1. 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

2. 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

3. What is personality?

4. 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.

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

6. Self-Efficacy
Job Performance

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

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

9. 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

10. 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.

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

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

13. Self enhancement
bias
Self effacement bias

14. 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

15. 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
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16. Work Attitudes What does your attitude communicate?
Is there a relationship between your attitudes and your behaviors?

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

19. Factors contributing to job satisfaction
and organizational commitment

20. 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

21. 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

22. 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.

23. 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

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

25. 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