|TSM | Ganjil 2020/2021|SM310/INC: PERILAKU ORG| Assigment (4) : Summary|
|Ravell Immanuel |201860140|
Chapter#4
Personality
What Is Personality?
Personality The sum of ways in which an
individual reacts to and interacts with others.
Self-Report Surveys in which individuals evaluate
themselves on a series of factors, such as “I worry
a lot about the future.”
Observer-Ratings Surveys provide an
independent assessment of personality.
Heredity refers to factors determined at
conception; one’s biological, physiological, and
inherent psychological makeup.
Personality Traits Enduring characteristics that
describe an individual’s behavior.
Personality Frameworks
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteris- tics
and classifies people into one of 16 personality
types.
The Big Five Personality Model
A personality assessment model that describes five
basic dimensions of personality.
 Conscientiousness A personality dimension that
describes someone who is responsible, dependable,
persistent, and organized.
 Emotional Stability A personality dimen- sion
that characterizes someone as calm, self-confident,
and secure (positive) versus nervous, depressed,
and insecure (negative).
 Extraversion A personality dimension describing
someone who is sociable, gregarious, and assertive.
 Openness To Experience A personality dimension
that characterizes someone in terms of imagination,
sensitivity, and curiosity.
 Agreeableness A personality dimension that
describes someone who is good natured,
cooperative, and trusting.
The Dark Triad
Dark Triad A constellation of negative per-
sonality traits consisting of Machiavellianism,
narcissism, and psychopathy.
 Machiavellianism The degree to which an
individual is pragmatic, maintains emotional
distance, and believes that ends can justify means.
 Narcissism The tendency to be arrogant, have a
grandiose sense of self-importance, require
excessive admiration, and possess a sense of
entitlement.
 Psychopathy The tendency for a lack of con- cern
for others and a lack of guilt or remorse when
actions cause harm.
Other Personality Attributes Relevant to OB
Core Self-Evaluation (CSE)
Bottom-line conclusions individuals have about
their capabilities, competence, and worth as a
person.
Self-Monitoring
A personality trait that measures an individual’s
ability to adjust his or her behavior to external,
situational factors.
Proactive Personality
proactive personality People who identify
opportunities, show initiative, take action, and
persevere until meaningful change occurs
Personality,Job Search, And Unemployment
It appears that extraversion, conscientiousness, and
positive affectivity tend to have a substantial effect
on becoming employed and coping with unemploy-
ment (with negative affectivity and hostility having
equivalent negative effects).
Personality and Situations
Situation Strength Theory
A theory indicating that the way personality
translates into behavior depends on the strength of
the situation.
1. Clarity - the degree to which cues about work
duties and responsibilities are available and clear.
2. Consistency - the extent to which cues regarding
work duties and responsibilities are compatible
with one another.
3. Constraints - the extent to which individuals’
freedom to decide or act is limited by forces
outside their control.
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4. Consequences - the degree to which decisions or
actions have important implications for the
organization or its members, clients, supplies, and
so on.
Trait Activation Theory
A theory that predicts that some situations, events,
or interventions “activate” a trait
Values
Basic convictions that a specific mode of conduct
or end-state of existence is personally or socially
preferable to an oppo- site or converse mode of
conduct or end-state of existence.
Value System A hierarchy based on a rank- ing of
an individual’s values in terms of their intensity.
The Importance and Organization of Values
While values can sometimes augment decision
making, at times they can cloud objectivity and
rationality.
Terminal versus Instrumental Values
 Terminal Values Desirable end-states of
existence; the goals a person would like to achieve
during his or her lifetime.
 Instrumental Values Preferable modes of
behavior or means of achieving one’s terminal
values.
Generational Values
Linking an Individual’s Personality and
Values to the Workplace
Person–Job Fit
Personality–Job Fit Theory A theory that
identifies six personality types and pro- poses that
the fit between personality type and occupational
environment determines satisfaction and turnover.
Person–Organization Fit
Person–Organization Fit A theory that people are
attracted to and selected by orga- nizations that
match their values, and leave when there is no
compatibility.
Cultural Values
Hofstede’s Framework
 Power Distance A national culture attribute that
describes the extent to which a society accepts that
power in institutions and organi- zations is
distributed unequally.
 Individualism A national culture attribute that
describes the degree to which people prefer to act
as individuals rather than as members of groups.
 Collectivism A national culture attribute that
describes a tight social framework in which people
expect others in groups of which they are a part to
look after them and protect them.
 Masculinity A national culture attribute that
describes the extent to which the culture favors
traditional masculine work roles of achievement,
power, and control. Societal values are
characterized by assertiveness and materialism.
 Femininity A national culture attribute that
indicates little differentiation between male and
female roles; a high rating indicates that women
are treated as the equals of men in all aspects of the
society.
 Uncertainty Avoidance A national culture
attribute that describes the extent to which a
society feels threatened by uncertain and
ambiguous situations and tries to avoid them.
 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 accepts
change.
The GLOBE Framework
(GLOBE) research program is an ongoing cross-
cultural investigation of leadership and national
culture.
Comparison of Hofstede’s Framework and
the GLOBE Framework
Specifically, both frameworks showed
organizational commitment tends to be lower in
individualistic countries. Both frameworks have a
great deal in common, and each has something to
offer.
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