Personality

In our daily lives we encounter different types of people. These people are, in some way, unique individually. Some are egoists -- when they make decisions they will ask “what is in it for me?” Some others are altruists who never care about self-interest and want to maximise the welfare of others. Both egoism and altruism are basic traits-- individual characteristics revealed through recurring behaviours in different times--of individual personality.

Webster’s New Riverside University Dictionary defines it as “the pattern of collective character, behavioural, temperamental, emotional and mental traits of an individual” and “distinctive qualities of an individual, especially those distinguishing personal characteristics that make one socially appealing”.

“The sum total of ways in which an individual reacts and interacts with others.” -Robbins, 1998, p. 50.

PERSONALITY DEVELOPMENT  Family is the major source for the development of personality.  Discipline is an factor in bringing change in personality development.  Marriage may bring large difference in a man or woman.  Personality development consist of physical, mental and social development.  The profile of stable beliefs, moods, and behavior that differentiate among children and adults who live in a society.  Awarding more importance to personality development is significant in all societies and organizations today.  The children wish to possess the qualities that their culture regards as good. September 9, 20155

Internal and External Personality Personality has both internal and external elements. External traits are the observable behaviors that we rely on to identify someone’s personality. For example, we can see that a person is extroverted by the way he or she interacts with other people. The internal states represents the thoughts, values, and genetic characteristics that we infer from the observable behaviors.

Attributes of Personality 1.Physical or biological attributes 1.Physical or biological attributes: Gender, body structure, height, hair style, color of the pupil of the eyes, etc. 2.Psychological or intellectual attributes 2.Psychological or intellectual attributes: Skill competence, scholarship, knowledge, memory, etc. 3.Social attributes 3.Social attributes: friendliness, outgoing, people- based, team player, etc. September 9, 20157

a. Heredityb. Environmentc. Situation Determinants of Personality

a. Heredity  The factors determined at conception.  Physical stature, facial attractiveness, sex, temperament, energy level, and biological rhythms are characteristics generally considered to be brought down to you from your parents.  The contribution of heredity to personality development is vividly clear for developing external appearance, behavior, social stimuli, self inner awareness, and other traits.

b. Environment Cultural factors: The accepted norms of social behavior are known as culture. The way in which people behave with others and the driving force of such functions are considered significant components of culture. Religion: A strong belief in a supernatural power that controls human destiny. Religion plays a significant role in shaping one's personality. Hindus have different personalities compared to Buddhists. Family: Children learn from their parents, sisters and brothers. Family is the first factor affecting personality development, after hereditary characteristics are endowed. Children nurtured under a warm, loving environment are positive and active as compared to the children neglected by their parents. Parental Influences: Positive or negative personalities of children are dependent on their parents characteristics and mutual behavior. Children develop negative personalities if their parents do not have good relationship. Proper parental guidance to children makes them active and efficient.

c. Situation Internal Factors: The beholder’s level of socialization, understanding, knowledge, maturity, experience, age, tenure, etc. have significant impact in determining personality. External Factors: Time and urgency, requirements, fellow members’ familiarity with the beholder and their acceptance, etc. also may have varying effects on personality formation.

© 2003 Prentice Hall Inc. All rights reserved. 4–12 Major Personality Attributes Influencing OB Locus of control Machiavellianism Self-esteem Self-monitoring Propensity for risk taking Type A personality

Effect of locus of control in personality Refers to the extent to which individuals believe that they can control events that affect them or believe that they are the master of their own fate. Individuals with a high internal locus of control believe that events result primarily from their own behavior and actions. Those with a low internal locus of control believe that powerful others, fate, or chance primarily determine events.

© 2003 Prentice Hall Inc. All rights reserved. 4–14 Machiavellianism Conditions Favoring High Machs Direct interaction Minimal rules and regulations Distracting emotions Conditions Favoring High Machs Direct interaction Minimal rules and regulations Distracting emotions

© 2003 Prentice Hall Inc. All rights reserved. 4–15 Self-Esteem and Self-Monitoring

© 2003 Prentice Hall Inc. All rights reserved. 4–16 Risk-Taking High Risk-taking Managers – Make quicker decisions. – Use less information to make decisions. – Operate in smaller and more entrepreneurial organizations. Low Risk-taking Managers – Are slower to make decisions. – Require more information before making decisions. – Exist in larger organizations with stable environments. Risk Propensity – Aligning managers’ risk-taking propensity to job requirements should be beneficial to organizations.

© 2003 Prentice Hall Inc. All rights reserved. 4–17 Personality Types

Some Personality Test and Application Tools a.Myers-Briggs Type Indicator (MBTI) b.The Big FIVE Model c.Risk Taking d.Personality Types

a. Myers-Briggs Type Indicator (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.  It taps four characteristics and classifies people into 1 of 16 personality types. Extroverted vs. Introverted Sensing vs. Intuitive Thinking vs. Feeling Judging vs. Perceiving

The Types and Their Uses 4-21 Each of the sixteen possible combinations has a name, for instance: – Visionaries (INTJ) – are original, stubborn and driven. – Organizers (ESTJ) – realistic, logical, analytical and businesslike. – Conceptualizer (ENTP) – entrepreneurial, innovative, individualistic and resourceful. Research results on validity mixed. – MBTI ® is a good tool for self-awareness and counseling. – Should not be used as a selection test for job candidates.

A FEW PERSONALITY COMPARISION EXAMPLE

b. The Big FIVE Model 1. Openness: (inventive/curious vs. consistent/cautious). Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. 2. Conscientiousness: efficient/organized vs. easy-going/careless). A tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion – (outgoing/energetic vs. solitary/reserved). Energy, positive emotions, and the tendency to seek stimulation in the company of others. Agreeableness – (friendly/compassionate vs. cold/unkind). A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism – (sensitive/nervous vs. secure/confident). A tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability.

How Do the Big Five Traits Predict Behavior? 4-24 Research has shown this to be a better framework. Certain traits have been shown to strongly relate to higher job performance: – Highly conscientious people develop more job knowledge, exert greater effort, have better performance. – Other Big Five Traits also have implications for work. Emotional stability is related to job satisfaction. Extroverts tend to be happier in their jobs and have good social skills. Open people are more creative and can be good leaders. Agreeable people are good in social settings.

c. Risk-Taking High Risk-taking Managers Make quicker decisions Use less information to make decisions Operate in smaller and more entrepreneurial organizations Low Risk-taking Managers Are slower to make decisions Require more information before making decisions Exist in larger organizations with stable environments

d. Personality Types Type A: Type A individuals are more ambitious, aggressive, business-like, controlling, highly competitive, impatient, preoccupied with their status, time-conscious, and tightly-wound. Type A people are often high- achieving "workaholics" who multi-task, push themselves with deadlines, and hate both delays and ambivalence. Because of these characteristics, Type A individuals are often described as "stress junkies" by individuals with Type B or other personality types. Type B: Type B individuals are perfect contrast to those with Type A personality. People with Type B personality are generally patient, relaxed, easy-going, and at times lacking an overriding sense of urgency. Because of these characteristics, Type B individuals are often described as apathetic and disengaged by individuals with Type A or other personality types.

© 2003 Prentice Hall Inc. All rights reserved. 4–27 What Are Emotions? Moods Feelings that tend to be less intense than emotions and that lack a contextual stimulus. Emotions Intense feelings that are directed at someone or something. Affect A broad range of emotions that people experience.

© 2003 Prentice Hall Inc. All rights reserved. 4–28 Felt versus Displayed Emotions

© 2003 Prentice Hall Inc. All rights reserved. 4–29 Facial Expressions Convey Emotions E X H I B I T 4-5

© 2003 Prentice Hall Inc. All rights reserved. 4–30 Gender and Emotions Women – Can show greater emotional expression. – Experience emotions more intensely. – Display emotions more frequently. – Are more comfortable in expressing emotions. – Are better at reading others’ emotions. Men – Believe that displaying emotions is inconsistent with the male image. – Are innately less able to read and to identify with others’ emotions. – Have less need to seek social approval by showing positive emotions.

© 2003 Prentice Hall Inc. All rights reserved. 4–31 O-B Applications of Understanding Emotions Ability and Selection – Emotions affect employee effectiveness. Decision Making – Emotions are an important part of the decision- making process in organizations. Motivation – Emotional commitment to work and high motivation are strongly linked. Leadership – Emotions are important to acceptance of messages from organizational leaders.

© 2003 Prentice Hall Inc. All rights reserved. 4–32 O-B Applications of Understanding Emotions (cont’d) Interpersonal Conflict – Conflict in the workplace and individual emotions are strongly intertwined. Deviant Workplace Behaviors – Negative emotions can lead to employee deviance in the form of actions that violate established norms and threaten the organization and its members. Productivity failures Property theft and destruction Political actions Personal aggression

Outcomes of Personality 1.Rationalized employee selection and development 2.Interdependence, relationship and trustworthiness 3.Contribution in the organizational culture 4.Institutional promotion and market relationship 5.Increased self confidence and commitment 6.Enhanced creativity through expertise, task motivation and creative skills September 9,