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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 The term personality has been derived from the Latin term persona which means to speak through. Measuring Personality Helpful in hiring decisions Most common method: self-reporting surveys Observer-ratings surveys provide an independent assessment of personality often better predictors
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Personality Determinants
Heredity
-Factors determined at conception: physical stature, facial attractiveness, gender, temperament, muscle composition etc. -This Heredity Approach argues that genes are the source of personality -Twin studies: raised apart but very similar personalities
Environment
-Culture in which one is raised; ones early conditioning; the norms among ones family, friends and social groups and other influences that one experiences.
Situation
-An individuals personality although generally stable and consistent, does change in different situations.
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.
Some of the personality tests widely used for identifying and classifying traits are: - The Myers-Briggs Type Indicator (MBTI) - The Big Five Model - 16 PF - The Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B)
Intuitive (N)
Judging (J)
Perceiving (P)
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Agreeableness
Conscientiousness
16 PF
16 Personality Factor measures 16 temperament traits such as : warmth, reasoning, emotional stability, dominance, liveliness, rule consciousness, social boldness, sensitivity, vigilance, abstracted-ness, privacy, apprehension, openness to change, selfreliance, perfectionism and tension.
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FIRO-B
It defines leadership style in relation to interpersonal relationships by measuring:
(a) Inclusion-How much you generally include other people in your life and how much attention, contact and recognition you want from others; (b) Control- How much influence and responsibility you need, and how much you want others to lead and establish procedures and policies; (c) Affection- How close and warm you are with others and to what extent you want others to show warmth and support to you.
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Locus of control
-Degree to which people believe they are masters of their own fate. -People with Internal locus of control believe that they control what happens to them. -People with External locus of control believe that what happens to them is controlled by outside forces such as luck or chance.
Machiavellianism
- A pragmatic, emotionally distant power-player who believes that ends justify the means. - High Machs are manipulative, win more often, and persuade more than they are persuaded.
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Self-Monitoring
The ability to adjust behavior to meet external, situational factors. High monitors conform more and are more likely to become leaders.
Risk Taking
The willingness to take chances. Risk takers make faster decisions with less information
Proactive Personality
-Identifies opportunities, shows initiative, takes action, and perseveres to completion -Creates positive change in the environment
Authoritarianism
-It is the degree to which a person believes that status and power differences are appropriate in an organization.
Self-Esteem
-People differ in the degree to which they like or dislike themselves. This trait is called self-esteem.
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-Social
-Conventional -Enterprising -Artistic
Each one of the six personality types has a congruent occupational environment. The theory argues that satisfaction is highest and turnover lowest when personality and occupation are in agreement. Social individuals should be in social jobs, conventional people in conventional jobs and so forth. A realistic person in a realistic job is in a more congruent situation than is a realistic person in an investigative job. A realistic person in a social job is in the most incongruent situation possible.
The key points of this model are: (i) There do appear to be intrinsic differences in personality among individuals; (ii) There are different types of jobs, and (iii)People in job environments congruent with their personality types should be more satisfied and less likely to voluntarily resign than should people in incongruent jobs.
Example- Recruiters at Bangalore based health-care company Biocon Ltd use the Person-job fit theory while hiring scientists, They show a marked preference for candidates who show an aptitude for research as well as score strongly on personality traits like perseverance and patience, thereby creating a job-person fit.