OB: Ch 5: Personality and Values

personality

the total number of ways in which an individual reacts to and interacts with the world around them

• often described in terms of the measurable traits someone exhibits

personality traits

enduring characteristics that describe an individual’s behavior

• most commonly measured through surverys based on different statements and whether they describe us or not (easy way to see characteristics)

  • can see issues of people faking their responses

  • culture can influence the way we rate ourselves

where does personality come from?

• heredity - factors determined at contraception (DNA, nature)

• environment - outside world, social interactions, upbringing (nurture)

Myers-Briggs Type Indicator - MBTI

a personality test that taps 4 characteristics and classifies people into one of 16 personality types

• extroverted or introverted, sensing or intuitive, thinking or feeling, judging or perceiving

• was developed in a rather unscientific, subjective way (little evidence and research support)

• forces people into one type or another, there is no in-between

Big Five Model

a personality model that proposes 5 basic dimensions encompas most of the differences in human personality

• does a good job of predicting how people behave in a variety of real-life situations

• factors:

  • consciousness - measure of personal consistence and reliability

  • emotional stability - a person’s ability to withstand stress

  • extroversion - our relational approach towards the social world

  • openness to experience - the range of a person’s interests and fascination with novely

  • agreeableness - an indivdual’s propensity to defer to others

how to determine the quality of assessments

• valid - measures what it should and how truthful the research results are

• reliable - measures consistently across settings and time in one directions

• robust - sufficient and not dependent on other measures

• generalizable - extension of research findings and conclusions from a study conducted on a sample population to the population at large

• matters - impact distinctly and identifiable relationship with performance outcomes

core self-evalations (CSE)

bottom-line conclusions individuals have about their capabilities, competence, and worth as a person

• positive or negative

• positive perform better than others and more effectively adapt to change in their career

self-monitoring

an individual’s ability to adjust behavior to external, situational factors

proactive personality

people who identify opportunities, show initiative, take action, and perservere until meaningful change occurs

situation strength theory

proposes that the way personality translates into behavior depends on the strength of the situation

• the degree to which norms, cues, or standards dictate appropriate behavior

• includes:

  • clarity - the degree to which responsibilities and norms are clear

  • consistency - extent to which they are compatible with each other

  • constraints - limited by forces outside of control or not

  • consequences - degree of which decisions have implications outside of the situation

trait activation theory

a theory that predicts that some situations, events, or interventions “activate” a trait more than others

• some traits can be negatively activated and become positive

• some theories are on average, not across specific people

values

basic convictions that some actions and outcomes are more morally, socially, and personally preferable than others

• we decide our values and what’s important to us (good, right, and desirable)

• content attribute - a mode of conduct or end-state of existence is important

• intensity attribute - how important it is

value system

a hierarchy based on a ranking on an individual’s values in terms of their intensity (will most likely change over time)

• lays the understandings of attitudes and motivation

• influences attitudes and behaviors

• importance - when entering into an org with preconceived notions of what’s right or what we like can lead to wrong interpretations

  • can later influence our attitudes and behaviors at work

  • if misaligned, may not be happy at work

terminal values

desirable end-states of existence, the goals a person would like to achieve in their lifetime

• usually around work or career goals (ex. economic success, freedom, meaning in life)

• can feel lost once reached or given up on

instrumental values

preferred modes of behavior or means of achieving terminal values

• ex. kindness, self-reliance, autonomy

• preferred ways to get your goals done

• how you like to behave, not reachable but can live in line with them

person-job fit

a theory that identifies 6 personality types and proposes that the fit between personality type and job environment determines job satisfaction and turnover

• the effort to match job requirements with personality characteristics

• respondents indicate what they like or dislike and their answers form occupation interest profiles

• personality types - realistic, investigative, artistic, social, enterprising, and conventional

person-organization fit

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

• following these guidelines when hiring should yield employees who fit better with the organization —> higher employee satisfaction and reduced turnover