ALPHA

UNIVERSITY
COURSE: ORGANIZATIONAL BEHAVIOUR
CHAPTER 8: PERSONALITY

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 Introduction
• Why are some people quiet and passive, while
others are loud and aggressive? Are certain
personality types better adapted than others for
certain jobs?
• Before we can answer these questions, we
need to address a more basic one: What is
personality?

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 PERSONALITY
• The term personality was derived from Latin
word ‘persona’ which means to speak through.
• Personality is defined as the sum of ways
which an individual reacts and interacts with
others.
• In the field of organizational behavior
personality is the aggregate (Total) of person’s
feeling, thinking, behaviors and responses of
different situations.
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 CONTINUE …
• Each person has a unique personality and
personality differentiates us from other people.
• Understanding one’s personality helps us to
have clues (hints) how person will act in
different situations.

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DETERMINANTS OF PERSONALITY
• Different factors can determine the personality of a person
include
1. Biological factors: Man originates from the union of
male and female germ cells into a single cell which is
formed at the moment of conception. He tends to
resemble (look like) his parents in physical appearance
and intelligence.
2. Environmental factors: Man comes to form ideas and
attitudes according to the physical environment he lives
in. Environmental factors include family and social
factors.
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PERSONALITY TRAITS RELEVANT TO
WORK BEHAVIOR
1. SELF ESTEEM: This refers to individual’s self
worthiness.
 People with high self esteem tend to take up more
challenging assignments and are successful.
 People with low self esteem are more likely to suffer
greater depression and stress.
2. LOCUS OF CONTROL: This refers to the extent
which people have control over their life and fate.
 External locus of control believe that what happens to
them is because of outside forces like luck.
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 Internal locus of control believe that what
happens to them. They put more effort and
seek opportunities to advance.

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3 . SELF EFFICACY: This refers to the believe that
person has their own capabilities to perform specific task.
 People with high efficacy have strong confidence and
have conviction (blief) to complete a given task.
 People with low efficacy are more likely to give up and
reduce their motivation.
4. SELF MONITORING: This refers to the extent to
which a person adjust his behavior to external factors.
 Those with high self monitoring will notice the changes
occurring in the environment and can adopt it.
 Those with low self monitoring will not disguise (cover)
their behavior and exhibit same behavior in all situations.

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5. MORAL INTELLIGENCE: This also refers
to the individual’s ability to be aware of feelings
and emotions of other people and extent to
which they can manage and deal with others.
Moral intelligence consist of five abilities
 Knowing one’s emotions
 Managing emotions
 Motivating one’s self
 Recognizing emotions
 Handling emotions

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 THE MYERS-BRIGGS TYPE
INDICATOR
• The Myers-Briggs Type Indicator (MBTI) is the most
widely used personality assessment instrument in the
world.
• It is a 100-question personality test that asks people how
they usually feel or act in situations. Respondents are
classified as
 Extraverted or Introverted (E Or I),
 Sensing or Intuitive (S Or N),
 Thinking or Feeling (T Or F), and
 Judging or Perceiving (J Or P).
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 CONTINUE …

Extraverted (E) versus Introverted (I).

Extraverted individuals are outgoing, sociable,
and assertive. Introverts are quiet and shy.
Sensing (S) versus Intuitive (N). Sensing types
are practical and prefer routine and order, and
they focus on details. Intuitive rely on
unconscious processes and look at the “big
picture.”
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 CONTINUE …

Thinking (T) versus Feeling (F). Thinking

types use reason and logic to handle problems.
Feeling types rely on their personal values and
emotions.
Judging (J) versus Perceiving (P). Judging
types want control and prefer order and
structure. Perceiving types are flexible and
spontaneous (unplanned).
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HOW DO THE BIG FIVE TRAITS PREDICT
BEHAVIOR AT WORK?
conscientiousness at Work: it refers to the extent which
people are responsible and dependable on their work and
life. highly conscientious person is responsible, organised
and persistent.
Emotional Stability at Work(neuroticism): this refers to
the person’s ability to with stand stress. People with
positive emotional stability tend to be calm self-confident
and secure.
Extraversion at Work: Extraverts perform better in jobs
with significant interpersonal interaction , such as
marketing and public relation.
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 Continue …
Openness at Work: Open people are more likely to
be effective leaders and more comfortable with
ambiguity. They cope better with organizational
change and are more adaptable.
Agreeableness at Work: Agreeable individuals are
better liked than disagreeable people; they tend to do
better in interpersonally-oriented jobs such as
customer service. They’re more compliant and rule
abiding, less likely to get into accidents, and more
satisfied in their jobs.
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 TYPE A PERSONALITY

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 TYPE A PERSONALITY

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