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Chapter 6

Personality & Attitudes


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Defining Personality

Combination of stable physical and mental

characteristics that give the individual his identity

Sum total of ways in which an individual reacts and

interacts with others

Set of characteristics that underlie a relatively stable

pattern of behavior in response to ideas, objects or

people.


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Determinants of Personality

Heredity Environment Situation

Personality


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Measuring Personality


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Personality Traits

The BIG FIVE Model

2. Extraversion

3. Agreeableness

4. Conscientiousness

5. Emotional Stability

6. Openness to Experience

Conscientiousness

Strongest association with Task performance


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The Myers Briggs Type Indicator

Dimensions of MBTI

Extraversion (E) Introversion (I)

Sensing (S) Intuition (N)

Thinking (T) Feeling (F)

Judging (J) Perceiving (P)

Combined into 16 unique personality types


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Circle the number that best represents your behavior for

each dimension

1

3

2

4

5

Am casual about

appointments1 2 3 4 5 6 7 Am never late

Am never competitive Am very competitive

Never feel rushed even

under pressure

Always feel rushed

Take things at a time

Do things slowlyDo things fast

(eating, walking etc.)

Express feelings sit on feelings

Have many interests Have few interests

outside work

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

6

7

Try to do many things at

once, think about what I am

going to do next


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1. The best way to handle people is telling them what they want to hear

2. When u ask someone to do something for u, it is best to give the real

reason for wanting it rather than giving reasons that might carry

more weight

3. Anyone who completely trusts anyone else is asking for trouble

4. It is hard to get ahead without cutting corners and bending the rules

5. It is safest to assume that all people have a vicious streak and that it

will come out when given a chance

6. It is never right to lie to someone else.

7. Most people are basically good and kind

8. Most people work hard only when they are forced to do so.

1 Strongly Disagree 4 Agree

2 Disagree 5 Strongly Agree

3 Neither Agree nor Disagree


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Personality Attributes

1) Locus of Control

2) Machiavellianism

3) Self Esteem

4) Self Efficacy

5) Self Monitoring

6) Risk Taking

7) Type A Type B


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Personality Theories

1) Traits Theory

Common set of traits on which individuals can be compared

2) Psychoanalytic TheorySigmund Freud powerful unconscious biological drives

motivate human behavior

7) Behavioral TheoryFocuses on behavior that can be seen and factors that cause

it


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4) Cognitive Theory

Persons pattern of thinking affect how he interprets and

internalizes lifes event.

5) Physique Temperament theory

Endomorphy (Plump) Relaxed, Sociable, Tolerant

Mesomorphy (Muscular) Assertive, risk taking, adventurousEctomorphy (Thin) Apprehensive, Avoid social interaction

Personality Theories


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Levinsons theory of Adult Life Stages

Daniel Levinson (1986) developed a comprehensivetheory of adult development

Personality development progresses with age

Phases

Transition in period

Period of Stability

Transition out period

Eras

Pre-adulthood

Early adulthood

Middle adulthoodLate adulthood


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Levinsons theory of Adult Life Stages

40

28

33

22

45

50

55

60

65

STABILITY

Period

Age 30 Transition

Mid-life Transition

Age 50 Transition

Late adult Transition

Step into Adult stage

Settle down

Enter mid -adulthood

Approaching old age


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Halls Career Stage Model

1. Exploration

Seek identity for himself, unstable, less productive

2. Establishment

Settling down, Interactions, Productivity increase

Maintenance

Mentoring, Productivity maximum, stagnation

5. Decline

Productivity declines, evaluate his life/career


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Immaturity Maturity Theory

Chris Argyris

Seven personality changes should take place

in individuals if they are to develop as matureindividuals.

Changes reside on a continuum and the

healthy personality develops along thecontinuum from immaturity to maturity.


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Personality Job Fit Theory

John Holland

Extent to which a persons ability and personality match

requirements of job

Vocational Preference Inventory Questionnaire

Personality

Work environment

+

Job Requirement

Turnover

Job Satisfaction


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Most people are one of six personality types

People who choose to work in an environment similar to

their personality type are more likely to be successful &

satisfied

People of the same personality type working together in

a job create a work environment that fits their type.

People of the same personality tend to "flock together."

Most people, are a combination of types -- like

Realistic-Investigative, or Artistic-Social



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Enterprising

Conventional

Realistic Investigative

Artistic

Social


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Socialization Process

The process through which an individuals

personality is influenced by his interaction

with others


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Process through which people move from outsiders to

effective, participating members of their organization

Process that adapts employees to organizations

culture

Gradual & continuous process

Schein Socialization process is learning the prevailing

values, norms & behavioral patterns

Organizational Socialization


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Stages in Organizational Socialization

Socia

lization

Getting in

Breaking in

Settling in

Expectations

Reality

Taking on the role

1. Anticipatory Socialization Learning about prospective

organization

2. Encounter Stage Newcomer learning about duties

3. Metamorphosis Stage Full fledged member


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Mentoring

Socializing people individually

The process by which a more experienced

employee (Mentor), advises, counsels & enhancesthe professional development of a new employee

(protg)


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Orientation programs

Mentors

Role models Training

Reward system

Assigning to high performance work groups

Techniques for Socialization


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Beliefs, Values & Attitudes


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Beliefs are assumptions or convictions you

hold as true about some thing, concept or

person

Beliefs are about how we think things really are,

& what therefore expect as likely

consequences that will follow from our

behavior

Beliefs


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Values

Individuals idea of what is right or desirable

Values are about how we have learnt to think things

ought to be or people ought to behave, especially interms of qualities such as honesty, integrity and

openness

Values form gradually within individuals and society. Deeply held values are frequently formed early in life

Values maybe Personal, Social, Political, Economic

etc.


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Attitudes

The mental predisposition to act that is expressed by

evaluating a particular entity with some degree of

favor or disfavor .

Attitudes are the established ways of responding to people and

situations that we have learned, based on the beliefs, values

and assumptions we hold.

Attitudes manifested through behavior

Acquired from interactions with family, friends, society,

reference groups


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Attitudes

Components

of

Attitude

Behavio

ral C

ognitive

Affective

Opinion, value,

belief segment

(THOUGHTS)

Emotional or feeling

segment

Intention

to

behave

in a

certain

segment


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Changing Attitudes

Through information/ coercion/ involvement/

feedback etc.


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Job Related Attitudes

Job Satisfaction

Job Involvement

Organizational Commitment


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Job Satisfaction

Collection of feelings and beliefs that people

have about their current job.

Individuals general attitude towards his/her job


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Job Satisfaction

Job satisfaction is an

Affective attitude

Dynamic

A part of life satisfaction

An emotional response to a job


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Determinants of Job Satisfaction

Personality

Social Influence

JobSatisfaction

ValuesWorkSituation


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JS Productivity Happy workers are productive workers Myth

Research Productive workers are likely to be

happy

JS Turnover

JS Absenteeism JS Morale

Impact of Job Satisfaction


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1) JS Surveys / Attitude Surveys Single Global Rating method Summation Score

3) Use of existing information Performance records Turnover Exit interview Absenteeism Medical records Suggestions Grievances

Measuring Job Satisfaction


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Effects / Outcomes of Job Satisfaction

Attitudes > Good predictor of behavior

Positive attitude - Constructive behavior

Negative attitude - Destructive behavior


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A ) Withdrawal Behavior

1) Psychological withdrawal

- wasting time, daydreaming- not putting best effort

2) Physical withdrawal

- Turnover- Absenteeism

- Lateness

Effects / Outcomes of Job Satisfaction


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Expressing Dissatisfaction

Active

Destructive

Passive

Constructive

EXIT VOICE

LOYALTYNEGLECT


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Workplace Violence

Theft

Drug use/ Alcohol

B) Counterproductive Behavior


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Constructive Behavior

Organizational Citizenship Behavior

above and beyond call of duty

Helping co-workers,

constructive suggestions spreading goodwill


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Cognitive Dissonance Theory

Leon Festinger

Dissonance

Existence of non fitting relations among cognitions

Conflict among attitudes Key assumption of the theory

Dissonance is psychologically uncomfortable and an

individual will seek to reduce it


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People want to behave in accordance with

their attitudes and usually will take correctiveaction to alleviate dissonance and achieve

balance

Cognitive Dissonance Theory


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Reducing dissonance

Depends on

- Significance of the element

- Their Controllability

- Rewards associated

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