CHAPTER 5:SELF-CONCEPT,

PERSONALITY, ABILITIES, AND

EMOTIONS
10
U-2
ED

DR. AUGUSTO F. ROS

Professor MARNELLIE F. BERMAS
JEANNITTE G. ONAN
Presenter 1 Presenter 2
CHAPTER
SELF-
CONCEPT,
PERSONALITY,
5

ABILITIES, AND
EMOTIONS
LEARNING OBJECTIVES
• Define self-esteem, and explain how it can be improved with
Branden’s six pillars of self-esteem
• Define self-efficacy, and explain its sources.
• Contrast high and low self-monitoring individuals, and discuss the
ethical implications of organizational identification.
• Identify and describe the Big Five personality dimensions, and
specify which one is correlated most strongly with job performance.
• Describe the proactive personality, and explain the need to balance
an internal locus of control with humility.
•Identify at least five of Gardner’s eight multiple
intelligences, and explain “practical intelligence”.

•Distinguish between positive and negative

emotions, and explain how they can be judged.

•Identify the four components of emotional

intelligence, and discuss the practical significance
of emotional contagion and emotional labor
 CHAPTER 5 OUTLINE
From Self-Concept to Self-Management
• Self Esteem
• Self-Efficacy ( “I can do that”)
• Self-Monitoring
• Self management: A Social Learning Model
Personality Dynamics
• The Big Five Personality Dimension
• Locus of Control: Self or Environment?
• Attitudes
• Intelligence and Cognitive Abilities
 What is a Self-
Concept?
....a person’s self
perception
 Self-
esteem
•“ . . . a belief about one’s
own self-worth based on
an overall self-evaluation.”
 Branden’s Six Pillars of Self-
1. Live
Esteem Be actively and fully engaged in what you do and
consciously with whom you interact.

2. Be self-accepting Don’t be overly judgmental or critical of your

thoughts and actions.

3. Take personal Take full responsibility for your decisions and

responsibility actions in life’s journey.
 Branden’s Six Pillars of Self-
Esteem
Be authentic and willing to defend your beliefs
4. Be self-assertive
when interacting with others, rather than bending to
their will to be accepted or liked

Have clear near-term and long-term goals and

5. Live purposefully
realistic plans for achieving them to create a sense
of control in your life

6. Have personal Be true to your word and your values

integrity
SELF-EFFICACY
 Work Applications of Self-Efficacy
1) Recruiting/Selection/job assignments
• What questions would you ask to determine one’s self-
efficacy for performing the job well?
2) Job design
• Are challenging or boring tasks more likely to improve
one’s self efficacy?
3) Training and development
• How do training and development programs develop self-
efficacy?
 Self-Monitoring
• Self-Monitoring: Observing
one’s own behavior and
adapting it to the situation
• What are the dangers of
being a:
• High Self-Monitor?
• Low Self-Monitor?
• Is high or low-self
monitoring related to job
success?
 How Good Are You at Self-Monitoring?
• Self-Monitoring “The extent to which a person observes their own
self-expressive behavior and adapts it to the demands of the
situation.”
• Would those who know you well score you about the same? If not,
could that be a source of interpersonal problems? Explain.
• What implications does your score have for you as a manager?
• If you are unhappy with your score, what can you do to change
your self-monitoring tendencies?
 The Big Five Personality Dimensions
Remember acronym “OCEAN”
Personality Dimension
1. Openness to experience
2. Conscientiousness
3. Extraversion
4. Agreeableness
5. Neuroticism/Emotional stability
Characteristics of a Person Scoring
Positively on the Dimension
Intellectual, imaginative, curious, broad
minded
Dependable, responsible, achievement,
oriented, persistent
Outgoing, talkative, social assertive
Trusting, good natured, cooperative, soft
hearted
Relaxed, secure, unworried
 THE BIG FIVE
PERSONALITY
DIMENSION

Research Finding:
Conscientiousness is the best
(but not as strong) predictor of
job performance
Internal locus of control:
belief that one control keys
key events and
consequences in one’s life.

External locus of control:

One’s life outcomes
attributed to environment
factors such as luck or fate.
Internal LOC &

Internals enjoy
• High performance
• Job satisfaction
• Higher salaries and more promotions
• Less anxiety
Humility
• Considering the contributions of others and good
fortune when gauging one’s success
Which of the following traits would predict
motivation at work?
a. Internal locus of control
b. Intelligence
c. Agreeableness
d. External locus of control
 Intelligence
• Intelligence
Capacity for constructive thinking, reasoning, problem solving
Charles Spearman’s work
• “g”= General mental ability
• “s”= specific mental ability

Intelligence-related predictors of job performance:

• Numerical ability
• Spatial ability
• Inductive reasoning
Mental Abilities 1. Verbal Comprehension
Underlying
Performance 2. Word fluency
3. Numerical
4. Spatial
5. Memory
6. Perceptual speed
7. Inductive reasoning
 Seven Major Mental Abilities
Verbal comprehension: Meaning of words and reading
comprehension
Word fluency: Ability to produce isolated words to meet specific
requirements
Numerical: Arithmetic computation
Spatial: Perceive spatial patterns and visualize geometric shapes
Memory: Good rote memory of words, symbols, and lists
Perceptual speed: Perception of similarities and differences in
figures
Inductive reasoning: Reasoning from specifics to general
conclusion
Multiple Intelligences

Howard
Gardner’s Work
EMOTION
S
• Emotions “Complex, patterned, organismic reactions to how we think
we are doing in efforts to survive and flourish and to achieve what we
wish for ourselves.”
Positive emotions (Goal Negative emotions (Goal
congruent) incongruent)
Happiness/joy o Anger
Love/affection o Guilt/shame
Pride o Envy/jealously
Relief o Fright/anxiety
o Sadness
o Disgust
Positive and Negative Emotions
Emotional Intelligence
• ability to manage oneself
and interact with others in
a constructive way
• Emotional Intelligence
• The ability to understand and manage
one’s own moods and emotions and
the moods and emotions of other
people.
• Helps managers carry out their
interpersonal roles of figurehead,
leader and liaison.
• Managers with a high level of
emotional intelligence are more likely
to understand how they are feeling
and why.
• More able to effectively manage their
feelings so that they do not et in the
way of effective decision-making
1. I’m a dependable, responsible a. High Self-Esteem
person
2. I know when to speak up and b. High Self –Monitor
when not to during work
meetings
c. High Internal Locus of
3. I effectively keep my emotions
Control
under control d. High Self-Efficacy
4. I am a person of worth
e. High Emotional
5. I believe I am the cause of the
good or bad things that happen Intelligence
to me
1. I’m a dependable, responsible a. High Self-Esteem
person
2. I know when to speak up and b. High Self –Monitor
when not to during work
meetings
c. High Internal Locus of
3. I effectively keep my emotions
Control
under control d. High Self-Efficacy
4. I am a person of worth
e. High Emotional
5. I believe I am the cause of the
good or bad things that happen Intelligence
to me