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PERSONALITY
 Learning
Learning Objectives
Objectives

- Define personality, describe how it is measured, and explain the

factors that determine an individual’s personality.
– Describe the Myers-Briggs Type Indicator personality
framework and assess its strengths and weaknesses.
– Identify the key traits in the Big Five personality model.
– Demonstrate how the Big Five traits predict behavior at work.
– Identify other personality traits relevant to OB.
What
What isis Personality?
Personality?

– The sum total of ways in which an individual reacts and

interacts with others, the measurable traits a person
exhibits
Measuring Personality
– Helpful in hiring decisions
– Most common method: self-reporting surveys
– Observer-ratings surveys provide an independent
assessment of personality – often better predictors
 Personality
Personality Determinants
Determinants
 Heredity
– Factors determined at conception: physical stature, facial
attractiveness, temperament, muscle composition and
reflexes, energy level, and bio-rhythms
– This “Heredity Approach” argues that genes are the
source of personality
– Twin studies: raised apart but very similar personalities
– Parental environment don’t add much to personality
development

– There is some personality change over long time periods

.
Personality
Personality Traits
Traits
Enduring characteristics that describe an individual’s
behavior
– The more consistent the characteristic and the more
frequently it occurs in diverse situations, the more
important the trait.

Two dominant frameworks used to describe

personality:
– Myers-Briggs Type Indicator (MBTI®)
– Big Five Model
The
The Myers-Briggs
Myers-Briggs Type
Type Indicator
Indicator
 Most widely used instrument in the world.
 Participants are classified on four axes to determine
one of 16 possible personality types, such as ENTJ.

Sociable and Quiet and

Assertive Shy

Practical and Unconscious

Orderly Processes

Use Reason Uses Values

and Logic & Emotions

Want Order Flexible and

& Structure Spontaneous
MBTI

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The
TheBig
BigFive
FiveModel
Modelof
ofPersonality
PersonalityDimensions
Dimensions
 Big Five Factors
OCEAN
• Openness
• Conscienctiousness
• Extraversion
• Agreeableness
• Neuroticism
 Openness

People who are open to experience are intellectually curious,

appreciative of art, and sensitive to beauty. Compared to closed people,
more creative and more aware of their feelings. More likely to hold
unconventional beliefs.

•People with low scores on openness tend to have more conventional,

traditional interests. They prefer the plain, straightforward, and obvious
over the complex, ambiguous, and subtle. Closed people prefer
familiarity over novelty. They are conservative and resistant to change.
• Conscienctiousness
• A tendency to show self-discipline, act
dutifully, and aim for achievement; planned
rather than spontaneous behavior.
• Conscientious individuals avoid trouble and
achieve high levels of success through
purposeful planning and persistence.
• They are also positively regarded by others as
intelligent and reliable. On the negative side,
they can be compulsive perfectionists and
workaholics.
• Extraversion
• Energy, positive emotions, urgency, and the
tendency to seek stimulation in the company
of others.

• Agreeableness
• A tendency to be compassionate and
cooperative rather than suspicious and
antagonistic towards others.

• Generally considerate, friendly, generous,

• Neuroticism
• A tendency to experience unpleasant
emotions easily, such as anger, anxiety,
depression, or vulnerability; sometimes called
emotional instability.
How
How Do
Do the
the Big
Big Five
Five Traits
Traits Predict
Predict Behavior?
Behavior?
 Research has shown this to be a better framework.
 Certain traits have been shown to strongly relate to
higher job performance:
– Highly conscientious people develop more job
knowledge, exert greater effort, and have better
performance.
– Other Big Five Traits also have implications for work.
• Emotional stability is related to job satisfaction.
• Extroverts tend to be happier in their jobs and have good
social skills.
• Open people are more creative and can be good leaders.
• Agreeable people are good in social settings.
Other
Other Personality
Personality Traits
Traits Relevant
Relevant to
to OB
OB
 Core Self-Evaluation
– The degree to which people like or dislike themselves
– Positive self-evaluation leads to higher job performance
 Machiavellianism
– A pragmatic, maintains emotional distance, believes that ends
justify the means.
– High Machs are manipulative, win more often, and persuade
more than they are persuaded. Flourish when:
• Have direct interaction face to face
• Situations has minimal rules and regulations
• Emotions distract others
 Narcissism
– An arrogant, had a sense of entitlement, self-important person
who needs excessive admiration.
– Less effective in their jobs.
More
More Relevant
Relevant Personality
Personality Traits
Traits
 Self-Monitoring
– The ability to adjust behavior to meet external,
situational factors.
– High monitors conform more and are more likely to
become leaders.

 Risk Taking
– The willingness to take chances.
– May be best to align risk taking propensities with job
requirements.
– Risk takers make faster decisions with less information.
 More
More Relevant
Relevant Personality
Personality Traits
Traits
 Type A Personality
– Aggressively involved in a chronic, incessant struggle to
achieve more in less time
• Impatient: always moving, walking, and eating rapidly
• Strive to think or do two or more things at once
• Cannot cope with leisure time
• Obsessed with achievement numbers

– Type B people are the complete opposite

 Proactive Personality
– Identifies opportunities, shows initiative, takes action,
and perseveres to completion
– Creates positive change in the environment
JOHARI WINDOW
A Johari window is a psychological tool created
by Joseph Luft and Harry Ingham in 1955 in the
United States, used to help people better
understand their personalities…
A list of 55 adjectives
Pick five or six that they feel describe their own personality.
Peers of the subject are then given the same list, and each
pick five or six adjectives that describe the subject.
These adjectives are then mapped onto a grid.
 55 ADJECTIVES

patient sensible
able dependable intelligent powerful sentimental
accepting dignified introverted proud shy
adaptable energetic kind quiet silly
bold extroverted Knowledgeable reflective spontaneous
brave friendly logical relaxed sympathetic
calm giving loving religious tense
caring happy mature responsive trustworthy
cheerful helpful modest searching warm
clever idealistic nervous self- wise
complex independent observant assertive witty
confident ingenious organized self-
conscious
Arena
Adjectives selected by both the participant and
his or her peers are placed into the Arena
quadrant.

This quadrant represents traits of the

participant of which both they and their peers
are aware.

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 Façade/Hidden
Adjectives selected only by the participant, but
not by any of their peers, are placed into the
Façade quadrant, representing information
about the participant of which their peers are
unaware.

It is then up to the participant whether or not to

disclose this information.

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Blind Spot
Adjectives that are not selected by the
participant but only by their peers are placed
into the Blind Spot quadrant.

These represent information of which the

participant is not aware, but others are, and
they can decide whether and how to inform the
individual about these "blind spots".

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Unknown
Adjectives which were not selected by either the
participant or their peers remain in the
Unknown quadrant, representing the
participant's behaviors or motives which were
not recognized by anyone participating.

This may be because they do not apply, or

because there is collective ignorance of the
existence of said trait.

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