Personality and Values-robbins

8/10/2019 Personality and Values-robbins

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Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 2-1

Essentials of

Organizational Behavior , 10/e

Stephen P. Robbins & Timothy A. Judge

Chapter 2

Personality and Values


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After studying this chapter youshould be able to:

1. Define personality , describe how it is measured, andexplain the factors that determine an individualspersonality.

2. Describe the Myers-Briggs Type Indicator personality

framework and assess its strengths and weaknesses.3. Identify the key traits in the Big Five personality model

and demonstrate how the traits are relevant to OB.4. Define values , demonstrate the importance of values,

and contrast terminal and instrumental values.5. Compare the generational differences in values and

identify the dominant values in todays workforce. 6. Identify Hofstedes five value dimensions of national

culture.


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Personality

The sum total of ways in whichan individual reacts to andinteracts with others

Most often described in terms ofmeasurable traits that a personexhibits, such as shy, aggressive,submissive, lazy, ambitious, loyaland timid


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Personality Determinants

Heredity is the most dominant factorTwin studies: genetics more influentialthan parents

Environmental factors do have someinfluence

Aging influences levels of abilityBasic personality is constant


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Measuring Personality Traits:Myers-Briggs Type Indicator

Most widely used personality-assessmentinstrument in the world

Individuals are classified as:Extroverted or Introverted (E/I)Sensing or Intuitive (S/N)Thinking or Feeling (T/F)Judging or Perceiving (J/P)

Classifications combined into 16 personalitytypes (i.e. INTJ or ESTJ)

Unrelated to job performance


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Measuring Personality Traits:The Big-Five Model

Five Traits:Extraversion

AgreeablenessConscientiousnessEmotional StabilityOpenness to Experience

Strongly supported relationship to jobperformance (especially Conscientiousness)


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Major Personality AttributesInfluencing OB

Core self-evaluationSelf like/dislike

Type A personalityCompetitive, urgent, and

driven Self-monitoring

Adjusts behavior to meet external, situational factors Proactive personality

Identifies opportunities, shows initiative, takes actionand perseveres


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Values

Represent basic, enduring convictions that "aspecific mode of conduct or end-state ofexistence is personally or socially preferableto an opposite or converse mode of conductor end-state of existence."


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Value Systems

Represent a prioritizing of individualvalues by:

Content importance to the individual

Intensity relative importance with other values The hierarchy tends to be relatively stable Values are the foundation for attitudes,

motivation, and behavior Influence perception and cloud objectivity


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Rokeach Value Survey

Terminal values refers to desirable

end-states ofexistence

Goals that a person

would like to achieveduring his or herlifetime

Instrumentalvalues

refers to preferablemodes of behavior, ormeans of achievingthe terminal values


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Examples of Terminal Values

A comfortable life (a prosperous life) An exciting life (stimulating, active life) A sense of accomplishment (lasting contribution)

A world of peace (free of war and conflict) A world of beauty (beauty of nature and the arts) Equality (brotherhood, equal opportunity for all) Family security (taking care of loved ones) Freedom (independence, free choice) Happiness (contentedness)


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Examples of Instrumental Values

Ambitious (hard working, aspiring) Broad-minded (open-minded) Capable (competent, efficient) Cheerful (lighthearted, joyful) Clean (neat, tidy) Courageous (standing up for your beliefs)

Forgiving (willing to pardon others) Helpful (working for the welfare of others) Honest (sincere, truthful)


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Personality-Job Fit:Hollands Hexagon

Job satisfaction and turnover depend oncongruency between personality and task

Fields adjacent are similarField opposite are dissimilar

Vocational Preference

Inventory Questionnaire


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Person-Organization Fit

It is more important that employeespersonalities fit with the organizationalculture than with the characteristics ofany specific job.

The fit predicts job satisfaction,organizational commitment and

turnover.


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Global Implications

The Big Five Model appears across awide variety of cultures

Primary differences based on factoremphasis and type of country

Values differ across cultures

Two frameworks for assessing culture: Hofstede GLOBE


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Hofstedes Framework for Assessing Cultures

Five factors:Power Distance

Individualism vs. CollectivismMasculinity vs. Femininity

Uncertainty AvoidanceLong-term vs. Short-term Orientation


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GLOBE* Framework for Assessing Cultures

Assertiveness

Future orientation Gender differentiation Uncertainty avoidance Power distance

Individualism/collectivism

In-group collectivism Performance

orientation Humane orientation

*Global Leadership and Organizational Behavior Effectiveness

Ongoing study with nine factors:


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Implications for Managers

Personality:Evaluate the job, group, and organization to determinethe best fit

Big Five is best to use for selectionMBTI for development and training

Values:Strongly influence attitudes, behaviors, andperceptionsMatch the individual values to organizational culture


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Keep in Mind

Personality The sum total of ways in which individualreacts to, and interacts with, others

Easily measured Big Five Personality Traits

Related to many OB criteriaMay be very useful in predicting behavior

Values Vary between and within cultures


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Summary

1. Defined personality , described how it is measured, andexplained the factors that determine an individualspersonality.

2. Described the Myers-Briggs Type Indicator personalityframework and assessed its strengths and weaknesses.

3. Identified the key traits in the Big Five personalitymodel and demonstrated how the traits are relevant toOB.

4. Defined values , demonstrated the importance of values,

and contrasted terminal and instrumental values.5. Compared the generational differences in values andidentified the dominant values in todays workforce.

6. Identified Hofstedes five value dimensions of nationalculture.

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Personality and Values-robbins