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Personality Mapping, Conflict management and Team buildingPresentation Transcript
Personality Mapping in Conflict Management and Team Building Dr. D. Dutta Roy, Ph.D. Psychology Research Unit Indian Statistical Institute 203, B.T. Road, Kolkata – 700 108 E-mail: ddroy @ isical .ac.in http://www.isical . ac.in/~ddroy/invt.html Venue : Heritage Institute of Technology, Kolkata 29.11.08
WHAT IS PERSONALITY ?
Myths About Personality - 1 Personality can be assessed by appearance
Myths About Personality - 2 Personality can be assessed by one’s Conscious behavior
Myths About Personality - 3 It is inherited and Environment has no role. Therefore, we can not change our personality.
What is Personality ?
Personality is the dynamic organization within the individual of those Psychophysical systems that determine his unique adjustments to its environment
Allport
Jamsetji Tata
Characteristics of Personality
Dynamic
It varies with changes in Person-Environment fit across situations. It is developed through self monitoring and learning.
Organization
It can not be studied with only one attribute. Therefore, it is multi dimensional.
Psychophysical
It is related to changes in physiological system. There is a body-mind relationship.
Ref: Dutta Roy, D. ( 2004 ). ANALYSIS OF GHQ-12 DATA COLLECTED FROM ANTARCTICA EXPEDITION, UNPUBLISHED PROJECT SUBMITTED TO ISI., KOLKATA
Unique
It varies from individual to individual.
Determine unique adjustment
It directs individual to cope with environment in unique way.
How Personality develops
Taxonomy of Personality (India)
The major approaches are:
Stages of development : Physical, Mental, Psychic, Spiritual ( Shri Aurobindo)
Layers of Personality : Outer, Inner and Inner core (Shri Maa)
Participant observation is a set of research strategies which aim to gain a close and intimate familiarity with a given group of individuals (such as a religious, occupational, or sub-cultural group, or a particular community) and their practices through an intensive involvement with people in their natural environment, often though not always over an extended period of time.
Malinowski in data collection
INTERVIEW MODEL Least control on Respondent More control on Respondent Informal Unstructured Semi-structured Structured
Probability for variable exploration Structured Unstructured High prob. Low prob
Focused group
In focus group, a screened (qualified) group of respondents gathers in the same room . There are usually 6 to 10 members in the group, and the session usually lasts for 1 to 2 hours. A moderator guides the group through a discussion that probes attitudes about a client's proposed products or services. The discussion is loosely structured, and the moderator encourages the free flow of ideas.
Free Association
Lying on a couch (a position imposing a certain state of relaxation), the patient speaks freely of anything that may cross his/her mind, without searching for some specific subject or topic. The flow of his/her thoughts is free, and followed with no voluntary intervention. The important thing is that the critical mind does not intervene to censor spontaneous thoughts. We truly have the drive to censure the products of our thinking, starting from various criteria: moral, ethic, narcissistic, cultural, spiritual. The method of free associations demands us to temporarily give up intellectual censorship and freely speak about any thought.
Freud explored principles of defense mechanisms based on free association techniques.
PROJECTIVE TECHNIQUE
Unstructured stimuli to which individual responds. Stimuli ranged from complete unstructured to semi structured. Complete unstructured stimuli are inkblots suggested by Swiss Psychiatrist Hermann Rorschach (1884-1922). Projective techniques are used for revealing one’s innermost thoughts and feelings (Rapaport, 1942, 1970).
Rorschach noted the followings:
A large percentage of clearly visualized forms;
Many kinaesthetic influences acting in the perceptive process;
A large number of whole answers;
Good conceptive types – W, W-D, or W-D-Dd;
Optimum rigidity of sequence of mode of apperception (orderlys);
Small percentage of animal answers;
Neither too large nor too small percentage of original answers;
DATA MINING http://www.csu.edu.au/special/auugwww96/proceedings/crawford/crawford.html
Data Mining
Complaints of School going Adolescents Cluster 1: Cognitive anxiety; Cluster 2: Social anxiety Burt Table: Counselling data Correspondence map
Cattell’s 16 P.F.
RESERVED
LESS INTELLIGENT
AFFECTED BY FEELINGS
HUMBLE
SOBER
EXPEDIENT
SHY
TOUGH-MINDED
TRUSTING
PRACTICAL
FORTHRIGHT
PLACID
CONSEVATIVE
GROUP DEPENDENT
CAUSAL
RELAXED
OUTGOING
MORE INTELLIGENT
MORE EMOTIONALLY STABLE
ASSERTIVE
HAPPY GO LUCKY
CONSCIENTIOUS
VENTURESOME
TENDERMINDED
SUSPICIOUS
IMAGINATIVE
SHREWD
APPREHENSIVE
EXPERIMENTING
SELF SUFFICIENT
CONTROLLED
TENSE
A B C E F G H I L M N O Q1 Q2 Q3 Q4
PERSONALITY MAP (BASED ON FACTOR ANALYSIS)
Personality Map (Based on Sten score)
How does it help ?
In formulating personnel specification for job analysis and job evaluation
In development of performance appraisal system
In selecting right man for right job
In analysis of Management development needs (leadership/conflict mgt./team building etc.)
In identifying counseling or guidance needs
In managing conflict
In team building
Characteristics of Personality Mapping
Psychometric : It is a study to explain psychological phenomenon (e.g. ability or competency/personality etc.) in terms of measurement principles. It covers measurement principles of test development (Item analysis, assessing reliability, validity, test standardization etc.), and of profile analysis (profile similarity and classification).
Profile : Graphical representation of the correspondence of the set of data.
Profiling : Plotting correspondence of the set of data.
Measurement Principles : Next slide >
Measurement Principles Test Development
Item Analysis
Reliability testing : Time and internal consistency
Associated with private property or individual ownership
Fostering interdependence
Promoting adherence to norms
Associated with hierarchical roles
Associated with shared property
What is Conflict ?
Conflict is the cognitive appraisal of being pulled in two or more directions by opposing motives.
Why do we study Conflict Management ?
Costs of conflict
Loss of decision making efficacy, development of negative affectivity.
Moving towards external control from internal control.
Intra personal, inter personal, inter group and inter departmental distance.
Low productivity, Accident, Labour turnover, Strike and Lockout.
Levels of Conflict Management INDIVIDUAL LEVEL GROUP LEVEL ORGANIZATIONAL LEVEL
CONFLICT MANAGEMENT: INDIVIDUAL LEVEL
Types of Conflict
Double Approach Conflict
Double Avoidance Conflict
Approach – avoidance conflict
Double approach – avoidance conflict
Double Approach Conflict
Least Stressful Conflict
Resolution is not to vacillate the decision for long time.
Analyze positive and negative powers of two forces and make decision.
G + G + I
Double Avoidance Conflict
More Stressful Conflict as two goals are negative. Avoiding one requires approaching other.
Resolution is to Withdraw by focusing other matters.
G - I G -
Approach-Avoidance Conflict
Very Stressful Conflict as there is a single goal for which there is both a tendency to approach and a tendency to avoid.
it draws your attention and again distracts you from your goal.
Resolution is self control.
I
Double Approach and Double Avoidance Conflict
Extreme stressful Conflict as the individual is faced with having to choose between two (or more) goals, each of which has both attracting and repelling aspects
Resolution is Withdrawl or Self control.
How can I show my face to family and to colleagues ? I
When one person seeks to satisfy his or her own interests, regardless of the impact on the other parties to the conflict.
Collaborating
The intention is to solve the problem by clarifying differences rather than by accommodating various points of view.
Avoiding
Where a person recognizes that a conflict exists and want to withdraw from it or suppress it.
Accommodating
Where one party seeks to appease an opponent, that party may be willing to place the opponent’s interests above his or her own.
Compromising
Each party in conflict seeks to give up some thing, sharing occurs, resulting in a compromised outcome. Here no one is loser or winner but solution provides incomplete satisfaction of both parties’ concerns.
CONFLICT MANAGEMENT: ORGANIZATIONAL LEVEL
Unambiguous communication
Realigning work group
Altering rules and regulations
Increasing interdependence
structural changes to disrupt status quo
How is Personality Mapping related to Conflict management and team building ? Personality Mapping data provides insight About the probability of taking into consideration what types of conflict ( definition , Types ) management styles ( different styles ) are likely to be followed by the individual or by the group.
Personality & Team building
Five personality dimensions play critical role on team building.
Dutta Roy,D.(1994) Relative importance of personality factors in discriminating four occupational groups, Indian Journal of Applied Psychology , 31,1,34-38.
Mukerjee,M.and Dutta Roy, D. (1994) A Cross cultural study on similarity of personality profiles of teachers and physicians developed on the basis of 16 PF, Indian Journal of Psychology , 69, 3 & 4, 79-86.
Dutta Roy, D. (1994) Personality structure of teacher s , Indian Educational Review ,25, 34, 89-92.
Dutta Roy, D.(1995) Differences in personality factors of experienced teachers,physicians, bank managers and fine artists , Psychological Studies, 40,1, 51-56.
Dutta Roy, D. (1995) A comment on the similarities in the sixteen PF profiles of Indian and American creative artists , Indian Journal of Psychological Issues, 1,(1 & 2), 11-14.
Dutta Roy, D. (1995) Personality profile similarity of Indian and British physicians , Asian Journal of Psychology and Education, 28, 5-6, 5-8.
Dutta Roy, D. (2002) Personality differences across four metropolitan cities of India, Indian Psychological Review , 58,2,71-78.
THANK YOU Publications: http://www.isical.ac.in/~ddroy/abstract.html
Steven Hawk
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