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Personality and Emotions Chapter 3
Essentials of Organizational Behavior, 8/e Stephen P. Robbins Personality and Emotions Chapter 3 © 2005 Prentice-Hall
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After reading this chapter, you should be able to:
Describe the eight categories in the MBTI personality framework Identify the "Big Five" personality variables and their relationship to behavior in organizations Describe the impact of job typology on the personality/job performance relationship © 2005 Prentice-Hall
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After reading this chapter, you should be able to:
Differentiate felt from displayed emotions Identify the six universal emotions Describe ways in which emotions influence work-related behavior © 2005 Prentice-Hall
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Personality The combination of psychological traits we use to classify & describe a person in terms of characteristics such as quiet, passive, loud, aggressive, etc. © 2005 Prentice-Hall
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Myers-Briggs Type Indicator
Most widely used personality-assessment instrument in the world Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P) © 2005 Prentice-Hall
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Extroverted vs. Introverted
Extroverts are outgoing, sociable, and assertive Introverts are quiet and shy © 2005 Prentice-Hall
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Sensing vs. Intuitive Sensitive types are practical and prefer to focus on details Intuitives rely on unconscious processes and look at the big picture © 2005 Prentice-Hall
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Thinking vs. Feeling Thinking types use reason and logic to handle problems Feeling types rely on their personal values and emotions © 2005 Prentice-Hall
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Judging vs. Perceiving Judging types want control and prefer their world to be ordered and structured Perceiving types are flexible and spontaneous © 2005 Prentice-Hall
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The Big-Five Model Extroversion Agreeableness Conscientiousness
Emotional Stability Openess to Experience © 2005 Prentice-Hall
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Extroversion - one's comfort level with relationships
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Conscientiousness - a measure of reliability
Agreeableness - refers to an individual's propensity to defer to others Conscientiousness - a measure of reliability © 2005 Prentice-Hall
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Emotional stability -taps a person's ability to withstand stress
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Openness to experience - addresses an individual's range of interests and fascination with novelty
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Other Key Personality Attributes
Locus of control - Belief that life is controlled by oneself vs. outsiders Machiavellianism - Tendency to manipulate and maintain emotional distance Self-esteem - Degree one likes or dislikes oneself © 2005 Prentice-Hall
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Other Key Personality Attributes
Self-monitoring - Sensitive to external cues to behave differently Risk propensity - Willingness to take chances Type A personality - Incessantly struggling to achieve more © 2005 Prentice-Hall
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Matching Personalities and Jobs
Six-personality-types model - an employee’s satisfaction with and propensity to leave his or her job depend on the degree to which the individual’s personality matches his or her occupational environment © 2005 Prentice-Hall
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Personality Types and Sample Occupations
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Diagram of the Relationship among Occupational Personality Types
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Key Points There do appear to be intrinsic personality differences among individuals There are different types of jobs People in job environments congruent with their personality type should be more satisfied and less likely to resign © 2005 Prentice-Hall
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What are Emotions? Affect – covers a broad range of feelings that people experience Emotions – intense feelings directed at someone or something Moods – feelings that tend to be less intense, lack a contextual stimulus © 2005 Prentice-Hall
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Emotional Labor Employee expresses organizationally desired emotions during interpersonal transactions © 2005 Prentice-Hall
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Felt emotions are an individual's actual emotions
Displayed emotions are those that are organizationally-required and considered appropriate in a given job © 2005 Prentice-Hall
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The Six Universal Emotions
Happiness Surprise Fear Sadness Anger Disgust Emotion Continuum © 2005 Prentice-Hall
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Gender and Emotions Women: Show greater emotional expression than men
Experience emotions more intensely Report more comfort in expressing emotions. Better at reading nonverbal cues than are men © 2005 Prentice-Hall
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OB Applications Ability and Selection Decision Making Motivation
Leadership Interpersonal Conflict Deviant Workplace Behaviors © 2005 Prentice-Hall
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Emotional Intelligence
Self-Awareness Self-management Self-motivation Empathy Social Skills © 2005 Prentice-Hall
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Summary Described the eight categories in the MBTI personality framework Identified the "Big Five" personality variables and their relationship to behavior in organizations Described the impact of job typology on the personality-job performance relationship © 2005 Prentice-Hall
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Summary Differentiated felt from displayed emotions
Identified the six universal emotions Explained if it is possible for a person to be emotionless Described ways in which emotions influence work-related behavior © 2005 Prentice-Hall
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