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Learning Objectives
Define personality, describe how it is measured, and explain the factors that determine an individuals personality. Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses. Identify the key traits in the Big Five personality model. Demonstrate how the Big Five traits predict behavior at work. Identify other personality traits relevant to OB.
Define values, demonstrate their importance, and contrast terminal and instrumental values.
Compare generational differences in values, and identify the dominant values in todays workforce.
Personality
What is Personality?
The dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment. Gordon Allport
The sum total of ways in which an individual reacts and interacts with others, the measurable traits a person exhibits
Personality
Measuring Personality
Personality Tests
Personality
Personality Determinants
Factors determined at conception: physical stature, facial attractiveness, gender, temperament, muscle composition and reflexes, energy level, and bio-rhythms Heredity Approach argues that Twin studies: raised apart but genes are the source of very similar personalities personality Parents dont add much personality development to There is some personality change over long time periods
Heredity
Personality Traits
Enduring characteristics that describe an individuals behavior The more consistent the characteristic and the more frequently it occurs in diverse situations, the more important the trait
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Personality
The Myers Briggs Indicator (MBTI)
A personality test that taps four characteristics and classifies people into 1 of 16 personality types using 100 questions
Personality
The Big Five Personality Model
A personality assessment model that taps five basic dimensions
+ + + Extraversion Extraversion
Introversion - - -
The quality of being comfortable with relationships (Sociable, gregarious, and assertive) Higher performance Enhanced leadership Higher job & life satisfaction
Personality
The Big Five Personality Model
+ + + High Agreeableness Low - - -
The ability to get along with others (Good-natured, cooperative, and trusting) Higher performance Lower levels of deviant behavior
+ + + High Conscientiousness
Low - - -
The number of goals on which a person focuses (Responsible, dependable, persistent, and organized) Higher performance Enhanced leadership Greater longevity
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Personality
The Big Five Personality Model
+ + + More Emotional Stability Less- - -
Less moodiness and insecurity (Calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative) High job & life satisfaction Lower stress level
+ + + More Openness
Less - - -
The capacity to entertain new ideas and to change as a result of new information (Curious, imaginative, artistic, and sensitive) Training performance Enhanced leadership More adaptable to change
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Personality
Other Personality Traits Relevant to OB
Core Self Evaluation The degree to which people like or dislike themselves A pragmatic, emotionally distant power-player who believes that ends justify the means An arrogant, entitled, self-important person who needs excessive admiration The ability to adjust behavior to meet external, situational factors. The willingness to take chances. Aggressively involved in a chronic, incessant struggle to achieve more in less time Identifies opportunities, shows initiative, takes action, and perseveres to completion higher job performance
Machiavellianism
win more often Less effective in their jobs more likely to become leaders.
Narcissism
Self Monitoring
Risk Taking
Types A Personality
Proactive Personality
Values
What is Values?
Basic convictions on how to conduct yourself or how to live your life that is personally or socially preferable to an opposite or converse mode of conduct or end state of existence
Attributes of Values
Content Attribute Intensity Attribute
That the mode of conduct or end-state is importance
Values
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Values
What is the Importance of Values?
Values
Terminal Values
Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime
Instrumental Values
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Values
Generational Values
Cohort Veterans Entered Workforce 1950-1964 65+ Approximate Current Age Dominant Work Values Hard working, conservative, conforming; loyalty to the organization Success, achievement, ambition, dislike of authority; loyalty to career Work/life balance, team-oriented, dislike of rules; loyalty to relationships Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships
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Boomers
1965-1985
40-60s
Xers
1985-2000
20-40s
Nexters
2000-Present
Under 30
Realistic
Social
Investigative
Enterprising
Artistic
Conventional
1. 2. 3.
There appear to be intrinsic differences in personality between people. There are different types of jobs. People in jobs congruent with their personality should be more satisfied and have lower turnover. 16
The extent that employees personality must fit with the organizational culture.
Can use the Big Five personality types to match to the organizational culture.
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Global Implications
Personality
Do frameworks like Big Five transfer across cultures? Yes, but the frequency of type in the culture may vary Better in individualistic collectivist cultures than
Values
Values differ across cultures Hofstedes Framework for assessing culture five value dimensions: Power distance - Individualism vs. Collectivism - Masculinity vs. Femininity Uncertainty Avoidance - Long-term vs. Short-term Orientation
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Global Implications
Hofstedes Framework for Assessing Cultures
Power Distance
The extent to which a society accepts that power in institutions and organizations is distributed unequally High Distance
Low Distance
Relatively equal power between those with status / wealth and those without status / wealth
Extremely unequal power distribution between those with status / wealth and those without status / wealth
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Global Implications
Hofstedes Framework for Assessing Cultures
Individualism
Collectivism
The degree to which people prefer to act as individuals rather than as members of groups
A tight social framework in which people expect others in groups of which they are a part to look after them and protect them
Masculinity The extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism are also valued
Femininity
The extent to which there is little differentiation between roles for men and women
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Global Implications
Hofstedes Framework for Assessing Cultures
Uncertainty Avoidance
The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them Low Uncertainty Avoidance
Society does not like ambiguous situations and tries to avoid them
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Global Implications
Hofstedes Framework for Assessing Cultures
Long-term Orientation
Short-term Orientation
A national culture attribute that emphasizes the future, thrift, and persistence
A national culture attribute that emphasizes the present and the here-and-now
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Global Implications
GLOBE Framework for Assessing Cultures
Global Leadership and Organizational Behavior Effectiveness (GLOBE) research program (Nine dimensions of national culture)
Humane Orientation
Performance Orientation
How much society rewards people for being altruistic, generous, and kind
How much society encourages and rewards performance improvement and excellence
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