4. personality n values
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ORGANIZATIONAL BEHAVIORS T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
W W W . P R E N H A L L . C O M / R O B B I N S 2005 Prentice Hall Inc.All rights reserved.
PowerPoint Presentationby Charlie Cook
Chapter 4
Personalityand Values
TWELFTH EDITION
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What is Personality?
Personality
The sum total of ways in which an individual reactsand interacts with others.
Personality Traits
Enduring characteristicsthat describe anindividuals behavior.
Personality
Determinants
Heredity
Environment
Situation
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The Myers-Briggs Type Indicator
Personality Types
Extroverted vs. Introverted (E or I)
Sensing vs. Intuitive (S or N)
Thinking vs. Feeling (T or F)
Judging vs. Perceiving (P or J)
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteristics andclassifies people into 1 of 16 personality types.
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Myers-
Briggs
Sixteen
Primary
Traits
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The Big Five Model of Personality Dimensions
ExtroversionSociable, gregarious, and assertive
AgreeablenessGood-natured, cooperative, and trusting.
ConscientiousnessResponsible, dependable, persistent, and organized.
Openness to ExperienceImaginativeness, artistic, sensitivity, and intellectualism.
Emotional Stability
Calm, self-confident, secure (positive) versus nervous, depressed,and insecure (negative).
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Major Personality Attributes Influencing OB
Locus of control
Machiavellianism
Self-esteem
Self-monitoring
Risk taking
Type A personality
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Locus of Control
Locus of ControlThe degree to which people believe theyare masters of their own fate.
InternalsIndividuals who believe that theycontrol what happens to them.
Externals
Individuals who believe thatwhat happens to them iscontrolled by outside forcessuch as luck or chance.
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Machiavellianism
Conditions Favoring High Machs
Direct interaction
Minimal rules and regulations
Emotions distract for others
Machiavellianism (Mach)
Degree to which an individual is pragmatic,maintains emotional distance, and believesthat ends can justify means.
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Self-Esteem and Self-Monitoring
Self-Esteem (SE)
Individuals degree of likingor disliking themselves.
Self-Monitoring
A personality trait that measuresan individuals ability to adjusthis or her behavior to external,
situational factors.
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Risk-Taking
High Risk-taking Managers Make quicker decisions
Use less information to make decisions
Operate in smaller and more entrepreneurialorganizations
Low Risk-taking Managers
Are slower to make decisions
Require more information before making decisions
Exist in larger organizations with stable environments
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Personality TypesType As
1. are always moving, walking, and eating rapidly;
2. feel impatient with the rate at which most events take place;
3. strive to think or do two or more things at once;
4. cannot cope with leisure time;
5. are obsessed with numbers, measuring their success in
terms of how many or how much of everything they acquire.
Type Bs
1. never suffer from a sense of time urgency with its
accompanying impatience;
2. feel no need to display or discuss either their achievementsor accomplishments;
3. play for fun and relaxation, rather than to exhibit their
superiority at any cost;
4. can relax without guilt.
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Personality Types
Proactive Personality
Identifies opportunities,shows initiative, takesaction, and perseveres
until meaningful changeoccurs.
Creates positive changein the environment,
regardless or even inspite of constraints orobstacles.
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Values
Values
Basic convictions that a specificmode of conduct or end-state ofexistence is personally or socially
preferable to an opposite orconverse mode of conduct orend-state of existence.
Value SystemA hierarchy based on a ranking ofan individuals values in terms oftheir intensity.
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Importance of Values
Provide understanding of the attitudes,motivation, and behaviors of individuals and
cultures.
Influence our perception of the world around us.
Represent interpretations of right and wrong.
Imply that some behaviors or outcomes are
preferred over others.
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Types of Values- Rokeach Value Survey
Terminal ValuesDesirable end-states ofexistence; the goals that aperson would like to achieve
during his or her lifetime.
Instrumental Values
Preferable modes of behavioror means of achieving onesterminal values.
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Values in
the
Rokeach
Survey
E X H I B I T 31
Source: M. Rokeach, The Nature of Human
Values (New York: The Free Press, 1973).
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Values in
the
Rokeach
Survey
(contd)
E X H I B I T 31 (contd)
Source: M. Rokeach, The Nature of Human
Values (New York: The Free Press, 1973).
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Mean Value Rankings of
Executives, Union
Members, and Activists
E X H I B I T 32
Source: Based on W. C. Frederick and J. Weber, The Values of
Corporate Managers and Their Critics: An Empirical Description and
Normative Implications, in W. C. Frederick and L. E. Preston (eds.)
Business Ethics: Research Issues and Empirical Studies (Greenwich,
CT: JAI Press, 1990), pp. 12344.
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Dominant Work Values in Todays Workforce
E X H I B I T 33
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Values, Loyalty, and Ethical Behavior
Ethical Climate in
the Organization
Ethical Values and
Behaviors of Leaders
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Hofstedes Framework for Assessing Cultures
Power Distance
The extent to which a society accepts thatpower in institutions and organizations isdistributed unequally.
low distance: relatively equal distributionhigh distance: extremely unequal distribution
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Hofstedes Framework (contd)
Collectivism
A tight social framework inwhich people expectothers in groups of which
they are a part to lookafter them and protectthem.
Individualism
The degree to whichpeople prefer to act asindividuals rather than
a member of groups.
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Hofstedes Framework (contd)
Achievement
The extent to which societalvalues are characterized byassertiveness, materialism and
competition.
Nurturing
The extent to which societalvalues emphasize relationshipsand concern for others.
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Hofstedes Framework (contd)
Uncertainty AvoidanceThe extent to which a society feels threatened byuncertain and ambiguous situations and tries toavoid them.
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Hofstedes Framework (contd)
Long-term OrientationA national culture attributethat emphasizes the future,thrift, and persistence.
Short-term Orientation
A national culture attribute that
emphasizes the past andpresent, respect for tradition,and fulfilling social obligations.
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Achieving Person-Job Fit
Personality Types
Realistic
Investigative
Social
Conventional
Enterprising Artistic
Personality-Job FitTheory (Holland)
Identifies six personalitytypes and proposes that
the fit between personalitytype and occupationalenvironment determinessatisfaction and turnover.
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Hollands
Typology of
Personality
and
Congruent
Occupations
E X H I B I T 42
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Relationships
among
OccupationalPersonality
Types
E X H I B I T 43Source: Reprinted by special permission of the publisher, Psychological
Assessment Resources, Inc., from Making Vocational Choices, copyright 1973,
1985, 1992 by Psychological Assessment Resources, Inc. All rights reserved.
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