Myers-Briggs

Type Indicator
introspective self-
report questionnaire
MBTS History
constructed by Katharine
Cook Briggs and daughter
Isabel Briggs Myers
based on the conceptual
theory proposed by Carl
Jung
Purpose
indicating differing psychological
preferences in how people perceive the
world around them and make decisions.
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The MBTI was constructed
for normal populations and
emphasizes the value of
naturally occuring
differences.
We all have specific preferences in the way
we construe our experiences and these
preferences underlie our interests, needs,
values and motivation.
 SELF
CONCEPT
SELF CONCEPT

individual's self belief

or self evaluation

Who am I?
How do I feel about myself?
The "I" in organizational behavior
Three Structural Dimensions
of Self-Concept

COMPLEXITY
when they can think of themselves in several
ways in various situations.

CLARITY
CONSISTENCY
person's self-conceptions are clearly and
when similar personality traits and values are
confidently described; internally consistent
required across all aspects of self concept.
and stable across time.
 SELF
ENHANCEMENT
promoting and protecting a self-view of
being competent, attractive, lucky, ethical
values, etc.
 individuals have
better personal can result in bad
adjustment decisions because
people overestimate
the positives and
underestimate the

POSITIVE negatives.

experience better
mental and
NEGATIVE
physical health
when they view
their self-concept
in a positive light
 SELF
VERIFICATION
stabilizes our self-concept.
we seek relationship partners who
view us as we view ourselves.
Several Implications
affects perceptual process
if they're confident about their self concept, they may
not accept feedback anymore.
employees are motivated to interact with others who
affirm their self concept.
 SELF- EVALUATION
Self-Esteem Self-Efficacy Locus of Control

person's belief
generalized
that he/she
belief about the
self-respect, has the ability,
amount of
confidence in motivation,
control he/she
one's worth or correct the
has over
abilities perceptions
personal life
and favorable
events.
situation
 SOCIAL SELF

SOCIAL IDENTITY

defining ourselves in terms of

group to which we belong or have
an emotional attachment
VALUES IN THE WORKPLACE
concepts or beliefs that
guides how we make
decisions and
evaluations of behavior
and events
 Types Of Values
Individual Values Collective Values
values that are connected with the
related with the development of
solidarity of the community or
human personality or individual norms
collective norms

1. Instric values
- known as ultimate and
transcendent values
- related with goals of life
2. Instrumental values
- known as incidental or
proximate values
- are the means by which
we achieve our end goals
Values and Individual Behavior

1Personality-job fit
theory
identifies 6 personality types and
proposes that the fit between
personality type and occupational
environment determines satisfaction
and turnover.
2
Person-organization
fit theory
a theory that people are attracted
to and selected by organizations
that match their values and leave
when there is no compatibility.
 VALUE
CONGRUENCE
is a situation where in two
or more entities have
similar value systems

Person- Espoused-
organization enacted compatibility of an
how closely the values organization's dominant
employees feel less stress
apparent in their actions values with the prevailing
and more job satisfaction
(enacted values) are values of the community or
while organizations benefit
consistent with what they society in which it conducts
from employees with more say they believe in business.
loyalty. (espoused values)
 VALUE CONGRUENCE
occurs when the value system of an
employee coincides with the value
system of an organization.

Job Satisfaction
Organizational Identification
 VALUES ACROSS CULTURES

1. Individualism and
Collectivism
Individualism - independence and personal uniqueness
Collectivism - duty to groups to which we belong and to
group harmony.
2. Power Distance
the extent that people accept unequal
distribution of power in a society.

High Power Distance

- value obedience to authority

Low Power Distance

- equal power sharing
3. Uncertainty
Avoidance
deals with a society's tolerance for
uncertainty and ambiguity.

Low Uncertainty Avoidance

- tolerate
High Uncertainty Avoidance
- they don't tolerate
4. Achievement-
nurturing orientation
reflects a competitive versus cooperative
view of relations with other people.

High- achievement
- value assertiveness, competitiveness and
materialism

Low-Achievement
- emphasize relationship and the well-being
of others.
ETHICS!

refers to the study of moral principles or values that

determine whether actions are right or wrong and
outcomes are good and bad.
 3 Ethical Principles
Individual Distributive
Utilitarianism Rights Justice

determines actions
that emerge from the
fundamental correct use of
happiness
entitlements principles that have
principle been agreed to under
in society
conditions that are
fair.
Influences of Ethical Conduct
Ethical Situational
Moral Intensity Sensitivity Influences

recognize the
presence and competitive
determine the pressures and
demands ethical
relative other conditions
principles
importance of affects ethical
an ethical behaviour
issue