Organizational Behavior and Human Resource Management Stephen P. Robbins , Organizational Behavior Dessler, Gary, Human Resource Management 11th edition

Lecture outline - Individual What is personality? Measuring personality Personality model Personality traits relevant to OB Values Values and ethical behavior Linking personality and values to workplace

Personality Can you guys define personality??

Personality is the total sum of ways in which an individual reacts to and interacts with others. Rather than looking at the parts of the person, personality looks at the aggregate whole It can be described in terms of measurable traits a person exhibit

Measuring personality Can we measure personality??

Tests may measure several aspects of a person ranging from intelligence, abilities, interests, self esteem, emotional stability. These aspects usually distinguish one person from another A test is based on empirical research and theoretical background

Tests should be Valid Reliable Standardized Uniform Objective Interpretable

Why do you think it is important to measure personality?

Personality tests can help in: Screening Selection Succession planning Career planning Team building Management development

Personality can be measured by: Self report surveys Observer rating surveys Projective measures

Personality determinants Do you think that personality is predetermined at birth, or was it a result of the individual’s interaction with his or her surroundings?

Heredity Factors determined at conception Physical features Facial attractiveness Gender Temperament Muscle composition Energy level Shyness Fear Aggression Example of twins reared seperately

Personality model – big 5 model Extraversion – comfort level with other Agreeableness – propensity to defer to others Conscientiousness – measure of reliability Emotional stability – ability to withstand stress Openness to experience – one’s range of interests and fascination with novelty

Big 5 model and OB Big 5 trait Why it is important? What does it affect? Emotional stability - Less negative thinking and fewer negative emotions - Less hyper-vigilant Higher job and life satisfaction Lower stress level Extraversion Better interpersonal skills Greater social dominance More emotionally expressive Higher performance Enhanced leadership Openness Increased learning More creative More flexible Training performance More adaptable to change Agreeableness Better liked More compliant and conforming Lower levels of deviant behavior Conscientiousness Greater effort and persistence More drive and discipline Better organized Greater longevity

Personality tests relevant to OB Core self evaluation – ones view on ones own self Machiavellianism – degree to which an individual maintains emotional distance, and believes that ends can justify means. Narcissism - liking ones own self, having a sense of importance, require extensive admiration Risk taking Proactive personality – people who identity opportunities, show initiatives, take action

Values Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence

Why are values important?

Terminal values Instrumental values Desirable end states of existence; the goals a person would like to achieve in life Instrumental values Preferable modes of behavior or means of achieving ones terminal values

List you terminal values and instrumental values.

Terminal values Instrumental values A comfortable life Ambitious An exciting life Broad-minded A sense of accomplishment Capable A world at peace Cheerful A world of beauty Clean Equality Courageous Family security Forgiving Freedom Helpful Happiness Honest Inner harmony Imaginative Mature love Independent National security Intellectual Pleasure Logical Self respect Loving Social recognition Obedient True friendship Polite Wisdom Responsible and self-controlled

Do you think there are any generational differences in values? Age Dominant work values 65+ Hardworking, conservative, conforming, loyalty to the organization Mid 40s to mid 60s Success, achievement, ambition, loyalty to career Late 20s to early 40s Work/life balance, team oriented, dislike of rules, loyalty to relationships Under 30 Confident, financial success, self reliant but team oriented, loyalty to both self and relationships

Linking personality and values to workplace Managers today are less interested in applicants ability to perform on a specific job rather than with the flexibility to meet the changing environment Person-fit job Organization-fit job