTION
 Refers to an individuals general attitude towards his or her job.  Results when an individual perceives that his job provides him with what is important to him.

JOB SATISFACTION
Dimensions of Job satisfaction are: Job satisfaction is an emotional response to a job. Depends on the extent to which outcomes meet his expectations. Reflects other attitudes of employees.

JOB SATISFACTION
Six JOB DIMENSIONS
     

(P.C.Smith,L.M.Kendall,C.L.Hulin) The work itself Pay Promotion opportunities Supervision Coworkers Working conditions

OUTCOMES OF JOB SATISFACTION



Satisfaction &Productivity Satisfaction &Turnover Satisfaction & Absenteeism Other effects of job Satisfaction

JOB INVOLVEMENT


Refers to the extent to which a person identifies his job, participates in it & understands his self worth. High level of job involvement leads to lower absenteeism & employee turnover levels.

ORGANIZATIONAL COMMITMENT


Refers to an employees satisfaction with a particular organization & its goals. Affected by number of variables Personal variables -Age, tenure in the organization & his attitude toward job. Organizational variables-Job design & the leadership style of superior Non organizational factors- Influence an employees commitment such as, State of job market & other career options available to employees

COMPONENTS OF ORGANIZATIONAL COMMITMENT

Affective Commitment : Concern with the employees emotional attachment & involvement with the organization Continuance Commitment : Influenced by the costs that could accrue to the employee if he leaves the organization Normative Commitment : Refers to the extent to which an employee feels obligated to continue the organization.

FUNCTIONS OF ATTITUDE


ADJUSTMENT FUNCTION THE EGO DEFENSIVE FUNCTION THE VALUE EXPRESSIVE FUNCTION THE KNOWLEDGE FUNCTION

FUNCTIONS OF ATTITUDE
ADJUSTMENT FUNCTION People modify their attitude to adjust to their work environment.


Treating employees well may result in positive attitude towards the organization. Such attitudes help employees to adapt to their environment & form the basis for their future behavior.

FUNCTIONS OF ATTITUDE
THE EGO-DEFENSIVE FUNCTION Attitudes not only enable employees to adapt to their environment but also help them to defend their self-images. THE VALUE-EXPRESSIVE FUNCTION People may express their values through their attitudes. THE KNOWLEDGE FUNCTION Attitude provide a standard of reference which allows people to understand & explain their environment.

ATTITUDE AND CONSISTENCY



People may change their attitudes so that they do not contradict their actions. Individuals constantly attempt to align their attitudes with their behavior & tries to eliminate any divergence among their attitudes.

COGNITIVE DISONANCE THEORY



Proposed by Leon Festinger to explain the relationship between attitudes & behavior. Cognitive dissonance- Refers to the incompatibility that an individual may perceive between his behavior & attitudes. Emotional dissonance- Refers to the conflict between the emotions an individual experiences & the emotions he needs to express to confirm the norms.

COGNITIVE DISONANCE THEORY

The efforts made by an individual to reduce dissonance depends onThe significance of the elements that leads to dissonance & the reward associated with it. The greater the dissonance ,the higher the pressure on the individual to overcome the dissonance.