gholipour a. 2010. organizational behavior. university of tehran

Gholipour A. 2010. Organizational Behavior. University of Tehran.

Organizational Behavior:Organizational Behavior:


PersonalityPersonality

Personality

• A person’s general style of interacting with the world

• People differ from one another in ways that are relatively consistent over time and place



What is Personality?Personality

The sum total of ways in which an individual reacts and interacts with others.

Personality Traits

Enduring characteristics that describe an individual’s behavior.

Personality

Determinants• Heredity

• Environment

• Situation

Personality

Determinants• Heredity

• Environment

• Situation

Freud’s Structure of Personality

Conscious—Acute

awarenessPreconscious—Just

under awareness;easily known

Unconscious—Well

below awareness;Difficult to know but very influential

Sup

ere

go

Consciousness

Ego

Id


How the iceberg works

• Id– Functions on ‘pleasure principle’– Immediate gratification of needs to reduce tension &

discomfort regardless of consequences

• Superego– Functions on ‘idealistic principle’– Our moral guide/conscience– Influenced by internalizing our parents’ values & the voice

of society– Works against the Id by inflicting guilt


How the iceberg works (cont.)

• Ego– Functions on ‘reality principle’– Serves to balance the demands the Id and the Superego– Assesses what is realistically possible in satisfying the Id

and/or Superego (i.e., what society will deem acceptable)– Ego uses defense mechanisms to protect itself

• Personality is result of the battle for control between id, ego & superego



Style ofDecision Making Judgmental (J)

Perceptive (P)

Preference forDecision Making Thinking (T)

Feeling (F)

Type of SocialInteraction Introvert (I)

Extrovert (E)

Preference forGathering Data Intuitive (N)

Sensing (S)

MBTI

Four MBTI Dichotomies

Extraversion – IntroversionE - I Dichotomy

Where do you prefer to focus your attention – and get your energy?

Sensing – Intuition S - N Dichotomy

How do you prefer to take in information?

Thinking – Feeling T - F Dichotomy

How do you make decisions?

Judging – PerceivingJ - P Dichotomy

How do you deal with the outer world?


E I• External

• Gregarious

• Interaction

• Internal

•Reflective

• Concentration


S N• Sequential

• Realistic

• Present

• Fact

• Random

• Theoretical

• Future

• Concept

• Specific • General


T F• Objective

• Detached

• Laws

• Firm Minded

• Subjective

• Involved

• Circumstances

• Fair Hearted


• JUDGERS

• CLOSURE

• SCHEDULED

• STRUCTURE

• DECIDED

• PERCEIVERS

• OPEN

• FLEXIBLE

• SPONTANEOUS

• WAIT AND SEE


J P

PREADY AIM…

P

AIM… AIM…


JREADYFIRE…

J

AIM…


TYPE SUMMARY

ISTJResponsible

ISFJLoyal

INFJContemplative

INTJIndependent

ISTPPragmatic

ISFPArtistic

INFPIdealistic

INTPConceptual

ESTPSpontaneous

ESFPGenerous

ENFPOptimistic

ENTPInventive

ESTJHard Charging

ESFJHarmonizing

ENFJPersuasive

ENTJCommanding


Occupational Trends by Type

ISTJManagement

AdministrationLaw enforcement

Accounting

ISFJEducation

Health careReligious settings

INFJReligion

CounselingTeaching

Arts

INTJScientific or technical

fieldsComputers

Law

ISTPSkilled trades

Technical fieldsAgriculture

Law EnforcementMilitary

ISFPHealth care

BusinessLaw enforcement

INFPCounseling

WritingArts

INTPScientific or technical

fields

ESTPMarketing

Skilled tradesBusiness

Law enforcementApplied technology

ESFPHealth care

TeachingCoaching

Childcare workerSkilled trades

ENFPCounselingTeachingReligion

Arts

ENTPScience

ManagementTechnology

Arts

ESTJManagement

AdministrationLaw enforcement

ESFJEducation

Health careReligion

ENFJReligion

ArtsTeaching

ENTJManagementLeadership

Source: From Introduction to Type and Careers, A.L. Hammer, 1993, Consulting Psychologists Press

General Population Distribution

• ISTJ 11.7%• ISTP 3.9%• ESTP 5.1%• ESTJ11.4%• ISFJ 7.9%• ISFP 3.9%• ESFP 4.7%• ESFJ 8%

• INFJ 3.7%• INFP5.7%• ENFP 8.2%• ENFJ 4.8%• INTJ 5.2%• INTP4.6%• ENTP 5.1%• ENTJ 6%



The Big Five Personality Dimensions

Extroversion: Outgoing, talkative, sociable, assertive

Agreeableness: Trusting, good natured, cooperative, soft hearted

Conscientiousness: Dependable, responsible, achievement oriented, persistent

Emotional stability: Relaxed, secure, unworried

Openness to experience: Intellectual, imaginative, curious, broad minded

Research finding: Conscientiousness is the best (but not a strong) predictor of job performance.


Achieving Person-Job Fit

Personality Types• Realistic• Investigative• Social• Conventional• Enterprising• Artistic

Personality Types• Realistic• Investigative• Social• Conventional• Enterprising• Artistic

Personality-Job Fit Theory (Holland)

Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.


Holland’s Theory of Personality-Job Fit

Type Personality Occupations

Realistic

Investigative

Social

Conventional

Enterprising

Artistic

Shy, Stable, Practical

Analytical, Independent

Sociable, Cooperative

Practical, Efficient

Ambitious, Energetic

Imaginative, Idealistic

Mechanic, Farmer,Assembly-Line Worker

Biologist, Economist,Mathematician

Social Worker,Teacher, Counselor

Accountant, ManagerBank Teller

Lawyer, Salesperson

Painter, Writer,Musician

– Absenteeism/ Turnover/ Job satisfaction/ Job performance

Locus of Control


• The concept was developed originally Julian Rotter in the 1950s

• Research has found the following trends:– Males tend to be more internal than females – As people get older they tend to become more internal – People higher up in organizational structures tend to be more

internal – Buchanan L. (2006): Imposter Syndrome

Machiavellianism

High Machs– Pragmatic, manipulative– Persuade others– Believe in ends can justify means, win more

Do high Machs make good employees? Type of job Bargaining Less rules and regulations


Self Esteem

High on SE• Expectations for success

• Possess ability for success

• Willing to take risks

• Do not seek approval from others on their capabilities

• High on Job Satisfaction


Risk Taking

• Decision making quick• Specific to jobs (stocks) (accounts)


A & B Types of Personality

• Type ‘A’– 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

• Type ‘B’– 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


A & B Types of Personality

• Type ‘A’– Suffer high level of

stress– Quantity over quality– Time

pressure/deadlines– Rarely creative– Poor decision makers– Behavior is easier to

predict

• Type ‘B’– Difficult to predict

behavior– Good decision

makers– Quality of work– No compromise on

health– Wiser than hasty– Creative / innovative

solutions to same problemGholipour A. 2010. Organizational Behavior. University of Tehran.


Self-monitoring (Mark Snyder)

Self-monitoring (Mark Snyder)

• Concern for social appropriateness– Sensitive to self-presentation of others– Used as guidelines for monitoring own self-presentation

• Two components of self-monitoring– Interest in social information– Ability to control self-presentation


Self-monitoring and attitude-behavior correlations

• High self-monitors have lower attitude-behavior correlations

• Their behavior is less reflective of their actual attitudes; more in line with what they think is socially appropriate



Self-Efficacy

Sources of Self-Efficacy Beliefs:- Prior experience- Behavior models- Persuasion from others- Assessment of physical/emotional state

Self-efficacy: “A person’s belief about his or her chances of successfully accomplishing a specific task.”


• Denial• Rationalization• Self-aggrandizement• Attributional egotism• Sense of entitlement• anxiety

Narcissism


Proactive Personality

• Hardy, • Proactive, • Scarlet.


Personality Tests

Culture

Emic or Etic

The Cult of Personality (Murphy Paul, 2004)

The Big Five Personality Test

• Extroversion: 1, 6R, 11, 16, 21R, 26, 31R, 36

• Agreeableness: 2R, 7, 12R, 17, 22, 27R, 32, 37R, 42

• Conscientiousness: 3, 8R, 13, 18R, 23R, 28, 33, 38, 43R

• Neuroticism: 4, 9R, 14, 19, 24R, 29, 34R, 39

• Openness: 5, 10, 15, 20, 25, 30, 35R, 40, 41R, 44


gholipour a. 2010. organizational behavior. university of tehran

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