1 / 20

Chapter 2 Personality & Values

Chapter 2 Personality & Values. Individuals & Personality. Personality: Sum total of ways people react and interact with others (set of psychological traits that make each person different). Ques. 1: What are its dimensions? Ques. 2: How is it measured?

breck
Download Presentation

Chapter 2 Personality & Values

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter 2Personality & Values

  2. Individuals & Personality Personality:Sum total of ways people react and interact with others (set of psychological traits that make each person different). • Ques. 1: What are its dimensions? • Ques. 2: How is it measured? • Ques. 3: What is its value for management and business applications?

  3. Ques. 1: What Are Its Dimensions? Answer 1: The “Big Five” • Most scientifically established and empirically tested framework of personality in the world • Individuals vary across five dimensions: • Emotional stability • Extraversion • Openness to experience • Agreeableness • Conscientiousness

  4. Ques. 1: What Are Its Dimensions (cont.)? Answer 2: The MBTI • Most popular and widely used in the world • Individuals are classified as: • Extroverted or Introverted (E or I): • Outgoing, sociable, and assertive, vs. quiet, “shy,” and draw energy and strength from within • Sensing or Intuitive (S or N): • Practical and prefer focusing on details vs. relying on unconscious (intuitive) processes and look at the big picture • Thinking or Feeling (T or F): • Use reason and logic to handle problems vs. rely on their personal values and emotions • Judging or Perceiving (J or P): • Like their world to be ordered, structured and controlled vs. flexible and spontaneous

  5. Ques. 1: What Are Its Dimensions (cont.)? Answer 3: Some additional misc. facets: • Core Self Evaluation:Degree of one’s self liking or disliking. • Self-Monitoring:Sensitivity to situational cues and the capacity to modify or adapt one’s behavior as appropriate. • Locus of Control:Propensity to actively take initiative, and to identify and pursue (even create) new opportunities. • Risk Propensity:Willingness and comfort in taking chances. • Machiavellianism:Tendency to manipulate and maintain emotional distance to achieve one’s aims. • Type A/B Personality:Type A is aggressive, impatient and incessantly struggling to achieve more (while B is opposite).

  6. Ques. 2: How Is Personality Measured? Answer: Typical methods for measuring: • Self-report inventories (most common): • NEO PI-R • CPI • MBTI • many others.... • Clinical evaluations: • MMPI • Projective tests: • TAT (similar to “ink blots”)

  7. Ques. 3: Business and Mgmt. Applications The more typical business applications: • Employee development and coaching • Making hiring decisions: • What personality facets should be used? • What job performance criteria? • Interaction with job and contextual elements? • job requirements • organization’s culture • situation cues (“strong” vs. “weak” situations) • What is “predictive success” of using personality?

  8. Individuals and Values • Values defined as: • Stable, long-lasting beliefs and preferences about what is worthwhile and desirable • A mode of conduct or end state that is personally or socially desirable (what is right or good). • Values can be classified (e.g., Rokeach) • Values vary by cohort groups • Values vary by cultural identity • Knowledge about personality and values can help improve an employee’s “fit”

  9. Personality-Job Fit:Holland’s Hexagon • Vocational Preference Inventory Questionnaire • Job satisfaction and turnover depend on congruency between personality and task • Fields adjacent are similar • Field opposite are dissimilar

  10. Person-Organization Fit It appears more important that employees’ personalities fit with the organization’s culture than with the specific characteristics of a given job. A good fit helps predict job satisfaction, organizational commitment and turnover.

  11. From the Rokeach Values Survey Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).

  12. From the Rokeach Values Survey Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).

  13. Dominant Work Values by Cohort Groups Source: Based on W. C. Frederick and J. Weber, “The Values of Corporate Managers and Their Critics: An Empirical Description and Normative Implications,” in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies (Greenwich, CT: JAI Press, 1990), pp. 123–44.

  14. Contemporary Work Cohorts

  15. Rules, Laws Stories of Heroes Language, Food Physical Structures Rituals/Ceremonies Norms Beliefs Values Assumptions National Culture and Values Artifacts of Culture Core of Culture

  16. Hofstede’s Frameworkfor Assessing Cultures • Power distance • Individualism vs. collectivism • Achievement vs. nurturing • Uncertainty avoidance • Long-term vs. short-term orientation

  17. Exh. 2-6

  18. Assertiveness Future Orientation Gender Differentiation Uncertainty Avoidance Power Distance Individualism/Collectivism In-Group Collectivism Performance Orientation Humane Orientation “GLOBE” Studies Frameworkfor Assessing Cultures

  19. Importance of Values • Help us make sense of attitudes, motivation, and behaviors. • Influence our perceptions of the world. • Give us answers about right and wrong (and thus have implications for business ethics) • Values, by definition, mean some behaviors or outcomes are more preferredthan others.

More Related