Personality and Emotions Chapter 3

1. Personality and EmotionsChapter 3 Essentials of Organizational Behavior, 8/e Stephen P. Robbins © 2005 Prentice-Hall

2. After reading this chapter, you should be able to: • Describe the eight categories in the MBTI personality framework • Identify the "Big Five" personality variables and their relationship tobehavior in organizations • Describe the impact of job typology on the personality/job performance relationship © 2005 Prentice-Hall

3. After reading this chapter, you should be able to: • Differentiate feltfrom displayed emotions • Identify the six universal emotions • Describe ways in which emotions influence work-related behavior © 2005 Prentice-Hall

4. Personality The combination of psychological traits we use to classify & describe a person in terms of characteristics such as quiet, passive, loud, aggressive, etc. © 2005 Prentice-Hall

5. 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) © 2005 Prentice-Hall

6. Extroverted vs. Introverted • Extroverts are outgoing, sociable, and assertive • Introverts are quiet and shy © 2005 Prentice-Hall

7. Sensitive types are practical and prefer to focus on details Intuitives rely on unconscious processes and look at the big picture Sensing vs. Intuitive © 2005 Prentice-Hall

8. Thinking types use reason and logic to handle problems Feeling types rely on their personal values and emotions Thinking vs. Feeling © 2005 Prentice-Hall

9. Judging types want control and prefer their world to be ordered and structured Perceiving types are flexible and spontaneous Judging vs. Perceiving © 2005 Prentice-Hall

10. The Big-Five Model • Extroversion • Agreeableness • Conscientiousness • Emotional Stability • Openess to Experience © 2005 Prentice-Hall

11. Extroversion - one's comfort level with relationships © 2005 Prentice-Hall

12. Agreeableness - refers to an individual's propensity to defer to others Conscientiousness - a measure of reliability © 2005 Prentice-Hall

13. Emotional stability -taps a person's ability to withstand stress © 2005 Prentice-Hall

14. Openness to experience - addresses an individual's range of interests and fascination with novelty © 2005 Prentice-Hall

15. Other Key Personality Attributes Locus of control - Belief that life is controlled by oneself vs. outsiders Machiavellianism - Tendency to manipulate and maintain emotional distance Self-esteem - Degree one likes or dislikes oneself © 2005 Prentice-Hall

16. Other Key Personality Attributes Self-monitoring - Sensitive to external cues to behave differently Risk propensity - Willingness to take chances Type A personality - Incessantly struggling to achieve more © 2005 Prentice-Hall

17. Matching Personalities and Jobs • Six-personality-types model - an employee’s satisfaction with and propensity to leave his or her job depend on the degree to which the individual’s personality matches his or her occupational environment © 2005 Prentice-Hall

18. Personality Types and Sample Occupations © 2005 Prentice-Hall

19. Diagram of the Relationship among Occupational Personality Types © 2005 Prentice-Hall

20. Key Points • There do appear to be intrinsic personality differences among individuals • There are different types of jobs • People in job environments congruent with their personality type should be more satisfied and less likely to resign © 2005 Prentice-Hall

21. What are Emotions? • Affect – covers a broad range of feelings that people experience • Emotions – intense feelings directed at someone or something • Moods – feelings that tend to be less intense, lack a contextual stimulus © 2005 Prentice-Hall

22. Emotional Labor • Employee expresses organizationally desired emotions during interpersonal transactions © 2005 Prentice-Hall

23. Felt emotions are an individual's actual emotions Displayed emotions are those that are organizationally-required and considered appropriate in a given job © 2005 Prentice-Hall

24. The Six Universal Emotions Happiness Surprise Fear Sadness Anger Disgust Emotion Continuum © 2005 Prentice-Hall

25. Gender and Emotions Women: • Show greater emotional expression than men • Experience emotions more intensely • Report more comfort in expressing emotions. • Better at reading nonverbal cues than are men © 2005 Prentice-Hall

26. OB Applications • Ability and Selection • Decision Making • Motivation • Leadership • Interpersonal Conflict • Deviant Workplace Behaviors © 2005 Prentice-Hall

27. Emotional Intelligence • Self-Awareness • Self-management • Self-motivation • Empathy • Social Skills © 2005 Prentice-Hall

28. Summary • Described the eight categories in the MBTI personality framework • Identified the "Big Five" personality variables and their relationship tobehavior in organizations • Described the impact of job typology on the personality-job performance relationship © 2005 Prentice-Hall

29. Summary • Differentiated felt from displayed emotions • Identified the six universal emotions • Explained if it is possible for a person to be emotionless • Described ways in which emotions influence work-related behavior © 2005 Prentice-Hall