Personality & Emotion

What is Personality?

Personality Traits
Personality Determinants
Heredity Environment

Situation
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Psychometric Testing: The Myers-Briggs Type Indicator

Personality Types
Extroverted or Introverted (E or I)
(focus their attention)

Sensing or Intuitive (S or N) collect

information, facts vs. gut

Thinking or Feeling (T or F) process

information logic vs. emotion

Perceiving or Judging (P or J) orientation

to outer world, orderly & in-control vs. flexible & spontaneous 3

Psychometric Testing: Sixteen Primary Traits

Psychometric Testing: The Big Five Model

Other Psychometric Tests Used

Thomas DiSC Profiling The D.I.S.C. Learning Model The DISC Profile is a non-judgemental tool for understanding behavioural types and personality styles. It helps people explore behaviour across four primary dimensions: Dominance: Direct, Driving, Decisive. These people tend to be independent and results driven. They are strong-willed people who enjoy challenges, taking action, and immediate results. The bottom line is their focus tends to be on the bottom line and results. Influence: Optimistic & Outgoing. These individuals tend to be very social and out going. They prefer participating on teams, sharing thoughts, and entertaining and energizing others. Steadiness: Sympathetic & Cooperative. These people tend to be your team players and are supportive and helpful to others. They prefer being behind the scene, working in consistent and predictable ways. They are often good listeners and avoid change and conflict

Conscientiousness: Concerned, Cautious & Correct. These people are often focused on details and quality. They plan ahead, constantly check for accuracy, and what to know "how" and "why".

Other Psychometric Tests Used

Hermann Brain Dominance Instrument (HBDI) leftbrain_rightbrain.docLeft brain and right brain predominance FIRO B: leadership styles in relation to interpersonal relationships Inclusion: how much generally you include others in your life; how much attention contact and recognition you want from others Control: how much influence and responsibility you exercise how much you want others to lead and establish procedures Affection: how close and warm you are with others and to what extent you want others to show warmth and affection to you

Other Psychometric Tests Used

Belbin Team Role Profiling Assesses nine team roles: Action oriented (shaper, implementer, completer) People oriented (coordinator, team worker or resource investigator) Cerebral roles (plant, monitor, evaluator and specialist)
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Major Personality Attributes Influencing OB

Locus of control Machiavellianism Self-esteem Self-monitoring Propensity for risk taking Type A personality

Locus of Control

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Machiavellianism

Conditions Favoring High Machs Direct interaction Minimal rules and regulations Distracting emotions

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Self-Esteem and Self-Monitoring

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Risk-Taking
High Risk-taking Managers Make quicker decisions. Use less information to make decisions. Operate in smaller and more entrepreneurial organizations. Low Risk-taking Managers Are slower to make decisions. Require more information before making decisions. Exist in larger organizations with stable environments. Risk Propensity Aligning managers risk-taking propensity to job requirements should be beneficial to organizations.

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Personality Types

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Personality Types

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Achieving Personality-Job Fit (John Holland)

Personality Types Realistic Investigative Social Conventional Enterprising Artistic

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Hollands Typology of Personality and Congruent Occupations

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MBTI
INTJ visionaries, original ideas, skeptical, critical , independent ESTJ organizers, realistic, logical, analytical, decisive ENTP conceptualizers, innovative, entrepreneurial
MBTI should not be used as a selection tool

Personality Types
Extroverted or Introverted (E or I)
(focus their attention)

Sensing or Intuitive (S or N) collect

information, facts vs. gut

Thinking or Feeling (T or F) process

information logic vs. emotion

Perceiving or Judging (P or J)
orientation to outer world, orderly & in-control vs. flexible & spontaneous

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Big Five
Preferred qualities are
conscientiousness , emotional stability, openness to experience

Some Others
Thomas Profiling for analyzing gap between individuals behavior and companys requirements FIRO-B for assessing developmental efforts PAPI (PA preference inventory) for recruitment how closely individual matches job requirement

Locus of control
Internals
Explore the environment actively, high achievement motivation, better decision makers, can take initiative, are better decision makers, successful sales people are internals

Externals
More complaining, are followers, do well in structured jobs where success depends on complying to orders

Machiavellianism
High machs manipulate more, win more, can persuade more are less persuaded less Are high machs good employees?
Better in jobs requiring bargaining skills,selling skills

Self Esteem
High self esteem take more risks, more unconventional, less susceptible to external influences, less likely to seek approval, are job satisfied Low self esteem- dependent on positive approval from others, are approval seeking, are less job satisfied

Self Monitoring (being politically correct)

Ability to adjust behavior to external environment High self monitors can conform their behavior to the behavior of others Receive better performance ratings Likely to emerge as leaders Receive more promotions Occupy central positions in organizations Show less commitment to organizations Are more mobile in their careers

Risk Taking
Those in large organizations are generally more risk averse than those in small businesses

Proactive Personality
Take initiative to improve the current circumstances Create new ones Do not passively react to situations Challenge the status quo Are entrepreneurial Are more likely to achieve career success

Relationships among Occupational Personality Types

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What Are Emotions?

Affect
A broad range of emotions that people experience.

Emotions
Intense feelings that are directed at someone or something.

Moods
Feelings that tend to be less intense than emotions and that lack a contextual stimulus.

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Emotions- Why Emotions Were Ignored in OB

The myth of rationality Organizations are not emotion-free. Emotions of any kind are disruptive to organizations. Original OB focus was solely on the effects of strong negative emotions that interfered with individual and organizational efficiency.

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What Are Emotions? (contd)

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Felt versus Displayed Emotions

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Emotion Dimensions
Variety of emotions Positive Negative Intensity of emotions Personality Job Requirements Frequency and duration of emotions How often emotions are exhibited. How long emotions are displayed.

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Emotion Continuum
The closer any two emotions are to each other on the continuum, the more likely people are to confuse them.

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Gender and Emotions

Women Can show greater emotional expression. Experience emotions more intensely. Display emotions more frequently. Are more comfortable in expressing emotions. Are better at reading others emotions. Men Believe that displaying emotions is inconsistent with the male image. Are innately less able to read and to identify with others emotions. Have less need to seek social approval by showing positive emotions.

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Gender and Emotions: Reasons for Differences

Genetic: Innate ability to read others Socialization practices: men taught to be tough and showing emotions is inconsistent with this image Need for Social Approval: high in women show more emotions like happiness

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External Constraints on Emotions

Organizational Influences

Cultural Influences

Individual Emotions

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OB Applications of Understanding Emotions

Ability and Selection Emotions affect employee effectiveness. Decision Making Emotions are an important part of the decision-making process in organizations. Motivation Emotional commitment to work and high motivation are strongly linked. Leadership Emotions are important to acceptance of messages from organizational leaders.

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Ability and Selection

Emotional Intelligence (EI) Self-awareness Self-management Self-motivation Empathy Social skills Research Findings High EI scores, not high IQ scores, characterize high performers.

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OB Applications of Understanding Emotions

Interpersonal Conflict Conflict in the workplace and individual emotions are strongly intertwined. Deviant Workplace Behaviors Negative emotions can lead to employee deviance in the form of actions that violate established norms and threaten the organization and its members. Productivity failures Property theft and destruction Political actions Personal aggression

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