1. Chapter 3 Personality and Values
Essentials of Organizational Behavior, 9/e
Stephen P. Robbins/Timothy A. Judge
Chapter 3 Personality and Values

2. After studying this chapter you should be able to:
Explain the factors that determine an individual’s personality.
Describe the Myers-Briggs Type Indicator personality framework.
Identify the key traits in the Big Five personality model.
Explain how the major personality attributes predict behavior at work.
Contrast terminal and instrumental values.
List the dominant values in today’s workforce.
Identify Hofstede’s five value dimensions of national culture.

3. Personality
The sum total of ways in which an individual reacts to and interacts with others
Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid

4. Myers-Briggs Type Indicator
Most widely used personality-assessment instrument in the world
Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P)
Classifications combined into 16 personality types (i.e. INTJ or ESTJ)

5. Personality Type

13. The Big-Five Model Contradiction to MBTI: Extraversion Agreeableness
Conscientiousness
Emotional Stability
Openness to Experience

14. Personality and National Culture
A country’s culture influences the dominant personality characteristics of its population.

15. Value Systems Represent a prioritizing of individual values
Identified by the relative importance an individual assigns to such values as freedom, pleasure, self-respect, honesty, obedience, and equality

16. Contemporary Work Cohorts
Entered the Workforce
Dominant Work Values
Veterans
1950s or early 1960s
Hard working, conservative, conforming; loyalty to the organization
Boomers
Success, achievement, ambition, dislike of authority; loyalty to career
Xers
Work/life balance, team-oriented, dislike of rules; loyalty to relationships
Nexters
2000 to present
Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships

17. Hofstede’s Framework for Assessing Cultures
Power distance
Individualism vs. collectivism
Masculinity vs. femininity
Uncertainty avoidance
Long-term vs. short-term orientation

18. Personality-Job Fit Theory Hollands Typology page 48

19. Person-Organization Fit
It is more important that employee’s personalities fit with the overall organization’s culture than with the characteristics of any specific job.
The fit of employee’s values with the culture of their organization predicts job satisfaction, commitment to the organization and low turnover.

20. Implications for Managers
Evaluate the job, the work group and the organization to determine the optimum personality fit
Find job candidates who not only have the ability, experience and motivation to perform but also possess a value system that is compatible with the organization’s.

21. Summary
Explained the factors that determine an individual’s personality.
Described the Myers-Briggs Type Indicator personality framework.
Identified the key traits in the Big Five personality model.
Explained how the major personality attributes predict behavior at work.
Contrasted terminal and instrumental values.
Listed the dominant values in today’s workforce.
Identified Hofstede’s five value dimensions of national culture.