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Chapter 4
Personality and Values
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Learning ObjectivesDefine personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
Define values, demonstrate their importance, and contrast terminal and instrumental values.
Compare generational differences in values, and identify the dominant values in today’s workforce.
Identify Hofstede’s five value dimensions of national culture.
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Personality
What is Personality?
The sum total of ways in which an individual reacts and interacts with others, the measurable traits a person exhibits
The dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment. “Gordon Allport”
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Personality
Measuring Personality
Personality Tests Helpful in hiring decisions
Self Report Surveys Most common method
Observer Rating Surveys Provide an independent assessment of personality – often better predictors
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Personality
Personality Determinants
HeredityFactors determined at conception: physical stature, facial attractiveness, gender, temperament, muscle composition and reflexes, energy level, and bio-rhythms
Personality Traits Enduring characteristics that describe an individual’s behavior
“Heredity Approach” argues that genes are the source of personality
Twin studies: raised apart but very similar personalities
Parents don’t add much to personality development
There is some personality change over long time periods
The more consistent the characteristic and the more frequently it occurs in diverse situations, the more important the trait
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Personality
The Myers – Briggs Indicator (MBTI)
A personality test that taps four characteristics and classifies people into 1 of 16 personality types using 100 questions
Extroverted (E) vs. Introverted (I) Sensing (S) vs. Intuitive (N)
Thinking (T) vs. Feeling (F) Judging (J) vs. Perceiving (P)
Most widely-used instrument in the world
Each of the sixteen possible combinations has a name
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Personality
The Big Five Personality Model
Extraversion+ + + Extraversion Introversion - - -
The quality of being comfortable with relationships (Sociable, gregarious, and assertive)
A personality assessment model that taps five basic dimensions
Higher performance – Enhanced leadership – Higher job & life satisfaction
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PersonalityThe Big Five Personality Model
Conscientiousness+ + + High Low - - -
The number of goals on which a person focuses (Responsible, dependable, persistent, and organized)
Higher performance – Enhanced leadership – Greater longevity
Agreeableness+ + + High Low - - -
The ability to get along with others (Good-natured, cooperative, and trusting)
Higher performance – Lower levels of deviant behavior
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PersonalityThe Big Five Personality Model
Openness+ + + More Less - - -
The capacity to entertain new ideas and to change as a result of new information (Curious, imaginative, artistic, and sensitive)
Training performance – Enhanced leadership – More adaptable to change
Emotional Stability+ + + More Less- - -
Less moodiness and insecurity (Calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative)
High job & life satisfaction – Lower stress level
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PersonalityOther Personality Traits Relevant to OB
Core Self Evaluation
Machiavellianism
Narcissism
Self Monitoring
Risk Taking
Types A Personality
The degree to which people like or dislike themselves
A pragmatic, emotionally distant power-player who believes that ends justify the means
An arrogant, entitled, self-important person who needs excessive admiration
The ability to adjust behavior to meet external, situational factors.
The willingness to take chances.
Aggressively involved in a chronic, incessant struggle to achieve more in less time
Proactive Personality Identifies opportunities, shows initiative, takes action, and perseveres to completion 1010
higher job performance
win more often
Less effective in their jobs
more likely to become leaders.
make faster decisions with less information
High performance
Creates positive change in the environment
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Values
What is Values?
Basic convictions on how to conduct yourself or how to live your life that is personally or socially preferable to an opposite or converse mode of conduct or end state of existence
Attributes of Values
Content Attribute
Intensity Attribute
That the mode of conduct or end-state is importance
Person’s beliefs about his or her capabilities to perform a task
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Values
What is Value System?
A hierarchy based on a ranking of an individual’s value in terms of their intensity
Tends to be relatively constant and consistent
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Values
What is the Importance of Values?
Provide understanding of the attitudes, motivation, and behaviors
Influence our perception of the world around us
Represent interpretations of “right” and “wrong”
Imply that some behaviors or outcomes are preferred over others
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Values
Terminal Versus Instrumental Values “Rokeach Value Survey”
Terminal Values
Instrumental Values
Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime
Preferable modes of behavior or means of achieving one’s terminal values
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Values
Generational Values
CohortEntered Workforce
Approximate Current Age
Dominant Work Values
Veterans1950-196465+Hard working, conservative, conforming; loyalty to the organization
Boomers1965-198540-60sSuccess, achievement, ambition, dislike of authority; loyalty to career
Xers1985-200020-40sWork/life balance, team-oriented, dislike of rules; loyalty to relationships
Nexters2000-PresentUnder 30Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships
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Linking an Individual’s Personality and Values to the Workplace
Personality - Job Fit Theory
A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
John Holland’s Personality-Job Fit TheoryVocational Preference Inventory (VPI)
1. There appear to be intrinsic differences in personality between people.2. There are different types of jobs.3. People in jobs congruent with their personality should be more satisfied
and have lower turnover.
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Linking an Individual’s Personality and Values to the Workplace
Person – Organization Fit
The extent that employee’s personality must fit with the organizational culture.
People are attracted to organizations that match their values.
Those who match are most likely to be selected.
Mismatches will result in turnover.
Can use the Big Five personality types to match to the organizational culture.
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Global Implications
Personality
Values
Do frameworks like Big Five transfer across cultures?
Yes, but the frequency of type in the culture may vary
Better in individualistic than collectivist cultures
Values differ across cultures
Hofstede’s Framework for assessing culture – five value dimensions: Power distance - Individualism vs. Collectivism - Masculinity vs. Femininity - Uncertainty Avoidance - Long-term vs. Short-term Orientation
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Global Implications
Hofstede’s Framework for Assessing Cultures
Power Distance The extent to which a society accepts that power in institutions and organizations is distributed unequally
Relatively equal power between those with status / wealth and those without status /
wealth
Low Distance
Extremely unequal power distribution between those with status / wealth and
those without status / wealth
High Distance
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Global ImplicationsHofstede’s Framework for Assessing Cultures
The degree to which people prefer to act as individuals rather than as members of
groups
Individualism
A tight social framework in which people expect others in groups of which they are a
part to look after them and protect them
Collectivism
The extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism
are also valued
Masculinity
The extent to which there is little differentiation between roles for men and
women
Femininity
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Global Implications
Hofstede’s Framework for Assessing Cultures
Uncertainty Avoidance
The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them
Society does not like ambiguous situations and tries to avoid them
High Uncertainty Avoidance
Society does not mind ambiguous situations and embraces them
Low Uncertainty Avoidance
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Global Implications
Hofstede’s Framework for Assessing Cultures
A national culture attribute that emphasizes the future, thrift, and
persistence
Long-term Orientation
A national culture attribute that emphasizes the present and the here-and-now
Short-term Orientation
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Global Implications
GLOBE Framework for Assessing Cultures
Global Leadership and Organizational Behavior Effectiveness (GLOBE) research program (Nine dimensions of national culture)
How much society rewards people for being altruistic, generous, and kind
Humane Orientation
How much society encourages and rewards performance improvement and excellence
Performance Orientation
