1. INDIVIDUAL DIFFERENCES: PERSONALITY

2. PERSONALITY  Unique set of traits and characteristics that are relatively stable over time and determine a person’s preferences and behavior.  Does personality matter?  Implication?   Which dimensions of personality?

3. Self AwarenessSocial Awareness (Empathy) Self-ManagementRelationship Management (Social Skills) Recognition of emotions Regulation of emotions Self (Personal Competence) Other (Social Competence) Emotional Intelligence Ability to detect, express, and manage emotion in oneself and others.

4. Emotional Intelligence Some suggest that EI is the best predictor of work success It’s “learnable” It’s related to communication, motivation (self and others), effective leadership (Hendrie Weisinger, “Emotional Intelligence at Work”, Jossey-Bass).

5. SELF-ESTEEM (SELF CONCEPT)  How we perceive ourselves in terms of our abilities, competencies, and effectiveness  Global, role-specific, job-based, organization-based  High self esteem is related to higher performance, commitment, loyalty, and longevity.  What can managers do to foster high self esteem?

6. FOSTERING SELF-ESTEEM (SELF CONCEPT)     

7. LOCUS OF CONTROL  The extent to which people believe their actions determine what happens to them in life.  Internal  External  Why is locus of control important?  Satisfaction?  Performance?  Incentive Systems?  Drawbacks?  How might a manager influence employees’ locus of control?

8. THE “BIG FIVE” (CANOE): Conscientiousness  The degree to which a person is dependable, organized, thorough, perseverant, honest  Most consistent personality predictor of performance  Also predicts lack of problem behavior

9. THE “BIG FIVE”: Agreeableness  The extent to which a person is polite, good natured, flexible, cooperative, trusting.  May predict job performance in jobs…

10. THE “BIG FIVE”: Neuroticism (Emotional Stability)  The degree to which a person is anxious, depressed, moody, emotionally unstable, temperamental.  May predict job performance in what type of jobs?

11. THE “BIG FIVE”: Openness  The degree to which a person is imaginative, curious, flexible, open to change.  May predict job performance where?

12. THE “BIG FIVE”: Extraversion  The degree to which a person is sociable, talkative, assertive, active, ambitious.  May predict job performance in what type of jobs?

13. JUNGS TYPOLOGY 16 personality types based on 4 sets of preferences Extraversion vs. Introversion Sensation vs. Intuition (N)—Perception Thinking vs. Feeling—Judgment Perception vs. Judgment

14. SELF-PERCEPTION One person begins: –Tell the group if you have taken the assessment before and if so, whether or not the results the same. –Tell the group if you agree with the results. –Group members, based on your interactions thus far, do you agree with this individuals’ results? –Group discuss: Were there any differences between the way people perceived themselves and the ways others perceived them? –What do the results suggest this individual’s strengths and weaknesses are? Continue going around the circle with each individual discussing the issues above.

15. SELF-PERCEPTION: Group Awareness and Emotional Intelligence Based on these results, what are some potential strengths and weaknesses of the group as a whole? Where might there be potential areas of synergy? Where might there be potential areas for conflict?