individual differences in personality
TRANSCRIPT
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INTRODUCTION
MAJOR CONRIBUTING FACTORS IN
PERSONALITY CHANGE
M.A.R.S.MODEL
WORK RELATED BEHAVIOUR
SCHWARTZSVALUE MODEL
BIG FIVEMODEL
MBITMODEL TYPE-A &TYPE-B PERSONALITY
LOCUS OF CONTROL
REFERENCES
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Individual Difference is learner'spersonal characteristics that can affect
how s/he learns. Individual differences
are often explanations for differences
in learning and performance among learners
Personality is a set of characteristics and
tendencies that determine thosedifferences in psychological behaviour(thoughts, feeling and actions) of people
that have continuity in time
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Heredity - Heredity is the passing of traits
to offspring (from its parent or ancestors).These traits are those of physique, eye
colour, hair colour, attractiveness andintellect
Environment individual born in differentculture expose different values, beliefs
and norms. The immediate family playsan especially important part in the earlypersonality development
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.....socioeconomic level of family, familysize, birth order, race, religion, parentseducation level also affect greater
extent to the personality of individual.Social influence like persons interaction
with other people throughout his/her life,starting with playmates during childhood
and social-work related environmentaffect/decide the change in individual
personality
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1. Motivation Internal forces that affect the direction, intensity, and
persistence of a persons voluntary choice of behaviour- direction -- directed by goals- intensity -- amount of effort allocated
- persistence -- amount of time that effort is exerted
2. Ability Natural aptitudes and learned capabilities required to
successfully complete a task- Aptitudes -- natural talents that help people learn more quickly
and perform better- Learned capabilities -- acquired skills and knowledge
- Competencies -- abilities, individual values, personality traits andother characteristics of people that lead to superiorperformance
- Person-job matching -- three ways to match people with jobs*select qualified people
*develop employee abilities through training*redesign job to fit person's existing abilities
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3. Role perceptions
Beliefs about what behaviour is required to achieve thedesired results
- understanding what tasks to perform
- understanding relative importance of tasks
- understanding preferred behaviours to accomplish tasks Clarifying role perceptions
- Provide information about tasks and priorities
- Provide frequent and meaningful performancefeedback.
- Provide training on preferred work processes
4. Situational factors
Environmental conditions (example- time, people, budget,and work facilities) that constrain or facilitate behaviour
- Beyond the individuals control in the short run
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1. Taskperformance Goal-directed behaviours under persons
control
- Includes physical behaviours and mental
processes- Jobs have several performance dimensions,
each requiring specific skills and knowledge
2. Exhibiting organizational citizenship
Performance beyond the required job dutiesExample- Avoiding unnecessary conflicts,helping others, tolerating impositions, beinginvolved, performing beyond normal rolerequirements
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3. Counter-productive work behaviours
Voluntary behaviour that potentially harms theorganization e.g., abuse of others, threats, workavoidance, work sabotage, overt acts
4. Joining and staying with the organization
Attracting and retaining employees War for Talent
Successful firms attract employee talent by applyingmany OB topics
5. Maintaining work attendance
Caused by:
- situational factors weather, traffic
- motivation job dissatisfaction, stress, access to
sick leave
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Openness to change vs. Conservation
-- Openness to change motivated to pursueinnovative ways (self direction, stimulation)
-- Conservation preserve the status quo (conformity,security, tradition)
Self-enhancement vs. Self-transcendence-- Self-enhancement motivated by self-interest(achievement, power)
-- Self-transcendence motivated to promote the
welfare of others and nature (benevolence,universalism)
Espoused values values we want others to believe weabide by to create a positive public image
Enacted values the values that actually guide ourdecisions and actions
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1. Conscientiousness characterizes people who arecareful, dependable and self-disciplined
2. Agreeableness (vs. non-compliant/hostile) includes traits of being courteous, good-natured,trusting, empathetic and caring
3. Neuroticism (vs. emotional stability) characterizes people with high levels of anxiety,hostility, depressed, self-conscious
4. Openness to experience (vs. resistant to change)
refers to the extent to which people are sensitive,flexible and curious
5. Extroversion (vs. introversion) characterizes people who are outgoing, talkative,sociable and assertive
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Extroversionversus introversion -- generalorientation
Sensingversus intuition -- collecting
information through senses versus throughintuition, inspiration or subjective sources
Thinkingversus feeling -- processing and
evaluating information & using rational logicversus personal values
Judgingversus perceiving -- orient
themselves to the outer world & order and
structure or flexibility and spontaneity
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Type-A Personality-
-restless, move and walk rapidly, dislikes
waiting, does several things at once, tries toschedule more in less time, usually does not
complete one thing before starting onanother, does not have time to enjoy life
Type-B Personality-
-work steadily, enjoying achievements butnot becoming stressed when they are not
achieved, take challenges, reflective
approach, think forNEXT
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Internal locus of control individuals whobelieve that they are very much in
charge of their own destiny
External locus of control individualswho believe that their life events are due
mainly to fate or luck
People withamoderately internal locus
of control- perform better, have moresuccessful careers, more job satisfaction,
better leaders, more motivated by
performance-based reward systems
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