1.Define personality and explain the basic nature of personality traits. 2.Describe the Big Five personality traits. 3.Discuss specific cognitive and motivational concepts of personality, including locus of control and achievement motivation. 4.Explain shortly The Myers-Briggs Type Indicator 5.Discuss the role of emotions in organizational behavior. 6.Contrast Felt versus Displayed Emotions Define Affective Events Theory Define Values and contrast Terminal and Instrumental values. 7.List the dominant values in today’s workforce 1

2 Personality The sum total of ways in which an individual reacts and interacts with others. Personality Traits Enduring characteristics that describe an individual’s behavior (e.g. shy, aggressive, submissive, lazy, ambitious, loyal) Personality Determinants Heredity Environment Situation Personality Determinants Heredity Environment Situation

3 Extroversion Comfort level with relationships (Sociable, outgoing, and assertive) Agreeableness Individual’s propensity to defer to others - Good-natured, cooperative, and trusting. Conscientiousness A measure of reliability - Responsible, dependable, persistent, & organized. Openness to Experience Interest & fascination with novelty - Imaginativeness, artistic, sensitivity, and intellectualism. Emotional Stability A person’s ability to withstand stress - Calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative).

4  Locus of control  Machiavellianism  Self-esteem  Self-monitoring  Risk taking  Type A personality

5 Personality Types Realistic: Stable, practical, shy, persistent Investigative: Analytical, Curious, Independent Social: sociable, friendly, cooperative Conventional: conforming, efficient, inflexible Enterprising: self confident, energetic, ambitious Artistic: imaginative, disorderly, emotional Personality Types Realistic: Stable, practical, shy, persistent Investigative: Analytical, Curious, Independent Social: sociable, friendly, cooperative Conventional: conforming, efficient, inflexible Enterprising: self confident, energetic, ambitious Artistic: imaginative, disorderly, emotional Personality-Job Fit Theory (Holland) Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. Relationships among Occupational Personality Types

6 Holland’s Typology of Personality and Congruent Occupations

7 Personality Types Extroverted vs. Introverted (E or I) Sensing vs. Intuitive (S or N) Thinking vs. Feeling (T or F) Judging vs. Perceiving (P or J) Personality Types Extroverted vs. Introverted (E or I) Sensing vs. Intuitive (S or N) Thinking vs. Feeling (T or F) Judging vs. Perceiving (P or J) 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. A personality test that taps four characteristics and classifies people into 1 of 16 personality types.

8 ExtraversionIntroversionThinkingFeeling OutgoingQuietAnalyticalSubjective Publicly expressiveReservedClarityHarmony InteractingConcentratingHeadHeart Speaks, then thinksThinks, then speaksJusticeMercy GregariousReflectiveRulesCircumstances SensingIntuitionJudgingPerceiving PracticalGeneralStructuredFlexible SpecificAbstractTime orientedOpen minded Feet on the groundHead in the cloudsDecisiveExploring DetailsPossibilitiesMakes lists / uses them Makes list / loses them ConcreteTheoreticalOrganizedSpontaneous

9 Emotional Labor A situation in which an employee expresses organizationally desired emotions during interpersonal transactions. Emotional Dissonance A situation in which an employee must project one emotion while simultaneously feeling another.

10 Felt Emotions An individual’s actual emotions. Displayed Emotions Emotions that are organizationally required and considered appropriate in a given job.

11  Affective Events Theory (AET) is a model developed by organizational psychologists Howard M. Weiss (Purdue University) and Russell Cropanzano (University of Arizona) to identify how emotions and moods influence job performance and job satisfaction.  The model increases understanding of links between employees and their emotional reaction to things that happen to them at work.  Work events modeled include hassles, tasks, autonomy, job demands, emotional labor and uplifting actions. These work events affect employees positively or negatively.  Employee mood predisposes the intensity of their reaction. This emotional response intensity therefore affects job performance and satisfaction. Furthermore, other employment variables like effort, leaving, deviance, commitment, and citizenship, are affected.

 Emotions are negative or positive responses to a work environment event.  Personality and mood determine the intensity of the emotional response.  Emotions can influence a broad range of work performance and job satisfaction variables.  Implications of the theory:  Individual response reflects emotions and mood cycles.  Current and past emotions affect job satisfaction.  Emotional fluctuations create variations in job satisfaction.  Emotions have only short-term effects on job performance.  Both negative and positive emotions can distract workers and reduce job performance.

E X H I B I T 4–5 Source: Based on N.M. Ashkanasy and C.S. Daus, “Emotion in the Workplace: The New Challenge for Managers,” Academy of Management Executive, February 2002, p. 77.

14  The key components of EI, as identified by Goleman (1995), are as follows: –Self-awareness –Self-regulation –Self-motivation –Empathy –Social skills  Research Findings –High EI scores, not high IQ scores, characterize high performers.  The key components of EI, as identified by Goleman (1995), are as follows: –Self-awareness –Self-regulation –Self-motivation –Empathy –Social skills  Research Findings –High EI scores, not high IQ scores, characterize high performers. Emotional Intelligence An assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures. The concept of emotional intelligence was developed by two American psychologists, Peter Salovey and John Mayer. They broadly define emotional intelligence as: ‘the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action’ (Salovey and Mayer, 1990: 189).

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TERIMA KASIH GROUP 2 : HANDRITO HARDJONO, FRANS SOERJOPRANOTO, MUH. PANJI SUKARNO S3 DOKTORAL – PROGRAN PASCASARJANA ILMU MANAJEMEN (PPIM)