Copyright © 2015 Pearson Education Ltd. 18-1

Copyright © 2015 Pearson Education Ltd. Chapter 5: Personality and Values

Copyright © 2015 Pearson Education Ltd. Let’s Play A Game  İZMİR  ANKARA  ISTANBUL  RIZE  BODRUM  ESKİŞEHİR  VAN

Copyright © 2015 Pearson Education Ltd. Describe Personality, the Way It Is Measured, and the Factors that Shape It  Defining Personality  Personality is a dynamic concept describing the growth and development of a person’s whole psychological system. It changes!!!  The sum total of ways in which an individual reacts to and interacts with others.

Copyright © 2015 Pearson Education Ltd.  Managers need to know how to measure personality.  Personality tests are useful in hiring decisions and help managers forecast who is best for a job.  The most common means of measuring personality is through self-report surveys. Describe Personality, the Way It Is Measured, and the Factors that Shape It

Copyright © 2015 Pearson Education Ltd.  Personality Determinants  Is personality the result of heredity or environment?  Heredity refers to those factors that were determined at conception.  The heredity approach argues that the ultimate explanation of an individual’s personality is the molecular structure of the genes, located in the chromosomes. Describe Personality, the Way It Is Measured, and the Factors that Shape It

Copyright © 2015 Pearson Education Ltd.  Early research tried to identify and label enduring personality characteristics.  Shy, aggressive, submissive(passive), lazy, ambitious(striving), loyal, and timid(shy, nervous,fearful).  These are personality traits(characther).  Early efforts to identify the primary traits that govern behavior often resulted in long lists that were difficult to generalize from and provided little practical guidance to organizational decision makers. Describe Personality, the Way It Is Measured, and the Factors that Shape It

Copyright © 2015 Pearson Education Ltd. Describe the Myers-Briggs Type Indicator Personality Framework and Its Strengths and Weaknesses  One of the most widely used personality frameworks is the Myers-Briggs Type Indicator (MBTI).  Individuals are classified as:  Extroverted or Introverted (E or I)  Sensing (Anlamlandırmak) or Intuitive(sezgisel) (S or N)  Thinking or Feeling (T or F)  Perceiving or Judging (P or J)  INTJs are visionaries.  ESTJs are organizers.  ENTPs are conceptualizers.

Copyright © 2015 Pearson Education Ltd. Identify the Key Traits in the Big Five Personality Model 1.Extraversion 2.Agreeableness = Warm Bloded 3.Conscientiousness=Reliable 4.Emotional Stability = Are you good at managing stress? 5.Openness to experience = Level of Interest with innovation

Copyright © 2015 Pearson Education Ltd. Demonstrate How The Big Five Traits Predict Behavior At Work

Copyright © 2015 Pearson Education Ltd. Demonstrate How The Big Five Traits Predict Behavior At Work

Copyright © 2015 Pearson Education Ltd.  The five factors appear in almost all cross-cultural studies. conscientiousness  Of the Big Five traits, conscientiousness is the best predictor of job performance. Demonstrate How The Big Five Traits Predict Behavior At Work

Copyright © 2015 Pearson Education Ltd.  The Dark Triad 1.Machiavellianism – the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means. 2.Narcissism – the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement. 3.Psychopathy – the tendency for a lack of concern for others and a lack of guilt or regret when their actions cause harm. Dark Side of Personality

Copyright © 2015 Pearson Education Ltd.  Approach-Avoidance  The approach-avoidance framework – The degree to which we react to stimuli.  Approach motivation is attraction to positive stimuli.  Avoidance motivation is our aversion to negative stimuli. Traits Predict Behavior At Work

Copyright © 2015 Pearson Education Ltd.  Other Personality Traits Relevant to OB  Core Self-Evaluation – bottom line conclusions individuals have about their capabilities, competence, and worth as a person.  Self-Monitoring – measures an individual’s ability to adjust his or her behavior to external, situational factors.  Proactive Personality – people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs. Traits Predict Behavior At Work

Copyright © 2015 Pearson Education Ltd. Describe How the Situation Affects Whether Predicts Behavior  Personality and Situations  Situation strength theory – indicates that the way personality translates into behavior depends on the strength of the situation.  The degree to which norms, cues, or standards dictate appropriate behavior.  Clearness  Consistency  Constraints =Limits  Consequences= Results

Copyright © 2015 Pearson Education Ltd. Contrast Terminal and Instrumental Values  Values – basic opinions (such as speecific mode of conduct or end state of existance) about what is right, good, or desirable.(according to personality or social settings)  Value system – ranks values in terms of intensity.  The Importance and Organization of Values  Values lay the foundation for understanding of attitudes and motivation.  Values generally influence attitudes and behaviors.  Terminal values – desirable end-states of existence.  Instrumental values – preferred modes of behavior or means of achieving terminal values.

Copyright © 2015 Pearson Education Ltd. Compare Generational Differences in Values

Copyright © 2015 Pearson Education Ltd.  People high on extraversion fit well with aggressive and team-oriented cultures.  People high on agreeableness match up better with a supportive organizational climate than one focused on aggressiveness.  People high on openness to experience fit better in organizations that emphasize innovation rather than standardization. Person-Organization Fit (The link between personality and values at work)

Copyright © 2015 Pearson Education Ltd. Identify Hofstede’s Five Value Dimensions Of National Culture  Five value dimensions of national culture 1.Power distance 2.Individualism versus collectivism 3.Masculinity versus femininity 4.Uncertainty avoidance 5.Long-term versus short-term orientation

Copyright © 2015 Pearson Education Ltd. HOMEWORK  For each dimension of «Hofstede’s Study» place Turkey in one category.  Do you think time can change the cultural classification of nations according to this study? Thus if you repeat the study in Turkey today, do you think new «value dimensions» may appear or/and Turkey may fall into another clasification for any value dimension then in the original study done in 1970s?