1. Personality

2. PERSONALITY
“A relatively stable set of characteristics that influences an individual’s behavior” Or
A sum total of ways in which an individual reacts to and interacts with others

3. PERSONALITY TRAITS
The research on personality revolved around attempts to identify characteristics that describes an individual’s behavior.
Popular characteristics include shy, aggressive, submissive, lazy, ambitious, and loyal

4. THE BIG 5 PERSONALITY MODEL
The personality theory that states that in order to understand individuals, we must break down behavior patterns into a series of observable traits.
EXTRAVERSION
AGREEABLENESS
CONSCIENTIOUSNESS
EMOTIONAL STABILITY
OPENNESS TO EXPERIENCE

5. BIG 5 TRAIT WHY IT IS RELEVANT? WHAT DOES IT AFFECT?
EMOTIONAL
STABILITY
Less negative thinking & fewer
negative emotions
Less hyper-vigilant
Higher job & life satisfaction
Lower stress levels
EXTRAVERSION
Better interpersonal skills
Greater social Dominance
More Emotionally expressive
Higher performance
Enhanced leadership
Higher job & life satisfaction
OPENNESS TO
EXPERIENCE
Increased learning
More creative
More flexible & Autonomous
Training Performance
Enhanced leadership
More adaptable to change
AGREEABLENESS
Better Liked
More compliant & conforming
Higher performance
Lower levels of deviant
behavior
CONSCIENTIOUSNESS
Greater effort & persistence
More drive & discipline
Better organized & planning
Higher performance
Enhanced leadership

6. THE JUNGIAN APPROACH AND MBTI
Swiss Psychiatrist Carl Jung built his work on the notion that people are fundamentally different, but also fundamentally alike.

7. MBTI
PREFERENCES
There are four preferences in type theory, and two possible choices for each of the four preferences. The combination of these preferences makes up an individual’s psychological type.
Extraversion/Introversion
Sensing/Intuiting
Thinking/Feeling
Judging/Perceiving

8. EXTRAVERSION / INTROVERSION
A preference indicating that an individual is energized with other people.
Introversion-
A preference indicating that an individual is energized by time alone.
EXTRAVERSION-(E)
Auditory
Expressive
Enthusiastic
Initiator
Gregarious
INTROVERSION- (I)
Quiet
Intimate
Receptor
Contained
Visual

9. 2-SENSING / INTUITING SENSING-S INTUITING-N SENSING-
Gathering information through the five senses.
INTUITING-
Gathering information through “sixth sense” and focusing on what
could be rather than what actually exists.
SENSING-S
Realistic
Traditional
Pragmatic
Experiential
Concrete
INTUITING-N
Imaginative
Abstract
Intellectual
Original
Theoretical

10. 3-THINKING / FEELING THINKING-
Making decisions in a logical, objective fashion.
FEELING-
Making decisions in a personal, value oriented way.
THINKING -T
Critical
Tough Minded
Questioning
Logical
Reasonable
FEELING -F
Accepting
Tender Hearted
Accommodating
Affective
Compassionate

11. 4-JUDGING / PERCEIVING JUDGING-
Preferring closure and completion in making decisions.
PERCEIVING-
Preferring to explore many alternatives and flexibility.
PERCEIVING-P
Casual
Spontaneous
Open-ended
Emergent
Pressure
Prompted
JUDGING -J
Early Starter
Systematic
Scheduled
Planful
Methodical

13. Personality Characteristics in Organizations
Managers should learn as much as possible about personality in order to understand their employees.
Hundreds of personality characteristics have been identified.
Personality
Characteristics in Organizations?

14. Personality Characteristics in Organizations
1. Core Self Evaluation
2. Machiavellianism
3. Narcissism
4. Self Monitoring
5. Risk taking
6.Type A and B personalities
7. Proactive Personality

15. 1. Core Self Evaluation

16. Internal Locus of control External Locus of control
An individual’s generalized behavior about internal control (self control) versus external control (control by the situations or others)
Internal Locus of control
People who
believe they control
what happens to them.
External Locus of control
People who
believe that circumstances
or other people control
their fate.

17. SELF ESTEEM
Individuals’ degree of liking and disliking themselves and the degree to which they think they are worthy or unworthy as people.

18. 2. Machiavellianism

19. MACHIAVELLIANISM
The degree to which an individual believes that the ends justify the means and behave in a manner which aims at increasing their level of power within an organization.

20. 3. Narcissism

21. NARCISSISM
A person high in narcissism has a grandiose sense of self importance, requires excessive admiration, has a sense of entitlement and is arrogant

22. 4. Self-Monitoring

23. SELF-MONITORING
The extent to which people base their behavior on cues from other people and situations.”

24. 5. Risk Taking

25. RISK TAKING
People differ in their willingness to take chances. This propensity to assume or avoid risk affects how long it takes managers to make a decision and how much information they require before making choice.

26. 6. The Lifestyle Approach

27. TYPE - A TYPE - B THE LIFESTYLE APPROACH
From the point of view of broad lifestyles, two types of personalities have been identified.
TYPE - A
TYPE - B
Are impatient with the rate of work
Move and eat rapidly
Want to measure everything
Do several things simultaneously
Never feel urgency and are patient
Are relaxed
Eat in leisurely fashion
enjoy themselves
Do not display their achievements
Play for fun
Rather than to prove themselves

28. 7. Proactive Personality

29. PROACTIVE PERSONALITY
Some people take the initiative to improve their current circumstances or creative new ones while others sit by passively reacting to situations.

30. PERSONALITY-JOB FIT THEORY
Holland (1985) has proposed a “personality-job fit” theory of personality.
This theory makes a case for job-specific personality types.
He has suggested 6 personality types and has prepared an instrument containing 160 occupational titles.
Based on respondent’s preferences, their personality profiles are prepared.

31. Holland’s Personality Types for Different Occupations

32. TYPE PERSONALITY CONGRUENT CHARACTERISTICS? OCCUPATIONS
Realistic: Prefers physical
activities that require skill,
strength & coordination
Shy, genuine, persistent,
stable, conforming & practical.
Mechanic, drill press operator,
Assembly-line worker & farmer.
Investigative: Prefers
activities that involve thinking &
organizing.
Analytical, original, curious
& independent.
Biologist, economist,
News reporter & mathematician.
Social: Prefers activities that
involve helping & developing
others.
Sociable, friendly, cooperative
& understanding.
Social worker, teacher,
Clinical psychologist &
Counselor.
Conventional: Prefers rule-
regulated, orderly &
unambiguous activities.
Conforming, efficient, practical,
unimaginative & inflexible.
Accountant, bank teller,
corporate manager & file clerk
Enterprising: Prefers verbal
activities.
Self-confident, ambitious,
energetic & domineering.
Lawyer, real estate agent,
Public relations specialist &
Small business manager.
Artistic: Prefers ambiguous
& unsystematic activities that
Allow creative expression.
Imaginative, disorderly,
Idealistic, emotional &
impractical
Painter, musician, writer,
& interior decorator.