Human Behaviour In Organisation

(HBO)

Course Instructor: Dr. Shubhi Gupta

 Session 4

Personality
Personality Frameworks, Personality dimensions impacting
work behaviour, Measuring personality, Person-Job-fit
MBTI+ Big 5 +Dark Triad+ LOC+ Achievement Orientation
 Food For Thought

Source: Persona:- https://www.youtube.com/watch?v=XWBXniurrA0

 What Is Your Personality?

Traits define Like family Learned from friends Learned from

your personality members and other associations situations
What is Personality?
Personality
The sum total of ways in which an individual reacts
and interacts with others.

Personality Traits
Enduring characteristics Personality Determinants
that describe an • Heredity
individual’s behaviour. • Environment
• Situation
 Nature vs. Nurture of Personality
Is personality the result of heredity or environment?

Influenced by nature
- Heredity explains about 50 percent of behavioural tendencies
- Twin studies: raised apart but very similar personalities

Influenced by nurture
- Socialization, learning

Personality stabilizes in young adulthood

- Self-concept gets clearer, and more stable with age
- Executive function regulates behaviour
- But some traits change throughout life
 Nature vs. Nurture of Personality Cont.…

Video Source: BBC Reel (n.d.). What identical twins separated at birth teach us about genetics [Video]. Youtube.
https://www.youtube.com/watch?v=JMlJcOSRX-8
 The dynamic organization within the
individual of those psychophysical
systems that determine his unique
adjustments to his environment.
- Gordon Allport

Measuring
Personality Measuring Personality

Observer-ratings
surveys provide
Most common
an independent
Helpful in hiring method: self-
assessment of
decisions reporting
personality –
surveys
often better
predictors
Personality Frameworks

➢ MBTI
➢ Big 5
➢ Dark Triad
➢ LOC
➢ Achievement
Orientation
The Big Five Model of Personality Dimensions

Extroversion: Comfort level with relationships

Sociable, gregarious, and assertive.

Agreeableness: Propensity to defer to others

Good-natured, cooperative, and trusting.

Conscientiousness: Measure of reliability

Responsible, dependable, persistent, and organized.

Neuroticism: Emotional Stability

Calm, self-confident, secure (positive) versus nervous, depressed,
and insecure (negative).

Openness to Experience: Fascination with novelty

Imaginativeness, artistic, sensitivity, and intellectualism.
How Do the Big Five Traits Predict 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 → Job satisfaction.
• Extroverts → tend to be happier in their jobs and have
good social skills.
• Open people → more creative and can be good leaders.
• Agreeable people → good in social settings.
Five-Factor Personality and Individual Behaviour

Appendix
How Big Five Traits Influence OB Criteria?
 Jungian Personality Theory (1/3)

➢ Swiss psychiatrist Carl Jung.

➢ Personality is represented by the individual’s
preferences regarding perceiving and judging the
information.
➢ A personality test that taps four characteristics and
classifies people into 1 of 16 personality types.

Personality Types
• Extroverted vs. Introverted (E or I)
• Sensing vs. Intuitive (S or N)
• Thinking vs. Feeling (T or F)
• Judging vs. Perceiving (P or J)

Appendix
Jungian Personality Theory (2/3)

Myers-Briggs Type Indicator (MBTI)

• Measures Jungian types
• Most widely used personality test in business
• Good for self and other awareness
• Higher scores are neither better or worse than lower
scores
• Poor predictor of performance, leadership, team
development
 Jungian & Myers-Briggs Types (3/3)

Extraversion (E) Introversion (I)

•Talkative Getting •Quiet
•Externally-focused energy •Internally-focused
•Assertive •Abstract

Sensing (S) Intuitive (N)

•Concrete Perceiving •Imaginative
•Realistic information •Future-focused
•Practical •Abstract

Thinking (T) Feeling (F)

•Logical Making •Empathetic
•Objective decisions •Caring
•Impersonal •Emotion-focused

Judging (J) Perceiving (P)

•Organized Orienting to the •Spontaneous
•Schedule-oriented external world •Adaptable
•Closure-focus •Opportunity-focus

Appendix
 Myers-Briggs Type Indicator (MBTI)

Source: Myers Briggs (MBTI)_ https://youtu.be/2ZF4OM6mrrI?t=199

MBTI: The Types and Their 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.
The Dark Triad
– 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 have a sense of
entitlement.
– Psychopathy: the tendency for a
lack of concern for others a lack of
guilt or remorse when their actions
cause harm.
 The Dark Triad

Source: Dark Triad Personalities: Narcissism, Machiavellianism, and Psychopathy from https://sproutsschools.com/the-dark-triad/
Dark Triad and Workplace Behaviour

Serious white-
Organizational Ineffective team
collar crime
politics behaviours
activity

Excessively risky Dark triad may

Workplace
decision making -- have some
aggression or
predicted by positive outcomes
bullying
psychopathy (e.g., promotions)
 Locus of Control (LOC)

The degree to which people believe they are masters of

their own fate.

Source: https://www.simplypsychology.org/locus-of-control.html
Other Personality Traits Relevant to OB
➢ Core Self-Evaluation
– The degree to which people like or dislike themselves
– Positive self-evaluation leads to higher job performance

➢ Self-Monitoring
– The ability to adjust behavior to meet external, situational
factors.
– High monitors conform more and are more likely to become
leaders.

➢ Risk Taking
– The willingness to take chances.
– May be best to align propensities with job requirements.
– Risk takers make faster decisions with less information.
Even More Relevant Personality Traits
➢ Type A Personality
– Aggressively involved in a chronic, incessant struggle to
achieve more in less time
• Impatient: always moving, walking, and eating rapidly
• Strive to think or do two or more things at once
• Cannot cope with leisure time
• Obsessed with achievement numbers
– Prized in North America but the quality of the work is low
– Type B people are the complete opposite

➢ Proactive Personality
– Identifies opportunities, shows initiative, takes action, and
perseveres to completion
– Creates positive change in the environment
Using Personality Tests For Job Placements

Video Source: Vitaliy Maksimov (2020, 29 Nov). Jordan Peterson - using Big Five personality test for job placement [Video]. Youtube.
https://www.youtube.com/watch?v=5dPGKbtcYM8
Linking Personality and Values to the Workplace
Managers are less interested in someone’s ability to do a
specific job than in that person’s flexibility.

➢Person-Job Fit:
– John Holland’s Personality-Job Fit Theory
• Six personality types
• Vocational Preference Inventory (VPI)
– Key Points of the Model:
• There appear to be intrinsic differences in personality
between people
• There are different types of jobs
• People in jobs congruent with their personality should
be more satisfied and have lower turnover
 Relationships Among Personality Types

The closer the

occupational The further
fields, the more apart the fields,
compatible. the more
dissimilar.

Need to match
personality type with
occupation.
Source: Reprinted by special permission of the publisher, Psychological Assessment Resources, Inc., from Making Vocational Choices, copyright 1973, 1985, 1992
by Psychological Assessment Resources, Inc. All rights reserved.
Holland’s Personality Typology & Occupations
Type
Realistic: Prefers physical activities
that require skill, strength, and
coordination
Investigative: Prefers activities that
involve thinking, organizing, and
understanding
Social: Prefers activities that involve
helping and developing others
Conventional: Prefers rule-regulated,
orderly, and unambiguous activities
Enterprising: Prefers verbal activities
in which there are opportunities to
influence others and attain power
Artistic: Prefers ambiguous and
unsystematic activities that allow
creative expression
Personality Characteristics
Shy, genuine, persistent,
stable, conforming, practical
Analytical, original, curious,
independent
Sociable, friendly,
cooperative, understanding
Conforming, efficient,
practical, unimaginative,
inflexible
Self-confident, ambitious,
energetic, domineering
Imaginative, disorderly,
idealistic, emotional,
impractical
Appendix
Congruent Occupations
Mechanic, drill press
operator, assembly-line
worker, farmer
Biologist, economist,
mathematician, news
reporter
Social worker, teacher,
counselor, clinical
psychologist
Accountant, corporate
manager, bank teller, file
clerk
Lawyer, real estate agent,
public relations specialist,
small business manager
Painter, musician, writer,
interior decorator
Still Linking Personality to the Workplace
In addition to matching the individual’s personality
to the job, managers are also concerned with:
Person-Organization Fit:
– The employee’s 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.
 Global 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.
• Screen for the Big Five trait of conscientiousness
• Take into account the situational factors as well
• MBTI® can help with training and development
Appendix 1: Five-Factor Personality and Individual
Behaviour
Personality predictors of proficient task performance
• Conscientiousness is best personality predictor of proficient task performance
- especially specific traits of industriousness (achievement, self-discipline, purposefulness) and dutifulness
- set higher personal goals, more persistent
• Extraversion second best personality predictor of proficient task performance
- especially specific traits of assertiveness and positive emotionality
- assertive employees frame situations as challenges rather than threats

Personality predictors of adaptive task performance

• Emotional stability (low neuroticism): cope with ambiguity and uncertainty of change
• Extraversion (especially assertiveness): comfortable influencing others, engaging with environment
• Openness to experience: have more curiosity, imagination, and tolerance of change

Personality predictors of proactive task performance

• Extraversion (especially assertiveness): comfortable influencing others, engaging with environment
• Openness to experience: have more curiosity, imagination, and tolerance of change

Personality predictors of organizational citizenship

• Conscientiousness: more dutiful, dependable
• Agreeableness: motivated to be cooperative, sensitive, flexible, and supportive

Personality predictors of counterproductive work behaviours

• Conscientiousness (negative correlation): people with low conscientiousness are less dependable and feel less obligation
toward others
• Agreeableness (negative correlation): people with low agreeableness are less caring of others, less need to be liked

Appendix
Appendix
 References & Useful Weblinks
❑ The content of this PowerPoint presentation has been derived from the below
mentioned sources:
• Robbins, S. P., Judge, T. and Vohra, N. (2020). Organizational Behavior”, 19th Ed.,
Pearson Education, New Delhi.
• McShane and Von Glinow (2017). Organizational Behaviour, 6th Ed., McGraw Hill,
New Delhi.
❑ The students may also refer to the below mentioned Weblinks for more clarification of
the concepts discussed in the chapter:
• What is Personality? - Personality Psychology: https://youtu.be/dcsc_EsJmsA
• Who are you, really? The puzzle of personality | Brian Little:
https://youtu.be/qYvXk_bqlBk
• The Big 5 OCEAN Traits Explained: https://youtu.be/KCwHV9HCxH0
• Myers Briggs (MBTI): https://youtu.be/2ZF4OM6mrrI?t=199
• Myers Briggs Personality Types Explained - Which One Are You?:
https://youtu.be/NXcWZnQPUXw
• Personality test: https://www.123test.com/personality-test/
• Free online Personality test: https://www.16personalities.com/free-personality-test

❑ The student may also read the following:

• A Brief History of Personality Tests by Eben Harrell (2017).
 Thank You

Have a great day!

For any queries, please email
shubhi.gupta@fsm.ac.in

These slides contain copyrighted material. Please do not repost. Intended for class use
only at FORE School of Management, New Delhi