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Personality
Albert Gordon
Personality is the dynamic organization within the individual of those psychological system that determines his unique adjustment to his environment. It is the sum total of ways an individual reacts to and interacts with others. Personality is measurable - traits
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Personality
Relatively stable set of psychological and
Personality Determinants
Heredity
Environment
Situation
Personality Traits
Characteristics that describe an individuals behaviour, they are exhibited in a large number of situation
CONFIDENT
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Openness to experience imaginative, intelligent, simple etc a persons rigidity of beliefs and range of interests.
Conscientiousness careful, organized, planful the number of goals which a person can focus.
Extraversion active, quiet, shy, talkative, energetic etc a persons comfort level with relationships.
Agreeableness kind, affectionate, unfriendly, sympathetic etc ability to get along with others.
Neuroticism (emotional stability) anxious, tense, nervous etc the extent to which person is poised, calm , resilient and secure.
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These lie at the core of the personality The big five model has found to be popular across ages & cultures Criticism on Big Five Model
Personality Testing
Carl Jung in 1920s: typed people into extrovert and introvert. It is a 100 question personality test that asks people how they usually feel or act in a particular situation. People has all dimension just differ on combinations:
Extrovert or Introvert (E or I) Sensing or Intuitive ( S or N) Thinking or Feeling (T or F) Perceiving or Judging ( P or J)
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Internal vs External
Internals they control what happens to them Externals controlled by outside forces (lady luck to chance, fate)
Males, older people & top management are found to be high Extremes should be avoided! Overly internal or external
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Pragmatic, manipulative Emotional distance, persuade others Believes in ends can justify means, win more Do high Machs make good employees? Type of job Bargaining Less rules and regulations
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Personality at work
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Type A or B - indications
Type A
Type B
Always moving, walking & eating fast Feel impatient Strive to do two or more things at once Cannot cope with leisure time Obsessed with number; how many, how much they have achieved
Never suffer from a sense of time urgency Feel no need to display/discuss their achievements unless required Play for fun /relaxation Can relax without guilt
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Type A
Type B
Suffer high level of stress Quantity over quality Time pressure/deadlines Rarely creative Poor decision makers Behavior is easier to predict
Difficult to predict behavior Good decision makers Quality of work No compromise on health Wiser than hasty Creative / innovative solutions to same problem
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ATTITUDES
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Attitude vs behavior
Country Family
Organization
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Attitudes
A favorable or unfavorable evaluation of and reaction to an object, person, event or idea. Evaluative statements: they tend to persist unless something is done to change them Fall on a continuum from highly favorable or unfavorable Directed towards some objects, people or events Though attitudes express feelings but they are linked to cognitions!
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Attitudes
THREE COMPONENTS
Cognitive component (opinion or belief) Affective component (emotional feelings) Behavioral component (intention to behave)
towards group
Negative beliefs (cognitive) Prejudice, negative feelings (affective) Discrimination, negative actions (behavioral)
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Function of Attitudes
Attitudes can help predict work behavior Katz has outlined four important functions
of attitudes:
The adjustment function The ego-defensive function The value-expressive function The knowledge function
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Attitude vs behavior
Humans tend to seek consistency among
sought.
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of Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitude. Complete dissonance is unavoidable. Dissonance influenced by:
Changing Attitudes
Organizations tend to influence people to change their attitudes effecting behavior/ performance; in ways:
Providing new information Use of fear Resolving discrepancies Influence of friends and peers The co-opting approach (participative) Escalation of commitment Insufficient information
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Barriers to change:
A general attitude that reflects the extent to which an individual is gratified or satisfied with his work. An attitude that reflects an individuals identification with and attachment to the organization
Organizational Commitment
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Class Exercise
Using a job you have either held in the past or currently hold, describe the level of job satisfaction or dissatisfaction and organizational commitment you felt or feel. Describe what caused those attitudes and how they affected your behavior.
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Satisfaction in jobs
What appears well may not be well. Pay alone does not bring higher
satisfaction level. Higher skills, Control, Greater responsibilities, Interest etc all have share in satisfaction. Productivity enhancement, strict deadlines, overload of work etc contribute to low satisfaction level.
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One-question rating Identifies key elements in a job, individual is then asked to rate on a scale
Summation score
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Satisfaction: individual productivity Satisfaction: organization productivity Negative correlation Negative but stronger correlation High or poor performers
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JS and Absenteeism
JS and Turnover
positive towards organization, willing to go extra mile. Fair in procedures, policies, rules. No kick backs.
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Attitudes at Work
Surveys Training / orientation to reshape
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