what determines the personality? heredityhereditysituationsituationenvironmentenvironment
TRANSCRIPT
Personality – Derived from latin word persona which
means to speak through
is a set of unique characteristics that make an individual different from others.
Personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment.
Personality refers to a person’s unique and relatively stable pattern of thoughts, feelings, and actions.
It is the sum total of ways in which an individual reacts and interacts with others.
It looks at some aggregate whole that is greater than sum of its parts.
Personality is an interaction between biology and environment Genetic studies suggest heritability of
personality Other studies suggest learned components
of personality
Personality includes –
External appearances and behaviour
The inner awareness of self as a permanent
organizing force and
The particular organization of measurable
traits, both inner and outer.
Theories of Personality
psychoanalytical Theory
Trait Theories
Self-Theory and
Social Leaning Theory
• Human mind is composed of 3 elements:Preconscious- +nt at the time when mind is
formed. Transmitted through genesConscious- thoughts, feelings, beliefs and
desires that we can learn through introspection.
Unconscious- ideas and wishes that cannot be learned through introspection but determined by hypnotism, dreams.
“the mind is like an iceburg - mostly hidden”“the mind is like an iceburg - mostly hidden”
Conscious Awarenesssmall part above surface
(Preconscious)
Unconsciousbelow the surface
(thoughts, feelings,wishes, memories)
Freud & Personality Structure“Personality arises from conflict with aggressive,pleasure-seeking impulses and social restraints”
Satisfactionwithout the guilt?
EgoSuperEgo
Id
Freud & Personality StructureId - energy constantly striving to satisfy basic drives
Pleasure Principle
Ego - seeks to gratify the Id in realistic waysReality Principle
Super Ego
- voice of consciencethat focuses on howwe ought to behave
EgoSuperEgo
Id
Structure Level of consciousness Characteristics
Id Unconscious Primitive component containing the sexual instincts, biological urges, aggressive and destructive impulses. Source of the libido.(psychic energy) Operates according to the pleasure principle, seeking immediate gratification. Impulsive, amoral, and selfish. Foundation on which other parts of personality are erected. Governed by principles of greed and pleasure. Childish, irrational, never satisfied, demanding.
Ego Largely consciousPartly unconscious
Logical, rational component, which functions to satisfy the id’s urges and carry our transactions in the real world. Acts according to the reality principle
Superego Both conscious and unconscious
The morale component, consisting of the conscience and the ego ideal. Sets moral guidelines, which limit the flexibility of the ego. Represents noblest thoughts, ideals, feelings acquired through parents, teachers, friends.
A balance is required between these three.
Defence Mechanisms
Repression: removes painful of threatening memories ,banishes certain thoughts/feelings from consciousness
Projection: we attribute our undesirable impulse thoughts to others
Denial: refusal to acknowledgement
Rationalization: we unconsciously supply a logical, rational reason than accept real reason.
Regression: temper, throw things.
Reaction Formation: exaggerate ideas and emotions. Ex: chain smoker gets disturbed by a smoker.
Sublimation: channel into what is accepted by the society.
displacement: divert impulses towards a more acceptable behavior.
Defense MechanismsId
SuperEgo
EgoWhen the inner wargets out of hand, theresult is Anxiety
Ego protects itself viaDefense Mechanisms
Defense Mechanisms reduce/redirectanxiety by distorting reality
Trait Theories• Trait is an aspect or dimension of personality which consists
of a group of related and consistent reactions characteristic of a person’s typical adjustment.
• Trait is any distinguishable way in which one individual differs from another.
• They are individual variables and relatively stable. • Trait theorists are primarily interested in the measurement
of traits, which can be defined as habitual patterns of behavior, thought, and emotion.
• According to this perspective, traits are relatively stable over time, differ across individuals (e.g. some people are outgoing whereas others are shy), and influence behavior.
Gordon Allport’s Personality Traits
Allport identified two main categories of traits:-
Common traits and
Individual traits.
Cardinal Traits (most pervasive)
Central Traits (unique, limited in number)
Secondary Traits (peripheral). Music and dance preferences.
Raymond Cattell’s 16 Personality Factors
Cattell identified two types
Surface Traits
Source Traits(eg. Intelligence)
Body type Behavioural temperament
Endomorphy Softness and spherical appearance; highly developed abdominal area; underdevelopment of bone muscle etc.
The endomorphic type of individual usually has a love for comfort, eats heavily, likes to be around people and desires affection. He is even tempered, shows a relaxed posture, reads showily, and is tolerant of others, and easy to get along with others. He prefers to be led than to lead.
Mesomorphy Hard and rectangular physique with a predominance of bone and muscle; strong, tough and injury-resistant body; well equipped for strenuous physical demands. Strong, athletic, tough.
The mesomorphic individual likes physical adventure and risk-taking. He needs muscular and vigorous physical activity. He is aggressive and insensitive toward others. He tends to be noisy and courageous; he desires action, power, and domination. He is athletic and seeks outdoor activity.
Ectomorphy Linear and fragile; flat chest and delicate body; usually thin and light-muscled.
He displays restraint, inhibition, and desire for concealment. He tends to be distrustful of people. He works well in closed areas. He reacts over quickly, sleeps poorly, and prefers solitude when his mind is troubled. Also he prefers not to attract attention to himself. Typically, he is anxious, ambitious, and dedicated.
The Myers-Briggs Type Indicator
• The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.
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)
Myers-Briggs Type Indicator
Extraversion IntroversionInterest Orientation
E ITalkative,
Sociable,
Friendly,
Outspoken
Shy,
Reserved,
Quite,
Sensing IntuitionPerception
S NOrganised,
Practical,
Focus Detail.
Less Regular,
Unconscious,
Focus Big Picture
Thinking FeelingJudgment
T FReliability of logical order –
cause and effect,
Apathy
Priorities based on personal
importance and values,
Sympathy
Judgment PerceptionEnvironment Orientation
J PJudging attitude – Control of
events and systematic planning
Spontaneity – Curious, awaiting
events and adapting to
them,
Flexible
ISTJ“Take Your Time and Do It Right”
ISFJ“On My Honor,
to Do My Duty…”
INFJ“Catalyst for
Positive Change”
INTJ“Competence + Independence =
Perfection”
ISTP“Doing the Best I Can With What
I’ve Got”
ISFP“It’s the Thought
That Counts”
INFP“Still Waters Run
Deep”
INTP“Ingenious
Problem Solvers”
ESTP“Let’s Get Busy!”
ESFP“Don’t Worry, Be Happy”
ENFP“Anything’s
Possible”
ENTP“Life’s
Entrepreneurs”
ESTJ“Taking Care of
Business”
ESFJ“What Can I Do
For You?”
ENFJ“The Public
Relations Specialist”
ENTJ“Everything’s Fine – I’m in
Charge”
A Meyers-Briggs score– Can be a valuable too for self-awareness and
career guidance
BUT– Should not be used as a selection tool because it
has not been related to job performance!!!
The Big Five Personality Dimensions
Extraversion: 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
Other KeyPersonalityAttributes
Locusof Control
Self-Esteem
RiskPropensity
Type A & BPersonality
MachiavellianPersonality
SelfMonitoring
Proactive Personality
Locus of Control
Internal locus of control: belief that one controls key events and consequences in one’s life.
External locus of control: One’s life outcomes attributed to environmental factors such as luck or fate.
FACTORS INTERNALS EXTERNALS
Job Satisfaction Satisfied More dissatisfied
Absenteeism Less absenteeism Depends on their luck or chance
Turnover No clear relationship
Depends on their luck or chance
Relationship Between LOC & some other factors
COMPARISION BETWEEN INTERNALS & EXTERNALS
INTERNALS Better job
performance Attempt to
control their environment
Good decision maker
EXTERNALS More
compliant Follow
direction
JOB SUITABILITY
INTERNALS
Sophisticated task
Professional jobs
Managerial jobs
EXTERNALS
Structured jobs
Routine jobs
JOB SUITABILITYJudge of court -Internals
Teacher of driving school -Externals
Watchman -Externals
Financial adviser -Internals
CEO of any co -Internals
Salesman -internals
Call center -Externals
• Named after Niccolo Machiavelli
Characteristics:-
• Pragmatic• Maintains emotional distance• Believes that ends can justify the means
High Machs persuaded by :-
Persuaded by 3 factors
1. Face-to-face interaction2. Situation having minimum number of
rules & regulations ,allowing latitude for improvisation
3. Emotional involvement with details irrelevant
Job suitability
For High Machs
Job requiring bargaining skills ( such as labor negotiation )
Or that offer substantial rewards for winning ( as commissioned sales )
Self Esteem
The degree to which a person likes or dislikes himself
It is directly related to expectations for success
Two types:-1. High Self Esteem 2. Low self Esteem
High Self Esteem
They believe that they possess the ability they need to succeed at work
Will take more risks in job selection And more likely to choose unconventional
jobs than people with low self esteem They will not be susceptible to the
external influences They are more satisfied with their job
Low Self Esteem
They seek appreciation from others
Seek approval from others and try to conform to the beliefs and behaviours of those they respect
They try to please others.
Self-MonitoringSelf-Monitoring
A personality trait that measures an individual’s ability to adjust his or her behavior to external, situational factors.
High Self-Monitors• Receive better performance ratings
• Likely to emerge as leaders
High Self-Monitors• Receive better performance ratings
• Likely to emerge as leaders
Risk-Taking
High Risk-taking Managers Make quicker decisions Use less information to make decisions Operate in smaller and more entrepreneurial
organizations Low Risk-taking Managers
Are slower to make decisions Require more information before making
decisions Exist in larger organizations with stable
environments.
Personality TypesType A’s1. are always moving, walking, and eating rapidly;2. feel impatient with the rate at which most events take place;3. strive to think or do two or more things at once;4. cannot cope with leisure time;5. are obsessed with numbers, measuring their success in terms of
how many or how much of everything they acquire.
Type B’s1. never suffer from a sense of time urgency with its accompanying
impatience;2. feel no need to display or discuss either their achievements or
accomplishments;3. play for fun and relaxation, rather than to exhibit their superiority
at any cost;4. can relax without guilt.
Personality TypesProactive Personality
Identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs.
Creates positive change in the environment, regardless or even in spite of constraints or obstacles.
Investigative
A
I
S
C
E
RRealis
tic
Artis
tic
Soci
al
Enterprising
Con
ven
tion
al
Occupational Personality Types
Matching Personalities and Jobs
Type Personality Characteristics Sample Occupations
Realistic: Prefers physical activities that require skill, strength and coordination
Shy, genuine, persistent, stable, conforming, practical
Mechanic, drill, press operator, assembly line worker, farmer
Investigative: Prefers activities involving thinking, organizing, and understanding
Analytical, original, curious, independent
Biologist, economist, mathematician, news reporter
Social: Prefers activities that involve helping and developing others
Sociable, friendly, cooperative, understanding
Social worker, teacher, counsellor, clinical psychologist
Conventional: Prefers rule-regulated, orderly, and unambiguous activities
Conforming, efficient, practical, unimaginative, inflexible
Accountant, corporate manager, bank teller, file clerk
Enterprising: Prefers verbal activities where there are opportunities to influence others and attain power
Self-confident, ambitious, energetic, domineering business manager
Lawyer, real-estate agent, public relations specialist, small
Artistic: prefers ambiguous and unsystematic activities that allow creative expression
Imaginative, disorderly, idealistic, emotional, impractical
Painter, musician, writer, interior decorator.
Self-Theory/ Field Theory
Carl Rogers is most closely associated with his approach of self-theory.
Rogers and his associates have developed this personality theory that places emphasis on the individual as an initiating, creating, influential determinant of behaviour within the environmental framework.
It considers organism as a whole.
Self concept: organised, consistent, conceptual, based on perceptions of I or Me.
Person tries to make a balance ,re evaluates & readjusts within
Self image
Ideal
Social/looking glass self
Social Learning Theory
Pattern of behaviour the individuals learn in coping with environment. Generally watching models- parents, teachers, peers, boss, etc.
Four processes have been found to determine the influence that a model will have on an individual
Attentional Processes
Retention Processes
Motor reproduction processes: watching into doing
Reinforcement Processes
Direct: social approval/ disapproval
Vicarious: observation of someone else receiving reward or punishment
Self-administered : evaluation of one’s own performance with self praise.
Measuring Personality
The Projective Tests: shown a picture and then told to tell a story
Behavioural Measures: observation
Self-report questionnaire
Minnesota Multiphasic Personality Inventory (MMPI): used for screening abnormal behaviour.
The Myers-Briggs Type Indicator (MBTI)
ConclusionOur personality shapes our behaviour.
We can better understand people if we know something about his or her personality.
Personality is the sum total of ways in which an individual interacts and reacts with other people or groups.
Managers need to know about personality and personality tests because they are useful in making hiring decisions.
It is important that employees personalities fit with the overall organisations’ culture and with the characteristics of the specific job which they have to perform.