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PERSONALITY

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Learning Objectives

- Define personality, describe how it is measured, and explain thefactors that determine an individuals personality.

Describe the Myers-Briggs Type Indicator personality

framework and assess its strengths and weaknesses.

Identify the key traits in the Big Five personality model.

Demonstrate how the Big Five traits predict behavior at work.

Identify other personality traits relevant to OB.

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What is Personality?

The sum total of ways in which an individual reacts and

interacts with others, the measurable traits a person

exhibits

Measuring Personality Helpful in hiring decisions

Most common method: self-reporting surveys

Observer-ratings surveys provide an independent

assessment of personality often better predictors

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Personality Determinants

Heredity Factors determined at conception: physical stature, facial

attractiveness, temperament, muscle composition and

reflexes, energy level, and bio-rhythms

This

Heredity Approach argues that genes are thesource of personality

Twin studies: raised apart but very similar personalities

Parental environment dont add much to personality

development

There is some personality change over long time periods

.

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Personality Traits

Enduring characteristics that describe an individualsbehavior

The more consistent the characteristic and the more

frequently it occurs in diverse situations, the more

important the trait.

Two dominant frameworks used to describe

personality:

Myers-Briggs Type Indicator (MBTI)

Big Five Model

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The Myers-Briggs Type Indicator

Most widely used instrument in the world.

Participants are classified on four axes to determine

one of 16 possible personality types, such as ENTJ.

Flexible and

Spontaneous

Sociable and

Assertive

Quiet and

Shy

Unconscious

Processes

Uses Values

& Emotions

Practical and

Orderly

Use Reasonand Logic

Want Order

& Structure

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MBTI

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The Types and Their Uses

Each of the sixteen possible combinations has a name,for instance:

Visionaries (INTJ) original, stubborn, and driven.

Organizers (ESTJ) realistic, logical, analytical, and

businesslike. Conceptualizer (ENTP) entrepreneurial, innovative,

individualistic, and resourceful.

Research results on validity mixed.

MBTI is a good tool for self-awareness and counseling.

Should notbe used as a selection test for job candidates.

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The Big Five Model of Personality Dimensions

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Big Five Factors

OCEAN

Openness

Conscienctiousness Extraversion

Agreeableness

Neuroticism

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Openness

People who are open to experience are intellectually curious,appreciative of art, and sensitive to beauty. Compared to closed people,

more creative and more aware of their feelings. More likely to holdunconventional beliefs.

People with low scores on openness tend to have more conventional,traditional interests. They prefer the plain, straightforward, and obviousover the complex, ambiguous, and subtle. Closed people preferfamiliarity over novelty. They are conservative and resistant to change.

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Conscienctiousness

A tendency to show self-discipline, act

dutifully, and aim for achievement; planned

rather than spontaneous behavior.

Conscientious individuals avoid trouble and

achieve high levels of success through

purposeful planning and persistence.

They are also positively regarded by others asintelligent and reliable. On the negative side,

they can be compulsive perfectionists and

workah

olics.

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Extraversion

Energy, positive emotions, urgency, and the

tendency to seek stimulation in the company

of others.

Agreeableness

A tendency to be compassionate and

cooperative rather than suspicious and

antagonistic towards others.

Generally considerate, friendly, generous,

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Neuroticism

A tendency to experience unpleasant

emotions easily, such as anger, anxiety,

depression, or vulnerability; sometimes called

emotional instability.

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How Do the Big Five Traits Predict Behavior?

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 betterperformance.

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

social skills. Open people are more creative and can be good leaders.

Agreeable people are good in social settings.

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Other Personality Traits Relevant to OB

Core Self-Evaluation The degree to which people like or dislike themselves

Positive self-evaluation leads to higher job performance

Machiavellianism

A pragmatic, maintains emotional distance, believes that ends

justify the means. High Machs are manipulative, win more often, and persuade

more than they are persuaded. Flourish when:

Have direct interaction face to face

Situations has minimal rules and regulations

Emotions distract others Narcissism

An arrogant, had a sense of entitlement, self-important personwho needs excessive admiration.

Less effective in their jobs.

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Self-Monitoring The ability to adjust behavior to meet external,

situational factors.

High monitors conform more and are more likely to

become leaders.

Risk Taking The willingness to take chances.

May be best to align risk taking propensities with job

requirements.

Risk takers make faster decisions with less information.

More Relevant Personality Traits

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More Relevant Personality Traits

Type A Personality Aggressively involved in a chronic, incessant struggle to

achieve more in less time

Impatient: always moving, walking, and eating rapidly

Strive to think or do two or more things at once

Cannot cope with leisure time Obsessed with achievement numbers

Type B people are the complete opposite

Proactive Personality Identifies opportunities, shows initiative, takes action,

and perseveres to completion

Creates positive change in the environment

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A Johari window is a psychological tool created

by Joseph Luft and Harry Ingham in 1955 in the

United States, used to help people better

understand their personalities

JOHARI WINDOW

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A list of 55 adjectives

Pick five or six that they feel describe their own personality.

Peers of the subject are then given the same list, and each pick

five or six adjectives that describe the subject.

These adjectives are then mapped onto a grid.

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55 ADJECTIVES

able

accepting

adaptable

boldbrave

calm

caring

cheerful

clever

complex

confident

dependable

dignified

energetic

extrovertedfriendly

giving

happy

helpful

idealistic

independent

ingenious

intelligent

introverted

kind

Knowledgeablelogical

loving

mature

modest

nervous

observant

organized

patient

powerful

proud

quiet

reflectiverelaxed

religious

responsive

searching

self-

assertive

self-

conscious

sensible

sentimental

shy

silly

spontaneoussympathetic

tense

trustworthy

warm

wise

witty

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Adjectives selected by both the participant and his or

her peers are placed into the Arena quadrant.

This quadrant represents traits of the participant of

which both they and their peers are aware.

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Arena

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Adjectives selected only by the participant, but not

by any of their peers, are placed into the Faade

quadrant, representing information about the

participant of which their peers are unaware.

It is then up to the participant whether or not to

disclose this information.

2

Faade/Hidden

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Adjectives that are not selected by the participant but

only by their peers are placed into the Blind Spot

quadrant.

These represent information of which the participant

is not aware, but others are, and they can decide

whether and how to inform the individual about these

"blind spots".

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Blind Spot

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Adjectives which were not selected by either the

participant or their peers remain in the Unknown

quadrant, representing the participant's behaviors or

motives which were not recognized by anyoneparticipating.

This may be because they do not apply, or because

there is collective ignorance of the existence of said

trait.

2

Unknown

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