Download presentation
Presentation is loading. Please wait.
1
Gholipour A. 2010. Organizational Behavior. University of Tehran.
2
Organizational Behavior:
Personality Gholipour A Organizational Behavior. University of Tehran.
3
Gholipour A. 2011. Organizational Behavior. University of Tehran.
Personality A person’s general style of interacting with the world People differ from one another in ways that are relatively consistent over time and place Keywords: personality Gholipour A Organizational Behavior. University of Tehran.
4
Gholipour A. 2010. Organizational Behavior. University of Tehran.
What is Personality? Personality The sum total of ways in which an individual reacts and interacts with others. Personality Traits Enduring characteristics that describe an individual’s behavior. Personality Determinants Heredity Environment Situation Gholipour A Organizational Behavior. University of Tehran.
5
Freud’s Structure of Personality
Conscious—Acute awareness Preconscious—Just under awareness; easily known Unconscious—Well below awareness; Difficult to know but very influential Superego Consciousness Ego Id Gholipour A Organizational Behavior. University of Tehran.
6
Gholipour A. 2010. Organizational Behavior. University of Tehran.
How the iceberg works Id Functions on ‘pleasure principle’ Immediate gratification of needs to reduce tension & discomfort regardless of consequences Superego Functions on ‘idealistic principle’ Our moral guide/conscience Influenced by internalizing our parents’ values & the voice of society Works against the Id by inflicting guilt ID: I WANT IT AND I WANT IT NOW!!!! SUPEREGO: The restraint. Two components – both our conscience as well as our ideal of who we ideally want to be. Gholipour A Organizational Behavior. University of Tehran.
7
How the iceberg works (cont.)
Ego Functions on ‘reality principle’ Serves to balance the demands the Id and the Superego Assesses what is realistically possible in satisfying the Id and/or Superego (i.e., what society will deem acceptable) Ego uses defense mechanisms to protect itself Personality is result of the battle for control between id, ego & superego Ego: A master of compromise, a part of us that tries to satisfy our needs without offending our morals. Gholipour A Organizational Behavior. University of Tehran.
8
Gholipour A. 2010. Organizational Behavior. University of Tehran.
MBTI Type of Social Interaction Extrovert (E) Introvert (I) Preference for Gathering Data Sensing (S) Intuitive (N) Preference for Decision Making Feeling (F) The Meyers-Briggs Type Indicator is a 100-question personality test that asks people to select how they usually feel or act in particular situations. On the basis of their answers, they are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and perceiving or judging (P or J). Since results provide insights into what individuals enjoy doing, using this test in employee selection can minimize personality-job conflicts. Thinking (T) Style of Decision Making Perceptive (P) Judgmental (J) Gholipour A Organizational Behavior. University of Tehran.
9
Four MBTI Dichotomies
Extraversion – Introversion E - I Dichotomy Where do you prefer to focus your attention – and get your energy? Sensing – Intuition S - N Dichotomy How do you prefer to take in information? Thinking – Feeling T - F Dichotomy How do you make decisions? Judging – Perceiving J - P Dichotomy How do you deal with the outer world? Gholipour A Organizational Behavior. University of Tehran.
10
Gholipour A. 2010. Organizational Behavior. University of Tehran.
• External • Internal • Gregarious Reflective • Interaction • Concentration Gholipour A Organizational Behavior. University of Tehran.
11
Gholipour A. 2010. Organizational Behavior. University of Tehran.
• Sequential • Random • Realistic • Theoretical • Present • Future • Fact • Concept • Specific • General Gholipour A Organizational Behavior. University of Tehran.
12
Gholipour A. 2010. Organizational Behavior. University of Tehran.
• Objective • Subjective • Detached • Involved • Laws • Circumstances • Firm Minded • Fair Hearted Gholipour A Organizational Behavior. University of Tehran.
13
Gholipour A. 2010. Organizational Behavior. University of Tehran.
J P • JUDGERS • CLOSURE • SCHEDULED • STRUCTURE • DECIDED • PERCEIVERS • OPEN • FLEXIBLE • SPONTANEOUS • WAIT AND SEE Gholipour A Organizational Behavior. University of Tehran.
14
Gholipour A. 2010. Organizational Behavior. University of Tehran.
READY P AIM… AIM… AIM… P Gholipour A Organizational Behavior. University of Tehran.
15
Gholipour A. 2010. Organizational Behavior. University of Tehran.
READY FIRE… AIM… J J Gholipour A Organizational Behavior. University of Tehran.
16
Gholipour A. 2010. Organizational Behavior. University of Tehran.
TYPE SUMMARY ISTJ Responsible ISFJ Loyal INFJ Contemplative INTJ Independent ISTP Pragmatic ISFP Artistic INFP Idealistic INTP Conceptual ESTP Spontaneous ESFP Generous ENFP Optimistic ENTP Inventive ESTJ Hard Charging ESFJ Harmonizing ENFJ Persuasive ENTJ Commanding Gholipour A Organizational Behavior. University of Tehran.
17
Occupational Trends by Type
ISTJ Management Administration Law enforcement Accounting ISFJ Education Health care Religious settings INFJ Religion Counseling Teaching Arts INTJ Scientific or technical fields Computers Law ISTP Skilled trades Technical fields Agriculture Law Enforcement Military ISFP Business INFP Writing INTP ESTP Marketing Applied technology ESFP Coaching Childcare worker ENFP ENTP Science Technology ESTJ ESFJ ENFJ ENTJ Leadership Source: From Introduction to Type and Careers, A.L. Hammer, 1993, Consulting Psychologists Press
18
General Population Distribution
ISTJ 11.7% ISTP 3.9% ESTP 5.1% ESTJ 11.4% ISFJ 7.9% ISFP 3.9% ESFP 4.7% ESFJ 8% INFJ 3.7% INFP 5.7% ENFP 8.2% ENFJ 4.8% INTJ 5.2% INTP 4.6% ENTP 5.1% ENTJ 6% Gholipour A Organizational Behavior. University of Tehran.
19
The Big Five Personality Dimensions
Extroversion: Outgoing, talkative, sociable, assertive Agreeableness: Trusting, good natured, cooperative, soft hearted Conscientiousness: Dependable, responsible, achievement oriented, persistent Emotional stability: Relaxed, secure, unworried Openness to experience: Intellectual, imaginative, curious, broad minded Research finding: Conscientiousness is the best (but not a strong) predictor of job performance. Gholipour A Organizational Behavior. University of Tehran.
20
Achieving Person-Job Fit
Personality-Job Fit Theory (Holland) Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. Personality Types Realistic Investigative Social Conventional Enterprising Artistic Gholipour A Organizational Behavior. University of Tehran.
21
Holland’s Theory of Personality-Job Fit
Type Personality Occupations Realistic Investigative Social Conventional Enterprising Artistic Shy, Stable, Practical Analytical, Independent Sociable, Cooperative Practical, Efficient Ambitious, Energetic Imaginative, Idealistic Mechanic, Farmer, Assembly-Line Worker Biologist, Economist, Mathematician Social Worker, Teacher, Counselor Accountant, Manager Bank Teller Lawyer, Salesperson Painter, Writer, Musician Gholipour A Organizational Behavior. University of Tehran.
22
Internals Vs Externals
Locus of Control The concept was developed originally Julian Rotter in the 1950s Absenteeism/ Turnover/ Job satisfaction/ Job performance Internals Vs Externals Research has found the following trends: Males tend to be more internal than females As people get older they tend to become more internal People higher up in organizational structures tend to be more internal Buchanan L. (2006): Imposter Syndrome Gholipour A Organizational Behavior. University of Tehran.
23
Gholipour A. 2010. Organizational Behavior. University of Tehran.
Machiavellianism "if it works, use it" High Machs Pragmatic, manipulative Persuade others Believe in ends can justify means, win more Do high Machs make good employees? Type of job Bargaining Less rules and regulations Gholipour A Organizational Behavior. University of Tehran.
24
like or dislike of oneself
Self Esteem like or dislike of oneself High on SE Expectations for success Possess ability for success Willing to take risks Do not seek approval from others on their capabilities High on Job Satisfaction Gholipour A Organizational Behavior. University of Tehran.
25
willingness to take chances
Risk Taking willingness to take chances Decision making quick Specific to jobs (stocks) (accounts) Gholipour A Organizational Behavior. University of Tehran.
26
A & B Types of Personality
Type ‘A’ Always moving, walking & eating fast Feel impatient Strive to do two or more things at once Cannot cope with leisure time Obsessed with number; how many, how much they have achieved Type ‘B’ Never suffer from a sense of time urgency Feel no need to display/discuss their achievements unless required Play for fun /relaxation Can relax without guilt Gholipour A Organizational Behavior. University of Tehran.
27
A & B Types of Personality
Type ‘A’ Suffer high level of stress Quantity over quality Time pressure/deadlines Rarely creative Poor decision makers Behavior is easier to predict Type ‘B’ Difficult to predict behavior Good decision makers Quality of work No compromise on health Wiser than hasty Creative / innovative solutions to same problem Gholipour A Organizational Behavior. University of Tehran.
28
Self-monitoring (Mark Snyder)
ability to adjust behavior to external factors Gholipour A Organizational Behavior. University of Tehran.
29
Self-monitoring (Mark Snyder)
Concern for social appropriateness Sensitive to self-presentation of others Used as guidelines for monitoring own self-presentation Two components of self-monitoring Interest in social information Ability to control self-presentation Gholipour A Organizational Behavior. University of Tehran.
30
Self-monitoring and attitude-behavior correlations
High self-monitors have lower attitude-behavior correlations Their behavior is less reflective of their actual attitudes; more in line with what they think is socially appropriate Gholipour A Organizational Behavior. University of Tehran.
31
Gholipour A. 2010. Organizational Behavior. University of Tehran.
Self-Efficacy Self-efficacy: “A person’s belief about his or her chances of successfully accomplishing a specific task.” Sources of Self-Efficacy Beliefs: - Prior experience - Behavior models - Persuasion from others - Assessment of physical/emotional state Gholipour A Organizational Behavior. University of Tehran.
32
Gholipour A. 2010. Organizational Behavior. University of Tehran.
Narcissism Denial Rationalization Self-aggrandizement Attributional egotism Sense of entitlement anxiety Gholipour A Organizational Behavior. University of Tehran.
33
Proactive Personality
Hardy, Proactive, Scarlet. Gholipour A Organizational Behavior. University of Tehran.
34
Gholipour A. 2010. Organizational Behavior. University of Tehran.
Personality Tests Culture Emic or Etic The Cult of Personality (Murphy Paul, 2004) Gholipour A Organizational Behavior. University of Tehran.
35
The Big Five Personality Test
Extroversion: 1, 6R, 11, 16, 21R, 26, 31R, 36 Agreeableness: 2R, 7, 12R, 17, 22, 27R, 32, 37R, 42 Conscientiousness: 3, 8R, 13, 18R, 23R, 28, 33, 38, 43R Neuroticism: 4, 9R, 14, 19, 24R, 29, 34R, 39 Openness: 5, 10, 15, 20, 25, 30, 35R, 40, 41R, 44 Gholipour A Organizational Behavior. University of Tehran.
Similar presentations
