Chapter 2: Personality, Attitudes, and Work Behaviors Learning Objectives Define what personality is and how it affects work behaviors Understand the role of values in determining work behaviors Explain the process of perception and how it affects work behaviors Identify the major work attitudes that affect work behaviors Define the concept of person-organization fit and how it affects work behaviors Discuss how behaviors have an impact on organizational performance

Each individual brings the following to the workplace Successful organizations depend upon getting the right mix of individuals in the right positions at the right time Each individual brings the following to the workplace Skills Personality Ability Values

What is personality?

Curious, original, intellectual, creative, and open to new ideas. Goldberg’s Big 5 Personality Traits Trait Description Openness Curious, original, intellectual, creative, and open to new ideas. Conscientiousness Organized, systematic, punctual, achievement-oriented, and dependable. Extraversion Outgoing, talkative, sociable, and enjoys being in social situations. Agreeableness Nice, tolerant, sensitive, trusting, kind, and warm. Neuroticism Anxious, irritable, aggressive, temperamental, and moody.

Studies show that there is a relationship between being extraverted and effectiveness as a salesperson

Self-Efficacy Job Performance

Other Personality Dimensions Self-Monitoring Proactive Personality Self-esteem Machiavellianism Locus of control

Personality Testing in Employee Selection Companies such as Kronos and Hogan Assessments conduct pre-employment personality tests

Myers-Briggs Type Indicator® Key personality components: Extroversion/Introversion (E/I) – Social interaction Sensing/Intuiting (S/I) – Collection of information Thinking/Feeling (T/F) – Evaluation of information Judging/Perceiving (J/P) – Decision making Myers-Briggs Type Indicator® assessment is the best known and most trusted personality tool available today

Schwartz’ Value Inventory Values Definition Achievement The desire for personal success Benevolence The desire to protect the well being of people who are close to the person. Conformity Being motivated by being self disciplined and obedient. Conforming to others. Hedonism The desire for pleasure in life Power The desire for control over others, attaining power and prestige. Security Valuing safety and stability. Self direction The desire to be free and independent Stimulation The desire for a stimulating and exciting life Tradition Acceptance of social customs and traditional ideas in a society. Universalism The desire to protect the well being of all people. Caring about social justice.

Perception and Work Behaviors Perception is affected by our values, needs, and emotions

Visual Perception What do you see? A cup or two faces?

Self enhancement bias Self effacement bias

Stereotypes Stereotypes are generalizations based on a group characteristic Self fulfilling prophecy Occurs when an established stereotype causes one to behave in a certain way Selective perception We pay selective attention to parts of the environment while ignoring other parts

First Impressions The first impression establishes the mental framework in how another person is viewed and later evidence is either ignored or reinterpreted to coincide with this framework © 2010 Jupiterimages Corporation

Work Attitudes What does your attitude communicate? Is there a relationship between your attitudes and your behaviors?

Beware! Your attitude is showing! Attitude refers to opinions, beliefs, and feelings about aspects of our environment Beware! Your attitude is showing!

Factors contributing to job satisfaction and organizational commitment

Factors which have a strong influence over work behaviors Work Behavior and Job Performance Factors which have a strong influence over work behaviors Job Performance Citizenship Absenteeism Turnover General mental abilities How we are treated at work Health problems Having low performance Personality Work/life balance issues Negative work attitudes Stress Positive work attitudes Older employee Younger employee Younger employee and shorter tenure

The Interactionist Perspective: The Role of Fit When people fit into their organization, they tend to be more satisfied with their jobs, more committed to their companies, they are more influential in their company, and they actually remain longer in their company

Person organization fit Best person for the position A good fit is jointly determined by the individual and the situation Person job fit Person organization fit Best person for the position Person organization fit refers to the degree to which a person’s values, personality, goals and other characteristics match those of the organization. Person job fit is the degree to which a person’s skill, knowledge, abilities, and other characteristics match the job demands.

Organizational Citizenship and Organizational Performance Helping a coworker through a peak work load may be a voluntary action. While outside the scope of job duties, these voluntary behaviors contribute to the effective functioning of an organization

Behavior and Organizational Performance Absenteeism costs companies an estimated $74 billion annually

Developing Your Personal Skills Research shows that acting positive at work can actually help you become happier over time as emotions can be influenced by actions