PERSONALITY

AND
VALUES
 PERSONALITY
• Personality:
The sum total of ways in which an individual
reacts to and interacts with others.
• It is important for us to describe it in terms of
the measurable traits a person exhibits,
because research has shown personality tests
are useful in hiring decisions and help
managers forecast who is best for a job.
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• Frameworks for identifying and classifying
Personality traits:
• THE BIG 5 MODEL
• John Holland’s Personality - Job Fit
Theory (RIASEC)
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THE BIG 5 PERSONALITY MODEL:
• An impressive body of research supports this model.
• The Big 5 Factors are:
• 1. EXTRAVERSION – characterized by excitability,
sociability, talkativeness, assertiveness
Extraverts – assertive, sociable.

• 2. AGREEABLENESS – An individual’s propensity to DEFER

with others.
High - Cooperative, warm, trusting.
Low - cold, antagonisitic.
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• 3. CONSCIENTIOUSNESS : This dimension is characterized
by high levels of thoughtfulness, good impulse control, and
goal-directed behaviors
High – Responsible, Organised, Dependable and Persistent.
Low - Easily distracted, disorganised and unreliable.
• 4. EMOTIONAL STABILITY – A person’s ability to withstand
stress.
High- Calm, Confident, Secure.
Low –Nervous, Anxious, Depressed, Insecure.
• 5. OPENNESS TO EXPERIENCE: Addresses range of interests
and fascination with novelty.
High – Creative, Curious, Artistically sensitive.
Low – Conventional, Find comfort in the familiar.
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BIG FIVE TRAITS WHY IS IT RELEVANT? WHAT DOES IT AFFECT?

EMOTIONAL • LESS NEGATIVE THINKING AND FEWER • HIGHER JOB AND LIFE
STABILITY NEGATIVE EMOTIONS SATISFACTION
•LESS HYPER-VIGILANT •LOWER STRESS
LEVELS
EXTRAVERSION •BETTER INTERPERSONAL SKILLS •HIGHER PERFORMANCE
•GREATER SOCIAL DOMINANCE •ENHANCED LEADERSHIP
•MORE EMOTIONALLY EXPRESSIVE •HIGHER JOB AND LIFE
SATISFACTION

OPENNESS •INCREASED LEARNING

•MORE CREATIVE •ENHANCED LEADERSHIP
•MORE FLEXIBLE AND AUTONOMOUS •MORE ADAPTABLE TO CHANGE
AGREEABLENESS •BETTER LIKED •HIGHER PERFORMANCE
•MORE COMPLIANT AND CONFORMING •LOWER LEVELS OF DEVIANT
BEHAVIOUR

CONSCIENTIOUS •GREATER EFFORT AND PERSISTENCE •HIGHER PERFORMANCE

NESS •MORE DRIVE AND DISCIPLINE •ENHANCED LEADERSHIP
•BETTER ORGANISED AND PLANNING •GREATER LONGEVITY
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• John Holland’s Personality - Job Fit Theory
(RIASEC)
• John identifies 6 personality types and proposes that the
fit between personality type and occupational
environment determines satisfaction and turnover.
• Satisfaction is highest and Turnover lowest when
Personality and Occupations are in agreement.
TYPE PERSONALITY CHARACTERISTICS
REALISTIC Shy, genuine, persistent, stable,
conforming, practical
INVESTIGATIVE Analytical, original, curious,
independent
SOCIAL Sociable, friendly, cooperative,
understanding
CONVENTIONAL Conforming, efficient, practical,
unimaginative, inflexible
ENTERPRISING Self-confident, ambitious,
energetic, domineering
ARTISTIC Imaginative, disorderly, idealistic,
emotional, impractical
CONGRUENT OCCUPATIONS
Mechanic, drill press
operator, assembly line
worker, farmer
Biologist, economist,
mathematician, news
reporter
Social worker, teacher,
counsellor, clinical
psycholigist
Accountant, corporate
manager, bank teller, file
clerk
Lawyer, real estate agent,
public relations specialist,
small business manager
Painter, Musician, Writer,
Interior decorator
Relationships among occupational
personality types.(RIASEC)
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• OTHER PERSONALITY TRAITS RELEVANT
TO ORGANISATIONAL BEHAVIOUR:
1.CORE SELF EVALUATION
2.NARCISSISM
3.SELF MONITORING
4. RISK TAKING
5. PROACTIVE PERSONALITY
 PERSONALITY
1. CORE SELF EVALUATION :
• The degree to which an individual likes or dislikes
herself, whether the person sees herself as capable
and effective, and whether the person feels in control
of his or her environment or powerless over the
environment.
• People with high Core self evaluation perform better at
jobs because they set more ambitious goals, are more
committed to their goals, and persist longer.
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2. NARCISSISM :
• The tendency to be arrogant, have a grandiose sense of self
importance, require excessive admiration, and have a sense
of entitilement.
• Eg. Sameer likes to be the center of attraction. He looks at
himself in the mirror a lot, has extravagant dreams, and
considers himself a person of many talents.
• A study found that while narcissists thought they were
better leaders than their colleagues, their supervisors
actually rated them as worse.
• They treat others as if they were inferior.
• Tend to be selfish, exploitative.
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3. SELF MONITORING :
• A Personality trait that measures an individual’s ability to
adjust his or her behaviour to external, situational factors.
• Eg. Sheela is competent, hard working, productive, but gets
very average appraisals. Her bosses are irritated with her.
• She is politically inept.
• She is unable to change her behaviour to fit changing
situations.
• She is a LOW SELF MONITOR.
• HIGH SELF MONITORS – Pay close attention to behaviour of
others. Receive better performance ratings, more likely to
become leaders, show less commitment to organisation.
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4. RISK TAKING :
• Affects how much time and information
managers need to make a decision.
• It makes sense to recognise these differences
and align them with specific job demands.
• High - Stock trader-because of the need for
rapid decision making
• Low – Accountant – Auditing activities
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5. PROACTIVE PERSONALITY :
• People who identify opportunities, show
initiative, take action, and persevere until
meaningful change occurs.
• Overcome obstacles, constraints.
• Leaders, change agents.
• More likely than others to achieve career
success.
• More likely to become Entrepreneurs.
 VALUE
• VALUES :
S
• Values defined in Organizational Behavior as the
collective conceptions of what is considered
good, desirable, and proper or bad, undesirable,
and improper in a culture.
• Eg. Is capital punishment right or wrong?
• Values contain a judgement element.
 TYPES OF VALUES
• Two main types Values:
• Terminal vs Instrumental values.
• Terminal values: The goals a person would like
to achieve during her/his lifetime.
• Instrumental values: The means of
achieving one’s terminal values.
INSTRUMENTAL VALUE TERMINAL VALUE

BEING RESPONSIBLE, TRUE FRIENDSHIP

DEPENDABLE, RELIABLE

AMBITIOUS A COMFORTABLE LIFE

THANK YOU