1. Values, Attitudes, Emotions, and Culture: The Manager as a Person
The personal characteristics of managers influence the process of management in general, and organizational culture in particular

2. Particular tendencies to feel, think, and act in certain ways that can be used to describe the personality of every individual
Managers’ personalities influence their behavior and approach to managing people and resources
Personality Traits

3. No single trait is right or wrong for being an effective manager
Effectiveness is determined by a complex interaction between the characteristics of managers and the nature of the job and organization in which they are working
Managers and Traits

4. Personality traits that enhance managerial effective-ness in one situation may actually impair it in another
Managers and Traits

5. Big Five Personality Traits
Figure 3.1

6. Big Five Personality Traits
Extraversion – tendency to experience positive emotions and moods and feel good about oneself and the rest of the world

7. Big Five Personality Traits
Managers high in extraversion tend to be sociable, affectionate, outgoing and friendly
Managers low in extraversion tend to be less inclined toward social interaction and have a less positive outlook

8. You Can Assess Yourself p. 67

9. Big Five Personality Traits
Managers high in negative affectivity may often feel angry and dissatisfied, and complain about their own and others’ lack of progress
Managers who are low in negative affectivity do not tend to experience many negative emotions and moods and are less pessimistic and critical of themselves and others

10. Big Five Personality Traits
Negative affectivity – tendency to experience negative emotions and moods, feel distressed, and be critical of oneself and others
Big Five Personality Traits

11. Might Dwight be an effective manager anywhere you can think of?

12. Big Five Personality Traits
Openness to Experience – tendency to be original, have broad interests, be open to a wide range of stimuli, be daring and take risks
Big Five Personality Traits

13. Other Personality Traits
Internal locus of control
Belief that you are responsible for your own fate
Own actions and behaviors are major and decisive determinants of job outcomes

14. Other Personality Traits
External locus of control
Believe that outside forces are responsible for what happens to and around them
Do not think their own actions make much difference

15. Other Personality Traits
Self-Esteem
The degree to which people feel good about themselves and their abilities

16. Can managers be too satisfied with their jobs
Can managers be too satisfied with their jobs? Too committed to their organizations? Why or why not?

17. Other Personality Traits
Need for Achievement
The extent to which an individual has a strong desire to perform challenging tasks well and meet personal standards for excellence

18. Other Personality Traits
Need for Affiliation
The extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having other people get along

19. Other Personality Traits
Need for Power
The extent to which an individual desires to control or influence others

20. Values, Attitudes, and Moods and Emotions
Describe what managers try to achieve through work and how they think they should behave
Attitudes
Capture managers’ thoughts and feelings about their specific jobs and organizations.
Moods and Emotions
Encompass how managers actually feel when they are managing

21. Values Terminal Values A personal conviction about life-long goals
Instrumental Values
A personal conviction about desired modes of conduct or ways of behaving
Terminal Values
A personal conviction about life-long goals
A sense of accomplishment, equality, and self-respect.
Instrumental Values
A personal conviction about desired modes of conduct or ways of behaving
Being hard-working, broadminded, capable.

22. Values
Value System
What a person is striving to achieve in life and how they want to behave

24. Attitudes Attitude > Job Satisfaction
A collection of feelings and beliefs
> Job Satisfaction
> Organizational Commitment

25. Attitudes Job Satisfaction
A collection of feelings and beliefs that managers have about their current jobs.
Managers high on job satisfaction have a positive view of their jobs.
Levels of job satisfaction tend increase as managers move up in the hierarchy in an organization.

26. Attitudes
Organizational Citizenship Behaviors

27. Moods and Emotions Mood A feeling or state of mind
Positive moods provide excitement, elation, and enthusiasm.
Negative moods lead to fear, distress, and nervousness.
Moods and Emotions
A manager’s mood affects their treatment of others and how others respond to them.
Subordinates perform better and relate better to managers who are in a positive mood.
Current situations and a person's basic outlook affect a person’s current mood.

28. As the manager of a busy restaurant
As the manager of a busy restaurant. Think of what it would be like to negotiate a single demanding day while in your version of the worst mood possible.
Imagine yourself

29. Emotional Intelligence
The ability to understand and manage one’s own moods and emotions and the moods and emotions of other people.
Helps managers carry out their interpersonal roles of figurehead, leader, and liaison.

30. Emotional Intelligence
Managers with a high level of emotional intelligence are more likely to understand how they are feeling and why
More able to effectively manage their feelings so that they do not get in the way of effective decision-making
Example: HALT Technique

31. Factors Affecting Organizational Culture