Robbins, Judge, and Vohra

Organizational Behavior
15th Edition

Personality
Personality and
and Values
Values

Kelli J. Schutte
William Jewell College
Copyright © 2014 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 15e 5-1
Chapter
Chapter Learning
Learning Objectives
Objectives
 After studying this chapter, you should be able to:
– 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.

– Define values, demonstrate their importance, and contrast terminal

and instrumental values.

5-2
 Why
Why personality???
personality???

What role knowledge of personality can play in

organizations????

What organizational outcomes could be impacted by

personality????? Effective hiring, effective functioning,
groupwork, leadership roles, culture, human resource decisions,

5-3
Person(ality)
Person(ality) vs
vs situation
situation debate
debate
Nature
Nature vs vs Nurture
Nurture

 Albert Bandura, Walter Mischel

 Personality traits are only consistent if the situation is

consistent and that they vary once the situation
changes.

 Behavioral consistency does not reflect stable

personality traits. Rather, it is the environment that
evokes and shapes the illusion of such traits.

5-4
Person
Person –Situation
–Situation interaction
interaction

culture
Toxic leadership
Context/ opportunity

Ambition Performance

5-5
Person(ality)
Person(ality) vs
vs situation
situation debate
debate
 Situation strength theory (Mischel, 1973, 1976)

5-6
Trait
Trait Activation
Activation Theory
Theory
 TAT predicts that some situations, events, or
interventions “activate” a trait more than others.

 How can this knowledge help managers in the

following decisions;

 Performance evaluation:

 Rewards/compensation/benefits:

5-7
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

5-8
The
The Types
Types and
and Their
Their Uses
Uses
 Each of the sixteen possible combinations has a name,
for instance:
– Visionaries (INTJ): original, stubborn, and driven
– Organizers (ESTJ): realistic, logical, analytical, and
businesslike
– Conceptualizers (ENTP): entrepreneurial, innovative,
individualistic, and resourceful

 Research results on validity mixed

– MBTI® is a good tool for self-awareness and counseling.
– Should not be used as a selection test for job candidates.

5-9
The
TheBig
BigFive
FiveModel
Modelof
ofPersonality
PersonalityDimensions
Dimensions

5-10
Any
Any drawbacks
drawbacks you
you might
might associate
associate with
with big
big
55 on
on the
the workplace?
workplace?

 Conscientiousness
 Agreeableness
 Openness to experiences
 Extroversion

See E X H I B I T 5–1
See E X H I B I T 5–1

5-11
CP-2
CP-2 4marks
4marks (2
(2 each)
each)

 Research seems to suggest that agreeable

individuals do not make good leaders and decision

makers. Why might this be the case?

 Explain by giving two valid points (6-lines max)

5-12
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, emotionally distant power-player who believes that
ends justify the means
– High Machs are manipulative, win more often, and persuade more
than they are persuaded. They flourish when:
• they have direct interaction with others
• they work with minimal rules and regulations
• emotions distract others
 Narcissism
– An arrogant, entitled, self-important person who needs excessive
admiration
– Less effective in their jobs

5-13
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 propensities with job requirements.
– Risk takers make faster decisions with less information.

5-14
Even
Even More
More Relevant
Relevant Personality
Personality Traits
Traits

 Proactive Personality
– Identifies opportunities, shows initiative, takes action, and
perseveres to completion
– Creates positive change in the environment

5-15
Linking
LinkingPersonality
Personalityand
andValues
Valuesto
tothe
theWorkplace
Workplace
Managers are less interested in someone’s ability to do a
specific job than in that person’s flexibility.

Person–Job Fit:
– John Holland’s Personality–Job Fit Theory
• Six personality types
• Vocational Preference Inventory (VPI) (exhibit 5-5)p. 192
– Key Points of the Model:
• There appear to be intrinsic differences in personality between
people
• There are different types of jobs
• People in jobs congruent with their personality should be more
satisfied and have lower turnover

5-16
Still
Still Linking
Linking Personality
Personality to
to the
the Workplace
Workplace
Person–Organization Fit:

To what extent values of employees are congruent

with organizational culture

– 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.

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Quiz-1
Quiz-1
 On Tuesday at the end of the class:

 Mix and match of MCQs and short questions

 Personality and Emotions

 Only the assigned readings will be included:

5-18