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Understanding Personality and its Applications in Organizations

Explore the importance of personality in organizational settings, its impact on behavior, and how organizations use personality factors for selection, team building, and more. Discover major personality models and traits, including the Big Five, Jung's Psychological Types, and Holland's Type Theory.

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Understanding Personality and its Applications in Organizations

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  1. Personality OS 386 September 12, 2002 Fisher

  2. Agenda • Questions about research topics? • How are organizations using personality factors? • Review major personality models and specific traits • Check out personality test web site

  3. Personality is… • A major driver of behavior • Relatively stable over time • Caused by genetics and environment

  4. How do organizations use personality? • Selection • Personality tests are often part of selection batteries • For entry level selection and promotions • Team building • Use personality tests to learn more about team members

  5. More applications of personality • Career counseling and job placement • Certain tests can help you identify types of jobs that might fit your personality • Encouraging creativity • Identifying people with innovative cognitive style and encouraging them to use it

  6. Big Five • Five factor model of personality • Conscientiousness • Emotional Stability • Openness to Experience • Agreeableness • Extroversion • Developed for use in relatively “normal” populations

  7. Small group discussion: • What kinds of work behaviors do you think would be related to each factor? • Choose one factor, and list several work-related behaviors you think might be related to it

  8. Jung’s Psychological Types • Four pairs of traits • Extroversion/introversion • Sensing/intuition • Thinking/feeling • Judging/perceiving • Myers-Briggs Type Indicator (MBTI) is most popular measure • Usefulness primarily limited to team building and self discovery

  9. Holland’s Type Theory • Six personality types (RIASEC) • Realistic • Investigative • Artistic • Social • Enterprising • Conventional • Related to career interests and vocational choices • Can match people and jobs on these types

  10. Example of RIASEC test • Would you like to: • make decisions affecting others • be elected to office • win a leadership or sales award • start your own service or business • campaign politically • meet important people • have power or status • Basic diagnostic tool available at http://career.missouri.edu/holland/

  11. Some other relevant traits • Locus of Control • Self-monitoring • Adaptability • Integrity/honesty

  12. Adaptability • Pace of change, types of change increasing in organizations • Changing technologies • Downsizing • Need to identify people who can rapidly adjust • Identified eight facets of adaptability Source: Pulakos, Arad, Donovan, and Plamondon (2000), Journal of Applied Psychology

  13. Who needs to be adaptable? • Jobs differ in adaptability requirements • Which of the following are likely to require high adaptability? • Accountant • Sales/marketing • Army Special Forces • Research Scientist • Can then match adaptable people with jobs that require it

  14. Integrity/honesty • Goal is to predict and minimize negative behaviors like theft, violence, substance abuse • Often used in selection • Similar to conscientiousness

  15. Interesting web site… • www.Queendom.com • Offers a variety of self-report tests for self-development or just for fun • Type A personality • Anger • Depression • Many tests are free and include brief interpretation

  16. For next class • Topic: Workplace Values and Ethics • Read Chapter 4 • What role do values and ethics have in the workplace? • What freedom do individuals have to express their own values and ethics at work? • Research questions and subtopics due at the beginning of class

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