Why is it important that we understand personality & individual differences?

1. Amity School of BusinessBBAGEN, SEMESTER II ORGANISATIONAL BEHAVIOUR(BBAHR-10201) Ms. Kushi Sharma

2. To help you learn more about the dimensions of your own personality. To understand why individuals think, feel, and act differently. To help managers create a good fit between people and jobs. By selecting people with the right attributes By redesigning jobs to fit individuals’ strengths To help organizations create a good person-organization fit Why is it important that we understand personality & individual differences?

3. Personality = acquired attributes and quality through learning shaping up the perception of an individual. Personality perception learning personality

4. The word "personality" originates from the latin word “per sonare” which means ‘to speak through’. Originally it denoted the masks worn by actors in ancient Greek dramas. Personality includes 2 aspects: Internal Aspects: Attitude, Values, learning etc. External Aspects: Height, Weight, Facial features, color and other physical aspects and traits. PERSONALITY

5. Is sum total of ways in which an individual reacts to and interacts with others. Is the unique and relatively stable pattern of behaviors, thoughts, and emotions shown by an individual. Arises from within the individual and remains fairly consistent throughout life. Identity of the person. Sum total of what you stand for. FEATURES

6. According to Allport “ Personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to the environment.” Personality can be defined as a dynamic and organized set of characteristics possessed by a person that uniquely influences his or her cognition, motivations, and behaviours in various situations (Ryckman, 2004). Personality Definitions

7. Personality is the unique and relatively stable pattern of behaviours, thoughts,and emotions shown by individuals. In most cases both persons and situations play roles in determining behaviour in an organization. Personality Develops over a person’s lifetime. Generally stable in the context of work. Can influence career choice, job satisfaction, stress, leadership, and even performance. The Nature of Personality

8. Factors affecting personality HEREDITY SITUATION ENVIRONMENT

9. Heredity Heredity has a great influence on biological and mental features. Heredity refers to the transfer of personal characteristics from father or mother to their children.

10. Environment The components of environment are culture, religion, family, school and place of work. The internal and external environment of the organisation creates a certain type of work behaviour at work. Government policies and social systems, influence personality.

11. Situation A situation is an antecedent to behaviour. Situation plays a vital role in personality development. A person having a pleasant personality may develop anger in a confronting situation.

12. Psychodynamic Theories MBTI Trait Theories Big Five Model Cattell’s Theory Personality Job-Fit Theory Theories

13. Carl Jung is known for the theory behind MBTI. It is A 100 ITEM instrument developed by Myers and Briggs , Sixteen personality types are generated by the instrument. These 16 types are based on the combination of four aspects- Extroversion & Introversion Sensing & Intuiting Thinking & Feeling Judging & Perceiving MBTI (Myer’s-Briggs Type Indicator)

14. Myers-Briggs Type Indicator Extrovert (E) Type of Social Interaction Introvert (I) Sensing (S) Preference for Gathering Data Intuitive (N) Feeling (F) Preference for Decision Making Thinking (T) Perceptive (P) Style of Decision Making Judgmental (J)

15. COMBINATIONS OF 4 JUNGIAN ASPECTS FOR 16 PERSONALITY TYPES.

18. Trait theories visualise personality as a reflection of certain traits of the individual. There are some traits that are unique to individuals. A trait is a consistent, long-lasting tendency in behavior. E.g., shyness, hostility, friendly. Trait Theories

19. The Big Five model is considered to be one of the most comprehensive, empirical, data-driven research findings in the history of personality psychology. Identifying the traits and structure of human personality has been one of the most fundamental goals in all of psychology. Over three or four decades of research, these five broad factors were gradually discovered and defined by several independent sets of researchers (Digman, 1990) The Big five factors are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (OCEAN, or CANOE if rearranged). The Neuroticism factor is sometimes referred to as Emotional Stability. THE BIG FIVE MODEL

20. Extroversion The Big Five Personality Model Agreeableness Conscientiousness Emotional Stability Openness to Experience

21. Talkative, Assertive, Active, Energetic, Outgoing, Outspoken, Dominant, Forceful, Enthusiastic, Show-off, Sociable, Adventurous, Noisy, Bossy. Introvert: Quiet, Reserved, Shy, Silent, Withdrawn, Retiring. Factor I: Extroversion

22. Sympathetic, Kind, Appreciative, Affectionate, Soft-hearted, Warm, Generous, Trusting, Helpful, Forgiving, Pleasant, Good-natured, Friendly, Cooperative, Gentle, Unselfish, Praising, Sensitive. versus Fault-finding, Cold, Unfriendly, Quarrelsome, Hard-hearted, Unkind, Cruel, Thankless. Factor II: Agreeableness

23. Organized, Thorough, Planful, Efficient, Responsible, Reliable, Dependable, Conscientious, Precise, Practical, Deliberate, Painstaking. versus Careless, Disorderly, Frivolous, Irresponsible, Undependable, Forgetful. Factor III: Conscientiousness

24. Tense, Anxious, Nervous, Moody, Worrying, Touchy, Fearful, High-strung, Self-pitying, Temperamental, Unstable, Self-punishing, Emotional. versus Emotional stability, Emotional control, good emotional quotient. Factor IV:Emotional Stability

25. Wide interests, Imaginative, Intelligent, Original, Insightful, Curious, Sophisticated, Artistic, Clever, Inventive, Sharp-witted,, Wise. versus Commonplace, Narrow interests, Simple, Shallow, not intelligent. Factor V: Openness to Experience

26. “BIG FIVE” PERSONALITY FACTORS ADJUSTMENT ( Stable, confident, effective) ( Nervous, Self –doubting, moody) SOCIABILITY (Gregarious(fond of company), energetic) ( shy, unassertive, withdrawn) CONSCIENTIOUSNESS ( playful, neat, dependable) (impulsive, careless, irresponsible) AGREEABLENESS ( Warm, tactful, considerate) (Independent , cold, rude ), OPENNESS TO EXPERIENCE/INTELLECTUAL OPENNESS (imaginative, curious, original) (dull, unimaginative, literal minded)

27. Given by John Holland. Key Points of the Model: There appear to be intrinsic differences in personality between people There are different types of jobs. People in jobs congruent with their personality should be more satisfied and have lower turnover Holland presents six personality types and proposes that satisfaction and the propensity to leave a position depend on the degree to which individuals successfully match their personalities to a job. Each of the six personality types has a congruent occupation. Personality-job fit theory

28. According to John Holland's theory, most people are one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Personality Job-Fit Theory

30. Relationships Among Personality Types The closer the occupational fields, the more compatible. The further apart the fields, the more dissimilar. Need to match personality type with occupation.

31. Employee’sAbilities Job’s AbilityRequirements ABILITY JOB FIT Ability-JobFit

32. Raymond Cattell framed this multi dimensional model of personality. Reduced a list of 4500 traits given by Allport and Obdert to 35 variables and then constructed the 16 PF Questionnaire. 16PF Questionnaire is used by universities and business for research, personnel selection etc. Cattell’s 16 Personality Factors

33. 16 Personality Factors