Personality Mapping in Personality Mapping in Conflict Management Conflict Management

and Team Buildingand Team Building

Dr. D. Dutta Roy, Ph.D.Psychology Research UnitIndian Statistical Institute

203, B.T. Road, Kolkata – 700 108E-mail: ddroy@isical.ac.in

http://www.isical. ac.in/~ddroy/invt.html

Venue : Heritage Institute of Technology, Kolkata

29.11.08

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WHAT IS PERSONALITY ? WHAT IS PERSONALITY ?

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Myths About Personality - Myths About Personality - 11

Personality can be assessed by appearance

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Myths About Personality - 2Myths About Personality - 2

Personality can be assessed by one’s Conscious behavior

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Myths About Personality - 3Myths About Personality - 3

It is inherited and Environment has no role. Therefore, we can not change our personality.

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What is Personality ?What is Personality ? Personality is the

dynamic organization within the individual of those Psychophysical systems that determine his unique adjustments to its environment

• Allport

Jamsetji Tata

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Characteristics of Characteristics of PersonalityPersonality

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Dynamic Dynamic It varies with changes

in Person-Environment fit across situations. It is developed through self monitoring and learning.

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Organization Organization

It can not be studied with only one attribute. Therefore, it is multi dimensional.

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Psychophysical Psychophysical

It is related to changes in physiological system. There is a body-mind relationship.

Correlation matrix of Psychological and Physiological Variables (N=176)1 2 3 4 5

1.Mental Health 1.002.Body Weight -0.27 1.003.Basal Metabolic Rate -0.29 0.76 1.004.Total Body Water -0.28 0.78 0.98 1.005.Galvanic Skin Response 0.27 -0.50 -0.76 -0.81 1.00 Note: All correlation coefficients were significant at 0.01 level.

Ref: Dutta Roy, D. ( 2004 ). ANALYSIS OF GHQ-12 DATA COLLECTED FROM ANTARCTICA EXPEDITION, UNPUBLISHED PROJECT SUBMITTED TO ISI., KOLKATA

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UniqueUnique It varies from

individual to individual.

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Determine unique Determine unique adjustmentadjustment

It directs individual to cope with environment in unique way.

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How Personality How Personality developsdevelops

Taxonomy of Personality Taxonomy of Personality (India)(India)

The major approaches are: Stages of development : Physical, Mental,

Psychic, Spiritual ( Shri Aurobindo) Layers of Personality : Outer, Inner and

Inner core (Shri Maa) Types : Sattwik, Rajasik, Tamasik

(Vivekananda) Value : Himsa, Ahimsa (Buddha) Attribution : Locus of control (Gita)

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Outer Layer:-Missing-Anomalies

Inner Layer-Vividness-Orderliness-Complexity

Inner Core Layer-Harmony with Environment-Aesthetics-Cleanliness

Consciousness Layers

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Taxonomy of Personality Taxonomy of Personality (West)(West)

The major approaches are: Stages of development : Freud, Erikson Types : Jung, Myers and Briggs,

Holland Trait : Eysenck, Cattell Need : Murray, Maslow, Herzberg Value : Allport, Rokeach Attribution : Rotter’s Locus of control Culture specific personality :

Individualism and collectivism

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Freud’s Psycho sexual Freud’s Psycho sexual DevelopmentDevelopment

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Erikson’s Stages of Erikson’s Stages of DevelopmentDevelopment

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Jung’s TypeJung’s Type

Introvert : finds meaning within. They are introspective.

Extrovert : finds meaning outside the self/ surroundings.Jung’s Mandala

Eysenck’s Trait clustersEysenck’s Trait clusters

NeuroticismUnstable

Tense, Anxious

Stable

Relaxed

HighSociable,Impulsive

LowUnsocial, Cautious

HighAggressive,Impersonal, cold

LowWarm, aware of others, non-aggressive

Extraversion

Psychoticism

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Cattell’s 16 P.F.Cattell’s 16 P.F. RESERVED LESS INTELLIGENT AFFECTED BY

FEELINGS HUMBLE SOBER EXPEDIENT SHY TOUGH-MINDED TRUSTING PRACTICAL FORTHRIGHT PLACID CONSEVATIVE GROUP DEPENDENT CAUSAL RELAXED

OUTGOING MORE INTELLIGENT MORE EMOTIONALLY STABLE ASSERTIVE HAPPY GO LUCKY CONSCIENTIOUS VENTURESOME TENDERMINDED SUSPICIOUS IMAGINATIVE SHREWD APPREHENSIVE EXPERIMENTING SELF SUFFICIENT CONTROLLED TENSE

ABCEFGHILMNO

Q1Q2Q3Q4

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Big Five Personality Big Five Personality FactorsFactors

Extraversion : Talkative, Sociable Agreeableness: Good-natured, Co-

operative Conscientiousness :Responsible,Tidy Emotional Stability :Calm, Composed Culture : Artistic, Imaginative

-Costa and Mc Crae

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Maslow’s Need HierarchyMaslow’s Need Hierarchy

Human behavior is determined by the need fulfillment in hierarchical orders

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AllportAllport Theoretical : Importance on discovery of

truth Economic : Emphasizes the useful and

practical Aesthetic : highest value on form and

harmony Social : Highest value on love of people Political : Acquisition of power and

influence Religious : Unity of experienceand

understanding of the cosmos

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RokeachRokeach

Instrumental : Preferable modes of behaviour ( Comfortable life, Social recognition etc.) 18 values

Terminal : End state of existence ( Obedient, Courageous etc. ) 18 values

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RotterRotter

Locus of Control:– Internal : Outcomes stem mostly

from their own actions– External : Outcomes stem from

external causes(luck, fate etc.)

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HOW IS IT SHAPED IN HOW IS IT SHAPED IN BUSINESS BUSINESS

ENVIRONMENT ? ENVIRONMENT ?

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Social Cognitive learning Social Cognitive learning

Orientation develops through social learning

Role Model selection

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Ambitious Planning Ambitious Planning

Ambitious planning sometimes maximizes gap between corporate and social responsibility.

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Personality conflict Personality conflict

Mismatch between expected self and actual self causes conflict

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PERSONALITY PERSONALITY MAPPINGMAPPING

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What is Personality What is Personality Mapping ? Mapping ?

It is a Psychometric technique of profiling personality of individual or group of individuals for the purpose of classification.

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Steps Steps Exploring research variables Development of instrument

(Questionnaire, checklist or tests) Collect large data Determine distribution of association

among the variables Extract latent traits Determine significant difference between

the groups in latent traits.

Johari WindowJohari WindowINVESTIGATOR

C

L

I

E

N

T

Known

Known

Unknown

Unknown

OPEN

DARKBLIND

FAÇADE

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Exploring Personality Exploring Personality VariablesVariables

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Exploring techniques Exploring techniques

FACADE

DARK

OBSERVATION PARTICIPANT OBSERVATION INTERVIEW FOCUSED GROUP

DISCUSSION

FREE ASSOCIATION PROJECTIVE TECHNIQUE DATA MINING

– MAPPING– PROFILING– CAUSAL RELATIONS

http://www.au.af.mil/au/awc/awcgate/sgitc/read5.htm

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Participant observation Participant observation Participant observation is a set of research strategies

which aim to gain a close and intimate familiarity with a given group of individuals (such as a religious, occupational, or sub-cultural group, or a particular community) and their practices through an intensive involvement with people in their natural environment, often though not always over an extended period of time.

Malinowski in data collection

INTERVIEW MODELINTERVIEW MODELLeast control on Respondent

More control on Respondent

Informal Unstructured Semi-structured Structured

Probability for variable Probability for variable explorationexploration

Structured Unstructured

High prob.

Low prob

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Focused groupFocused group In focus group, a screened

(qualified) group of respondents gathers in the same room. There are usually 6 to 10 members in the group, and the session usually lasts for 1 to 2 hours. A moderator guides the group through a discussion that probes attitudes about a client's proposed products or services. The discussion is loosely structured, and the moderator encourages the free flow of ideas.

Free AssociationFree Association Lying on a couch (a position imposing a

certain state of relaxation), the patient speaks freely of anything that may cross his/her mind, without searching for some specific subject or topic. The flow of his/her thoughts is free, and followed with no voluntary intervention. The important thing is that the critical mind does not intervene to censor spontaneous thoughts. We truly have the drive to censure the products of our thinking, starting from various criteria: moral, ethic, narcissistic, cultural, spiritual. The method of free associations demands us to temporarily give up intellectual censorship and freely speak about any thought.

Freud explored principles of defense mechanisms based on free association techniques.

PROJECTIVE PROJECTIVE TECHNIQUETECHNIQUE

Unstructured stimuli to which individual responds. Stimuli ranged from complete unstructured to semi structured. Complete unstructured stimuli are inkblots suggested by Swiss Psychiatrist Hermann Rorschach (1884-1922). Projective techniques are used for revealing one’s innermost thoughts and feelings (Rapaport, 1942, 1970).

Rorschach noted the followings:– A large percentage of clearly visualized

forms; – Many kinaesthetic influences acting in the

perceptive process;– A large number of whole answers;– Good conceptive types – W, W-D, or W-D-Dd;– Optimum rigidity of sequence of mode of

apperception (orderlys);– Small percentage of animal answers;– Neither too large nor too small percentage of

original answers;

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DATA MININGDATA MINING

http://www.csu.edu.au/special/auugwww96/proceedings/crawford/crawford.html

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Data MiningData Mining

Complaints of School going Complaints of School going AdolescentsAdolescents

2D Plot of Column Coordinates; Dimension: 1 x 2

Input Table (Rows x Columns): 14 x 14 (Burt Table)

Dimension 1; Eigenvalue: .23803 (23.80% of Inertia)

Dim

ension

2; E

igen

valu

e: .1

7921

(17.

92%

of I

nerti

a)

CD:0

CD:1

ACADDIF:0

ACADDIF:1

E_I:0

E_I:1SOCDIFF:0

SOCDIFF:1PHYANX:0

PHYANX:1

ADJDIF:0

ADJDIF:1

SELF:0

SELF:1

-2.0

-1.5

-1.0

-0.5

0.0

0.5

1.0

1.5

-1.8 -1.6 -1.4 -1.2 -1.0 -0.8 -0.6 -0.4 -0.2 0.0 0.2 0.4 0.6 0.8

1 2 3 4 5 6 7 8 9 10 11 12 13 14

0 1 0 1 0 1 0 1 0 1 0 1 0 1 Total1. CD:0 25 0 16 9 12 13 7 18 19 6 13 12 18 7 1752 CD:1 0 110 74 36 72 38 86 24 90 20 80 30 87 23 7703 ACADDIF:0 16 74 90 0 55 35 64 26 69 21 63 27 68 22 6304 ACADDIF:1 9 36 0 45 29 16 29 16 40 5 30 15 37 8 3155 E_I:0 12 72 55 29 84 0 60 24 69 15 63 21 70 14 5886 E_I:1 13 38 35 16 0 51 33 18 40 11 30 21 35 16 3577 SOCDIFF:0 7 86 64 29 60 33 93 0 76 17 67 26 77 16 651 8 SOC DIFF:1 18 24 26 16 24 18 0 42 33 9 26 16 28 14 2949 PHYANX:0 19 90 69 40 69 40 76 33 109 0 73 36 88 21 76310 PHYANX:1 6 20 21 5 15 11 17 9 0 26 20 6 17 9 18211 ADJDIF:0 13 80 63 30 63 30 67 26 73 20 93 0 74 19 65112 ADJDIF:1 12 30 27 15 21 21 26 16 36 6 0 42 31 11 29413 SELF:0 18 87 68 37 70 35 77 28 88 17 74 31 105 0 73514 SELF:1 7 23 22 8 14 16 16 14 21 9 19 11 0 30 210Total 175 770 630 315 588 357 651 294 763 182 651 294 735 210 6615

Cluster 1: Cognitive anxiety; Cluster 2: Social anxiety

Burt Table: Counselling dataCorrespondence map

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Cattell’s 16 P.F.Cattell’s 16 P.F. RESERVED LESS INTELLIGENT AFFECTED BY

FEELINGS HUMBLE SOBER EXPEDIENT SHY TOUGH-MINDED TRUSTING PRACTICAL FORTHRIGHT PLACID CONSEVATIVE GROUP DEPENDENT CAUSAL RELAXED

OUTGOING MORE INTELLIGENT MORE EMOTIONALLY STABLE ASSERTIVE HAPPY GO LUCKY CONSCIENTIOUS VENTURESOME TENDERMINDED SUSPICIOUS IMAGINATIVE SHREWD APPREHENSIVE EXPERIMENTING SELF SUFFICIENT CONTROLLED TENSE

ABCEFGHILMNO

Q1Q2Q3Q4

PERSONALITY MAP PERSONALITY MAP (BASED ON FACTOR ANALYSIS)(BASED ON FACTOR ANALYSIS)

Emo-Stability Faithfulness Independence CommunalityA -0.57 0.40B -0.54 0.28C 0.59 0.47E 0.79 0.64F 0.55 0.47G -0.65 0.75H 0.76 0.60I 0.11L -0.65 0.54M 0.60 0.45N -0.51 0.34O -0.48 0.31Q1 0.64 0.45Q2 0.10Q3 0.61 0.40Q4 0.63 0.58Eigen value 3.19 2.09 1.71

PERSONALITY OF TRAINERS

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Personality Map Personality Map (Based on Sten score)(Based on Sten score)

Personality Map of Challanging Occupational Group

0.002.004.006.008.00

A B C E F G H I L M N O Q1 Q2 Q3 Q4

Personality Factors

Sten

Sco

re

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How does it help ? How does it help ? In formulating personnel specification for

job analysis and job evaluation In development of performance appraisal

system In selecting right man for right job In analysis of Management development

needs (leadership/conflict mgt./team building etc.)

In identifying counseling or guidance needs In managing conflict In team building

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• Psychometric : It is a study to explain psychological phenomenon (e.g. ability or competency/personality etc.) in terms of measurement principles. It covers measurement principles of test development (Item analysis, assessing reliability, validity, test standardization etc.), and of profile analysis (profile similarity and classification).

• Profile : Graphical representation of the correspondence of the set of data.

• Profiling : Plotting correspondence of the set of data.

• Measurement Principles: Next slide >

Characteristics of Personality Mapping

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Measurement Principles Test Measurement Principles Test DevelopmentDevelopment

• Item Analysis • Reliability testing : Time and

internal consistency• Validity : Content, Construct,

Discriminating, Predictive • Standardization : Correlation of

two sets of questionnaire data collected from same group

Measurement Principles for Measurement Principles for Profile comparisonProfile comparison

• Single individual profile analysis : Frequency distribution, Percentage analysis

• Individual to individual comparison : Rank order correlation coefficient

• Individual to group comparison : Sten score/ standard score/T-score

• Group wise comparison : t-statistics, F- statistics, Cluster analysis, Correspondence analysis, Discriminant function analysis

• Identifying latent traits : Factor analysis• Predicting Criteria : Simple, Stepwise Multiple Regression

analysis

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Individualism VS Individualism VS CollectivismCollectivism

Fostering independence

Promoting personal choice

Upward mobility Associated with

private property or individual ownership

Fostering interdependence

Promoting adherence to norms

Associated with hierarchical roles

Associated with shared property

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What is Conflict ? What is Conflict ?

Conflict is the cognitive appraisal of being pulled in two or more directions by opposing motives.

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Why do we study Conflict Why do we study Conflict Management ? Management ?

Costs of conflict – Loss of decision making

efficacy, development of negative affectivity.

– Moving towards external control from internal control.

– Intra personal, inter personal, inter group and inter departmental distance.

– Low productivity, Accident, Labour turnover, Strike and Lockout.

Levels of Conflict Levels of Conflict ManagementManagement

INDIVIDUAL

LEVEL

GROUP

LEVEL

ORGANIZATIONAL

LEVEL

CONFLICT MANAGEMENT:CONFLICT MANAGEMENT:INDIVIDUAL LEVELINDIVIDUAL LEVEL

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Types of ConflictTypes of ConflictDouble Approach ConflictDouble Avoidance ConflictApproach – avoidance conflictDouble approach – avoidance conflict

Double Approach Conflict Double Approach Conflict •Least Stressful Conflict

•Resolution is not to vacillate the decision for long time.

•Analyze positive and negative powers of two forces and make decision.G + G +I

Double Avoidance Double Avoidance Conflict Conflict

•More Stressful Conflict as two goals are negative. Avoiding one requires approaching other.

•Resolution is to Withdraw by focusing other matters. G - I G -

Approach-Avoidance Approach-Avoidance Conflict Conflict

• Very Stressful Conflict as there is a single goal for which there is both a tendency to approach and a tendency to avoid.

• it draws your attention and again distracts you from your goal.

• Resolution is self control.

I

Double Approach and Double Double Approach and Double Avoidance Conflict Avoidance Conflict

• Extreme stressful Conflict as the individual is faced with having to choose between two (or more) goals, each of which has both attracting and repelling aspects

• Resolution is Withdrawl or Self control.

How can I show my face to family and to colleagues ?

IG +

_G +

_

CONFLICT MANAGEMENT:CONFLICT MANAGEMENT:GROUP LEVELGROUP LEVEL

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Conflict ManagementConflict ManagementA

sser

tiven

ess

Cooperativeness

Avoiding Accommodating

Competing Collaborating

Compromising

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CompetingCompeting

When one person seeks to satisfy his or her own interests, regardless of the impact on the other parties to the conflict.

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CollaboratingCollaboratingThe intention

is to solve the problem by clarifying differences rather than by accommodating various points of view.

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AvoidingAvoiding

Where a person recognizes that a conflict exists and want to withdraw from it or suppress it.

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AccommodatingAccommodatingWhere one

party seeks to appease an opponent, that party may be willing to place the opponent’s interests above his or her own.

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CompromisingCompromising Each party in conflict

seeks to give up some thing, sharing occurs, resulting in a compromised outcome. Here no one is loser or winner but solution provides incomplete satisfaction of both parties’ concerns.

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CONFLICT MANAGEMENT:CONFLICT MANAGEMENT:ORGANIZATIONAL LEVELORGANIZATIONAL LEVEL

Unambiguous communicationRealigning work groupAltering rules and regulationsIncreasing interdependence structural changes to disrupt status

quo

How is Personality Mapping related How is Personality Mapping related to Conflict management and team to Conflict management and team

building ? building ?

Personality Mapping

data provides insight

About the probability of taking into consideration what types of conflict (definition, Types) management styles (different styles) are likely to be followed by the individual or by the group.

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Personality & Team buildingPersonality & Team building

Five personality dimensions play critical role on team building.– Interpersonal orientation (Approval orientation,

authoritarianism, cyclothymia (approach tendency), schizothymia (avoidance tendency);

– Social sensitivity: Empathy, social insight, sociability among others;

– Ascendant tendencies: Assertiveness, Dominance, – Dependability: Personal integrity, Behavioural

consistency; – Emotional stability: Emotional control, defensiveness

etc.

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Publications on PersonalityPublications on Personality1. Dutta Roy,D. (1992) Personality traits of Antarctic

expeditioners,Psychological Studies, 37,2&3, 95-98.2. Dutta Roy,D.(1994) Relative importance of personality factors

in discriminating four occupational groups, Indian Journal of Applied Psychology, 31,1,34-38.

3. Mukerjee,M.and Dutta Roy, D. (1994) A Cross cultural study on similarity of personality profiles of teachers and physicians developed on the basis of 16 PF,Indian Journal of Psychology, 69, 3 & 4, 79-86.

4. Dutta Roy, D. (1994) Personality structure of teachers,Indian Educational Review,25, 34, 89-92.

5. Dutta Roy, D.(1995) Differences in personality factors of experienced teachers,physicians, bank managers and fine artists,Psychological Studies, 40,1, 51-56.

6. Dutta Roy, D. (1995) A comment on the similarities in the sixteen PF profiles of Indian and American creative artists,Indian Journal of Psychological Issues, 1,(1 & 2), 11-14.

7. Dutta Roy, D. (1995) Personality profile similarity of Indian and British physicians,Asian Journal of Psychology and Education, 28, 5-6, 5-8.

8. Dutta Roy, D. (2002) Personality differences across four metropolitan cities of India, Indian Psychological Review, 58,2,71-78.

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THANK YOUTHANK YOU

Publications:http://www.isical.ac.in/~ddroy/abstract.html