burgrocka
DESCRIPTION
Organizational ManagementTRANSCRIPT
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PERSONALITY, CULTURAL VALUES
AND ABILITY
Chapter 8
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AMBER LUDIKHUIZE
8.1- DEFINING PERSONALITY, CULTURAL VALUES AND ABILITIES
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“In this business, you have to have an adventurous streak... You need to take pride in what you do, and
you have to have a sense of compassion...
And if you’re judgemental, you’re dead.”
- Thomas Steinhauer, Four Seasons V.P. - Hawaii
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Personality
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PersonalityIs the distinctive traits inside a person that shows his or
her characteristic pattern of thought, emotion, and behavior
Creates a person’s social reputation
Can capture what people are like
Is a collection of multiple specific traits
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Personality
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Personality
Traits- Traits are recurring trends in people’s responses to their environment
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“(YOU) CAN TEACH ANYONE TO BE A WAITER... BUT YOU CAN’T CHANGE AN
INGRAINED POOR ATTITUDE.
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“BIG FIVE” Major Dimensions of Personality
• Conscientiousness
• Agreeableness
• Neuroticism
• Openness to Experience
• Extraversion
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Cultural Values
Shared beliefs about end states or modes of conduct in a culture
Can influence traits, thoughts, feelings and behaviors of individuals who grow up in a culture
Can capture where people are from
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Ability
• Relatively stable capabilities employees
possess that allow them to perform a range
of activities
• In contrast to skills, which can be improved in time
• Can capture what people can do•
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Example of These Individual Differences
A new coworker joins your work unit, you describe them as:
• Organized, polite and shy
• Smart and quick
• Especially attentive to group norms and feels uncomfortable questioning the opinions of “higher-ups”
Which descriptions are based on personality, cultural values or ability?
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8.2- Understanding the “Big Five” dimensions of
personality
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Burgundy Kowalski
8.2- Understanding the “Big Five” dimensions of
personality
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Conscientiousness Agreeableness Neuroticism Openness Extraversion
DependableOrganized
Reliable Ambitious
Hardworking Persevering
KindCooperativeSympathetic
HelpfulCourteous
Warm
NervousMoody
EmotionalInsecureJealous
Unstable
CuriousImaginative
CreativeComplexRefined
Sophisticated
TalkativeSociable
PassionateAssertive
BoldDominant
NOT
CarelessSloppy
InefficientNegligent
LazyIrresponsible
NOT
Critical Antagonistic
CallousSelfishRudeCold
NOT
CalmSteady
RelaxedAt EaseSecure
Contended
NOT
Un-inquisitiveConventionalConforming
SimpleUnartistic
Traditional
NOT
QuietShy
Inhibited Bashful
ReservedSubmissive
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C A N O E
Conscientiousness Agreeableness Neuroticism Openness Extraversion
DependableOrganized
Reliable Ambitious
Hardworking Persevering
KindCooperativeSympathetic
HelpfulCourteous
Warm
NervousMoody
EmotionalInsecureJealous
Unstable
CuriousImaginative
CreativeComplexRefined
Sophisticated
TalkativeSociable
PassionateAssertive
BoldDominant
NOT
CarelessSloppy
InefficientNegligent
LazyIrresponsible
NOT
Critical Antagonistic
CallousSelfishRudeCold
NOT
CalmSteady
RelaxedAt EaseSecure
Contended
NOT
Un-inquisitiveConventionalConforming
SimpleUnartistic
Traditional
NOT
QuietShy
Inhibited Bashful
ReservedSubmissive
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Accomplishment StrivingConscientiousness
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Accomplishment StrivingStrong desire to accomplish task-related goals as a means of expressing personality
built-in desire to finish work tasks
put in much effort towards work tasks
work harder and longer on task assignment
Set higher goals
committed to meeting goals
valuable organizational skills
Conscientiousness
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Agreeableness
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Agreeableness
Warm
Kind
Cooperative
Sympathetic
Helpful
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COMMUNION STRIVING
-Reflects a strong desire to obtain acceptance in personal relationships as a means of
expressing personality.
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COMMUNION STRIVING
-Reflects a strong desire to obtain acceptance in personal relationships as a means of
expressing personality.
Don’t Get Ahead, ...Just Get Along!
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COMMUNION STRIVING
-Reflects a strong desire to obtain acceptance in personal relationships as a means of
expressing personality.
Don’t Get Ahead, ...Just Get Along!
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COMMUNION STRIVING
-Reflects a strong desire to obtain acceptance in personal relationships as a means of
expressing personality.
Don’t Get Ahead, ...Just Get Along!
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How can this be detrimental?
How can this be
beneficial?
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How can this be detrimental?
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Benefits:- Service Jobs
- Strong Customer Service Skills
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Benefits:- Service Jobs
- Strong Customer Service Skills
Detriments:- Job performance
demands disagreeing when confronted with
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Neuroticism
•Nervous
•Moody
•Emotional
•Insecure
•Jealous
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“Genes have a significant impact on job satisfaction”
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“Genes have a significant impact on job satisfaction”
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-Luck
-Chance
-Fate
Neurotic (External) Less Neurotic (Internal)
Locus of Control
-Own behavior dictate events
-No such thing as “unfair”
-Hard Work Pays off
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Openness•Curious
•Imaginative
•Creative
•Complex
•Refined
•SophisticatedTuesday, October 4, 2011
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Extraversion
Talkative
Sociable
Passionate
Assertive
Bold
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Text
SurprisedAstonished
Aroused
HostileNervousAnnoyed
GrouchySadBlue
BoredSluggishDrowsy Quiet
StillInactive
SereneCalm
Content
HappyCheerfulPleased
EnthusiasticExcitedElated
Engaged
Unpleasant
Disengaged
Pleasant
Extraversion asPositive Affectivity
Neuroticism as Negative Affectivity
Extraversion, Neuroticism, and Typical Moods
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Status Striving
“A strong desire to obtain power and influence within a social
structure as a means of expressing personality”
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What personality type is Burgundy?
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What personality type is Burgundy?
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What personality type is Burgundy?
83% Extraverted
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www.outofservice.com
What personality type is Burgundy?
83% Extraverted
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8.3 Hofstede’s Dimensions of Cultural Values
Felisha Hennessey
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Values
The values to follow are more commonly used than the “Big 5” to categorize na;ons.
-‐Many are derived from research in the late 1960’s/early 1970’s by Geert Hofstede.
-‐The research revealed that employees in different countries priori;ze different values.
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Several Distinct Dimensions
Individualism-‐ Collec1vism
•Power distance
•Uncertainty avoidance
•Masculinity-‐femininity
•Short vs. long term orienta;on-‐Failing to understand the difference in cultural values can compromise the effec;veness of mul;-‐na;onal organiza;ons.
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Ability
•Ability can be taught to a certain degree.
•Employees who are gene;cally giQed will have a “higher ceiling”.
•Cogni;ve ability-‐ capability of acquiring and applying knowledge in problem solving.
-‐SAT’s, Standardized tests in elementary school.
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Quan Hong
8.4- Describing the dimensions of cognitive
ability.
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Types of ability
VerbalQuantitative Reasoning
Spatial Perceptual
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Type and Facets of Cognitive
Type More Specific Facets Jobs Where Relevant
Verbal -Oral and written Comprehension-Oral and Written Expression
Business executives; police, fire, and ambulance dispatcher;
clinical psychologist
Quantitative -Number Facility-Mathematical Reasoning
Treasures; financial mangers; mathematical technicians;
statistician
Reasoning -Problem Sensitivity- Deductive Reasoning
Anesthesiologist; surgeons; business executives; fire
inspectors; judges; police detectives; forensic scientists;
cartoonist; designers
Spatial -Spatial Orientation-Visualization
Pilots; drivers; boat captains; photographers; set designers;
sketch artists
Perceptual -Speed and Flexibility of Closure-Perceptual Speed
Musician; fire fighters; police officers; pilots; mail clerks;
inspectors
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Verbal Ability
Various capabili;es associated with understanding and wriWen communica;on.
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Quantitative Ability
Various capabili;es associated with doing math opera;ons and choosing and applying formulas to solve problems.
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Reasoning Ability
A diverse set of abili;es associated with sensing and
solving problems using insight, rules and logic.
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Spatial Ability
Various capabili;es associated with understanding one’s environment and imagining changes to that environment.
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Perceptual Ability
Being able to perceive understand and recall paWerns of informa;on.
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General Cognitive Ability
An overall level of mental ability that drives more specific cogni;ve capabili;es. (called g or factor
g)
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Emotional Intelligence
A set of abili;es related to the understanding and use of emo;ons that affect social
func;oning.
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Brian Lewis
8.5- Describing the Dimensions of Emotional Ability
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Four Types of Emotional Intelligence
Self AwarenessOther Awareness
Emotion RegulationUse of Emotions
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Self-Awareness
“The appraisal and expression of emotions within oneself.”
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Other Awareness
“The appraisal and recognition of emotion in others.”
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Emotional Regulation
“Being able to recover quickly from emotional experience.”
What would be an example of a situation that emotional regulation would be required?
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Use of Emotions
“The degree to which people can harness emotions and employ them to improve their chances of being
successful in whatever they are seeking to do.”
Writers are confronted with writer’s block but can work
through this to meet their time line.
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8.6-‐ How Ability and Personality Affect Job Performance and Organiza>onal
Commitment
Veronica Lopez
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Which two concepts have the strongest influence on performance and organiza;onal commitment?
Personality….Cultural Values…..…Ability
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ANSWER
General Cogni;ve Ability
Conscien;ousness
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Cogni&ve Ability and Job Performance
Cogni&ve ability is a strong predictor of job performance -‐Specifically task performance
Smarter employees fulfill their job descrip&ons more effec&vely than less smart people
People with higher general cogni&ve ability are be@er at learning and decision making
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EFFECTS OF GENERAL COGNITIVE ABILITY ON PERFORMANCE AND COMMITMENT
8-6
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WARNING
Relates to task performance not citizenship behavior
Correlation is strongest in jobs that are complex
People may score poorly on test that don’t lack cognitive ability
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Cognitive Ability and Organizational Commitment
No significant linkage between cogni;ve ability and organiza;onal commitment
Perform beWer = fit the job well
orHigher job knowledge = increased value on
job market
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Conscientiousness and Job Performance
•Conscientiousness has a moderate relationship with task performance
•Conscientious people have higher levels of motivation than other employees
•More likely to set goals and commit to them
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EFFECTS OF PERSONALITY ON PERFORMANCE AND COMMITMENT
8-7
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Conscientiousness and Organizational Commitment
Conscientious employees tend to be more committed to their organization
Persevering nature = sense of commitment
And
Managing stress = less affected by stressors at work
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Thank You
Are there any questions?
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