Unit 5: Personality

Personality

A person’s pattern of thinking,

feeling and acting.
Concept of Personality
The word "personality" originates from the latin word “per sonare” which means ‘to
speak through’. Originally it denoted the masks worn by actors in ancient Greek
dramas.

Personality refers to the relatively enduring characteristics that differentiate one

person from another and that lead people to act in a consistent and predictable
manner, both in different situations and over extended periods of time.

Personality is what makes our actions, thoughts and feelings consistent (or
relatively consistent), and it is also what makes us different from one another.

Personality includes 2 aspects:

● Internal Aspects: Attitude, Values, learning etc.
● External Aspects: Height, Weight, Facial features, color and other physical aspects and traits.
Definitions of Personality
• According to Allport “ Personality is the dynamic organization within the
individual of those psychophysical systems that determine his unique
adjustments to the environment.”

• Personality can be defined as a dynamic and organized set of characteristics

possessed by a person that uniquely influences his or her cognition,
motivations, and behaviours in various situations (Ryckman, 2004).
Trait Approach to Personality
Trait
A characteristic of an individual, describing a habitual way of behaving, thinking,
and feeling. Eg. shy, outgoing, ambitious, lazy, easy-going, anal, high-strung,
confident, grumpy, happy, friendly, etc

Trait Theory
understand individuals by breaking down behavior patterns into observable traits
Raymond Cattell’s Sixteen Traits
● Identified only 16 fundamental traits that all people possess
● Each trait is represented on a continuum (scale) and they are found in every
person to some degree on the continuum
● To measure these traits Cattell used a test called the Sixteen Personality
Factor Questionnaire (16 PF for short)
The 16 trait dimensions used in the 16PF:
Reserved--------------------------------------------Outgoing
Less intelligent--------------------------------------------More intelligent
Stable, ego strength----------------------------Emotionality/neuroticism
Humble--------------------------------------------Assertive
Sober--------------------------------------------Happy-go-lucky
Expedient--------------------------------------------Conscientious
Shy--------------------------------------------Venturesome
Tough-minded--------------------------------------------Tender-minded
Trusting--------------------------------------------Suspicious
Practical--------------------------------------------Imaginative
Forthright--------------------------------------------Shrewd
Placid--------------------------------------------Apprehensive
Conservative--------------------------------------------Experimenting
Group-dependent--------------------------------------------Self-sufficient
Undisciplined--------------------------------------------Controlled
Relaxed--------------------------------------------Tense
The Big 5- “5 Factor Model”
► Cattell’s (16 PF) was reduced to 5 Universal dimensions

► That can predict how people will act in various circumstances

(used to compare personalities)

1. Extroversion
2. Agreeableness
3. Conscientiousness
4. Neuroticism
5. Openness to Experience
Openness
This trait features characteristics such as imagination and insight.1 People who
are high in this trait also tend to have a broad range of interests. They are curious
about the world and other people and eager to learn new things and enjoy new
experiences.

People who are high in this trait tend to be more adventurous and creative. People
low in this trait are often much more traditional and may struggle with abstract
thinking.
 Openness
High Low
● Very creative ● Dislikes change
● Open to trying new things ● Does not enjoy new things
● Focused on tackling new ● Resists new ideas
challenges ● Not very imaginative
● Happy to think about abstract ● Dislikes abstract or theoretical
concepts concepts
Conscientiousness
Standard features of this dimension include high levels of thoughtfulness, good
impulse control, and goal-directed behaviors. Highly conscientious people tend to
be organized and mindful of details. They plan ahead, think about how their
behavior affects others, and are mindful of deadlines.
 Conscientiousness
High
● Spends time preparing
● Finishes important tasks right
away
● Pays attention to detail
● Enjoys having a set schedule
Low
● Dislikes structure and schedules
● Makes messes and doesn't take
care of things
● Fails to return things or put them
back where they belong
● Procrastinates important tasks
● Fails to complete necessary or
assigned tasks
Extraversion
Extraversion (or extroversion) is characterized by excitability, sociability,
talkativeness, assertiveness, and high amounts of emotional expressiveness.
People who are high in extraversion are outgoing and tend to gain energy in social
situations. Being around other people helps them feel energized and excited.

People who are low in extraversion (or introverted) tend to be more reserved and
have less energy to expend in social settings. Social events can feel draining and
introverts often require a period of solitude and quiet in order to "recharge."
 Extraversion
High Low

● Enjoys being the center of attention ● Prefers solitude

● Likes to start conversations
● Enjoys meeting new people
● Has a wide social circle of friends
and acquaintances
● Finds it easy to make new friends
● Feels energized when around other
people
● Say things before thinking about
them
● Feels exhausted when having to
socialize a lot
● Finds it difficult to start
conversations
● Dislikes making small talk
● Carefully thinks things through
before speaking
● Dislikes being the center of
attention
Agreeableness
This personality dimension includes attributes such as trust, altruism, kindness,
affection, and other prosocial behaviors. People who are high in agreeableness
tend to be more cooperative while those low in this trait tend to be more
competitive and sometimes even manipulative.
 Agreeableness
High Low
● Has a great deal of interest in
● Takes little interest in others
other people
● Doesn't care about how other
● Cares about others
people feel
● Feels empathy and concern for
● Has little interest in other
other people
people's problems
● Enjoys helping and contributing
● Insults and belittles others
to the happiness of other people
● Manipulates others to get what
● Assists others who are in need of
they want
help
Neuroticism
Neuroticism is a trait characterized by sadness, moodiness, and emotional
instability.

Individuals who are high in this trait tend to experience mood swings, anxiety,
irritability, and sadness. Those low in this trait tend to be more stable and
emotionally resilient.
 Neuroticism
High Low

● Experiences a lot of stress ● Emotionally stable

● Worries about many different ● Deals well with stress
things ● Rarely feels sad or depressed
● Gets upset easily ● Doesn't worry much
● Experiences dramatic shifts in ● Is very relaxed
mood
● Feels anxious
● Struggles to bounce back after
stressful events
Myers-Briggs Type Indicator (MBTI)
The Myers-Briggs personality test is a tool that a manager can use to define the
personality of individuals in the organization.
■
 The MBTI Test
—After taking the test a four letter code is generated
based on your answers.
—There are 16 possible combinations of letters and
each combination defines the individuals personality.
—Taking your combination of letters into
consideration determines your personality
preferences.
ISTJ ESTJ INTJ ENTJ

ISTP ESTP INTP ENTP

ISFJ ESFJ INFJ ENFJ

ISFP ESFP INFP ENFP

Characteristics Frequently Associated with Myers-Briggs Types

23
Factors Determining Personality Development
 1. Biological Factors
Constitutional Factors : The constitution of an individual is an effective factor in
determining the type of his Personality. There can be 3 bodily types of personality- (1)
short and stout, (2) tall and thin, (3) muscular and well Proportioned. One is always
impressed by an individual who has a muscular and a well proportioned body. Height,
Weight, physical defects, health and strength affect Personality.
Glands: The working of the nervous system, glands and blood chemistry determines
our characteristics and habitual modes of behavior. These factors form the biological
basis of our personality. Adrenal gland(level of energy and the ability to cope with
stress), thyroid gland(regulation of metabolism in the human organism and leads to
emotional disturbance and intellectual retardation), pituitary gland (Pituitary gland
secretes one hormone which controls the growth of body) and thus all endocrine
gland affect personality. It is this ability which enables him to mould the social
environment according to his requirements.
Cont…
Intelligence: Intelligence is mainly hereditary. Persons who are very intelligent
can make better adjustment in home, school and society than those who are less
intelligent.

Sex Differences: Sex differences play a vital role in the development

of personality of individual. Boys are generally more assertive and vigorous. They
prefer adventures. Girls are quieter and more injured by personal, emotional and
social problems.
 2. Social Factors
When an individual interact with other persons in his/her group give and take
relationship takes place and it affects the personality of an individual. Social factors of
personality are responsible for the formation of personality when an individual has
group experience and contact with others. Personality of an individual is influenced by
others may be bad or good but depends on the association in which he/she keeps. In
a society every person plays a specific role and status.

For example in our society younger are expected to be respectful for elders. Many
other social factors like group life, family, school/college, media with which individuals
interact in his/her society daily life mould their personalities. We can say that
whatever comes in contact with an individual’s social life affects personality of that
individual and develop good or bad personality.
3. Cultural Factors
Both material as well as non-material culture affects personality of an individual.
An individual living in his/her culture adopts the traits consciously or unconsciously
and acts accordingly. Culture of any society determines the behaviors and
personality of an individual and he/she is expected to act according to the culture.
A person follows all the social norms of a culture which results in the formation of
good personality while non-conformity to the cultural rules develops abnormal or
bad personality. So, the culture in which an individual seeks satisfaction adjusts
himself/herself and develops personality.
4. Physical Environment
Physical environment also determines the personality of an individual.
Environmental factors include land, river, mountains, hills, forests, plain area,
atmosphere etc which affect the personality to be good or bad, healthy or weak.
All the feelings, emotions, ideas, attitudes, habits and behavior as well as body
structure is the result of physical environment of to which an individual belongs.
For example, body structure, physique, color and health of the rural people are
different from urban people. These people have different environment due to
which they develop variety of personalities. The people living in cities have
facilities and modern ways of life which creates to develop delicate bodies and
minds as compare to the rural people who are deprived of these facilities.
5. Situational Factors
Situational factors of personality also have a complete share in the formation of
personality of an individual. situational factors of personality are changing
according to the social situations. Every person may face situations in his life
which enables him/her to change his/her behavior. For example, many persons
who saw people dying due to earthquake in 2072 (person who did nothing started
helping became hero), survivors from attacks get their perception about life
changed, etc
Major Personality Attributes Influencing OB
Locus of control
Machiavellianism
Self-esteem
Self-monitoring
Risk taking
Type A personality
Locus of Control
Locus of control is the center of control of an individual’s code of conduct. People
can be grouped into two categories i.e., internals and externals respectively.

People who consider themselves as the masters of their own fates are known as
internals, while, those who affirm that their lives are controlled by outside forces
known as externals.

Before making any decision, internals actively search for information, they are
achievement driven, and want to command their environment. Thus, internals do
well on jobs that craves complex information processing, taking initiative and
independent action.

Externals, on the other hand, are more compliant, more willing to follow
instructions, so, they do well in structured, routine jobs.
Machiavellianism
Machiavellianism as we know it, originates from reference to the infamous Niccolò
Machiavelli in the Renaissance era, who propagated that harshness, selfishness
and brutality are means justified for power, glory and survival.

Machiavellianism is being practical, emotionally distant, and believing that ends

justify means.

Machiavellianism, often abbreviated Mach, is a personality trait that is

characterized with the use of manipulation to achieve power.

Psychologists have developed a series of instruments called Mach scales to

measure a person's Machiavellian orientation. The continuum spans from being
highly manipulative to being highly submissive.
High Machs are those who would be considered highly manipulative, not easily
persuaded, but persuade others more than low Machs, successful in reaching their
goals and tend to win more. People with a high Mach personality tend to be calm,
unattached, calculated and look for ways to exploit loose structures or vulnerability in
people. High Machs flourish in face-to-face settings where there are limited rules and
structure and when emotions hold little value in goal achievement.

Low Machs are on the opposite side of the Mach spectrum and are characterized as
being highly submissive. Those individuals with a low Mach orientation are willing to
accept direction imposed on them and thrive in highly structured situations. Low
Machs are less motivated by things such as power, status, money and competition
than high Machs are. Winning is not everything for low Machs; they operate with a
much higher set of ethical standards than their high Mach counterparts.
Self-esteem

It is the extent up to which people either like or dislike themselves. Self-Esteem is

directly related to the expectations of success and on-the-job satisfaction.

Individuals with high self-esteem think that they have what it takes to succeed.
So, they take more challenges while selecting a job.

On the other hand, individuals with low self-esteem are more susceptible to
external distractions. So, they are more likely to seek the approval of others and to
adapt the beliefs and behaviors of those they respect.
Self-monitoring

Self-monitoring is the capability of regulating one’s behavior according to social

situations. Individuals with high self-monitoring skill easily adjust their behavior
according to external, situational factors. Their impulsive talents allow them to
present public personae which are completely different from their private
personalities.

However, people with low self-monitoring skills cannot cover themselves.

Regardless of any situation, they are always themselves. They have an attitude of,
“what you see is what you get.”
 Risk taking
Generally, managers are reluctant on taking risks. However, individual risk-taking
inclination affects the bulk of information required by the managers and how long it
takes them to make decisions.
— 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.
Personality Types

Proactive Personality

Identifies opportunities, shows initiative, takes action, and perseveres until

meaningful change occurs.

Creates positive change in the environment, regardless or even in spite of

constraints or obstacles.
 Personality Types
Type As
1. Are always moving, walking, and eating rapidly
2. Feel impatient with the rate at which most events take place
3. Strive to think or do two or more things at once
4. Cannot cope with leisure time
5. Are obsessed with numbers, measuring their success in terms of how many
or how much of everything they acquire

Type Bs
1. Never suffer from a sense of time urgency with its accompanying impatience
2. Feel no need to display or discuss either their achievements or
accomplishments
3. Play for fun and relaxation, rather than to exhibit their superiority at any cost
4. Can relax without guilt
Person Job Fit Theory
Person-job fit is the compatibility between individuals and the job or tasks they
perform at work. This includes compatibility based on employee needs, job
supplies available to meet those needs, job demands, and employee abilities to
meet those demands.

According to Holland, workers are not victims of their environments but actively
seek potentially compatible work environments. If an individual’s personality and
the work environment fit, then the individual will enjoy the work and develop and
grow in the career.
Cont…

Matching people to the organizational culture at the time of hiring should

result in higher employee satisfaction and reduced turnover.
Holland has proposed six themes of people and work environments,
within which all jobs can be classified as realistic, investigative, artistic,
social, enterprising, and conventional.
Realistic – “Do-er”
Realistic people choose to work with things, rather than human beings; If you are
a realistic type then you have an applied mindset and prefer working with
machines, mechanical or electrical equipment, drawings, plants, or animals. You
thrive in a practical setup that is tangible, to touch and see, measure, tracking
progress. You have a scientific and methodological approach to solving problems
that is action-oriented.
You enjoy working with actual information rather than a nonfigurative concept and
refrain from attending social activities and avoid traditional and artistic aspects.
Realistic type people are likely to be more successful in hands-on Jobs that
involves assembling, mending, or fixing things;
Few careers that suit you are: Agriculture, Carpentry, Dentist, Surveyor, HVAC
technician, Software tester, etc
Investigative – “Thinker”
The investigative personality type is analytical, curious, precise, systematic,
logical, and intellectual. You have an interest in subjects like maths, science; enjoy
doing research work, conducting experiments, solving problems.

You are good with numbers, value facts, ponder on how things work, how to
improve the process constantly. Investigative types can have a good career in
maths, science, finance, IT, and education.

These fields have high scope for research, problem-solving, and conducting
experiments.

Few career options for Investigative type: Data Analyst, Researcher, Logistics
Manager, Lawyer, Statistician, etc
Artistic – “Creator”
Artistic type people are innovative, creative, imaginative, original, lively, and avoid,
mandate daily routine/ tasks instead prefers self-expression, has an interest in
arts, drama, acting, dancing or writing.

So it is established that if you are an artistic type then you will be good at the
career that allows you to be creative, you prefer humanities touch in things that
enable your skills to bring joy to others.

Few career options for Artistic type: Content Writer, Marketing Manager, Human
Resource Professional, Actor, Social Media Manager, Event Planner, ect
Social – “Helper”
Social personality types are helpful, outgoing, friendly, reliable, and
compassionate.

Your ideology, personal values guide your decisions bringing positive influence
among people around you. You value helping other people than materialistic
things. You are a giver and value solving others problems, advising them, guiding
and nurturing them. Money and fame don’t motivate you. Social-type people thrive
in service-oriented careers like hospitality, education, medicine

Few careers for you: Counsellor, Librarian, Nurse, Educator, Social Worker, etc
Enterprising – “Persuader”
Enterprising personality type is a confident, enthusiastic, self-assured, striving,
spirited, natural leader. You have a knack for people to get them to do what you
want them to do.

You don’t settle, always strive for more, and never back down from facing
challenges. Careers best suited for you are in the field of politics, sales, finance.

Few ideal careers for you: Sales manager, Banker, Politician, Buyer, Stockbroker,
Entrepreneur, etc
Conventional – “Organizer”
Conventional personality type like to work with data; You prefer working in a
structured work environment and follow instructions thoroughly.

You are detail–oriented, well–organized, systematic, tenacious, efficient, and likes

to do things in an orderly manner.

Few careers best suited for you: Accounting, Customer Service, Educational
Administrator, Auditor, Paralegal, Technical Writer, etc
Relationships Among Personality Types

The closer the

occupational The further
fields, the more apart the fields,
compatible. the more
dissimilar.

Need to match personality type with occupation.

 Holland’s Personality-Job Fit Theory
Type Personality Occupations
Mechanic, Farmer,
Realistic Shy, Stable, Practical
Assembly-Line Worker
Biologist, Economist,
Investigative Analytical, Independent
Mathematician
Social Worker,
Social Sociable, Cooperative
Teacher, Counselor
Accountant, Manager
Conventional Practical, Efficient
Bank Teller
Enterprising Ambitious, Energetic Lawyer, Salesperson
Painter, Writer,
Artistic Imaginative, Idealistic
Musician
Still Linking Personality to the Workplace
In addition to matching the individual’s personality to the job,
managers are also concerned with:

Person-Organization Fit:
– The 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.