PERSONALITY

EVERY WORKPLACE BEHAVIOR CANNOT BE UNDERSTOOD WITHOUT

CONSIDERING THE CONCEPTS OF PERSONALITY, ABILITY,
ATTITUDES AND VALUES.

They are important individual characteristics

that can influence work performance.

They are also important concepts for

predicting and changing behavior in the
organizational settings.
PERSONALITY AT WORK

Personality encompasses the relatively stable

feelings, thoughts, and behavioral patterns that have
been formed significantly by genetic and
environmental factors which give an individual his
identity.

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PERSONALITY AT WORK

An individual's personality
differentiates him from other
people.

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PERSONALITY AT WORK

Understanding someone's
personality offers clues about how
that person is expected to act and
feel in a variety of situations.

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PERSONALITY AT WORK

In order to successfully manage

organizational behavior, an
understanding of different
employees' personalities is useful.

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PERSONALITY AT WORK

Having this knowledge is also

practical for placing people in
the right jobs and organizations.

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 MOST EXPERTS AGREE THAT PERSONALITY IS A
PRODUCT OF BOTH NATURE AND NURTURE.

NATURE MEANS THE

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GENETIC OR HEREDITARY NURTURE CONSISTS OF THE
ORIGINS OF A PERSON. PERSON'S SOCIALIZATION, LIFE
EXPERIENCES AND OTHER FORMS
OF INTERACTION IN THE
ENVIRONMENT.
 CULTURE IS ANOTHER SIGNIFICANT FACTOR IN
SHAPING PERSONALITY.
Culture is a complex and multifaceted concept that encompasses the
shared beliefs, values, customs, behaviors, and artifacts that
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characterize a group of people. It represents the collective way of life
of a particular group, whether that group is defined by nationality,
ethnicity, religion, region, or any other social or demographic factor.
Culture influences how people perceive and interact with the world
around them, shaping their identity, norms, and social practices.
 BIG
FIVE
PERSONALITY
TRAITS
 THE BIG FIVE PERSONALITY TRAITS, ALSO
KNOWN AS THE FIVE-FACTOR MODEL (FFM),
ARE A WIDELY ACCEPTED AND WELL-
RESEARCHED FRAMEWORK FOR
UNDERSTANDING AND CATEGORIZING HUMAN
PERSONALITY.
 THESE TRAITS DESCRIBE THE FIVE BROAD
DIMENSIONS OF PERSONALITY THAT CAPTURE
THE MOST ESSENTIAL ASPECTS OF INDIVIDUAL
DIFFERENCES IN HOW PEOPLE THINK, FEEL,
AND BEHAVE.
CONSCIENTIOUSNESS REFERS TO THE NUMBER OF GOALS
ON WHICH A PERSON FOCUSES

PEOPLE WHO FOCUS ON FEW GOALS ARE ORGANIZED, SYSTEMATIC,

PUNCTUAL ACHIEVEMENT ORIENTED, AND DEPENDABLE.

THIS REFLECTS THAT CONSCIENTIOUS PEOPLE ARE ACCOMPLISHMENT

STRIVING OR A STRONG DESIRE TO COMPLETE A TASK-RELATED GOALS
AS A MEANS OF EXPRESSING PERSONALITY.
CONSCIENTIOUSNESS IS THE ONE PERSONALITY TRAIT THAT
CONSISTENTLY PREDICTS HOW HIGH A PERSON'S JOB
PERFORMANCE WILL BE, ACROSS A VARIETY OF
OCCUPATIONS AND JOBS.

CONSCIENTIOUSNESS IS THE TRAIT MOST VALUED BY

ORGANIZATIONS.
AGREEABLENESS IS THE PERSON'S ABILITY TO
GET ALONG WITH OTHERS. AGREEABLENESS
CAUSES A PERSON TO BE NICE, TOLERANT,
SENSITIVE, TRUSTING, KIND, AND WARM.
HOWEVER, HIGH AGREEABLENESS HAS A
DISADVANTAGE. AGREEABLE PEOPLE ARE
LESS EXPECTED TO ENGAGE IN
CONSTRUCTIVE AND CHANGE-ORIENTED
COMMUNICATION.
DISAGREEING WITH THE STATUS
QUO MAY GENERATE CONFLICT.
AGREEABLE PEOPLE WILL LIKELY
AVOID GENERATING SUCH
CONFLICT, MISSING AN
OPPORTUNITY FOR CONSTRUCTIVE
CHANGE.
NEUROTICISM REFERS TO THE DEGREE TO WHICH A
PERSON IS ANXIOUS, IRRITABLE, AGGRESSIVE,
TEMPERAMENTAL, AND MOODY.
THESE PEOPLE ARE LIKELY TO HAVE EMOTIONAL
ADJUSTMENT PROBLEMS AND EXPERIENCE STRESS
AND DEPRESSION ON A HABITUAL BASIS.
PEOPLE VERY HIGH IN NEUROTICISM EXPERIENCE
A NUMBER OF PROBLEMS AT WORK. THEY TEND TO
EXPERIENCE RELATIONSHIP DIFFICULTIES
OPENNESS MIRRORS A PERSON'S RIGIDITY OF
BELIEFS AND RANGE OF INTERESTS.

PEOPLE WITH HIGH LEVELS OF OPENNESS ARE

ORIGINAL, INTELLECTUAL, CREATIVE, AND OPEN TO
NEW IDEAS. PEOPLE HIGH IN OPENNESS ARE ALSO
FLEXIBLE AND WILLING TO LEARN NEW THINGS.
OPEN PEOPLE ARE HIGHLY ADAPTABLE TO CHANGE,
AND TEAMS THAT EXPERIENCE UNFORESEEN
CHANGES IN THEIR TASKS DO WELL IF THEY ARE
POPULATED WITH PEOPLE HIGH IN OPENNESS.

COMPARED TO PEOPLE LOW IN OPENNESS, THEY ARE

ALSO MORE LIKELY TO START THEIR OWN BUSINESS.
EXTRAVERSION REFLECTS AN INDIVIDUAL'S COMFORT
LEVEL WITH RELATIONSHIPS. EXTROVERTS TEND TO BE
OUTGOING, TALKATIVE, AND SOCIABLE. THEY TEND TO
BE EFFECTIVE IN JOBS INVOLVING SALES AND
MARKETING.
MOREOVER, THEY ARE LIKELY TO BE VALUABLE AS
MANAGERS AND THEY SHOW INSPIRATIONAL LEADERSHIP
BEHAVIORS.

INTERESTINGLY, EXTROVERTS ARE ALSO FOUND TO BE HAPPIER AT

WORK, WHICH MAY BE BECAUSE OF THE RELATIONSHIPS THEY BUILD
WITH THE PEOPLE AROUND THEM AND THEIR RELATIVE EASE IN
ADJUSTING TO A NEW JOB. INTROVERTS ON THE OTHER HAND ARE LESS
SOCIABLE, TALKATIVE AND ASSERTIVE. THEY ARE MORE RELUCTANT TO
BEGIN NEW RELATIONSHIPS.
 DID YOU KNOW?

Personality is just one factor among

many that influence human behavior in
organizations.

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 DID YOU KNOW?

Understanding and utilization of personality

traits can contribute to a more harmonious
and productive work environment.

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 DID YOU KNOW?

Personality plays a crucial role in

understanding and influencing human
behavior within organizations.

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