05 ob personality and values

All Rights Reserved to Kardan University 2014
Kardan.edu.afInamullah Maseed
JAHAN University
JAHAN University
Kardan.edu.af

Personality and Values

What Is Personality?
• The definition of personality we most
frequently use was produced by Gordon
Allport nearly 70 years ago. Allport said
personality is:
“the dynamic organization within the
individual of those psychophysical systems
that determine his unique adjustments to his
environment.”
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Measuring Personality
• Research has shown personality tests are useful
in hiring decisions and help managers forecast
who is best for a job.
• An analysis of a large number of observer-
reported personality studies shows that a
combination of self-report and observer-reports
predicts performance better than any one type of
information.
4

Personality Determinants
• It might surprise you that research tends to
support the importance of heredity over the
environment.
• Researchers have found that genetics accounts for
about 50 percent of the personality similarities
between twins and more than 30 percent of the
similarities in occupational and leisure interests.
• This is not to suggest that personality never
changes.
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The Myers-Briggs Type Indicator
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Personality Types
• Extroverted vs. Introverted (E or I)
• Sensing vs. Intuitive (S or N)
• Thinking vs. Feeling (T or F)
• Judging vs. Perceiving (P or J)
Personality Types
• Extroverted vs. Introverted (E or I)
• Sensing vs. Intuitive (S or N)
• Thinking vs. Feeling (T or F)
• Judging vs. Perceiving (P or J)
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteristics and
classifies people into 1 of 16 personality types.

• Favorite world: Do you prefer to focus on the
outer world (If yes, you are an extrovert) or on
your own inner world (If yes, you are an
introvert)
• Information: Do you prefer to focus on the basic
information you take in (If yes, you are sensing)
or do you prefer to interpret and add meaning (If
yes, you are intuitive)
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• Decisions: When making decisions, do you
prefer to first look at logic and consistency (if
yes, you are thinking) or first look at the people
and special circumstances (if yes, you are
feeling)
• Structure: In dealing with the outside world, do
you prefer to get things decided (if yes, you are
judging) or do you prefer to stay open to new
information and options (if yes, you are
perceiving)
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• (INTJs) Introverted/Intuitive/Thinking/Judging
people are visionaries with original minds and
great drive. They are skeptical, critical,
independent, determined, and often stubborn.
• ESTJs are organizers. They are realistic, logical,
analytical, and decisive and have a natural head
for business or mechanics. but may neglect
routine assignments.
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The Big Five Personality Model
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• Personality researchers have proposed that there are
five basic dimensions of personality.
• The "big five" are broad categories of personality traits.
• Researchers don't always agree on the exact labels for
each dimension.
1. Extraversion
2. Agreeableness
3. Conscientiousness
4. Neuroticism
5. Openness
1. Extraversion
2. Agreeableness
3. Conscientiousness
4. Neuroticism
5. Openness
However, these
five categories
are usually
described as :

1. Extraversion: This trait includes characteristics
such as excitability, sociability, talkativeness,
assertiveness, and high amounts of emotional
expressiveness.
2. Agreeableness: This personality dimension
includes attributes such as trust, altruism,
kindness, affection, and other prosocial
behaviors.
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3. Conscientiousness: Common features of this
dimension include high levels of thoughtfulness,
with good impulse control and goal-directed
behaviors. Those high in conscientiousness tend
to be organized and mindful of details.
4. Neuroticism: Individuals high in this trait tend to
experience emotional instability, anxiety,
moodiness, irritability, and sadness.
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5. Openness: This trait features characteristics
such as imagination and insight, and those high
in this trait also tend to have a broad range of
interests.
The five personality factors identified in the Big
Five model appear in almost all cross-cultural
studies. These studies have included a wide
variety of diverse cultures—such as China,
Israel, Germany, Japan, Spain, Nigeria,
Norway, Pakistan, and the United States.
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Other Personality Traits Relevant to OB
• Although the Big Five traits have proven highly
relevant to OB, they don’t exhaust the range of
traits that can describe someone’s personality.
– Core Self-Evaluation People who have positive
core self-evaluations like themselves and see
themselves as effective, capable, and in control of
their environment. Those with negative core self-
evaluations tend to dislike themselves, question
their capabilities, and view themselves as
powerless over their environment.
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15
– Machiavellianism: An individual high in
Machiavellianism is pragmatic, maintains
emotional distance, and believes ends can justify
means. “If it works, use it” is consistent with a
high-Mach perspective. A considerable amount of
research has found high Machs manipulate more,
win more, are persuaded less, and persuade
others more than do low Machs.

– Narcissism: In psychology, narcissism describes a
person who has a grandiose sense of self-
importance, requires excessive admiration, has a
sense of entitlement, and is arrogant. Evidence
suggests that narcissists are more charismatic and
thus more likely to emerge as leaders. Narcissists
also tend to be selfish and exploitive and believe
others exist for their benefit.
16

– Self-Monitoring: Self-monitoring refers to an
individual’s ability to adjust his or her behavior to
external, situational factors. Individuals high in
self-monitoring show considerable adaptability in
adjusting their behavior to external situational
factors. They are highly sensitive to external cues
and can behave differently in different situations,
sometimes presenting striking contradictions
between their public persona and their private
self.
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– Risk Taking: People differ in their willingness to
take chances, a quality that affects how much
time and information they need to make a
decision.
– Proactive Personality: Those with a proactive
personality identify opportunities, show initiative,
take action, and persevere until meaningful
change occurs, compared to others who passively
react to situations. Proactives create positive
change in their environment, regardless of, or
even in spite of, constraints or obstacles.
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– Type A’s
1.are always moving, walking, and eating rapidly;
2.strive to think or do two or more things at once;
3.cannot cope with leisure time;
– Type B’s
1.never suffer from a sense of time urgency;
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;
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Values
• Values represent basic convictions that “a
specific mode of conduct or end-state of
existence is personally or socially preferable to an
opposite or converse mode of conduct or end-
state of existence.”
• When we rank an individual’s values in terms of
their intensity, we obtain that person’s value
system . All of us have a hierarchy of values that
forms our value system.
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Rokeach Value Survey
• Milton Rokeach created the Rokeach Value
Survey (RVS). It consists of two sets of values,
each containing 18 individual value items. One
set, called:
– Terminal values , refers to desirable end-states.
These are the goals a person would like to achieve
during his or her lifetime.
– Instrumental values , refers to preferable modes
of behavior, or means of achieving the terminal
values.
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Rokeach Value Survey
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Linking an Individual’s Personality
and Values to the Workplace
• Personality–job Fit Theory . John Holland
presents six personality types and proposes that
satisfaction and the propensity to leave a
position depend on how well individuals match
their personalities to a job.
• Research strongly supports the resulting
hexagonal diagram.
• The theory argues that satisfaction is highest and
turnover lowest when personality and
occupation are in agreement.
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Relationship Between Occupational
Personality Types
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Holland’s Typology of Personality and
Congruent Occupations
25

Person–Organization Fit
• The person–organization fit essentially argues
that people are attracted to and selected by
organizations that match their values, and
they leave organizations that are not
compatible with their personalities.
• For example using the Big Five terminology,
for instance, we could expect that people high
on extraversion fit well with aggressive and
team-oriented cultures.
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05 ob personality and values

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