1 Personality Learning and Development HR1007

2 Session Objectives By the end of this session you should be able to:  Define personality  Identify some of the characteristics of your own personality  Differentiate between views ofpersonality  Understand the uses and limitations of personality tests to organisations

3 Definition of Personality “the psychological qualities that influence an individual’s characteristic behaviour patterns in a distinctive and consistent manner across different situations and over time” (Huczynski & Buchanan 2005) Try to define ‘personality’ and what it means to you. “the dynamic organisation within the individual of those psychophysical systems that determine his/her unique adjustment to his/her environment” (Allport 1937) Personality is the sum total of ways in which an individual reacts to and interacts with others and the surroundings

4 Personality Determinants Nature/Heredity Genetically determined Inherited traits Fixed at birth Evidence from study of twins separated at birth Nurture Determined by environment Culture and conditioning Family & social groups Situation

5 Classification of Personality Early explanations – bodily fluids (Hippocrates 400BC) Bodily types – (Sheldon & Kretschmer 42) Freud – Psycho-analytical approach resolving conflict of ego,super-ego and id Nomothetic approach – study of clustering of traits (Eyseneck 70) Type A & B personality (Friedman & Rosenman 74) Idiographic approach – development of the self (Cooley ) These are different approaches to the study of personality that you need to read about

6 The NOMOTHETIC approach ‘law setting or law giving’  Describes personality by possession of traits and clusters  Collect group data to identify universal personality traits or types, common to all people in order to compare individuals  Identifies where you are according to the norm. (age, gender, occupation)  Uses objective questionnaires & statistical study, ’scientific’ positivst approach,  See personality as largely inherited and unalterable  Used to predict behaviour ( Eysenck, Cattell, McCrae) The NOMOTHETIC approach ‘law setting or law giving’  Describes personality by possession of traits and clusters  Collect group data to identify universal personality traits or types, common to all people in order to compare individuals  Identifies where you are according to the norm. (age, gender, occupation)  Uses objective questionnaires & statistical study, ’scientific’ positivst approach,  See personality as largely inherited and unalterable  Used to predict behaviour ( Eysenck, Cattell, McCrae) Theoretical Approaches

7 Eysenck’s types

8 Costa & McCrae’s Big Five (1992) Openness to experience – extent to which sensitive, flexible, creative, curious. Open to change and new ideas Conscientiousness –careful, dependable, self disciplined Extroversion –outgoing, talkative, sociable, assertive Agreeableness –courteous, good natured, empathetic, caring, friendly compliance Neuroticism -Emotional stability –high level of anxiety, hostility, depression, self consciousness

9 Myers Briggs Type Indicator Extroverted v Introverted Sensing v Intuitive – practical, prefer routine, focus on detail v rely on unconscious processes, look at big picture Thinking v Feeling – Use reason and logic to handle problems v rely on personal values and emotions Judging v Perceiving – Control and prefer order and structure v flexible and spontaneous 16 personality types –see P351 Mullins 2005

10 Theoretical Approaches The IDIOGRAPHIC approach  Emphasises uniqueness, complexity of an individual’s personality and self concept  Studies individuals and criticise categorising individuals by group data  Describes personality by individual’s own understanding of their identity  Whole person approach taking account of person’s perceptions, relationships with others  Determined by social cultural process and cannot be understood outside of this context  Adaptable and can be changed through experience  Nurture (Cooley, Erikson, Hunt) The IDIOGRAPHIC approach  Emphasises uniqueness, complexity of an individual’s personality and self concept  Studies individuals and criticise categorising individuals by group data  Describes personality by individual’s own understanding of their identity  Whole person approach taking account of person’s perceptions, relationships with others  Determined by social cultural process and cannot be understood outside of this context  Adaptable and can be changed through experience  Nurture (Cooley, Erikson, Hunt)

11 Application to the workplace Getting the right personality for the job Creating a good team climate Dealing with the stress of work Conflict and bullying Ability and intelligence – can it be measured, is it constant? Using Tests

12 Why use tests?  Good for predicting behaviour e.g. for producing good teams, coping with stress  Good for assessing ‘fit’ with the organisational culture (personality tests).  Good for getting the right people for the job e.g. extroverts for sales  Indicates preferences  Assess individual’s ability to perform  Must be objective, standardised,reliable and valid  Good for predicting behaviour e.g. for producing good teams, coping with stress  Good for assessing ‘fit’ with the organisational culture (personality tests).  Good for getting the right people for the job e.g. extroverts for sales  Indicates preferences  Assess individual’s ability to perform  Must be objective, standardised,reliable and valid

13 Problems with tests  Risk of ‘cloning’. People with approved characteristics are appointed and advantaged & diversity and creativity may suffer  Tests can be invalid and unreliable  Over-simplification of the complex relationship between personality and performance  Samples only one aspect  Poor testing practice affects results  Fairness of outcome, fairness of process  Expensive and time consuming