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Chapter Overview

• Essentials of Organizational Behaviour: Focuses on Personality and Values in the workplace.

Learning Objectives

• 5.1: Define personality, how it is measured, and factors that shape it.

• 5.2: Explain and compare major personality frameworks: Myers-Briggs Type Indicator (MBTI), Hogan Personality Inventory, and Big Five model.

• 5.3: Identify traits of the Dark Triad and their impact on work.

• 5.4a: Discuss core self-evaluation (CSE), self-monitoring, self-efficacy, proactive personality.

• 5.5: Evaluate emotional intelligence, assessing its evidence and influence of situational context on behavior prediction.

• 5.6: Contrast terminal vs. instrumental values.

• 5.7: Differentiate between person–job fit and person–organization fit.

• 5.8: Examine Hofstede’s cultural dimensions and their behavioral impact.

Defining Personality

• Definition: The sum of ways in which an individual reacts to and interacts with others, characterized by persistent traits and qualities.

Measuring Personality

• Methods: Various personality tests are utilized, often through self-report surveys, where individuals evaluate their traits.

Personality Determinants

• Heredity vs. Environment: Heredity is a dominant influence, as evidenced by twin studies indicating genetics play a significant role. Environmental factors and aging also contribute but do not alter core personality.

Myers-Briggs Type Indicator (MBTI)

• Overview: A leading personality assessment tool categorizing individuals into 16 types by four dichotomies:

  • Extraversion (E) vs. Introversion (I)

  • Sensing (S) vs. Intuition (N)

  • Thinking (T) vs. Feeling (F)

  • Judging (J) vs. Perceiving (P)

The Hogan Personality Inventory

• Features: A 206-question assessment focusing on work-related personality traits, particularly on "bright side" traits useful in the workplace.

The Big Five Personality Model

• Traits include:

  • Extraversion

  • Agreeableness

  • Conscientiousness

  • Emotional Stability

  • Openness to Experience

• Impact: Strongly correlated with job performance, especially conscientiousness.

The Dark Triad of Personality

• Components:

  • Machiavellianism: Pragmatic, emotionally distant, and ends-justify-means.

  • Narcissism: Grandiosity, entitlement, and need for admiration.

  • Psychopathy: Lack of empathy, guilt, or remorse.

Other Relevant Personality Traits

• Core Self-Evaluation (CSE): Positive self-regard correlated with better workplace performance.

• Self-Monitoring: Ability to adjust behavior to situational demands.

• Self-Efficacy: Belief in one's capability, linked to higher confidence and performance.

• Proactive Personality: Initiative-taking and opportunity-seeking.

• Emotional Intelligence (EI): The ability to perceive and regulate emotions in oneself and others.

Contextual Factors Affecting Personality

• Trait Activation Theory: Suggests certain situations activate specific traits, influencing behavior.

• Situation Strength Theory: Personality effects are moderated by situational clarity, consistency, and constraints.

Understanding Values

• Definition: Values dictate what is preferable in behavior or outcomes.

Terminal vs. Instrumental Values

• Terminal Values: Desired end-states of existence (e.g., happiness, self-respect).

• Instrumental Values: Preferred modes of behavior aimed at achieving terminal values (e.g., honesty, ambition).

Person-Job and Person-Organization Fit

• Person-Job Fit: Congruency between individual personality and job role increases satisfaction and reduces turnover.

• Person-Organization Fit: Alignment of personality with organizational culture is essential for employee satisfaction and retention.

Cultural Impact on Values

• Hofstede’s Dimensions: Framework comparing cultural values across nations, including:

  • Power Distance

  • Individualism vs. Collectivism

  • Masculinity vs. Femininity

  • Uncertainty Avoidance

  • Long-term vs. Short-term Orientation

• The GLOBE Framework: Nine cultural factors influencing organizational behavior.

Differences Between Canadian and American Cultures

• Emphasizes cultural risk tolerance, collective versus individual achievement values, humor styles, communication approaches, and religious influences.

Indigenous Values and Cross-Cultural Adaptations

• Highlights the diversity of Indigenous cultures in Canada and the impact of immigration on value systems.

Implications for Managers

• Screen for conscientiousness during hiring, utilize assessments like MBTI, evaluate situational contexts, and recognize cultural differences in employee interactions.

Discussion Questions

• Personality Assessments and Outcomes: Evaluate implications of personality characteristics in organizational settings using case scenarios.