ch05 Pers

Personality
Personality
What
What is
is Personality?
Personality?
Personality
Personality Traits
Traits
Personality
PersonalityDeterminants
Determinants
••Heredity
Heredity
••Environment
Environment
••Situation
Situation
Determinants
Determinants of
of personality
personality
A. Heredity: This approach argues that the ultimate
explanation of an individual’s personality is the molecular
structure of genes
B. Environment: It comprises of
a. Culture –is the sum total of learned behaviour traits which
are manifested and shared by the members of the society
b. Family- the nature of such influence depends upon socio-
economic level of family; family size; birth order; race;
parent’s educational level; geographic location
c. Social: It is the process by which an infant acquires from
enormously wide range of behavioural potentialities that
are open to him from birth, customs and social groups
C. Situation: It exerts an important pressure on an individual,
exerts constraints and at times pushes an individual and
determines his actions
The
TheBig
BigFive
FiveModel
Model
Major
Major Personality
Personality Attributes
Attributes Influencing
Influencing OB
OB
 Locus of control
 Machiavellianism
 Self-esteem
 Self-monitoring
 Propensity for risk taking
 Type A personality
 Narcissism
 Proactive personality
Locus
Locus of
of Control
Control
Self-Esteem
Self-Esteem and
and Self-Monitoring
Self-Monitoring
Risk-Taking
Risk-Taking
 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.
 Risk Propensity
– Aligning managers’ risk-taking propensity to job
requirements should be beneficial to organizations.
Narcissism
Narcissism
 The tendency to be arrogant, have a grandiose
sense of self importance, require excessive
admiration, and have a sense of entitlement
Machiavellianism
Machiavellianism
Personality
Personality Types
Types
Personality
Personality Types
Types
Proactive
Proactive personality
personality
 People who identify opportunities, show
initiative, take action and persevere until
meaningful change occurs
Achieving
Achieving Personality-Job
Personality-Job Fit
Fit
The
The self-concept:
self-concept: Self-esteem
Self-esteem and
and self-efficacy
self-efficacy
 “Self” refers to the personality of the individual as viewed
by the person himself
 “Self Concept” refers to the efforts made by an individual to
understand his own self and is closely related with the
concepts of self-esteem and self-efficacy
 Self-esteem refers to the self perceived competence and
self image of people
 Self-efficacy refers to a person’s perception of his ability to
cope with different situations as they arise
 Self-esteem is a generalized trait whereas self-efficacy is a
situation-specific
 Self-efficacy of a person can be measured along three
dimensions; level, strength and generality
 Level refers to the number of tasks a person can effectively
perform; strength refers to how firmly a person believes he
is capable of performing a task; and generality refers to the
extent to which the self efficacy expectations of an
individual can be generalized rather than varying from
situation to situation
Emotions-
Emotions- Why
Why Emotions
Emotions Were
Were Ignored
Ignored in
in OB
OB
 The “myth of rationality”
– Organizations are not emotion-free.
 Emotions of any kind are disruptive to
organizations.
– Original OB focus was solely on the effects of strong
negative emotions that interfered with individual and
organizational efficiency.
Emotions
Emotions
Strong feelings derived from one’s

circumstances, mood or relationships with
others
Felt
Felt versus
versus Displayed
Displayed Emotions
Emotions
What
What Are
Are Emotions
Emotions
Emotional dissonance
Inconsistencies between the emotions
people feel and emotions they project
OB
OB Applications
Applications of
of Understanding
Understanding Emotions
Emotions
 Ability and Selection
– Emotions affect employee effectiveness.
 Decision Making
– Emotions are an important part of the decision-making
process in organizations.
 Motivation
– Emotional commitment to work and high motivation
are strongly linked.
 Leadership
– Emotions are important to acceptance of messages
from organizational leaders.
OB
OB Applications
Applications of
of Understanding
Understanding Emotions
Emotions
 Interpersonal Conflict
– Conflict in the workplace and individual emotions are
strongly intertwined.
 Deviant Workplace Behaviors
– Negative emotions can lead to employee deviance in
the form of actions that violate established norms and
threaten the organization and its members.
• Productivity failures
• Property theft and destruction
• Political actions
• Personal aggression
Emotional
Emotional Intelligence
Intelligence
The ability to perceive and express emotion,
assimilate emotion in thought, understand and
reason with emotion, and regulate emotion in
oneself and others
EI represents a set of competencies that allow us to
perceive, understand and regulate emotions in
ourselves and others
These emotional competencies are learned
capabilities based on EI and lead to superior
performance
Goleman’s
Goleman’sModel
Modelof
ofEmotional
EmotionalIntelligence
Intelligence
 EI can be organised into four dimensions

representing the recognition of emotions in
ourselves and others, as well as the regulation of
emotions in ourselves and others
 Each dimension consists of a set of emotional
competencies that people must possess to fulfill
that dimension of EI
Emotional
Emotional Intelligence
Intelligence Competencies
Competencies Model
Model
Self Other
(Personal Competence) (Social Competence)
Self-Awareness Social-Awareness
Emotional self awareness Empathy
Recognition Accurate self-assessment Organisational awareness
of Emotions Self- confidence Service
Self-Management Relationship Management

Emotional self-control Inspirational leadership
Transparency Influence
Regulation
Adaptability Developing others
of Emotions
Initiative Change catalyst
Achievement Conflict management
Optimism Building bonds
Teamwork and collaboration

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Personality

Strong feelings derived from one’s

 EI can be organised into four dimensions

Self-Management Relationship Management

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