Robbins eob9 inst_ppt_03

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Robbins eob9 inst_ppt_03

  1. 1. Chapter 3 Personality and Values Essentials of Organizational Behavior, 9/e Stephen P. Robbins/Timothy A. Judge
  2. 2. After studying this chapter you should be able to: <ul><li>Explain the factors that determine an individual’s personality. </li></ul><ul><li>Describe the Myers-Briggs Type Indicator personality framework. </li></ul><ul><li>Identify the key traits in the Big Five personality model. </li></ul><ul><li>Explain how the major personality attributes predict behavior at work. </li></ul><ul><li>Contrast terminal and instrumental values. </li></ul><ul><li>List the dominant values in today’s workforce. </li></ul><ul><li>Identify Hofstede’s five value dimensions of national culture. </li></ul>
  3. 3. Personality <ul><li>The sum total of ways in which an individual reacts to and interacts with others </li></ul><ul><li>Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid </li></ul>
  4. 4. Myers-Briggs Type Indicator <ul><li>Most widely used personality-assessment instrument in the world </li></ul><ul><li>Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P) </li></ul><ul><li>Classifications combined into 16 personality types (i.e. INTJ or ESTJ) </li></ul>
  5. 5. The Big-Five Model <ul><li>Extraversion </li></ul><ul><li>Agreeableness </li></ul><ul><li>Conscientiousness </li></ul><ul><li>Emotional Stability </li></ul><ul><li>Openness to Experience </li></ul>
  6. 6. Major Personality Attributes Influencing OB <ul><li>Core self-evaluation </li></ul><ul><ul><li>Self-esteem – a person’s view of themselves </li></ul></ul><ul><ul><li>Locus of control – degree to which you believe you have control of your own fate </li></ul></ul><ul><li>Machiavellianism – degree to which a person is pragmatic, maintains emotional distance and believes that the ends can justify the means </li></ul><ul><li>Narcissism – degree of sense of self-importance and arrogance </li></ul>
  7. 7. Major Personality Attributes Influencing OB <ul><li>Self-monitoring – adjust their behavior to external, situational factors </li></ul><ul><li>Risk taking – willingness to take chances </li></ul><ul><li>Type A Personality – excessive competitiveness and sense of time urgency </li></ul><ul><li>Proactive personality – identify opportunities, show initiative, take action and persevere </li></ul>
  8. 8. Personality and National Culture <ul><li>A country’s culture influences the dominant personality characteristics of its population. </li></ul>
  9. 9. Values <ul><li>Represent basic, enduring convictions that &quot;a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.&quot; </li></ul>
  10. 10. Value Systems <ul><li>Represent a prioritizing of individual values </li></ul><ul><li>Identified by the relative importance an individual assigns to such values as freedom, pleasure, self-respect, honesty, obedience, and equality </li></ul>
  11. 11. Rokeach Value Survey <ul><li>Terminal values - refers to desirable end-states of existence </li></ul><ul><li>Goals that a person would like to achieve during his or her lifetime </li></ul><ul><li>Instrumental values - refers to preferable modes of behavior, or means of achieving the terminal values </li></ul>
  12. 12. Examples of Terminal Values
  13. 13. Examples of Instrumental Values
  14. 14. Contemporary Work Cohorts Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships 2000 to present Nexters Work/life balance, team-oriented, dislike of rules; loyalty to relationships 1985-2000 Xers Success, achievement, ambition, dislike of authority; loyalty to career 1965-1985 Boomers Hard working, conservative, conforming; loyalty to the organization 1950s or early 1960s Veterans Dominant Work Values Entered the Workforce Cohort
  15. 15. Ethical Behavior <ul><li>Managers consistently report that the action of their bosses is the most important factor influencing ethical and unethical behavior in their organizations. </li></ul>
  16. 16. Hofstede’s Framework for Assessing Cultures <ul><li>Power distance </li></ul><ul><li>Individualism vs. collectivism </li></ul><ul><li>Masculinity vs. femininity </li></ul><ul><li>Uncertainty avoidance </li></ul><ul><li>Long-term vs. short-term orientation </li></ul>
  17. 17. Globe Framework for Assessing Cultures <ul><li>Assertiveness </li></ul><ul><li>Future orientation </li></ul><ul><li>Gender differentiation </li></ul><ul><li>Uncertainty avoidance </li></ul><ul><li>Power distance </li></ul><ul><li>Individualism/ collectivism </li></ul><ul><li>In-group collectivism </li></ul><ul><li>Performance orientation </li></ul><ul><li>Humane orientation </li></ul>
  18. 18. Personality-Job Fit Theory
  19. 19. Person-Organization Fit <ul><li>It is more important that employee’s personalities fit with the overall organization’s culture than with the characteristics of any specific job. </li></ul><ul><li>The fit of employee’s values with the culture of their organization predicts job satisfaction, commitment to the organization and low turnover. </li></ul>
  20. 20. Implications for Managers <ul><li>Evaluate the job, the work group and the organization to determine the optimum personality fit </li></ul><ul><li>Find job candidates who not only have the ability, experience and motivation to perform but also possess a value system that is compatible with the organization’s. </li></ul>
  21. 21. Summary <ul><li>Explained the factors that determine an individual’s personality. </li></ul><ul><li>Described the Myers-Briggs Type Indicator personality framework. </li></ul><ul><li>Identified the key traits in the Big Five personality model. </li></ul><ul><li>Explained how the major personality attributes predict behavior at work. </li></ul><ul><li>Contrasted terminal and instrumental values. </li></ul><ul><li>Listed the dominant values in today’s workforce. </li></ul><ul><li>Identified Hofstede’s five value dimensions of national culture. </li></ul>

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