UNIT-3

What is Personality?

• Personality is a patterned body of habits, traits, attitudes, and ideas

of an individual’s, as these are organized externally into roles and
statues and as they relate internally to motivation, goals, and various
aspects of selfhood
• The term personality is derived from the Latin word “Persona” which
means to speak through.
• This Latin term was used to denote the mask, the actors used to wear
in ancient Rome and Greece, An individual’s personality is the
combination of traits and patterns that influence their behavior,
thought, motivation, and emotion.
• According to Gordon Allport, “Personality is the dynamic
organization within the individuals of those
psychophysical systems that determine his unique
adjustments to his environments”.
• Personality is something which is unique in each
individual
• Personality refers to internal as well as external qualities,
some of which are quite general. But it is unique to each
individual. It is not possible for a person to reproduce or
imitate the qualities of the personality of another person.
Roles of Personality in Organizational
Behavior
• Personality plays a key role in organizational behavior because of
the way that people think, feel, and behave effects many aspects
of the workplace. People’s personalities influence their behavior in
groups, their attitudes, and the way they make decisions.
• In the workplace, personality affects such things as motivation,
leadership, performance, and conflict. The more that management
understands how personality in organizational behavior works, the
better equipped they are to be effective and accomplish their
goals.
ATTITUDE
• a feeling or opinion about something or someone, or a way of 
behaving that is caused by this
• An attitude refers to our opinions, beliefs, and feelings about aspects
of our environment. ... At work, two particular job attitudes have the
greatest potential to influence how we behave. These are job
satisfaction and organizational commitment. Job satisfaction refers to
the feelings people have toward their job.
•self-awareness
•personal development
•improving communications
•interpersonal relationships
•group dynamics
•team development; and
•inter group relationships
It is one of the few tools out there that has an emphasis on
“soft skills” such as behaviour, empathy, co-operation, inter
group development and interpersonal development. It’s a
great model to use because of its simplicity and also
because it can be applied in a variety of situations and
environments.
Definition:
• The Johari Window is a model that helps us understand our
relationships with ourselves and others as we interact with them. In
the 1950s, the model was put forward by two American psychologists
Joseph Luft and Harry Ingram, to describe the various stages of
awareness that exist while communication occurs.
Example- Figure 1
• Linda got a job in an organization. Her co-workers knew a little about
her and in this context the unknown and hidden areas will be larger
and the open area will be small. As the others don’t know much
about her the blind spot also will be smaller and the model will be as
shown in Figure 1.
Example- (Figure 2)

• Linda spent most of her free time sketching in the office which was
her preferred pastime and her co-workers found her very shy and
elusive. With that evaluation she got the idea how she was and tried
to be more talkative and interacted more with other co-workers. This
helped her to increase her open area and thus making the hidden and
unknown areas smaller. (Figure 2)
TRANSACTIONAL ANALYSIS
• Transactional analysis is a theory of personality and a social
psychology for personal growth and personal change.
• The late Eric Berne, MD, the principal innovator of Transactional
Analysis (TA), began applying it to group psychotherapy in the early
1950s; more recently, it has also been used extensively in
psychotherapy work with families, couples, and individuals. TA is also
being used in organisational development, education, religion, and a
variety of other areas. Newer applications of it continue to be found. 
What is Transactional Analysis?
• Transactional Analysis (TA) consists of a wide-ranging set of theories
and techniques. It is a social psychology and a method of personal
growth and development as well as an approach to improve
communication and relationships.  The underlying philosophy is one
of self-respect, mutual respect and caring.
• Formulated originally in a therapeutic context, it is equally valid for
application in organisations and by individuals who want to take the
initiative in their own development. Certified Transactional Analysts
operate in four specialist fields: Psychotherapy; Organisational;
Educational; and Counselling.
The Philosophy of Transactional Analysis
• TA rests upon certain philosophical assumptions. These are
statements about people, life and the objectives of change. The
philosophical assumptions of TA are:
• people are OK
• everyone has the capacity to think
• generally people are able to decide their own destiny, and any early
childhood decisions can be changed.
• From these assumptions there follow two basic principles of TA practice:
• contractual method
• open communication
Contractual method
• TA practitioners and their clients take joint responsibility for achieving whatever
change the client wants to make.
•  A contract is a statement of the responsibility of each party. The client says what
they want to change and the practitioner confirms that they are willing to work with
the client in this task and what recompense they want from the client in return.
Open communication
• Eric Berne insisted that the client, as well as the practitioner, should have full
information about what was going on in their work together. This follows from the
basic assumptions that people are OK and that everyone can think.
• Clients are encouraged to learn the TA concepts. Although TA’s language is simple,
its theory is profound and closely reasoned.
The OK Corral
The Structural Ego State Model

• The process of analysing personality in terms of ego-states is

called structural analysis.
• This basic structural model is very simple and can be used in an over-
simplified way.  It is described here in order to show one of the
original concepts from which other more in-depth models have been
formulated, such as the second-order structural model of ego-states
and behavioural models.  It is also important as a model to show
intra-psychic processes.
What is Attitude?

An attitude refers to our opinions, beliefs, and feelings about aspects

of our environment. ... At work, two particular job attitudes have the
greatest potential to influence how we behave. These are job
satisfaction and organizational commitment. Job satisfaction refers to
the feelings people have toward their job

• Attitudes are evaluation statements either favourable or unfavourable

or unfavourable concerning objects, people or events. They reflect
how one feels about something.
“Robbins”
What is Attitude?

• Attitude is defined as a more or less stable set of predispositions of

opinion, interest or purpose involving expectancy of a certain kind of
experience and readiness with an appropriate response.

Attitudes are also known as “frames of reference“. They provide the

background against which facts and events are viewed.
List/ types of Attitude and Behavior:

• 1. Positive Attitude:
• 2. Negative Attitude:
• 3. Neutral Attitude:
• 4. Sikken Attitude:
Figure 4.2 Factors Contributing to Job Satisfaction and Organizational Commitment.
transactional analysis

• https://www.businessballs.com/transactional-analysis/a-basic-
introduction-to-transactional-analysis/
• https://tcagley.wordpress.com/2013/08/17/transactional-analysis-
transactions-daily-process-thoughts-august-17-2013/
https://www.slideshare.net/chinnushimna/transactional-
analysis-ppt-ob
https://www.slideshare.net/chinnushimna/transactional-
analysis-ppt-ob