1. 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

2. Personality Determinants
Heredity:
The biological, physiological or psychological characteristics of individual that are inherited through the generation.
Genetic reasons underlying human behaviors - shyness, fear…
Twin Studies – A1 & B1 vs A2 & B2
Consistency in behavior over time and across situation – job
satisfaction over time &situation
If heredity is the only determinant of personality, no changes in personality may occur.

3. Personality Determinants (Cont.)
Environment
Environment is the place where an individual is expected to play a major role in shaping his/her personality.
Situation
Situation has significant influence on the personality of an individual. According to the need of the situation individual can shape himself/herself – control behaviour as and when needed

4. Calm, secure, happy, unworried
Personality Traits
Core Traits
Descriptive Characteristics of High Scorers
Conscientiousness
Emotional stability
Agreeableness
Extraversion
Openness to experience
Dependable, hardworking, organized, self-disciplined, persistent, responsible
Calm, secure, happy, unworried
Cooperative, warm, caring, good-natured, courteous, trusting
Sociable, outgoing, talkative, assertive, gregarious
Curious, intellectual, creative, cultured, artistically sensitive, flexible, imaginative

5. The Big-Five Model of Personality Trait
Extraversion
This dimension captures one’s comfort level with relationships. Extraverts tend to be gregarious, assertive and sociable. Introverts tend to be reserved, timid and quite.
Agreeableness
This dimension refers to an individual’s propensity to subjugate his own interests for the sake of the group. Highly agreeable people are co-operative, warm and trusting. People with low agreeableness are cold, disagreeable and antagonistic.
Conscientiousness
This dimension is a measure of reliability. A highly conscious person is responsible, organized, dependable and persistent. Those who score low on this dimension are easily distracted, disorganized and unreliable.

6. The Big-Five Model (Cont.)
Emotional Stability
- This dimension taps a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure.
Openness to Experience
- One’s range of interest and fascination with novelty. Extremely open people are creative, curious and artistically sensitive. Those are at the end of openness category are conventional and find comfort in the familiar.

7. Determinants of Personality
Biological
Cultural
Familial
Situation

8. Biological Factors
Heredity
Brain
Physical features

9. Cultural Factors
Culture with a person
External culture

10. Identification process Socialization process
Familial Factors
Identification process
Socialization process

11. The Self Concept: Self-esteem and Self-efficacy
Self concept refers to the efforts made by an individual to understand his own self.
Self esteem refers to the self perceived competence
Self efficacy refers to a person’s perception of his ability to cope with different situations.

12. Major Personality Attributes influencing OB
Locus of Control
The degree to which people believe they are masters of their own fate.
Internals Individuals who believe that they control what happens to them.
Externals Individuals who believe that what happens to them is controlled by outside forces such as luck or chance.

13. Major Personality Attributes influencing OB (Cont.)
Machiavellianism
Individuals’ degree to maintain an emotional distance from other – believe that ends justify the means
Self-Esteem (SE)
Individuals’ degree of liking or disliking themselves
Self-Monitoring
A personality trait that measures an individuals ability to adjust his or her behavior to external, situational factors.

14. Major Personality Attributes influencing OB (Cont.)
Risk taking:
The individual’s willingness to take the risk
High Risk-taking Managers
Make quicker decisions
Use less information to make decisions
Operate in smaller and more entrepreneurial organizations
Low Risk-taking Managers
Are slower to make decisions
Require more information before making decisions
Exist in larger organizations with stable environments

15. Major Personality Attributes influencing OB (Cont.)
Proactive Personality
Identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs.
Creates positive change in the environment, regardless or even in spite of constraints or obstacles.

16. Personality Types Type A’s
are always moving, walking, and eating rapidly;
feel impatient with the rate at which most events take place;
strive to think or do two or more things at once;
cannot cope with leisure time;
are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire.
Type B’s
never suffer from a sense of time urgency with its accompanying impatience;
feel no need to display or discuss either their achievements or accomplishments;
play for fun and relaxation, rather than to exhibit their superiority at any cost;
can relax without guilt.

17. Levinson’s Theory of Adult Life Stages
Personality Theories
Levinson’s Theory of Adult Life Stages
Four Period of Stability:
Age 22-28, individual steps in to the adult life.
Age 33-40, individual is in the process of settling.
Age 45-50, individual enters into middle adulthood.
Age 55-60, individual approaches to old age
Four Transitional Period:
Age thirty transition (Between age 28 and 33 years).
Mid-life transition (Between age 40 and 45 years).
Age fifty transition (Between age 50 and 55 years)
Late adult transition (Between age 60 and 65 years).

18. Hall’s Career Stage Model
Personality Theories
Hall’s Career Stage Model
Four Stages of Career:
Exploration: Individual seeks an identity, attempts to understand own personality, tries out for various role to build the career. At this stage, employees are relatively unstable and less productive.
Establishment: Employees tries to settle down in his career, productivity increases.
Maintenance: Productivity reaches in the peak, employee feels that he has to contribute something for the next generation.
Decline: Productivity of the person is declining.

19. Holland’s Typology of Personality and Congruent Occupation
Type
Personality Characteristics
Congruent Occupations
Realistic: Prefers physical activities that require skill, strength and coordination
Shy, genuine, persistent, stable, conforming, practical
Mechanics, drill press operator, assembly line worker, farmer
Investigative: Prefers activities that involve thinking, organizing and understanding
Analytical, original, curious, independent
Biologists, economist, mathematician, news reporter
Social: Prefers activities that involve helping and developing others
Sociable, friendly, cooperative, understanding
Social worker, teacher counselor, clinical psychologists
Conventional: Prefers rule-regulated, orderly, and unambiguous activities
Conforming, efficient, practical, unimaginative, inflexible
Accountant, corporate manager, bank teller, file clerk
Enterprising: Prefers verbal activities where there are opportunities to influence others and attain power
Self-confident, ambitious, energetic, domineering
Lawyer, real estate agent, public relations specialist, small business manager
Artistic: Prefers ambiguous and unsystematic activities that allow creative expression
Imaginative disorderly, idealistic, emotional, impractical
Painter, musician, writer, interior decorator

20. Argyris Immaturity to Maturity Theory
Personality Theories
Argyris Immaturity to Maturity Theory
Seven dimensions immaturity-maturity continuum:
IMMATURITY MATURITY
Passive……………………………………………Active
Dependence……………………………………Independence
Behave in a few ways………………………Behave in many ways
Erratic shallow interest…………………….Deeper Stronger interest
Short time perspective…………………….Long time perspective
Subordinate position……………………….Equal or superordinate position
Lack of self awareness…………………….Awareness and control over self

21. What are Emotions? Affect
A broad range of feelings that people experience.
Emotions
Intense feelings that are directed at someone or something.
Moods
Feelings that tend to be less intense than emotions and that lack a contextual stimulus.

22. What Are Emotions? (cont’d)
Emotional Labor
A situation in which an employee expresses organizationally desired emotions during interpersonal transactions.
Emotional Dissonance
A situation in which an employee must project one emotion while simultaneously feeling another.

23. Felt versus Displayed Emotions
Felt Emotions
An individual’s actual emotions.
Displayed Emotions
Emotions that are organizationally required and considered appropriate in a given job.