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PERSONALITYORGANISATIONAL BEHAVIOR PRESENTATION

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WHAT IS PERSONALITY?

Personality is the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.

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MEASURING PERSONALITY

+WHY MEASURE PERSONALITY? Determine workplace suitability.

To be used in conjunction with intelligence tests to make decisions about school suitability.

To assist in diagnosis of a mental illness.

To be used to court by forensic psychologists to determine personality of a possible offender.

Sport psychologists: to help understand their clients.

As part of a research study or to develop tests.

Generally used for diagnostic purposes.

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PERSONALITY TESTS

Two different kinds or types of personality tests: Personality Inventories and Projective Tests

Minnesota Multiphasic Personality Inventory

MMPI-2

Myers-Briggs Type Indicator

Holland’s Self-Directed Search (SDS)

+ USE OF PERSONALITY AND APTITUDE INVENTORIES IN VOCATIONAL SECTION

In the past 20 years or so there has been an increase by all types of organisations and workplaces to use personality and aptitude inventories for vocational selections.

A vocation is an occupation, or position within an organisation, for which a person is suited, trained or qualified.

A job refers to performing a particular role within an organisation.

Career is used to refer to the sequence of occupational positions and jobs a person holds and performs during the course of their working life.

+USE OF ASSESSMENTS IN ORGANIZATIONS In the Graduate Recruitment Survey 2007, 67% of the 219 respondents

surveyed said that psychometric test results had “some influence” on recruitment, 24% said they had a “very strong influence,” and 2% said they had no influence at all.

In organizations, assessments of individual differences are carried out at the time of selection and during other times in an employee’s career.

Personality tests can help in 6 ways :-

Screening

Selection

Succession planning

Career planning

Team building

Management development activities.

+ SCREENING : Screening is a stage where a large number of applicants are reduced to a smaller group who appear to have necessary abilities and experience. This might involve a test or tests and passing some “cut score” that assesses applicants on criteria such as achievement and leadership.

SELECTION : After screening, the short-listed applicants are selected through selection methods like interviews and group discussions, along with scores and assessments on psychometric tests, in order to appoint the candidates in the target jobs.

+ SUCCESSION PLANNING : Assessment helps in identifying individuals who could move up into the target grade if a vacancy were to occur. In addition, Selection planning can help those who are not quite ready to move up a grade by identifying what abilities they need to develop in order to cope with the more complex job demands of the role.

CAREER PLANNING : Career planning helps at transition points in careers which have been forced on the individuals through redundancy. It is also helpful when, due to various other reasons, the individuals is compelled to find out how well his/her abilities are matched to various available options.

+ TEAM BUILDING : Assessment about individual differences can provide team members with a neutral framework for exploring relationship and performance issues. Some tests have been specially developed to support team building activities.

MANAGEMENT DEVELOPMENT : Assessment of an individual’s abilities and personality provides an effective starting point for the construction of a focused and relevant personal development plan.

+DETERINANTS OF PERSONALITY

+HEREDETARY

Heredity involves all those physiological and psychological peculiarities, which a person inherits from his parents. These peculiarities are transmitted to us through genes. It is indisputable that heredity determines ones traits and hence scientists came to conclusion that they determine our personality, because its ones different traits that make different individuals.

+ENVIRONMENT

It is the Socio-cultural environment rather than physical environment. Socio-cultural factors such as early conditioning, norms of the family, friends and social group and others play a critical role in shaping the personality. A man’s role, temperament, ways of thinking, and character, all are effected and hence determines the personality.

+SURROUNDING

The situation influences the effects of heredity and environment on personality. Sechress – Certain situations are more relevant than others in influencing personality. The situation of a person determines a certain behavior that one adapts in order to deal with the situation, thus bringing out the personality of that person.

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+WHAT IS MBTI?

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. These preferences were extrapolated from the typological theories proposed by Carl Gustav Jung and first published in his 1921 book Psychological Types.

+WHAT IS YOUR PERSONALITY TYPE?

+16 PERSONALITY TYPESSUIT YOURSELF!

+WHAT IS THE BIG FIVE PERSONALITY MODEL?  The Big Five personality traits are five broad domains or dimensions of personality that are used to describe human personality. The theory based on the Big Five factors is called the Five Factor Model (FFM). The Big Five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Acronyms commonly used to refer to the five traits collectively are OCEAN, NEOAC, or CANOE. The Big Five model is able to account for different traits in personality without overlapping. During studies, the Big Five personality traits show consistency in interviews, self-descriptions and observations. Moreover, this five-factor structure seems to be found across a wide range of participants of different ages and of different cultures.

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+HIGH AND LOW SCORERSYOUR PERSONALITY ACCORDING TO YOUR SCORES

DIMENSION HIGH SCORERS ARE.. LOW SCORERS ARE..

Extroversion Outgoing, enthusiastic, and active: you seek novelty and excitement.

Aloof, quiet and independent: you are cautious and enjoy time alone.

Neuroticism Prone to stress, worry and negative emotions.

Emotionally stable but can take unnecessary risks.

Conscientiousness Organized, self-directed, and successful, but controlling.

Spontaneous, careless, can be prone to addiction.

Agreeableness Trusting, empathetic and compliant, you are slow to anger.

Uncooperative and hostile, find it hard to empathize with others.

Openness Creative, imaginative, eccentric and open to new experiences.

Practical, conventional, skeptical and rational.

+MAJOR PERSONALITY ATTRIBUTES INFLUENCING OB1. Locus of Control- A person’s perception of the source of his/her fate is

termed locus of control.

A. Internals: People who believe that they are masters of their own fate.

B. Externals: People who believe they are pawns of fate.

Example:(For externals)

Individuals who rate high in externality are less satisfied with their jobs,have higher absenteeism rates, are more alienated from the work setting,and are less involved on their jobs than are internals.

Example: (For internals)

Internals, facing the same situation, attribute organizational outcomes totheir own actions. Internals believe that health is substantially under theirown control through proper habits; their incidences of sickness and, hence,of absenteeism, are lower.

+2. Machiavellianism:

Named after Niccolo Machiavelli, who wrote in the sixteenth century on how to gain and use power.

An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes that ends can justify means.High Mach manipulate more, win more, are persuaded less, and persuade others more.

High Mach outcomes are moderated by situational factors and flouris when they interact face to face with others, rather than indirectly, and when the situation has a minimum number of rules and regulations, thus allowing latitude for improvisation.

High Mach make good employees in jobs that require bargaining skills or that offer substantial rewards for winning.

+3. Self-esteem:

Self-esteem—the degree to which people like or dislike themselves.

(SE) is directly related to expectations for success.

Individuals with high self-esteem will take more risks in job selection and are more likely to choose unconventional jobs than people with low self- esteem.

The most generalizable finding is that low SEs are more susceptible to external influence than are high SEs. Low SEs are dependent on the receipt of positive evaluations from others.

In managerial positions, low SEs will tend to be concerned with pleasing others.

High SEs are more satisfied with their jobs than are low SEs.

+4. Self-monitoring:

It refers to an individual’s ability to adjust his or her behavior to external, situational factors. Individuals high in self-monitoring show considerable adaptability. They are highly sensitive to external cues, can behave differently in different situations, and are capable of presenting striking contradictions between their public persona and their private self.

Low self-monitors cannot disguise themselves in that way. They tend to display their true dispositions and attitudes in every situation resulting in a high behavioral consistency between who they are and what they do.

The research on self-monitoring is in its infancy, so predictions must be guarded. Preliminary evidence suggests:

a. High self-monitors tend to pay closer attention to the behavior.

b. High self-monitoring managers tend to be more mobile in their careers.

c. High self-monitor is capable of putting on different “faces” for different situations.

+5. Risk taking:

The propensity to assume or avoid risk has been shown to have an impact on how long it takes managers to make a decision and how much information they require before making their choice.

High risk-taking managers made more rapid decisions and used less information in making their choices.

While managers in organizations are generally risk-aversive, there are still individual differences on this dimension. As a result, it makes sense to recognize these differences and even to consider aligning risk-taking propensity with specific job demands.

6. Narcissism:

Narcissism is a term that originated with Narcissus in Greek mythology who fell in love with his own image reflected in a pool of water. Currently it is used to describe the pursuit of gratification from vanity, or egotistic admiration of one's own physical or mental attributes, that derive from arrogant pride. Narcissism has included particular meanings in specific fields.

+7. Type A:

A Type A personality is “aggressively involved in a chronic, incessant struggle to achieve more and more in less and less time, and, if required to do so, against the opposing efforts of other things or other persons.’’

They are always moving, walking, and eating rapidly, are impatient with the rate at which most events take place, are doing do two or more things at once and cannot cope with leisure time. They are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire.

8. Type B:

Type Bs never suffer from a sense of time urgency with its accompanying impatience and feel no need to display or discuss either their achievements or accomplishments unless such exposure is demanded by the situation.

Play for fun and relaxation, rather than to exhibit their superiority at any cost and can relax without guilt.

+SIGMUND FREUD

• Austrian, doctor

• Father of psychoanalysis.

• In this time period, as a Jewish man, Freud’s only career options were medicine and law.

• He chose medicine and specialized in neurology.

• One of the first psychologists to study human motivation.

+ ID- Most primitive part of the mind; what we are born with

Source of all drives and urges. Operates according to the pleasure principle and

primary process thinking.

EGO-The part of the mind that constrains the id to reality

Develops around 2-3 years of age. Operates according to the reality principle and

secondary process thinking. Mediates between id, superego, and environment.

SUPEREGO-. The part of the mind that internalizes the values, morals, and ideals of society

Develops around age 5. Not bound by reality.

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Sigmund Freud, the founder of psychoanalysis, compared the human mind to an iceberg. The tip above the water represents consciousness, and the vast region below the surface symbolizes the unconscious mind. Of Freud’s three basic personality structures—id, ego, and superego—only the id is totally unconscious.

+If you don’t resolve this conflict

between the ID and the EGO, you may experience unhappiness or mental distress.

In a healthy person, according to Freud, the ego is the strongest so that it can satisfy the needs of the id, not upset the superego, and still take into consideration the reality of every situation.

Thus, in order to understand motivation, you must understand what is in your unconscious memory. This is the basis for PSYCHOANALYSIS.

+ID EGO SUPEREGO

Wants what it wants when it wants.

The id is a primitive feeling , it contains the basic needs and feelings.

An overactive id can cause a person to be uncaring towards others feelings.

Wants to follow the rules and the moral standards in the culture.

Stores and enforces the rules it will deny to follow the rules.

If the superego is too strong it can result into a person who feels too guilty all the time and is too obsessed with obtaining perfection.

Has to make the decision of which “voice” to follow.

Understands that you cannot always have what you want.

If the ego is too strong it can result into an adult that is rational and efficient , but also cold and boring.

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THANK YOU!

CREATED BY-

ANUSTHA KISHORDEVIKA CHURIWAL

ISHITA KAPOORMASOOM AGARWAL

NAYAB AKILOJASVEE KASHYAP

PAYAL MAHESHWARIPRANJLA DEVSHALI