OB Lecture 1, Chapter 1+5, Personality and Values

Organizational Behavior

Organizational Behavior

A field of study that investigates the impact that individuals, groups and structure have on behavior within organizations to improve an organization’s effectiveness.

Intuition

Your gut feeling explanation of behavior

Systematic Study

Improves ability to accurately predict behavior and assumes behavior is not random.

Personality

The ways an individual reacts to and interacts with the world around them

Personality Traits

Characteristics that describe an individual’s behavior

Heredity

Most dominant factor in personality

Twin studies

Genetics are more influential than parents

Suttons theory of personality

Theory has to be scientifically rigorous, useful and comprehensive

Scientifically rigorous

A theory that makes clear and predictable predictions

MBTI: Extroversion

Directing energy toward the outer world of people and objects

MBTI: Introversion

Directing energy toward the inner world of experience and ideas

MBTI: Thinking

Concluding according to logical analysis with a focus on objectivity and detachment

MBTI: Feeling

Concluding according to personal and social values with a focus on understanding and harmony

MBTI: Sensing

Concentrating mostly on what can be perceived by the 5 senses

MBTI: Intuition

Concentrating mostly on perceiving patterns and interrelationships

MBTI: Judging

Inclining toward the decisiveness and closure resulted in dealing with outer world

MBTI: Perceiving

Inclining toward the flexibility and spontaneity resulted

The Big Five Traits

Emotional Stability, Extraversion, Openness, Agreeableness and Conscientiousness

Big Five: Conscientiousness

Wishing to do your work well. The best overall predictor of job performance

Big Five: Emotional Stability

Related to life satisfaction, job satisfaction, reduced burnouts and intention to quit.

Big Five: Extraversion

Strong predictor of leadership emergence and behaviors in groups

Big Five: Openness

Not related to initial performance on a job, but related to sensitive to decline in performance over long time

Big Five: Agreeableness

Associated with lower levels of career succes

Enneagram

Categorizes individuals into nine distinct personality types, each with its own core fears, desires and tendencies. Focuses on emotional motivations behind their thinking and behavior.

Dark Triad: Machiavellianism

Degree to which an individual is pragmatic(focus on facts), maintains emotional distance and believes end can justify means

Dark Triad: Narcissism

The tendency to be arrogant, have a grandiose sense of self importance, require excessive admiration, and have a sense of entitlement

Dark Triad: Psychopathy

The tendency for a lack of concern for others and a lack of guilt or remorse when actions cause harm

Value

Basic beliefs that a specific mode of behavior or end state of existence is preferable to an opposite mode

Value System

Content: What do we find important? Intensity: How important do we find these things

Terminal Values

Desirable end-state what you would like to accomplish(succes, freedom, well-being, meaning in life)

Instrumental Values

How to achieve your terminal values(Personal discipline, kindness, autonomy and self reliance)

Hofstede Cultural Value: Power Distance

Extent to which a society accepts an unequal distribution of power

Hofstede Cultural value: Uncertainty Avoidance

Extent to which a society feels threatened by and avoid ambiguity

Globe Cultural Value: Power Distance

Extent to which a society accepts an unequal distribution of power

Globe Cultural value: Uncertainty Avoidance

Extent to which a society seeks orderliness, structure, and laws to avoid ambiguity

Hofstede Cultural value: Long-Term Orientation

Extent to which a society emphasizes the future and persistence

Hofstede Cultural value: Collectivism

Extent to which a society emphasizes acting as a tight-knit collective(versus as independent individuals)

Hofstede Cultural value: Masculinity

Extent to which a society favors traditional, masculine roles such as power and control(versus little differentiation of gender roles)

Globe Cultural value: Future Orientation

Extent to which a society believes their actions can influence the future

Globe Cultural value: Institutional Collectivism

Extent to which a society supports collective action and resource distribution

Globe Cultural Value: In-Group Collectivism

Extent to which a society values loyalty, pride, patriotism(devotion to one’s country) and cohesion

Globe Cultural value: Gender Egalitarianism

Extent to which a society de-emphasizes traditional gender roles

Globe Cultural value: Assertiveness

Extent to which a society emphasizes confidence and advocating for what one wants

Globe Cultural value: Humane Orientation

Extent to which a society values caring, friendliness, altruism, fairness, kindness and generosity

Globe Cultural value: Performance Orientation

Extent to which a society values producing results, excellence and productivity

Person-job fit

A theory that identifies six personality types and proposes that the fit between personality type and workplace determines satisfaction and turnover.

Person-organization fit

A theory that people are attracted to and selected by organizations that match their values and leave when there is no compatibility