Lecture 3 Personality

8/6/2019 Lecture 3 Personality

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PersonalityTheories of personality

Determinants of personality

Major personality attributes influencing OB

Ref:OB- Suja R Nair


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AZI M PREMJ I

H is father started an oil mill in 1947 making vanaspati.On his death, Az im Premji had to come back and look after the business.

Today he has led Wipro to achieve the SoftwareSuperpower statusH is personality.

Premji is a champion of integrity.

Premji does not believe in unwanted extravagan z a.Premji is a picture of calm and has a quiet determinationabout everything he does.

Premji always aims high.

Prem i is an incorru tible erson

Opening Case


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Personality is a dynamic organi z ation within the individual of

those psychophysical systems that determines his unique

adjustment to his environment

--Gordon A llport


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Personality of an individual representspersonal characteristics and traitswhich can lead to consistent patternsof behaviour.

Behaviour is the outcome of a complexinteraction between the person andthe situation.


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What is Personality?

What is Personality?


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Self concept ? Self esteem & self efficacy


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Theories of Personality

Personality

T ypetheories

Self theory

Socio- psychologicalT heory

T rait factor theory

PsychoanalyticT

heory


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A . Type Theories

1.Personality can be classified on thebasis of body build . Relationship can

be established between features of theface or body and personality

F eatures

Short, plump person

Tall, thin person

H eavy, muscular person

Personality

Sociable, relaxed & even-tempered

Restrained, self-conscious,lonely (introvert)

Noisy, callous, fond of physical activity


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2 . Personality can be classified on the basis of psychological factors

Extroverts Oriented towards other people, events and objects

Introverts Concerned about feelingsand are more happy dealingwith abstract things

Limitations:1. M any people fall between the two extremes2 . M ore in the nature of continuum rather than

discreet separate types .

3. Does not explain complexities of personality


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B . T rait Factor theoryIndividuals personality is composed of definite

predispositional attributes called traits

A ssumptions:1. Traits differ between people in absolute terms.2. Traits are relatively stable & have fairly universal effects on

behaviour irrespective of the environment (or situation).3. I t is possible to infer about traits by measuring behavioural

indicators


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T wo T rait T heories

a. A llports trait theory based on the distinction between common traits and personal dis positions

Common Traits

Religious (eg:Spirituality)Social, (eg: sociability)economic,(eg: stingy/ extravagant)political,(eg: manupulativeness)aesthetic, (Beauty)Theoretical

(what you learn are the values)Used to compare people

Personal dispositions

Cardinal (most pervasive)Central (unique and limited in

number)Secondary

Unique to the individual


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Raymond Cattell developed traits using psychologicaltest measures . T hrough research an attempt has been made

to find a relationship & assorted behaviour .

S urface traits35 in number clustered by

correlationEx . Wise-foolishA ffectionate-cold

T raits lie on the surfaceof the personality andare determined by the

Underlying source traits

S ource traits1 2 in number

Ex . A ffectothymia(good nature & trustworthy)

versus Sizothymia(critical and suspicious),

ego strength (mature, realistic)Versus emotionality andneuroticism (immature,

evasive)A nd so on .


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Limitation:1. M ore descriptive not a comprehensive theory of

personality2 . T erms difficult to define no scientific reliability aboutthe results3. Difficult to determine what is surface trait & source trait

Bill gates if youre

20years old Indian, and starting up,you should be doing something that Im not thinking about .

B ecause if I am thinking about it, then he shrugged .Or How You can create a M icrosoft out of India? T here

cant be twoM

icrosofts, but I see some verygood unique product companies developing over the next decade from India .

W hat traits can be used to describe this powerful personality


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Freud & Personality Structure

Personality arises from conflict twist aggressive, pleasure-seeking impulses and social restraints

Satisfactionwithout the guilt?

Ego SuperEgo

Id


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Freud & Personality Structure

Id - energy constantly striving to satisfy basic drivesPleasure Principle

Ego - seeks to gratify the Id in realistic waysReality Principle

Super Ego- voice of consciencethat focuses on howwe ought to behave

Ego SuperEgo

Id


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D . Socio-psychological theoryA combination of sociological and psychologicalaspects . On the one hand the individual strives to meetthe needs of the society and on the other hand, thesociety helps the individual to attain his goal .

Different from psychoanalytic theory on two counts:

1. Social variables are the important determinants inshaping an individuals personality .

2 . T he behavioral motivation is a conscious effort .


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E. Self T heoryKarl Rogers defines the self concept as an organised,consistent and conceptual gestalt comprising of

perceptions in the form of I or me & the perceptionof the relationships between I or me with others tothe various aspects of life along with the values attachedto these perceptions .

4 factors of self concept:Self image- way one see oneself based on his belief

about himself Ideal self- the way a person would like to beLooking glass self-based on the perception of others

how you perceive yourself Real self- what you actually are


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Environment


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T he B ig Five M odelT he B ig Five M odel


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How Do the B ig Five T raits PredictB ehavior?Research has shown this to be a better

framework. Certain traits have been shown to strongly relate to

higher job performance: Highly conscientious people develop more job knowledge,

exert greater effort, and have better performance .

Other B ig Five T raits also have implications for work .

Emotional stability is related to job satisfaction . Extroverts tend to be happier in their jobs and have good social

skills .

Open people are more creative and can be good leaders .A greeable people are good in social settings .

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M ajor Personality A ttributes Influencing O BM ajor Personality A ttributes Influencing O B

Locus of controlM achiavellianism

Self-esteem Self-monitoring Propensity for risk taking

T ype A personality


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Locus of ControlLocus of Control


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M achiavellianismM achiavellianism

Conditions Favoring High MachsD irect interaction

Minimal rules and regulationsD istracting emotions

Conditions Favoring High MachsD irect interaction

Minimal rules and regulationsD istracting emotions


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Self -Esteem and Self -M onitoringSelf -Esteem and Self -M onitoring


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Personality T ypesPersonality T ypes


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Risk-TakingRisk-TakingH igh Risk-taking Managers Make quicker decisions. Use less information to make decisions. Operate in smaller and more entrepreneurial

organi z ations.Low Risk-taking Managers A re slower to make decisions. Require more information before making decisions.

Exist in larger organi z ations with stableenvironments.

Risk Propensity A ligning managers risk-taking propensity to job

requirements should be beneficial to organi z ations.


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A chieving Personality-Job FitA chieving Personality-Job Fit

P ersonality Types

R ealisticInvestigative

Social

Conventional

Enterprising

Artistic

P ersonality Types

R ealisticInvestigative

Social

Conventional

Enterprising

Artistic


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H ollandsTypology of Personality

andCongruent

Occupations

H ollandsTypology of Personality

andCongruent

Occupations


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Realistic

Conventional

Enterprising

Investigative

A rtistic

Social

Personality Job fit theory


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B y Joseph Luft and Harry InghamA Conceptual model for understandinghuman behaviour and for interpersonalawareness .


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ableacceptingadaptable

bold bravecalm

caringcheerfulclever

complexconfident

dependabledignifiedenergetic

extrovertedfriendlygivinghappyhelpful

idealisticindependent

ingenious

intelligentintroverted

kindknowledgeabl

elogicallovingmature

modestnervousobservantorganized

patient powerful

proudquiet

reflectiverelaxed

religiousresponsivesearching

self-assertiveself-conscious

sensiblesentimental

shysilly

smartspontaneoussympathetic

tense

trustworthywarmwisewitty

A Johari Window consists of the following 56 adjectives used as possibledescriptions of the participant . In alphabetical order they are:


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I ncompetent intolerant inflexible timid cowardly

violent aloof glum stupid simple

insecure irresponsible vulgar lethargic withdrawn

hostile selfish unhappy unhelpful cynical

needy unimaginative inane brash cruel

ignorant irrational distant childish boastful

blas imperceptive chaotic impatient weak

embarrassed loud vacuous panicky unethical

insensitive self-satisfied passive smug rash

dispassionate overdramatic dull predictable callous

inattentive unreliable cold foolish humourless


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PersonalityDeterminants of personality

Major personality attributes influencing OB

Ref:OB- Suja R Nair & OB, SPR and timothy A judge


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AZI M PREMJ I

H is father started an oil mill in 1947 makingvanaspati.

On his death, Az im Premji had to come back and look after the business.

Today he has led Wipro to achieve the Software

Superpower statusH is personality.

Premji is a champion of integrity.

Premji does not believe in unwanted extravagan z a.

Premji is a picture of calm and has a quietdetermination about everything he does.

Premji always aims high.

Premji is an incorruptible person


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Personality is a dynamic organi z ation within the individual of those psychophysical systems that determines his unique

adjustment to his environment

--Gordon A llport


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Personality of an individual representspersonal characteristics and traitswhich can lead to consistent patternsof behavior.

Behavior is the outcome of a complexinteraction between the person andthe situation.


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What is Personality?What is Personality?


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Self concept ? Self esteem & self efficacy?


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Rogers Person-Centered Perspective

People are basically goodwith actualizing tendencies .

Giv en the r ight en vi ronmentalcondit ions, we w ill de v elop

to our full potent ials

f l


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Environment


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T he B ig Five M odelT he B ig Five M odel


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How Do the B ig Five T raits Predict

B ehavior?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 job knowledge,

exert greater effort, and have better performance .

Other B ig Five T raits also have implications for work .

Emotional stability is related to job satisfaction . Extroverts tend to be happier in their jobs and have good social

skills .

Open people are more creative and can be good leaders .A greeable people are good in social settings .

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M ajor Personality A ttributes Influencing O BM ajor Personality A ttributes Influencing O B

Locus of controlM achiavellianism

Self-esteem Self-monitoring Propensity for risk taking

T ype A personality


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Locus of ControlLocus of Control


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M achiavellianismM achiavellianism

Conditions Favoring High Machs

D irect interactionMinimal rules and regulations

Conditions Favoring High Machs

D irect interactionMinimal rules and regulations

Mr. Niccolo Machiavelle


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Self -Esteem and Self -M onitoringSelf -Esteem and Self -M onitoring


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Risk-TakingRisk-TakingH

igh Risk-taking Managers Make quicker decisions. Use less information to make decisions. Operate in smaller and more entrepreneurial

organizations.Low Risk-taking Managers

A re slower to make decisions. Require more information before making decisions.

Exist in larger organi z ations with stableenvironments.Risk Propensity A ligning managers risk-taking propensity to job

requirements should be beneficial to organizations.


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Narcissism A n arrogant, entitled, self-important

person who needs excessive admiration .

Less effective in their jobs .

Proactive Personality Identifies opportunities, shows initiative, takes

action, and perseveres to completion Creates positive change in the environment


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Linking Personality and Values to the Workplace

M anagers are less interested in someones abilityto do a s pecific job than in that persons

flexibility.Person-Job Fit: John Hollands Personality-Job Fit T heory

Six personality types Vocational Preference Inventory (VPI)

Key Points of the M odel:T here appear to be intrinsic differences in personality between

people

T here are different types of jobs


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Hollands Personality T ypology & Occupations

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Relationships A mong Personality T ypes

The closer theoccupationalfields, the morecompatible.

The furtherapart the fields,the moredissimilar.

N eed to match personalityty pe with occu pation.


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Job satisfaction and turnover depend oncongruency between personality and task

Fields adjacent are similar Field opposite are dissimilar


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Still Linking Personality to the Workplace

I n addition to matching the individuals personality to the job, managers are also

concerned with:Person-Organization Fit: T he employees personality must fit with the

organizational culture .

People are attracted to organizations that match their values .

T hose who match are most likely to be selected .

M ismatches will result in turnover .

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Lecture 3 Personality

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