CH 05 Personality and Values (1)

7/28/2019 CH 05 Personality and Values (1)

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The dynamic organization within the individual of those psychophysical systems that determine hisunique adjustments to his environment. - Gordon

Allport

The sum total of ways in which an individual reactsand interacts with others, the measurable traits a personexhibitsMeasuring Personality

Helpful in hiring decisionsMost common method: self-reporting surveysObserver-ratings surveys provide an independentassessment of personality often better predictors

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HeredityFactors determined at conception: physical stature,facial attractiveness, gender, temperament, musclecomposition and reflexes, energy level, and bio-rhythmsThis heredity approach argues that genes are thesource of personalityTwin studies: raised apart but very similar

personalitiesThere is some personality change over long time

periods

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Enduring characteristics that describe anindividuals behavior

The more consistent the characteristic and the

more frequently it occurs in diverse situations,the more important the trait.

Two dominant frameworks used todescribe personality:

Myers-Briggs Type Indicator (MBTI )Big Five Model

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Most widely used instrument in the world.Participants are classified on four axes to determineone of 16 possible personality types, such as ENTJ.

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Extroverted(E)

Introverted

(I)

Sensing(S)

Intuitive(N)

Thinking(T)

Feeling(F)

Judging(J)

Perceiving(P)

Flexible andSpontaneous

Sociableand

Assertive

Quiet andShy

UnconsciousProcesses

Uses Values& Emotions

Practicaland

Orderly

Use Reasonand Logic

Want Order& Structure


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Each of the sixteen possible combinations has aname, for instance:

Visionaries (INTJ): original, stubborn, and drivenOrganizers (ESTJ): realistic, logical, analytical, and

businesslikeConceptualizers (ENTP): entrepreneurial, innovative,individualistic, and resourceful

Research results on validity mixedMBTI is a good tool for self-awareness andcounseling.Should not be used as a selection test for jobcandidates.

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Extroversion Sociable, gregarious, and assertive

Agreeableness

Good-natured, cooperative, andtrusting

Conscientiousness Responsible, dependable,persistent, and organized

EmotionalStability

Calm, self-confident, secure understress (positive), versus nervous,

depressed, and insecure under stress(negative)

Openness toExperience

Curious, imaginative, artistic, andsensitive

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Research has shown this to be a better framework.Certain traits have been shown to strongly relate tohigher job performance:

Highly conscientious people develop more jobknowledge, exert greater effort, and have better

performance.Other Big Five Traits also have implications for work.

Emotional stability is related to job satisfaction.

Extroverts tend to be happier in their jobs and have good socialskills.Open people are more creative and can be good leaders.Agreeable people are good in social settings.

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Core Self-EvaluationThe degree to which people like or dislike themselvesPositive self-evaluation leads to higher job performance

MachiavellianismA pragmatic, emotionally distant power-player who believesthat ends justify the meansHigh Machs are manipulative, win more often, and persuademore than they are persuaded. They flourish when:

they have direct interaction with othersthey work with minimal rules and regulations

emotions distract others Narcissism

An arrogant, entitled, self-important person who needsexcessive admirationLess effective in their jobs

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Self-MonitoringThe ability to adjust behavior to meet external,situational factors.High monitors conform more and are more likely to

become leaders.

Risk TakingThe willingness to take chances.

May be best to align propensities with jobrequirements.Risk takers make faster decisions with less information.


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Type A PersonalityAggressively involved in a chronic, incessant struggle to achievemore in less time

Impatient: always moving, walking, and eating rapidlyStrive to think or do two or more things at onceCannot cope with leisure timeObsessed with achievement numbers

Prized in todays competitive times but quality of the work is lowType B people are the complete opposite of Type As

Proactive PersonalityIdentifies opportunities, shows initiative, takes action, and perseveres to completionCreates positive change in the environment

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Basic convictions on how to conduct yourself or howto live a life that is personally or socially preferable How To live life properly.

Attributes of Values:Content Attribute : that the mode of conduct or end-state isimportant

Intensity Attribute: just how important that content is

Value SystemA persons values rank ordered by intensityTends to be relatively constant and consistent

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Provide understanding of attitudes, motivation,and behaviors

Influence our perception of the world around usRepresent interpretations of right andwrong

Imply that some behaviors or outcomes are preferred over others

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Terminal ValuesDesirable end-states of existence; the goals that a

person would like to achieve during his or her lifetime

Instrumental ValuesPreferable modes of behavior or means of achievingones terminal values

People in same occupations or categories tend tohold similar values

But values vary between groupsValue differences make it difficult for groups tonegotiate and may create conflict

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Managers are less interested in someones ability to doa specific job than in that persons flexibility.

Person Job Fit:

John Hollands Personality Job Fit TheorySix personality typesVocational Preference Inventory (VPI)

Key Points of the Model:There appear to be intrinsic differences in personality between

peopleThere are different types of jobsPeople in jobs congruent with their personality should be moresatisfied and have lower turnover

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The closertheoccupational

fields, themorecompatible.

The furtherapart thefields, the

moredissimilar.

Need to match personalitytype with occupation.

Source: Reprinted by special permission of the publisher, PsychologicalAssessment Resources, Inc., from Making Vocational Choices, copyright1973, 1985, 1992 by Psychological Assessment Resources, Inc. All rightsreserved.


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In addition to matching the individuals personalityto the job, managers are also concerned with:

Person Organization Fit:

The employees personality must fit with theorganizational culture.People are attracted to organizations that match their values.

Those who match are most likely to be selected.Mismatches will result in turnover.Can use the Big Five personality types to match to theorganizational culture.

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PersonalityDo frameworks like Big Five transfer across cultures?Yes, but the frequency of type in the culture may vary.Better in individualistic than collectivist cultures.

ValuesValues differ across cultures.Hofstedes Framework for assessing culture six valuedimensions:

Power Distance

Individualism vs. CollectivismMasculinity vs. FemininityUncertainty AvoidanceLong-term vs. Short-term Orientation

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The extent to which a society accepts that power ininstitutions and organizations is distributed unequally .

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Low distance: Relativelyequal power between thosewith status/wealth and thosewithout status/wealth

High distance: Extremely

unequal power distribution between those withstatus/wealth and those withoutstatus/wealth


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IndividualismThe degree to which people prefer toact as individuals rather than as

member of groups

CollectivismA tight social framework in which

people expect others in groups of which they are a part to look after themand protect them

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MasculinityThe extent to which the society valueswork roles of achievement, power, and

control, and where assertiveness andmaterialism are also valued

FemininityThe extent to which there is littledifferentiation between roles for men andwomen

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The extent to which a society feels threatened byuncertain and ambiguous situations and tries to avoid them

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High Uncertainty Avoidance:

Society does not like ambiguoussituations and tries to avoidthem.

Low Uncertainty Avoidance:Society does not mindambiguous situations andembraces them.


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Long-term OrientationA national culture attribute thatemphasizes the future, thrift,and persistence

Short-term OrientationA national culture attribute thatemphasizes the present and thehere and now

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CH 05 Personality and Values (1)

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