Chapter 5 OB Personality and Values

Copyright © 2017 Pearson Education, Ltd.
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5
Personality
and
Values

Learning Objectives
 Describe personality, the way it is measured, and the factors
that shape it.
 Describe the strengths and weaknesses of the Myers-Briggs
Type Indicator (MBTI) personality framework and the Big Five
model.
 Discuss how the concepts of core self-evaluation (CSE), self-
monitoring, and proactive personality contribute to the
understanding of personality.
 Describe how the situation affects whether personality predicts
behavior.
 Contrast terminal and instrumental values.
 Describe the differences between person-job fit and person-
organization fit.
 Compare Hofstede’s five value dimensions and the GLOBE
framework. Copyright © 2017 Pearson Education, Ltd.
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LO 1 Describe Personality
Defining Personality
 Personality is a dynamic concept describing the
growth and development of a person’s whole
psychological system.
Think of personality as the sum of ways in which an

individual reacts to and interacts with others. We most
often describe personality in terms of the measurable
traits a person exhibits.
 The sum total of ways in which an individual reacts

to and interacts with others.

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LO 1 Personality
Measured
Measuring Personality
 Managers need to know how to measure
personality.
Personality tests are useful in hiring decisions
and help managers forecast who is best for a job.
 The most common means of measuring personality is

through
 self-report surveys.
 in which individuals evaluate themselves on a series of
factors, such as
 “I worry a lot about the future.”
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Problems in self-report survey:
In general, when people know their personality scores are

going to be used for hiring decisions, they rate themselves
as more conscientious and emotionally stable than if they are
taking the test to learn more about themselves.
 Another problem is accuracy; a candidate who is in a bad

mood when taking the survey may have inaccurate scores.

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Observer-ratings surveys
 provide an independent assessment of personality.
Here, a coworker or another observer does the rating.
Though the results of self-reports and observer-ratings
surveys are strongly correlated,
research suggests observer-ratings surveys predict job
success more than self-ratings alone.

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LO 1 Factors that Shape personality
 Personality Determinants
 An early debate centered on whether an individual’s personality is
the result of heredity or environment.
 Personality appears to be a result of both;
 however, research tends to support the importance of heredity
over environment.
 Heredity refers to those factors that were determined at

conception.
 The heredity approach argues that the ultimate explanation
of an individual’s personality is the molecular structure of the
genes, located in the chromosomes.

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LO 1 Personality traits
 Early work on personality tried to identify and label enduring
characteristics that describe an individual’s behavior, including shy,
aggressive, submissive, lazy, ambitious, loyal, and timid.
 When someone exhibits these characteristics in a large number of

situations and they are relatively enduring over time, we call them
personality traits.
 The more consistent the characteristic over time, and the more
frequently it occurs in diverse situations, the more important the
trait is in describing the individual. personality traits.

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Personality Frameworks
Many of our behaviors stem from our personalities,
so understanding the components of personality helps us
predict behavior
Important theoretical frameworks and assessment tools help

us categorize and study the dimensions of personality
The most widely used and best known personality

frameworks are the Myers-Briggs Type Indicator (MBTI) and
the Big Five Personality Model

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LO 2
Strengths and Weakness of
the MBTI and Big Five Model
 It is a 100-question personality test that asks people how they
usually feel or act in situations.
 Is the most widely used personality framework is the Myers-

Briggs Type Indicator (MBTI).
 Individuals are classified as:

 Extroverted or Introverted (E or I)
 Sensing or Intuitive (S or N)
 Thinking or Feeling (T or F)
 Judging or Perceiving (J or P)

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 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.”
 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.

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The MBTI describes personality types by identifying one
trait from each of the four pairs. For example,
Introverted/Intuitive/Thinking/Judging people (INTJs)
are visionaries with original minds and great drive. They
are skeptical, critical, independent, determined, and
often stubborn
 INTJs are visionaries.

 ENFJs are natural teachers and leaders.
 ESTJs are organizers.
 ENTPs type is innovative, individualistic, versatile.

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Weakness of the MBTI
One problem with the MBTI is that the model forces a person
into one type or another; that is, you’re either introverted or
extraverted there is no in between.
Another problem is with the reliability of the measure: When

people retake the assessment, they often receive different
results
An additional problem is in the difficulty of interpretation
Finally, results from the MBTI tend to be unrelated to job

performance
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LO 2
Big Five Model
The Big Five Model
Big Five Model, which proposes that five basic

dimensions
It also underlied all others and encompass most of the

significant variation in human personality.
 Extraversion
 Agreeableness
 Conscientiousness
 Emotional stability
 Openness to experience
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Extraversion. Comfort level with relationships. Extroverts tend
to be sociable. Introverts tend to be reserved, timid, and quiet.
Agreeableness. Individual’s approach to others. High

agreeableness people—cooperative, warm, and trusting.
Low agreeableness people—cold, disagreeable, and
antagonistic.
 Conscientiousness. A measure of reliability.

A high conscientious person is responsible, organized,
dependable, and persistent.
Those who score low on this dimension are easily distracted,
disorganized, and unreliable.
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Emotional stability. A person’s ability to withstand stress.
People with positive emotional stability tend to be calm,
self-confident, and secure.
 Those with high negative scores tend to be nervous,
anxious, depressed, and insecure.
Openness to experience. The range of interests and

fascination with novelty.
 Extremely open people are creative, curious, and artistically
sensitive.
Those at the other end of the openness category are
conventional and find comfort in the familiar

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LO 2 Big Five Model have other
implications for work and for life

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LO 2
The Dark Triad
A group of negative personality traits
 Researchers have found three other socially undesirable traits,
which we all have in varying degrees, are also relevant to
organizational behavior
Machiavellianism: the degree to which an individual is pragmatic,

maintains emotional distance, and believes that ends can justify
means.
Narcissism: the tendency to be arrogant, have a high sense of self-
importance, require excessive admiration, and have a sense of
entitlement.
Psychopathy: the tendency for a lack of concern for others and a

lack of guilt or remorse when their actions cause harm.

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LO 3 CSE, Self-Monitoring, and
Proactive Personality
Other Personality Traits Relevant to OB
 Core Self-Evaluation: bottom line conclusions
individuals have about their capabilities,
competence, and worth as a person.
 Self-Monitoring: measures an individual’s ability
to adjust his or her behavior to external, situational
factors.
 Proactive Personality: people who identify
opportunities, show initiative, take action, and
persevere until meaningful change occurs.

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LO 7 Hofstede’s Five Value
Dimensions and GLOBE
Hofstede’s Framework
 Power distance
 Individualism versus collectivism
 Masculinity versus femininity
 Uncertainty avoidance
 Long-term versus short-term orientation

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Individualism Vs Collectivism
Individualism: the principle of being independent and self-
reliant.
Individuals are expected to take care of only themselves and
their immediate families .
Collectivism: The principle of giving a group priority over

each individual in it.
Individuals can expect their relatives or members of a
particular group to look out for them in exchange of
loyalty.

Collectivism Individualism
We” Identity“ I” Identity“
Classified as a group Classified as individuals by their own particular

Characteristics
Relationships comes first Task comes first
High communication Low communication
Harmony in society is the ultimate goal Self-satisfaction is the ultimate goal
Low divorce rates High divorce rate

Uncertainty avoidance Vs Uncertainty
acceptance.
Uncertainty avoidance : refers to the degree of anxiety that
society members feel when in uncertain or unknown
situations.
Uncertainty acceptance : refers to the degree of

adjusting to uncertain or unknown situation.

Uncertainty acceptance Uncertainty Avoidance
Less stress and anxiety More stress and anxiety
Feeling what is different is a change. Feeling what is different is dangerous
Don’t like rules or need fewer rules Needs rules even if they are not practiced
Adapt innovation in lesser time Adapt innovation slowly and carefully
People can easily change their jobs People prefer to stay at the same job so that they
don’t face uncertainty

Power Distance
Power Distance :refers to the relationship between higher and lower

ranking individuals that depends on how the latter react to the former.
The distance between higher individuals and the ones below them
This refers to the degree of inequality that exists and is accepted

among people with and without power

Masculinity VS Femininity
This refers to the distribution of roles between men and women.
 In masculine societies, the roles of men and women overlap

less, and men are expected to behave assertively.
In feminine societies, however, there is a great deal of overlap

between male and female roles, and people are gentle and more
emotional.

Femininity Masculinity
Gentle , emotional , calm Tough , logical , aggressive
Both girls and boys should not fight Girls should not fight , but boys should fight
Less illiteracy More illiteracy
More aid consumptions on poor Less aid consumptions on poor
Women have more freedom Men have the freedom to do more things
Poverty is blamed on bad luck Poverty is blamed on laziness

Long term vs short term
orientation
 Long-term orientation is focused on the future.
 Short-term orientation is focused on the present or past

and consider them more important than the future.

LO 4
Situation strength theory

Situation strength theory: indicates that the way we
behave depends on the strength of the situation.
 The degree to which norms, cues, or standards
dictate appropriate behavior.
Situation strength in an organization can be analyzed

in terms of:
Clarity
Consistency
Constraints
Consequences
5-31
Clarity, or the degree to which cues about work duties and
responsibilities are available and clear.
Consistency, or the extent to which cues regarding work

duties and responsibilities are compatible with one another.
Constraints, or the extent to which individuals’ freedom to

decide or act is limited by forces outside their control.
Consequences, or the degree to which decisions or actions

have important implications for the organization or its
members, clients, supplies, and so on.

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LO 5
Values
Values: basic convictions about what is right,
good, or desirable.
 Value system: system that communicates
proper vales to the employees
The Importance and Organization of Values
 Values:
Lay the foundation for understanding of
attitudes and motivation.
Influence attitudes and behaviors.
5-33
LO 5 Contrast Terminal and
Instrumental Values
 How can we organize values?
 One researcher—Milton Rokeach—argued that we can separate
them into two categories
 Terminal values are the goals that a person would like to achieve
during his or her lifetime, while instrumental values are modes of
behavior in achieving the terminal values
 Terminal values: desirable end-states of existence.)they are

the highest values in an individual value system)
 Instrumental values: preferred modes of behavior or means
of achieving terminal values.

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Contrast Terminal and
Instrumental Values

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Thank You

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Copyright © 2017 Pearson Education, Ltd.

Copyright © 2017 Pearson Education, Ltd.

Think of personality as the sum of ways in which an

 The sum total of ways in which an individual reacts

Copyright © 2017 Pearson Education, Ltd.

 The most common means of measuring personality is

In general, when people know their personality scores are

 Another problem is accuracy; a candidate who is in a bad

Copyright © 2017 Pearson Education, Ltd.

Copyright © 2017 Pearson Education, Ltd.

 Heredity refers to those factors that were determined at

Copyright © 2017 Pearson Education, Ltd.

 When someone exhibits these characteristics in a large number of

Copyright © 2017 Pearson Education, Ltd.

Important theoretical frameworks and assessment tools help

The most widely used and best known personality

Copyright © 2017 Pearson Education, Ltd.

 Is the most widely used personality framework is the Myers-

 Individuals are classified as:

Copyright © 2017 Pearson Education, Ltd.

Copyright © 2017 Pearson Education, Ltd.

 INTJs are visionaries.

Copyright © 2017 Pearson Education, Ltd.

Another problem is with the reliability of the measure: When

An additional problem is in the difficulty of interpretation

Finally, results from the MBTI tend to be unrelated to job

Big Five Model, which proposes that five basic

It also underlied all others and encompass most of the

Agreeableness. Individual’s approach to others. High

 Conscientiousness. A measure of reliability.

Openness to experience. The range of interests and

Copyright © 2017 Pearson Education, Ltd.

Copyright © 2017 Pearson Education, Ltd.

Machiavellianism: the degree to which an individual is pragmatic,

Psychopathy: the tendency for a lack of concern for others and a

Copyright © 2017 Pearson Education, Ltd.

Copyright © 2017 Pearson Education, Ltd.

Copyright © 2017 Pearson Education, Ltd.

Collectivism: The principle of giving a group priority over

Copyright © 2017 Pearson Education, Ltd.

We” Identity“ I” Identity“

Classified as a group Classified as individuals by their own particular

Relationships comes first Task comes first

High communication Low communication

Harmony in society is the ultimate goal Self-satisfaction is the ultimate goal

Low divorce rates High divorce rate

Copyright © 2017 Pearson Education, Ltd.

Uncertainty acceptance : refers to the degree of

Copyright © 2017 Pearson Education, Ltd.

Less stress and anxiety More stress and anxiety

Feeling what is different is a change. Feeling what is different is dangerous

Adapt innovation in lesser time Adapt innovation slowly and carefully

Copyright © 2017 Pearson Education, Ltd.

Power Distance :refers to the relationship between higher and lower

This refers to the degree of inequality that exists and is accepted

Copyright © 2017 Pearson Education, Ltd.

This refers to the distribution of roles between men and women.

 In masculine societies, the roles of men and women overlap

In feminine societies, however, there is a great deal of overlap

Copyright © 2017 Pearson Education, Ltd.

Gentle , emotional , calm Tough , logical , aggressive

Less illiteracy More illiteracy

More aid consumptions on poor Less aid consumptions on poor

Poverty is blamed on bad luck Poverty is blamed on laziness