Bob Stretch

Southwestern College
Robbins & Judge
Organizational Behavior
13th Edition

Personality
2009 Prentice-Hall Inc. All rights reserved.
4-0
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
Relatively stable set of characteristics that influence an
individuals behavior.
Personality has both internal and external elements.
Personality traits are relatively stable
Personality traits are less evident where social norms,
reward systems and other conditions constrain behavior.
2009 Prentice-Hall Inc. All rights reserved.
4-1
Personality Determinants
Heredity
Factors determined at conception: physical stature, facial
attractiveness, gender, reflexes, energy level.
This Heredity Approach argues that genes are the
source of personality
Twin studies: raised apart but similar personalities
Genetics accounts for 50% of personality similarities and
30% of occupational and leisure interests.
There is some personality change over long time periods


2009 Prentice-Hall Inc. All rights reserved.
4-2
Personality determinants
Environment- Factors include culture, family norms, friends and
social groups and other influences that we experience. Culture is
important.

Personality Traits- Research on personality revolved around
traits. Traits are enduring characteristics that describe indvidual
behavior. Those characteristics which are exhibited in many
situations become the personality traits.

Two dominant frameworks used to describe personality:
Myers-Briggs Type Indicator (MBTI

)
Big Five Model
2009 Prentice-Hall Inc. All rights reserved.
4-3
The Myers-Briggs Type Indicator( 4 Dichotomies)
Most widely used instrument in the world. Given by Catherine
Cook Briggs and Isabel Briggs Myers. Measurement of
preference
Participants are classified on four axes to determine one of 16
possible personality types.
2009 Prentice-Hall Inc. All rights reserved.
4-5
Extroverted
(E)
Introverted
(I)
Sensing
(S)
Intuitive
(N)
Thinking
(T)
Feeling
(F)
Judging (J)
Perceiving
(P)
Flexible and
Spontaneous
Attitude-
Sociable and
Assertive
Quiet and
Shy
Unconscious
Processes,
holistic
Use Values &
Emotions
Information
gathering-
Practical and
routine
Order
Use Reason
and Logic
Lifestyle-
Want
control,
prefer
structure

The Types and Their Uses

Combinations possible
Each of the sixteen possible combinations has a name, for
instance:
Visionaries (INTJ) original, stubborn, and driven, critical,
independent


Organizers (ESTJ) realistic, logical, analytical, structured.


Conceptualizer (ENTP) entrepreneurial, innovative, enterprising,
luking for challenge and resourceful.
2009 Prentice-Hall Inc. All rights reserved.
4-6
ISTJ- Quiet and serious, earn success by thoroughness, practical
and realistic, orderly and organized.
ISFJ- Friendly and well organized, responsible, loyal and
considerate, empathatic and orderly.
INFJ- Seek meaning in whatever they do, insightful, judgemental
about others , develop a clear vision about how best to serve
common good.
ISTP- Flexible, quiet observers, organize facts using logical
principles and value efficiency.
ISFP- Quiet, friendly and sensitive and kind. Like to enjoy their
present. Loyal and committed to their values. Dislike conflicts and
do not impose their views on others.
INFP-Idealistic, loyal to their values, seek to understand and help
people, adaptable and flexible.
INTP- visionaries but at the same time flexible and adaptable.
ESTP- Flexible and tolerant, problem solvers , enjoy each moment
with others and learn best through doing.


ESFP- Outgoing and accepting, exuberant lovers of life, bring realistic approach to
their work, adapt readily to new people and environment.
ENFP- Highly imaginative, see life as full of possibilities, give appreciation and
support readily
ESFJ- Warmhearted and co-operative, want harmony and work with determination
to establish it. Like to complete tasks accurately, care for others.
ENFJ- Warm, empathetic and responsive, may act as catalyst to individual and
group growth
ENTJ- Prove to be best leaders and visionaries, try to bring transformational
changes, well informed and well read, forceful in presenting their ideas.
Research results on validity mixed.
MBTI

is a good tool for self-awareness and counseling.

Force people into one or the other category
Dichotomy used is extreme.

The Big Five Model of Personality Dimensions
Extroversion
Sociable, gregarious, and assertive
Agreeableness
Good-natured, cooperative, and trusting
Conscientiousness
Responsible, dependable,
persistent, and organized
Emotional Stability
Calm, self-confident, secure under stress
(positive), versus nervous, depressed, and
insecure under stress (negative)
Openness to
Experience
Curious, imaginative, artistic, and
sensitive
2009 Prentice-Hall Inc. All rights reserved.
4-9
How Do the Big Five Traits Predict Behavior?
Research has shown this to be a better framework. Given by Costa and Mc
Crae in1992
Certain traits have been shown to strongly relate to higher job
performance:
Highly conscientious people develop more job knowledge, exert
greater effort, and have better performance. Important for managers.
Take fewer risks.
Other Big Five Traits having implications for work:
Emotional stability is related to less stress levels resulting in job
satisfaction.
Extroverts tend to be happier in their jobs and have good social
skills. Experience more positive emotions.
Open people are more creative, can be good leaders.
Agreeable people are good in social settings. But poor negotiators
Emotional stability is strongly related to job satisfaction

2009 Prentice-Hall Inc. All rights reserved.
4-10
Other Personality Traits Relevant to OB
Core Self-Evaluation
The degree to which people like or dislike themselves
Positive self-evaluation leads to higher job performance
It includes locus of control, self efficacy and self esteem.
Machiavellianism
A pragmatic, emotionally distant power-player, believes that ends
justify the means.
High Machs are manipulative, win more often, and persuade more
than they are persuaded.
Engage in deviant workplace behavior
Work with minimal rules and regulations
Maintain emotional distance
Flourish when they interact face to face, situation has minimal rules,
when emotional involvement distracts
Narcissism
An arrogant, self-important person who needs excessive admiration.
Less effective in their jobs.
2009 Prentice-Hall Inc. All rights reserved.
4-11
Core self evaluation
Locus of control- achievement oriented people but do not react well to
close supervision. Demanding in terms of participation.




Self efficacy- General and task specific. Belief that one can succeed in
a task. People take up tasks in which their self efficacy is high and
avoid those where self efficacy is low. Low self efficacy can lead
people to rate a task harder than what it is. High self efficacy is related
to high job satisfaction.




Self esteem- General feeling of an individuals self worth. People
with low self esteem get easily affected by what others think of them.
Too high self esteem can lead to relationship conflicts.
Self-Monitoring
The ability to adjust behavior to meet external, situational factors.
High monitors are sensitive to external cues and are more likely to
become leaders.
Low self monitors tend to display their true disposition and show
consistency between what they are and what they do.


Risk Taking
The willingness to take chances.
May be best to align propensities with job requirements.
Risk takers make faster decisions with less information.