What is Personality? 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. Personality Determinants Heredity Environment Situation

Personality Determinants Heredity: The biological, physiological or psychological characteristics of individual that are inherited through the generation. Genetic reasons underlying human behaviors - shyness, fear… Twin Studies – A1 & B1 vs A2 & B2 Consistency in behavior over time and across situation – job satisfaction over time &situation If heredity is the only determinant of personality, no changes in personality may occur.

Personality Determinants (Cont.) Environment Environment is the place where an individual is expected to play a major role in shaping his/her personality. Situation Situation has significant influence on the personality of an individual. According to the need of the situation individual can shape himself/herself – control behaviour as and when needed

Calm, secure, happy, unworried Personality Traits Core Traits Descriptive Characteristics of High Scorers Conscientiousness Emotional stability Agreeableness Extraversion Openness to experience Dependable, hardworking, organized, self-disciplined, persistent, responsible Calm, secure, happy, unworried Cooperative, warm, caring, good-natured, courteous, trusting Sociable, outgoing, talkative, assertive, gregarious Curious, intellectual, creative, cultured, artistically sensitive, flexible, imaginative

The Big-Five Model of Personality Trait Extraversion This dimension captures one’s comfort level with relationships. Extraverts tend to be gregarious, assertive and sociable. Introverts tend to be reserved, timid and quite. Agreeableness This dimension refers to an individual’s propensity to subjugate his own interests for the sake of the group. Highly agreeable people are co-operative, warm and trusting. People with low agreeableness are cold, disagreeable and antagonistic. Conscientiousness This dimension is a measure of reliability. A highly conscious person is responsible, organized, dependable and persistent. Those who score low on this dimension are easily distracted, disorganized and unreliable.

The Big-Five Model (Cont.) Emotional Stability - This dimension taps a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure. Openness to Experience - One’s range of interest and fascination with novelty. Extremely open people are creative, curious and artistically sensitive. Those are at the end of openness category are conventional and find comfort in the familiar.

Determinants of Personality Biological Cultural Familial Situation

Biological Factors Heredity Brain Physical features

Cultural Factors Culture with a person External culture

Identification process Socialization process Familial Factors Identification process Socialization process

The Self Concept: Self-esteem and Self-efficacy Self concept refers to the efforts made by an individual to understand his own self. Self esteem refers to the self perceived competence Self efficacy refers to a person’s perception of his ability to cope with different situations.

Major Personality Attributes influencing OB Locus of Control The degree to which people believe they are masters of their own fate. Internals Individuals who believe that they control what happens to them. Externals Individuals who believe that what happens to them is controlled by outside forces such as luck or chance.

Major Personality Attributes influencing OB (Cont.) Machiavellianism Individuals’ degree to maintain an emotional distance from other – believe that ends justify the means Self-Esteem (SE) Individuals’ degree of liking or disliking themselves Self-Monitoring A personality trait that measures an individuals ability to adjust his or her behavior to external, situational factors.

Major Personality Attributes influencing OB (Cont.) Risk taking: The individual’s willingness to take the risk 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

Major Personality Attributes influencing OB (Cont.) Proactive Personality Identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs. Creates positive change in the environment, regardless or even in spite of constraints or obstacles.

Personality Types Type A’s are always moving, walking, and eating rapidly; feel impatient with the rate at which most events take place; strive to think or do two or more things at once; cannot cope with leisure time; are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire. Type B’s never suffer from a sense of time urgency with its accompanying impatience; feel no need to display or discuss either their achievements or accomplishments; play for fun and relaxation, rather than to exhibit their superiority at any cost; can relax without guilt.

Levinson’s Theory of Adult Life Stages Personality Theories Levinson’s Theory of Adult Life Stages Four Period of Stability: Age 22-28, individual steps in to the adult life. Age 33-40, individual is in the process of settling. Age 45-50, individual enters into middle adulthood. Age 55-60, individual approaches to old age Four Transitional Period: Age thirty transition (Between age 28 and 33 years). Mid-life transition (Between age 40 and 45 years). Age fifty transition (Between age 50 and 55 years) Late adult transition (Between age 60 and 65 years).

Hall’s Career Stage Model Personality Theories Hall’s Career Stage Model Four Stages of Career: Exploration: Individual seeks an identity, attempts to understand own personality, tries out for various role to build the career. At this stage, employees are relatively unstable and less productive. Establishment: Employees tries to settle down in his career, productivity increases. Maintenance: Productivity reaches in the peak, employee feels that he has to contribute something for the next generation. Decline: Productivity of the person is declining.

Holland’s Typology of Personality and Congruent Occupation Type Personality Characteristics Congruent Occupations Realistic: Prefers physical activities that require skill, strength and coordination Shy, genuine, persistent, stable, conforming, practical Mechanics, drill press operator, assembly line worker, farmer Investigative: Prefers activities that involve thinking, organizing and understanding Analytical, original, curious, independent Biologists, economist, mathematician, news reporter Social: Prefers activities that involve helping and developing others Sociable, friendly, cooperative, understanding Social worker, teacher counselor, clinical psychologists Conventional: Prefers rule-regulated, orderly, and unambiguous activities Conforming, efficient, practical, unimaginative, inflexible Accountant, corporate manager, bank teller, file clerk Enterprising: Prefers verbal activities where there are opportunities to influence others and attain power Self-confident, ambitious, energetic, domineering Lawyer, real estate agent, public relations specialist, small business manager Artistic: Prefers ambiguous and unsystematic activities that allow creative expression Imaginative disorderly, idealistic, emotional, impractical Painter, musician, writer, interior decorator

Argyris Immaturity to Maturity Theory Personality Theories Argyris Immaturity to Maturity Theory Seven dimensions immaturity-maturity continuum: IMMATURITY MATURITY Passive……………………………………………Active Dependence……………………………………Independence Behave in a few ways………………………Behave in many ways Erratic shallow interest…………………….Deeper Stronger interest Short time perspective…………………….Long time perspective Subordinate position……………………….Equal or superordinate position Lack of self awareness…………………….Awareness and control over self

What are Emotions? Affect A broad range of feelings that people experience. Emotions Intense feelings that are directed at someone or something. Moods Feelings that tend to be less intense than emotions and that lack a contextual stimulus.

What Are Emotions? (cont’d) 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.

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