copyright © 2015 pearson education, inc. 5-1. copyright © 2015 pearson education, inc. chapter 5:...
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Copyright © 2015 Pearson Education, Inc.
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Copyright © 2015 Pearson Education, Inc.
Chapter 5: Personality and Values
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Learning ObjectivesAfter studying this chapter, you should be able to:Describe personality, the way it is measured, and the factors that shape it.Describe the Myers-Briggs Type Indicator personality framework and its strengths and weaknesses.Identify the key traits in the Big Five personality model.Demonstrate how the Big Five traits predict behavior at work.Describe how the situation affects whether personality predicts behavior.Contrast terminal and instrumental values.Compare generational differences in values.Identify Hofstede’s five value dimensions of national culture. 5-3
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Describe Personality, the Way It Is Measured, and the Factors that Shape It
Defining Personality Personality is a dynamic concept describing the
growth and development of a person’s whole psychological system.
The sum total of ways in which an individual reacts to and interacts with others.
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Managers need to know how to measure personality. Personality tests are useful in hiring decisions and
help managers forecast who is best for a job.The most common means of measuring personality
is through self-report surveys.
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Describe Personality, the Way It Is Measured, and the Factors that Shape It
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Personality Determinants Is personality the result of heredity or
environment? Heredity refers to those factors that were
determined at conception. The heredity approach argues that the ultimate
explanation of an individual’s personality is the molecular structure of the genes, located in the chromosomes.
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Describe Personality, the Way It Is Measured, and the Factors that Shape It
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Early research tried to identify and label enduring personality characteristics. Shy, aggressive, submissive, lazy, ambitious, loyal,
and timid.These are personality traits.
Early efforts to identify the primary traits that govern behavior often resulted in long lists that were difficult to generalize from and provided little practical guidance to organizational decision makers.
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Describe Personality, the Way It Is Measured, and the Factors that Shape It
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Describe the Myers-Briggs Type Indicator Personality Framework and Its Strengths
and WeaknessesOne of the most widely used personality frameworks
is the Myers-Briggs Type Indicator (MBTI).Individuals are classified as:
Extroverted or Introverted (E or I) Sensing or Intuitive (S or N) Thinking or Feeling (T or F) Perceiving or Judging (P or J)
INTJs are visionaries. ESTJs are organizers. ENTPs are conceptualizers.
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Identify the Key Traits in the Big Five Personality Model
1. Extraversion2. Agreeableness 3. Conscientiousness 4. Emotional stability 5. Openness to experience
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Demonstrate How The Big Five Traits Predict Behavior At Work
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Demonstrate How The Big Five Traits Predict Behavior At Work
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The five factors appear in almost all cross-cultural studies.
Generally, the findings corroborate what has been found in U.S. research Of the Big Five traits, conscientiousness is the best
predictor of job performance.
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Demonstrate How The Big Five Traits Predict Behavior At Work
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The Dark Triad1.Machiavellianism – the degree to which an individual
is pragmatic, maintains emotional distance, and believes that ends can justify means.
2.Narcissism – the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.
3.Psychopathy – the tendency for a lack of concern for others and a lack of guilt or remorse when their actions cause harm.
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Demonstrate How The Big Five Traits Predict Behavior At Work
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Approach-Avoidance The approach-avoidance framework – casts
personality traits as motivations.Approach motivation is attraction to positive
stimuli. Avoidance motivation is our aversion to
negative stimuli.
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Other Personality Traits Relevant to OB Core Self-Evaluation – bottom line conclusions
individuals have about their capabilities, competence, and worth as a person.
Self-Monitoring – measures an individual’s ability to adjust his or her behavior to external, situational factors.
Proactive Personality – people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.
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Demonstrate How The Big Five Traits Predict Behavior At Work
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Describe How the Situation Affects Whether Predicts
BehaviorPersonality and Situations
Situation strength theory – indicates that the way personality translates into behavior depends on the strength of the situation.The degree to which norms, cues, or standards
dictate appropriate behavior.ClarityConsistencyConstraintsConsequences
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Describe How the Situation Affects Whether Predicts
Behavior
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Contrast Terminal and Instrumental Values
Values – basic convictions about what is right, good, or desirable.
Value system – ranks values in terms of intensity. The Importance and Organization of Values
Values lay the foundation for understanding of attitudes and motivation.
Values generally influence attitudes and behaviors. Terminal values – desirable end-states of existence.Instrumental values – preferred modes of behavior or
means of achieving terminal values.
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Compare GenerationalDifferences in Values
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Compare Generational Differences in Values
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Compare Generational Differences in Values
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Person-Organization Fit People high on extraversion fit well with
aggressive and team-oriented cultures. People high on agreeableness match up better
with a supportive organizational climate than one focused on aggressiveness.
People high on openness to experience fit better in organizations that emphasize innovation rather than standardization.
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Compare Generational Differences in Values
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Identify Hofstede’s Five Value Dimensions Of National Culture
Five value dimensions of national culture1. Power distance2. Individualism versus collectivism3. Masculinity versus femininity4. Uncertainty avoidance5. Long-term versus short-term orientation
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Identify Hofstede’s Five Value Dimensions Of National Culture
Different cultural values by nation.Enormously influential on OB research and
managers, but still criticized. Original work is more than 30 years old and based
on a single company (IBM). Important social and political changes since then. Methodology concerns.
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The GLOBE Framework for Assessing Culture The Global Leadership and Organizational Behavior
Effectiveness (GLOBE) research program updated Hofstede’s research.Data from 825 organizations and 62 countries.Used variables similar to Hofstede’s.Added some news ones.
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Implications for ManagersAs a manager, you are more likely to appreciate,
evaluate positively, and allocate rewards to employees who fit in, and your employees are more likely to be satisfied if they perceive they do fit in. Plan to objectively consider your employees’ performance accordingly.
Consider screening job candidates for high conscientiousness, as well as the other Big Five traits, depending on the criteria your organization finds most important. Other traits, such as core self-evaluation or narcissism, may be relevant in certain situations. 5-26
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Implications for ManagersYou need to evaluate your employees’ jobs, their work
groups, and your organization to determine the optimal personality fit.
Take into account employees' situational factors when evaluating their observable personality traits, and lower the situation strength to better ascertain personality characteristics.
Although the MBTI has been widely criticized, it may have a place in organizations. You may consider the results helpful for training and development. The results can also help employees better understand themselves, help team members better understand each other, open up communication in work groups, and possibly reduce conflicts. 5-27
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