topic 2 lecture slides_3slides
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Personality
&Values
Topic 21
Learning ObjectivesOn completing this weeks topic, you should: Define personality, describe how it is measured
and explain the factors that determine individualpersonality
Discuss and apply the Myers-Briggs Type Indicatorpersonality framework
Identify and discuss the key traits in the Big FivePersonality Model
Understand how different personality traits caninfluence the way a person performs at work
Apply theories of personality to organisationalexamples to understand how people react toworkplace situations differently
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Learning Objectives (continued)
On completing this weeks topic, you should:
Understand the definition of values and
explore how individual values are developed Explain how individual values affect the
way we approach work
Compare generational differences in valuesand identify the dominant values in todaysworkforce
Identify and discuss Hofstedes five valuedimensions of national culture
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Textbook:Chapter 4
Essential Reading:
Abbott, G.N., White, F.A. & Charles, M.A. (2005).Linking values and organizational commitment: A
correlational and experimental investigation in two
organizations.Journal of Occupational and
Organizational Psychology, 78, pp. 531-551.
Amos, E.A. & Wheathington, B.L. (2008). An analysis
of the relation between employee-organization value
congruence and employee attitudes. The Journal ofPsychology, 142(6), pp. 615-631.
Reading for this week
Recommended Reading: Erickson, T.J. (2009). Gen Y in the workforce. How I learned
to love millennials (and stop worrying about what they were
doing with their iPhones). Harvard Business Review,
February, pp. 43-49.
Tolbize, A. (2008). Generational differences in the
workplace. Research & Training Centre on Community Living
(August). Minnesota, USA: University of Minnesota
Van Vuuren, M., Veldkamp, B.P., De Jong, M.D.T. & Seydel,
E.R. (2008). Why work? Aligning foci and dimensions ofcommitment along the axes of the competing values
framework. Personnel Review, 37(1), pp. 47-65.
Reading for this week
The individual level of OB
Individual behaviour:
PersonalityValues
Perceptions & Learning Styles
Emotions
Attitudes
Job satisfaction
Organisational commitment
Stress
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PersonalityPersonality is:
The sum total of ways in which an
individual reactsto and interactswithothers(Robbins & Judge, 2012, p. 167)
The relatively enduring pattern of
thoughts, emotions and behaviours thatcharacterisea person... (McShaneet.al, 2010, p. 50)
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Temperament vs. Personality
Temperament=geneticallydetermined traits of a person
Your typical traits
Persona = what you project to theoutside world i.e. how you want
others to see you
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Personality determinants
Hereditary biological, physiological
and psychological characteristicsEnvironment shaped by life
experiences
Situation displays of personality
dependant upon the situation
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Personality dimensions What shapes our personality?
Self concept knowledge, assumptions andfeelings about ourselves
Many identities, both private and public Made up of hereditary, environment and context
Humans have capacity to judge ourselves asinadequate
Self esteem the degree of like/dislike we havefor ourselves Different across sex up until around 40
High SE linked to risk taking, creativity, ability tosucceed and adjustment to change
Low SE linked to stress, depression, people-pleasing
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Locus of control:
Degree to which we feel we are in charge
of our fate
Self-efficacy:
Belief in own ability
Self-monitoring:
Ability to change our behaviour accordingto the context we are in
Personality dimensions What shapes our personality?
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Personality dimensionsOther aspects include:
Narcissism
Extreme sense of importance
Machiavellianism
How to gain and use power
Proactive Personality people who identifyopportunities, show initiative, take action, andpersevere until meaningful change occurs.
*Also take note of the additional reading on Moodle
called The Dark Triad from Daniel Golemans
book Social Intelligence!15
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The Big-FivePersonality Model
Extroversion Agreeableness
EmotionalStability/Neuroticism
ConscientiousnessOpenness toExperience
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The five factors appear in almost all cross-cultural
studies.
Generally, the findings corroborate what has been
found in U.S. research
Of the Big Five traits, conscientiousness is the bestpredictor of job performance.
Most widely used instrument in the world.
Participants are classified on four axes to determine
one of 16 possible personality types, such as ENTJ.
Extroverted(E)
Introverted(I)
Sensing(S)
Intuitive(N)
Thinking(T)
Feeling(F)
Judging(J)
Perceiving(P)
Flexible andSpontaneous
Sociable
andAssertive
Quiet andShy
Unconscious
Processes
Uses Values& Emotions
Practical
andOrderly
Use Reason
and Logic
Want Order
& Structure
Style of
Decision Making
Preference for
Decision Making
Preference for
Gathering Data
Judgmental (J) controlled
Perceptive (P) - flexible
Thinking (T) detachment
Feeling (F) affect on others
Introvert (I)
Extrovert (E)
Intuitive (N) subjective data
Sensing (S) - factual data
Myers-Briggs Type Indicator
Social
Interaction
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Class ExerciseHow do you feel about some or all of
the following issues?
The death penalty
Abortion
Animal testing
Religious war
Gay marriage22
ValuesValues= stable, long-lasting, evaluative
beliefs that guide our preferences, decisionsand actions Define right or wrong, good or bad
Foundation of attitudes, motivations, andperceptions
Tend to be derived from: Mindset
Socialisation and conditioning (domestication)
Family
Religious beliefs
Friends/peers Education
Life experiences
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Types of valuesWithin individuals = personal values
When groups of people hold similar values
= shared valuesWhen shared by people throughout an
organisation = organisational values
When shared by a society = cultural values
Distinguish between:
Espoused values= values we say we use andin many cases think we use
Enacted values= values we actually rely onto guide our decisions and actions
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Discussion PointWhat are some of the differences in values
you can see between your generation and
the generation of your parents?Why do you think these values might be
different?
Examples ofgenerational workplace values
Veterans/Traditional/Silent generation: Born 1922-1943
Entered workforce 1946-1964
Approximate current age = mid-70s to mid-80s mostare retired
Influenced by the Great Depression & World War II
Loyal to employer; dedicated to their work
Respectful of authority
Strong work ethic, driven, detail oriented
Hardworking, conservative, disciplined
Risk-averse Prefer to make decisions based on what
worked in the past
Value a comfortable life & family
Examples ofgenerational workplace values
Baby Boomers:
Born 1943-1965 Entered workforce 1965-1985
Approximate current age = mid-50s to mid-60s Born after World War II
Hippie ethic & distrust of authority
Equates work with self-worth, contribution & personalfulfillment
Hardworking started the workaholic trend
Pragmatists who believe the ends can justify the means
Value achievement & material success
Value a sense of accomplishment & social recognition
Believe in teamwork, collaboration & group decision-making
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Examples ofgenerational workplace values
Generation X/Baby Bust/MTV generation:
Born 1968-1980
Entered workforce 1985-2000
Approximate current age = mid-30s to mid-40s Children of older boomers; grew up in a period of financial, familial &
societal insecurity
Shaped by globalisation; 2-career parents/divorced parents; MTV;HIV/Aids & computers
More independent, autonomous & self-reliant than other generations
Want opportunities to advance
Work for an organisation with good reputation; sceptical of authority
Enjoy team-orientated work
Want work flexibility but not willing to sacrificepersonal time; value work-life balance
Value continuous learning & skills development
Value family & relationships
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Examples ofgenerational workplace values
Generation Y/Millennials/Nexters/Internet/Digitalgeneration:
Born 1981-2002
Entered workforce 2000-present
Approximate current age = early-20s to early-30s
Non-nuclear family; searching for identity
Shaped by computes & dramatic technological advances
Most highly educated generation; goals of becoming rich & famous
Higher levels of job turnover than Gen X
Questioning, electronically networked & entrepreneurial
At ease with diversity
Tend to take technology for granted; multi-taskers
Less likely to respond to command & control type management
High expectations of their employers
Would like immediate responsibility & regular feedback
Value CongruenceWhere 2 or more entities have similar
value systems
Problems with incongruence:
Incompatible decisions
Lower satisfaction, commitment, motivation
Increased stress and turnover
Benefits of (some) incongruence:
Differences can lead to better decisionmaking and problem solving
Prevents corporate cults
Culture reflective of different values
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Hollands Theory of Personality-Job Fit
Type Personality Occupations
Realistic
Investigative
Social
Conventional
Enterprising
Artistic
Shy, Stable, Practical
Analytical, Independent
Sociable, Cooperative
Practical, Efficient
Ambitious, Energetic
Imaginative, Idealistic
Mechanic, Farmer,Assembly-Line Worker
Biologist, Economist,Mathematician
Social Worker,Teacher, Counselor
Accountant, Manager,Bank Teller
Lawyer, Salesperson
Painter, Writer,Musician
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Person-Organization Fit
People high on extraversion fit well with aggressive andteam-oriented cultures.
People high on agreeableness match up better with asupportive organizational climate than one focused onaggressiveness.
People high on openness to experience fit better inorganizations that emphasize innovation rather thanstandardization.
Hofstedes Cultural Framework
Hofstedes framework
Individualism vs.collectivism
Power distance
Uncertaintyavoidance
Quantity vs.Quality of life
Timeorientation
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So can personality make
someone happy at work and
committed to the
organization?
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HomeworkRead about the Big 5 Factor Model
Write a reflection on the value of the Big 5
Factor Model. Consider how it can be used to
inform decisions about recruitment & selectionof employees & the selection of members of a
work team. Highlight which of the 5 personality
traits you think employers value most.
Write a reflection on what you value
most in life
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Homework (Continued)
Complete the Self-Image Inventory to
determine how you think & feel aboutyourself
If you have not been allocated to a
presentation team for the team tutorial
activity ensure that you sign up for a
team this week
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