Personality and Values

Personality
• Personality: the sum total of ways in which an
individual reacts to and interacts with others.
• Measuring Personality:
Through Personality tests

self assessment test how I feel draw back

Mood factor, lie factor
Observer rate
 Myers-Briggs Type Indicators
– Thinking: Head
they use reasons and logics to handle problems, need
objective information Aus Vs Bang
– Feeling: Heart
they rely on personal values and emotions, caring,
compassionate, warm, concern for others
– Judging:
they want control and prefer their world to be
ordered and structured. Strong work ethics
– Perceiving:
they are flexible and spontaneous, adjust with
environment
The Big Five Personality Model
– Openness to Experience:
the range of interests and fascination with novelty
Extremely Open (creative, curious, artistically
sensitive)
Less Open (conventional and find comfort with
similarities)
Other Personality traits relevant to OB
• Core Self-Evaluation:
– The degree to which people like or dislike themselves, whether
the person sees himself as capable and effective, and whether
the person feels himself in control of the environment.
– Positive self-evaluation leads to higher job performance and job
satisfaction. Take more challenge n attain them
– Positive? People more do in jobs
• Machiavellianism: no emotions, pragmatic
– Cunning, Deception, unemotional and dishonesty.
– Divided in to High Mach and Low Mach personalities
– High Mach manipulate more, win more, and persuade less and
persuade others more , they like their job less and involve in
deviant work place behavior.
Other Personality traits relevant to OB
• Narcissism:
– The term is from the Greek myth Narcissus, a man
so vain and proud he fell in love with his own
image.
– The person has a grandiose sense of self
importance, require self admiration, has a sense
of entitlement and is arrogant
– Rated as worse in leadership by their supervisors.
– They are selfish and believe that other exist for
their benefit.
Other Personality traits relevant to OB
• Self- Monitoring: notice more of others
– The ability of a person to adjust his or her behavior to
external situational factors.
– High self-monitor show considerable adaptability in
adjusting their behavior, they are highly sensitive to
external cues, high self monitor are capable to present
contradicting behavior between their public persona
and their private self.
– Low self monitor don’t have contradiction in
themselves they don’t adapt (they are what they are)
Other Personality traits relevant to OB
• Risk-Taking:
– The ability of a person to take risk while decision
making.
– High risk-taking managers take rapid decisions and
use less information than did the Low risk-taking
managers. Y
• Proactive personality, identify opportunities
and show initiative and take actions
• They bring positive change in spite of hurdles
• Challenge status quo
• Other orientation, one is influenced by others
• Feel to help if they have taken help of others
• Self-oriented, not influence by others
Other Personality traits relevant to OB
• proactive personality:
– People who identify opportunities, show initiative,
take actions, and persist until meaningful change
occurs.
– They create positive change in their environment
even in spite of obstacles.
– They are more likely to seen as leaders
– They achieve more career success than others.
 Values
basic convictions that a specific mode of conduct or end-state of
existence is personally and socially preferable to an opposite or
converse mode of conduct or end-state of existence. Judgemental
element of right or wrong
Attributes of values:
content: (mode of conduct( set of rules) and end state of existence
is important)
Intensity: (how important this mode of conduct and end state of
existence is?)
• Value System:
is a hierarchy of individual values based on their importance.
Priority to importance of values, freedom, pleasure, self respect,
honesty, obedience and equality
 The importance of values
• Lay the foundation for our understanding of
people’s attitude and influence our
perception. Ought or not ought to be
• Values influence attitudes and behavior
• If u enter an org that pay on performance but
there seniority base pay will u not disappoint
• Then job satisfaction question
• But if it is aligned then job satisfaction Q?
 Classification of values
Rokeach Value Survey
• Terminal Values:
desirable goals a person would like to
achieve during his or her lifetime. Success
career
• Instrumental Values:
preferable modes of behavior or means to
achieve one’s terminal values. hardwork
 Impact of individual personality and
values on workplace
• Person-Job Fit:
the theory argues that satisfaction is highest and
turnover is low when personality and occupation
are in agreement. You just better car but more bus
• Person-Organization Fit:
It argues that people are attracted to and selected
by organizations that match their values, and they
leave organizations that are not compatible with
their personalities. Like over all culture which
helps him to grow more all r better more cars
 Variation among cultural values
• Power distance
• High power distance accepts the inequality of
power n wealth
• Low power distance stress on equality n
opportunity
• Individualism vs collectivism
• Masculinity vs femininity
• High masculinity give greater role to man of his
power
• Low masculinity give equal to men n women
• Uncertainty avoidance,
• High in it have more rules to avoid it not ready
for ambiguity
• Low in it are less rule oriented
 Values
basic convictions that a specific mode of conduct or end-state of
existence is personally and socially preferable to an opposite or
converse mode of conduct or end-state of existence. Judgemental
element of right or wrong
Attributes of values:
content: (mode of conduct( set of rules) and end state of existence
is important)
Intensity: (how important this mode of conduct and end state of
existence is?)
• Value System:
is a hierarchy of individual values based on their importance.
Priority to importance of values, freedom, pleasure, self respect,
honesty, obedience and equality
 The importance of values
• Lay the foundation for our understanding of
people’s attitude and influence our
perception. Ought or not ought to be
• Values influence attitudes and behavior
• If u enter an org that pay on performance but
there seniority base pay will u not disappoint
• Then job satisfaction question
• But if it is aligned then job satisfaction Q?
 Classification of values
Rokeach Value Survey
• Terminal Values:
desirable goals a person would like to
achieve during his or her lifetime. Success
career
• Instrumental Values:
preferable modes of behavior or means to
achieve one’s terminal values. hardwork
 Impact of individual personality and
values on workplace
• Person-Job Fit:
the theory argues that satisfaction is highest and
turnover is low when personality and occupation
are in agreement. You just better car but more bus
• Person-Organization Fit:
It argues that people are attracted to and selected
by organizations that match their values, and they
leave organizations that are not compatible with
their personalities. Like over all culture which
helps him to grow more all r better more cars
 Variation among cultural values
• Power distance
• High power distance accepts the inequality of
power n wealth
• Low power distance stress on equality n
opportunity
• Individualism vs collectivism
• Masculinity vs femininity
• High masculinity give greater role to man of his
power
• Low masculinity give equal to men n women
• Uncertainty avoidance,
• High in it have more rules to avoid it not ready
for ambiguity
• Low in it are less rule oriented