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Chapter 3 Personality and Values

Essentials of Organizational Behavior, 9/e Stephen P. Robbins/Timothy A. Judge. Chapter 3 Personality and Values. After studying this chapter you should be able to:. Explain the factors that determine an individual’s personality.

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Chapter 3 Personality and Values

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  1. Essentials of Organizational Behavior, 9/e Stephen P. Robbins/Timothy A. Judge Chapter 3Personality and Values

  2. After studying this chapter you should be able to: • Explain the factors that determine an individual’s personality. • Describe the Myers-Briggs Type Indicator personality framework. • Identify the key traits in the Big Five personality model. • Explain how the major personality attributes predict behavior at work. • Contrast terminal and instrumental values. • List the dominant values in today’s workforce. • Identify Hofstede’s five value dimensions of national culture.

  3. Personality • The sum total of ways in which an individual reacts to and interacts with others • Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid

  4. Myers-Briggs Type Indicator • Most widely used personality-assessment instrument in the world • Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P) • Classifications combined into 16 personality types (i.e. INTJ or ESTJ)

  5. Personality Type

  6. The Big-Five Model Contradiction to MBTI: • Extraversion • Agreeableness • Conscientiousness • Emotional Stability • Openness to Experience

  7. Personality and National Culture A country’s culture influences the dominant personality characteristics of its population.

  8. Value Systems • Represent a prioritizing of individual values • Identified by the relative importance an individual assigns to such values as freedom, pleasure, self-respect, honesty, obedience, and equality

  9. Contemporary Work Cohorts

  10. Hofstede’s Framework for Assessing Cultures • Power distance • Individualism vs. collectivism • Masculinity vs. femininity • Uncertainty avoidance • Long-term vs. short-term orientation

  11. Personality-Job Fit TheoryHollands Typology page 48

  12. Person-Organization Fit • It is more important that employee’s personalities fit with the overall organization’s culture than with the characteristics of any specific job. • The fit of employee’s values with the culture of their organization predicts job satisfaction, commitment to the organization and low turnover.

  13. Implications for Managers • Evaluate the job, the work group and the organization to determine the optimum personality fit • Find job candidates who not only have the ability, experience and motivation to perform but also possess a value system that is compatible with the organization’s.

  14. Summary • Explained the factors that determine an individual’s personality. • Described the Myers-Briggs Type Indicator personality framework. • Identified the key traits in the Big Five personality model. • Explained how the major personality attributes predict behavior at work. • Contrasted terminal and instrumental values. • Listed the dominant values in today’s workforce. • Identified Hofstede’s five value dimensions of national culture.

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