ORGANIZATIONAL

BEHAVIOUR

PERSONALITY
 LESSON OBJECTIVES

By the end of this session, students will have learnt:

1. Determinants of personality-Personality traits
2. The Myers-Briggs Type Indicator (MBTI)
3. Personality Orientation
4. Self monitoring
5. Types of personality
 What is Personality

1. Personality is a very complex and multidimensional

construct of a human being.
2. It is a sum total of ways in which an individual
reacts and interacts with others.
3. Thus by understanding certain dimensions of
personality one can predict human behaviour
4. Personality is determined by heredity,
environment (culture) and situation under
which an individual works.
 Personality

Heredity Environment

.Person
ality

Situation
 HEREDITY
1. Heredity is transmitted through genes,
2. Genes determine physique and the personality of an
individual.
3. Heredity refers to acquiring from parents certain
biological, physical and psychological characteristics
4. These characteristics are further reflected in your
physical stature, facial attractiveness, sex,
temperament, muscle composition and even reflect.
5. These factors decide how a person behaves in an
organization when confronted with a situation
6. In defence, parents are screened before recruiting.
 ENVIRONMENT

1. Every individual is born and brought up in a

particular environment.
2. Environment should be viewed from the point of
view of norms, ethics and value that are observed
and the attitude displayed by the social group.
3. The cultural background is important to evaluate
personality
4. In childhood, parents, uncles, aunts and even
neighbour’s behaviour is copied by a child
5. Other influences like first born and later born child
will have different personality traits.
 SITUATION

1. Individual interact with number of problems in a

given situation.
2. Situations change every time
3. Personality is situational.
4. Individual modifies his behaviour based on
situation.
5. When an individual goes to temple he would be
sober, generally put on plain clothes and bow.
6. When the same individual goes for interview he
would be armed with knowledge of the
organization
 MYERS-BRIGGS PERSONALITY TYPES

INTROVERSION VS EXTROVERSION
Extroverts gain energy from being around others and interacting
whereas introverts gain energy from focusing on personal thoughts and
feelings
SENSING VS INTUITION
Those with sensing preference gather and absorb information through
the five senses whereas intuitive people rely on less direct perception.
THNKING VS FEELING
Feeling type tend to rely more on their values and sense of what is
wrong or right and how it affects other people’s feeling while thinking
type rely more on logic and objectivity in decision making
JUDGING VS PERCEIVING
People with judging preferences like certainty and closure. They prefer
goals and deadlines and make decisions quickly while perceiving people
enjoy ambiguity, dislike dead lines and may change their minds several
times
 BIG FIVE PERSONALITY MODEL

1. Extraversion. The extraversion dimension captures our comfort level with

relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts
tend to be reserved, timid, and quiet.
2. Agreeableness. The agreeableness dimension refers to an individual’s
propensity to defer to others. Highly agreeable people are cooperative, warm, and
trusting. People who score low on agreeableness are cold, disagreeable, and
antagonistic.
3. Conscientiousness. The conscientiousness dimension is a measure of
reliability. A highly conscientious person is responsible, organized, dependable,
and persistent. Those who score low on this dimension are easily distracted,
disorganized, and unreliable.
4. Emotional stability. The emotional stability dimension—often labeled by its
converse, neuroticism—taps a person’s ability to withstand stress. People with
positive emotional stability tend to be calm, self-confident, and secure. Those with
high negative scores tend to be nervous, anxious, depressed, and insecure.
5. Openness to experience. The openness to experience dimension addresses
range of interests and fascination with novelty. Extremely open people are
creative, curious, and artistically sensitive. Those at the other end of the category
are conventional and find comfort in the familiar.
 Locus of control

The degree to which people believe that they are masters of their own
fate.
It determines whether an individuals control events or the events
control the individuals
Internal Locus of Control.
a) Persons having internal locus of control believe that they can
manipulate events to their advantage.
b) They are capable of deciding their fate
c) A manager having dominant internal locus of control would be
able to effectively control resources, decide events, which benefits
him.
d) He manipulates communications, resources, events, programmes
in such away that enhances his position.
e) Individual feels that he is decider of his own future and that no
external events (power) can interfere with it.
 Locus of control

External Locus of Control.

a) Person having dominant external locus of control
believe that what happen to them is controlled by
outside forces such as luck or chance.
b) These types of people lack initiative, decision-
making and do not even take calculated risk.
c) They wait and see events take place and things
happen.
 Personality Orientation

1. Achievement Orientation
a) Every person possesses need to achieve in his personality.
b) It could be high degree or low degree.
c) A person who possesses high degree displays very dominant personality.
d) He is generally very ambitious, hard working and fixes his goal at a very high level
e) She strives to achieve higher grades.
f) She is achievement oriented and undertakes difficult tasks which cannot be
attained by a common person..
g) She prefers to undertake task of intermediate nature so that its achievement
would satisfy him to a large extent and he would feel that he is above than the
normal individual.
h) People having high achievement orientation are found to be good organizers,
efficient managers.
i) Sports persons are generally high achievers as they strive to achieve that extra
point or mark than his competitors.
j) High generally do well as sale persons as it calls for hard work and achieving
higher targets of sales every time.
 Personality Orientation

2. Authoritarianism
a) Authoritarianism is related with status and power.
b) One would therefore find in an organization, people
with low authority and high authority.
c) Person who possesses high authoritarian is
intellectually rigid, they display varied behaviour
patterns.
d) They are submissive with those who are superior
(senior) to them and behave in an exploitative
manner to those who are subordinates or below them.
e) They resist change and display insensitivity while
dealing with people. They are task oriented.
 Personality Orientation

3. Theory of Machiavellianism
a) Niccolo Machivelli introduced theory of Machiavellianism.
b) The degree to which an individual is pragmatic and maintains emotional
distance with co-workers while accomplishing any task.
c) A person who practices this theory believes in “end justifies means.”
d) In any organization people can be classified as having high Macho or low
Macho tendencies.
e) A person having High Macho generally displays variety of personality traits
like manipulation, win more, persuade others to do a work while they do not
get persuaded by others.
f) They generally flourish in face-to-face situation where there are minimum
rules and have enough space for manoeuvre.
g) They have high bargaining skills and believe in giving substantial rewards to
their subordinates on accomplishment of tasks.
h) They are highly productive.
i) Machivelli believed in one doctrine, that a work must be finished whatever be
the means.
 Personality Orientation

4. Self-Esteem
1. Self-esteem refers to individuals’ degree of liking or disliking himself.
2. People’s self-esteem has to do with their self-perceived competence and
self-image.
3. Self-esteem plays an important moderating role in areas such as
emotional and behavioural responses and stress of organizational
members.
4. Employees with high self-esteem feel unique, competent, secure,
empowered and connected to the people around them.
5. People having high degree of self-esteem take more risk in job selection
and take up unconventional assignments while those possessing low
self-esteem display dependency, seek approval from others for the
decision they make, respect others and seek confirmation in beliefs.
6. Managers with low self-esteem do not take unpopular stand, which may
lead to displeasing others.
 Personality Orientation

5. Self-Monitoring
a) Self-monitoring is related to self-efficacy. It is
situation specific.
b) A person must always examine efficiency and
attribute it to his behaviour with subordinates and
improve upon it.
c) This quality displays high degree of adaptability
and high sensitivity of an individual.
d) A person possessing self monitoring trait is likely to
behave differently in different situation.
 Types of Personality

Type A:
Type A personality are always moving, walking and eating rapidly.
They feel impatient with the speed the events take place.
They always strive to do two or three thing at any one time and
cannot cope with leisure.
They are generally obsessed with work involved with numbers.
Type B:
Type B personality never suffer from sense of urgency and take
thing as it comes coolly.
They do not discuss achievement and leave it to the superiors to
identify it.
People having B type of personality play for fun and relaxation
rather than to show off.
These people have the tendency to relax without guilt.
 Implication for Managers

1. Screening job candidates for high conscientiousness pay

dividends.
2. However, managers still need to take situational factors
into consideration.
3. You need to evaluate the job, the work group, and the
organization to determine the optimal personality fit.
4. Other traits, such as core self-evaluation or narcissism,
may be relevant in certain situations.
5. In training and development, it can help employees better
understand themselves.
6. Help team members better understand each other,
7. Open up communication in work groups and possibly
reduce conflicts.
THANK YOU

END