1. Chapter ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 1 The Leader as an Individual 4

2. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 2 Your Leadership Challenge Identify major personality dimensions and understand how personality influences leadership and relationships within organizations. Clarify your instrumental and end values, and recognize how values guide thoughts and behavior. Define attitudes and explain their relationship to leader behavior. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

3. 3 Your Leadership Challenge (cont.) Explain attribution theory and recognize how perception affects the leader- follower relationship. Recognize individual differences in cognitive style and broaden your own thinking style to expand leadership potential. Understand how to lead and work with people with varied personality traits. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

4. 4 Personality The set of unseen characteristics and processes that underlie a relatively stable pattern of behavior in response to ideas, objects, and people in the environment

5. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Big Five Personality Dimensions Five general dimensions that describe personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. 5

6. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Big Five Personality Dimensions Defined Extraversion – the degree to which a person is outgoing, sociable, talkative, and comfortable meeting and talking to new people. Agreeableness – the degree to which a person is able to get along with others by being good-natured, cooperative, forgiving, compassionate, understanding, and trusting. 6

7. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Big Five Personality Dimensions Defined Conscientiousness – the degree to which a person is responsible, dependable, persistent, and achievement-oriented. Emotional stability – the degree to which a person is well-adjusted, calm, and secure. Openness to experience – the degree to which a person has a broad range of interests and is imaginative, creative, and willing to consider new ideas. 7

8. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 8 Personality Traits Locus of Control –Defines whether a person places the primary responsibility for what happens to him or her within himself/herself or on outside forces Authoritarianism –The belief that power and status differences should exist in an organization

9. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 9 Values Fundamental beliefs that an individual considers to be important, that are relatively stable over time, and that have an impact on attitudes and behavior. End Values –Sometimes called terminal values, these are beliefs about the kind of goals or outcomes that are worth trying to pursue. Instrumental Values –Beliefs about the types of behavior that are appropriate for reaching goals.

10. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 10 Attitude An evaluation (either positive or negative) about people, events, or things. Self-Concept –The collection of attitudes we have about ourselves; includes self-esteem and whether a person generally has a positive or negative feeling about him/herself.

11. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 11 Theory X and Theory Y Theory X : the assumption that people are basically lazy and not motivated to work and that they have a natural tendency to avoid responsibility Theory Y : the assumption that people do not inherently dislike work and will commit themselves willingly to work that they care about

12. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Social Perception Perception: the process people use to make sense out of the environment by selecting, organizing, and interpreting information. Perceptual distortions: errors in judgment that arise from inaccuracies in the perceptual process. 12

13. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Social Perception (contd.) Stereotyping: the tendency to assign an individual to a broad category and then attribute generalizations about the group to the individual. Halo effect: an overall impression of a person or situation based on one characteristic, either favorable or unfavorable. 13

14. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Social Perception (contd.) Projection: the tendency to see one’s own personal traits in other people. Perceptual defense: the tendency to protect oneself by disregarding ideas, situations, or people that are unpleasant. 14

15. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 15 Attribution Theory How people draw conclusions about what caused certain behaviors or events.

16. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 16

17. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Cognitive Style 17 How a person perceives, processes, interprets, and uses information.

18. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 18 Ex. 4.4 Hermann’s Whole Brain Model Logical Analytical Fact-based Quantitative Holistic Intuitive Integrating Synthesizing Organized Sequential Planned Detailed Interpersonal Feeling-based Kinesthetic Emotional A Upper left B Lower left C Lower right D Upper right

19. ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 19 Myers-Briggs Type Indicator (MBTI) Personality test that measures how individuals differ in gathering and evaluating information for solving problems and making decisions