chapter 4 personality and values
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Chapter 4 Personality and Values. Stephen A. Schwarzman 7 Billion Dollar Man, “King of Wall street” Grand 60th Birthday Celebration Successful, Glamorous!. Mr. Schwarzman wants!. CEO of Blackstone Group A financial advisory firm Mission Inflict pain on rivals Kill off rivals - PowerPoint PPT PresentationTRANSCRIPT
Adeyl Khan, Faculty, BBA, NSU
Chapter 4Personality and Values
Stephen A. Schwarzman7 Billion Dollar Man, “King of Wall street”
Grand 60th Birthday CelebrationSuccessful, Glamorous!
Adeyl Khan, Faculty, BBA, NSU2
Mr. Schwarzman wants!CEO of Blackstone Group
A financial advisory firmMission
Inflict pain on rivals Kill off rivals
Successful, 5’6”Firing employees
Not wearing proper shoes Sound of employee’s nose
Narcissist
Adeyl Khan, Faculty, BBA, NSU
What is Personality?The sum total of ways in which an
individual reacts and interacts with others; measurable traits a person exhibits.
“The dynamic organization within the individual of those psychophysical systems that determine his unique adjustmentto his environment” Gordon Allport
Quiet vs. aggressive people?Personality types vs. job types?
Personality shapes
behavior
Personality TraitsEnduring characteristics that describe an individual’s behavior. E.g. shy, aggressive, submissive, lazy, loyal, timid
Adeyl Khan, Faculty, BBA, NSU
Measuring PersonalitySelf-report surveysObserver-rating surveysProjective measures
Myers-Briggs Type Indicator Big Five Model Rorschach Inkblot Test Thematic Apperception Test
Influence of Psychometric Tests
For hiring …
Adeyl Khan, Faculty, BBA, NSU5
Personality DeterminantsHeredity- Genes
Factors determined at conception- biological, physiological and psychological makeup Molecular structure- genes Identical twins (39/31 yrs, 45 miles)
Smoke, car, dog, vacations Twins on different household Vs. Siblings
Environment Parental environment!
Situations (Experience)
!Change in Rank Ordering
DependabilitySmartness
Adeyl Khan, Faculty, BBA, NSU6
Measuring Personality- TestsTests are good
Hiring decisions Managing decisions (understand, manage) “I worry a lot about the future”
Problems- Accuracy Lie “Fake good”
Impression management Individual Rating Vs. Observer Rating Bad mood during test
Identifying primary traits
Shy, aggressive, submissive,
lazy, ambitious,
loyal, timid, … … …
Adeyl Khan, Faculty, BBA, NSU
The Myers-Briggs Type IndicatorMBTI- A personality test that taps four
characteristics and classifies people into 1 of 16 personality types.
100 Question How people feel
or act in certainsituations
Adeyl Khan, Faculty, BBA, NSU
MBTI- Personality TypesExtroverted vs. Introverted (E or I)
Social Vs. ShySensing vs. Intuitive (S or N)
Detail (routine) Vs. Big Picture (unconscious process)
Thinking vs. Feeling (T or F) Logic Vs. P. Value/emotions
Judging vs. Perceiving (P or J) Control/Order Vs. Flexible/Spontaneous
Indicator
Adeyl Khan, Faculty, BBA, NSU
MBTI IndicatorCan be a valuable tool for self-awareness
and career guidance BUT Should not be used as a selection tool because it has not been related to job performance!INTJ
•Visionaries•Original mind with drive for own ideas and purpose•Skeptical, critical, independent, determined, stubborn
ESTJ•Organizers•Realistic, logical, analytical, decisive
ENTP•Conceptualize•Innovative, Individualistic, Versatile, Entrepreneur•Challenging problem Vs. Routine
NT•Apple•FedEx (Frederick W. Smith)•Honda•Microsoft•Sony (Akio Morita)
What is your type
Adeyl Khan, Faculty, BBA, NSU
IA-C4Do an MBTI test.
Analyze the result and explain your career choice with respect to the test.
Due June 22nd
10
Adeyl Khan, Faculty, BBA, NSU11
Big Five Personality Model …Five basic Dimension
Major Dimensions Encompasses most variations others underlie
Research support
Adeyl Khan, Faculty, BBA, NSU
The Big Five Model-Personality Dimensions
Extroversion
• Comfort level with relationship• Sociable, gregarious, and assertive Vs. reserved, timid, and quiet
Agreeableness
• Cooperative, warm, trusting Vs cold, disagreeable, antagonistic
Conscientiousness/Reliability
• Responsible, dependable, persistent, and organized Vs. opposite!
Emotional Stability• Neuroticism (craziness)• Calm, self-confident, secure under stress (positive), Vs. nervous,
depressed, and insecure under stress (negative).Openness to Experience
• Range of interest with novelty• Curious, imaginative, artistic, and sensitive Vs. routine (familiarity)
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Organizational impactRelationship with Job PerformanceConscientiousness
Higher skill levelEmotional Stability
Job Satisfaction Good decisions on bad mood!
Extrovert Socially Dominant Leaders Impulsive
Dependable
Reliable
Careful
Thorough
Planner
Organized
Hardworking
Persistent
Achievement-oriented
Employee traits
Exhibit4-
2/4.4
Job Performanc
e
Adeyl Khan, Faculty, BBA, NSU
Other Major Personality AttributesIn OrganizationsCore Self-evaluationMachiavellianismNarcissismSelf-monitoringRisk takingType A vs. Type B personalityProactive Personality
Adeyl Khan, Faculty, BBA, NSU
Core Self-Evaluation: ComponentsIndividuals’ degree of liking or disliking
themselves. Find themselves capable and effectiveFeel control over environment
Self EsteemLocus of Control
The degree to whichpeople believe they are masters of their own fate.
Positive Negative
Internals•Individuals- control what happens to them.
Externals•Individuals- controlled by outside forces such as luck or chance.
Job Satisfaction•Challenge in jobs•Attain more complex jobs
Job Performance•Ambitious goals•Commitment•Persistence•Insurance Agents
Too Positive
Adeyl Khan, Faculty, BBA, NSU
Machiavellianism (Mach)Degree to which an individual is pragmatic,
maintains emotional distance, and believes that ends can justify means.
Strive for Power
Machs•Manipulates•Wins•Persuaded less•Persuades more
Conditions Favoring High
Machs•Direct interaction with others•Minimal rules and regulations•Emotions distract for others
Adeyl Khan, Faculty, BBA, NSU17
Adeyl Khan, Faculty, BBA, NSU
NarcissismA Narcissistic Person
Has grandiose sense of self-importance Requires excessive admiration Has a sense of entitlement Tends to be rated as less effective Is arrogant
Mirror
Selfish
Exploitive
Leaders !
Views of othersHow bad is it?
Adeyl Khan, Faculty, BBA, NSU
NarcissismIn adults, a reasonable amount of healthy
narcissism allows the individual's perception of his needs to be balanced in relation to others.
Healthy narcissism is the feeling of greatness. This is used to avoid feelings of inadequacy or insignificance.
Adeyl Khan, Faculty, BBA, NSU
Self-MonitoringAn individual’s ability
to adjust his or her behavior to external, situational factors.
High Self-Monitors• Receive better
performance ratings
• Likely to emerge as leaders
• Show less commitment to their organizations
I am true to myself- I do not remake myself to please others
I monitor behavior of my customer and conform accordingly!
Adeyl Khan, Faculty, BBA, NSU
Risk-TakingHigh Risk-taking Managers
Make quicker decisions Use less information to make decisions Operate in smaller and more entrepreneurial
organizationsLow Risk-taking Managers
Are slower to make decisions Require more information before making decisions Exist in larger organizations with stable
environmentsRisk Propensity
Aligning managers’ risk-taking propensity to job requirements should be beneficial to organizations.
Mr. Trump 1980 ~ Rise1994 ~ -850 M2007 ~ +2.9 B
Are you going to take risk?
Stock Market Vs.GrameenPhone
Adeyl Khan, Faculty, BBA, NSU
Personality Types- A & B
Type A’s ~ Competitive•Always moving, walking, and eating rapidly•Feel impatient with the rate at which most events take place•Strive to think or do two or more things at once•Cannot cope with leisure time•Obsessed with numbers, measuring their success ….
Type B’s ~ Rarely Hurried
•Never suffer from a sense of time urgency/impatience•Feel no need to display/discuss their achievements•Play for fun and relaxation, rather than to exhibit their superiority at any cost•Can relax without guilt
Stress Quantity o work
Behavior Prediction
Adeyl Khan, Faculty, BBA, NSU
Proactive PersonalityIdentifies opportunities,
shows initiative, takes action, and perseveres until meaningful change occurs.
Creates positive change in the environment, regardless or even in spite of constraints or obstacles.
Adeyl Khan, Faculty, BBA, NSU
Chapter Check-Up: PersonalityWhich of the following is not a typical
personality trait considered to be organizationally relevant?
Locus of control
Self-monitoring
Self-enhancing
Self esteem
Machiavellianism
Adeyl Khan, Faculty, BBA, NSU
Example- PersonalityAsifa arrives to class and realizes that she’s
forgotten her homework to turn in. She says “It’s just not my lucky day today.” Asifa has
Asifa has a high external locus of control. Asifa believes that things outside of her control determine what happens.
If Asifa works on a team with you, and you have a very high internal locus of control, what kinds of discussions do you think the two of you might have?
Adeyl Khan, Faculty, BBA, NSU
Example- PersonalityHanifa is known for being a go-getter. She
never leaves a task incomplete, and is involved in a number of activities. Moreover, she’s at the top of her class. She’s so busy that sometimes, she forgets to stop and eat lunch. Hanifa can be easily characterized as someone that has/is a Type ____ Personality.
A
Adeyl Khan, Faculty, BBA, NSU
Example- PersonalityHanifa is also likely to not be very • Happy? • Fun? • Creative? • Stressed?
In general, Type A’s are rarely creative because they generally don’t allocate the necessary time for new solution development; they usually rely on past experiences to solve problems in order to be speedy.
Adeyl Khan, Faculty, BBA, NSU28
Adeyl Khan, Faculty, BBA, NSU
ValuesMode of conduct or end state of existence
is personally or socially preferable vs. not pref.
What is right & good
Value System: A hierarchy based on a ranking of an
individual’s values in terms of their intensity.
Fluid and Flexible Vs. Stable and Enduring
Gray Areas
Types of Values- Rokeach Value Survey (RVS)
Adeyl Khan, Faculty, BBA, NSU
Importance of ValuesProvide understanding of individuals
(cultures ) attitudes, motivation, and behaviors of
Influence our perception of the world around us
Represent interpretations of “right”, “wrong” and preference Some behaviors or outcomes are preferred
over others.
Allocation of pay per Performance Vs. Seniority
Adeyl Khan, Faculty, BBA, NSU
Values in the Rokeach Survey
E
Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime.
Adeyl Khan, Faculty, BBA, NSU
Values in the Rokeach Survey
E
Preferable modes of behavior or means of
achieving one’s terminal values.
Adeyl Khan, Faculty, BBA, NSU
E12/U13
Mean Value Ranking (RVS)Varies across group- People insimilar occupation/categories ….
E14/U14
Negotiation !
Adeyl Khan, Faculty, BBA, NSU
Values, Loyalty, and Ethical Behavior
Ethical Values and Behaviors of
Leaders
Ethical Climate in the Organization
Adeyl Khan, Faculty, BBA, NSU
Generational (Work) ValuesValue changes over generation
Work values- Exhibit 4.10
Nexters ! High Expectation Seek meaning in their work Goal- Rich and famous Questioning, socially conscious,
enterprenueal
Adeyl Khan, Faculty, BBA, NSU
Achieving Person-Job FitPersonality matches Job Personality and values matches
organization Flexibility vs. ability
Personality-Job Fit Theory (Holland) Identifies six personality types
and proposes that the fit betweenpersonality type and occupational environment determines satisfaction and turnover.
Personality Types• Realistic• Investigative• Social• Conventional• Enterprising• Artistic
Adeyl Khan, Faculty, BBA, NSU
Create a personality profile
Holland’s Typology
Adeyl Khan, Faculty, BBA, NSU
Relationship
* Compatibility among categories
* Satisfaction** Realistic person in social job
Adeyl Khan, Faculty, BBA, NSU
Person-organization fitOrganizational Culture Profile (OCP) is
useful for determining person-organization fit Survey that forces choices/rankings of one’s
personal valuesHelpful for identifying most important
values to look for in an organization (in efforts to create a good fit)
Result >> Job Satisfaction, Org. Commitment, Low Turnover
Adeyl Khan, Faculty, BBA, NSU
Values across Cultures: Hofstede’s FrameworkPower DistanceIndividualism vs. CollectivismMasculinity vs. FemininityUncertainty AvoidanceLong-term and Short-term orientation
Big Five
Hofstede’s Framework for accessing culture
Adeyl Khan, Faculty, BBA, NSU
Hofstede’s Framework (cont’d)Power Distance
The extent to which a society accepts that power in institutions and organizations is distributed unequally.
Low distance Relatively equal power between those with
status/wealth and those without status/wealth
High distance Extremely unequal power distribution
between those with status/wealth and those without status/wealth
Adeyl Khan, Faculty, BBA, NSU
Hofstede’s Framework (cont’d) Collectivism
A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
Individualism
The degree to which people prefer to act as individuals rather than a member of groups.
Vs.
Adeyl Khan, Faculty, BBA, NSU
Masculinity
The extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism are also valued.
Femininity
The extent to which there is little differentiation between roles for men and women.
Vs.
Separate Roles
Hofstede’s Framework (cont’d)
Adeyl Khan, Faculty, BBA, NSU
Uncertainty AvoidanceThe extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
• High Uncertainty Avoidance: Society does not like ambiguous situations & tries to avoid them.
• Low Uncertainty Avoidance: Society does not mind ambiguous situations & embraces them.
Hofstede’s Framework (cont’d)
Adeyl Khan, Faculty, BBA, NSU
Long-term Orientation
A national culture attribute that emphasizes the future, thrift, and persistence.
Short-term Orientation
A national culture attribute that emphasizes the present and the here and now.
Vs.
Hofstede’s Framework (cont’d)
Adeyl Khan, Faculty, BBA, NSU46
Exhibit XXXHofstede’s Cultural Values by Nation
Bangladesh
Adeyl Khan, Faculty, BBA, NSU
Chapter Check-Up: ValuesIn Country J most of the top management
team meets employees at the local diner for a dinner on Fridays, and there are no reserved parking spaces. Everyone is on a first name basis with each other. Country J, according to Hofstede’s Framework, is probably low on what dimension? • Collectivism
• Long Term Orientation• Uncertainty Avoidance• Power Distance
How would a College or University in Country J
differ from your College or University? Identify 3
differences and discuss with a neighbor.
Adeyl Khan, Faculty, BBA, NSU
G-C4 Due 24th(GW= Higher quality work)
Case: Rise of a nice CEO? P: 2, 4, 5
Nothing Individual
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