Part 2 ob copy
•Download as PPTX, PDF•
0 likes•488 views
Personalities play a major role in managing employees.
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Similar to Part 2 ob copy
Similar to Part 2 ob copy (20)
Recently uploaded
Recently uploaded (10)
Part 2 ob copy
- 1. PERSONALITY
- 2. Define personality. Explain how to measure personality Cite factors determining individual’s personality. Explain the Myers-Briggs Type Indicator. Identify the key traits in the big five personality model. Demonstrate how the big five traits can predict behaviors. Identify other personality traits. Define values. Explain the importance of values. Understand classifications of values. Differentiate between generational values. Workplace implications. Global implications. LEARNING OBJECTIVES First 3 hours
- 3. There are no two human alike all over the world, we share humanity, we all have bodies, minds, feelings but everyone is unique in his way of life. Personality can be defined as consistency in a person’s way of being — that is, long-term consistency in their particular ways of 1. Perceiving , thinking, acting. 2. Reacting as a person. 3. Organized patterns of thought and feeling and behavior. WHAT IS PERSONALITY?
- 4. 1. Better hiring decisions. 2. Better understanding and managing of employees. PERSONLAITY MEASUREMENT Why should we measure personalities as human resources professionals? How to measure personality? Observer rating survey Better predictor of success Unique answers Self-report survey Impression management Accuracy
- 7. What is the Myer-Briggs Type indicator (MBTI)? Personality assessment instrument. The most widely used in the world. Consists of 100 question about how people feel or act in different situations. The answers classifies people in 4 categories THE MYER-BRIGGS TYPE INDICATOR E OR I Extraverted Introverted S OR N Sensing Intuitive T OR F Thinking Feeling J OR P Judging Perceiving
- 8. FAMOUS NTS
- 10. THE BIG FIVE PERSONALIY MODEL Extraversion Agreeableness ConscientiousnessEmotional stability Openness to experience
- 11. THE BIG FIVE PERSONALIY MODEL Extraversion Agreeableness Conscientiousness Emotional stability Openness to experience Personality dimensions that captures our comfort level with relationships. Personality dimensions that captures our propensity to defer to others. Personality dimensions that describes our reliability, responsibility and persistence. Personality dimensions describes our ability to withstand stress. Personality dimensions that describes our imagination and sensitivity abilities.
- 12. MORE PERSONALITY TRAITS Other personality traits related to predicting employees’ behavior at work. Core Self-Evaluation Machiavellianism Narcissism Self-mentoring Risk Taking Type A Proactive Personality
- 13. CORE SELF-EVALUATION I like myself I believe in my capabilities. I dislike myself I don’t believe in my capabilities. I am controlling my life My life is controlling me. High core self-evaluation Low core self-evaluation
- 14. MACHIAVELLIANISM Machiavellianism is named after Nicollo machiavelli, who wrote about how to gain and use power in the 16th century. Mach believes that ends can justify means. High Mach people would do anything to achieve their goals. High Mach employees are good in bargaining skills and motivated by rewarding jobs ( commissioned salesman). I will do anything to get money!!!
- 15. NARCISSISM Narcissism people characteristics They think they are better leaders. They want to be center of attention. They want to gain admiration. Selfish They think others exist for their benefits.
- 16. TYPE A & B PERSONALITY A B Move, Walk, Eat Tasks Measurement of success Leisure time Patient Rapidly Slowly More than one Only one task Quantity Quality Not enjoyable Enjoyable Impatient Patient
- 17. OTHER TRAITS Self-Monitoring The individual’s ability to adjust his behavior to external, situational factors. Risk Taking The individual’s willingness to take risks. Managers in large organizations are more risk averse than entrepreneurs. High risk takers can work as a stock trader but not an accountant. Proactive People who identify opportunities, show initiatives, take action, and persevere until meaningful change occurs.
Editor's Notes
- The two twins study
- (E OR I) THEY ARE OUTGOING, SOCIABLE, AND ASSERTIVE / QUIET AND SHY (S OR N) TYPICAL, PRACTICAL, PREFER ROUTINE / DETAILED, LOOK AT BIG PICTURE (TOR F) REASONABLE, LOGIC IN PROBLEMS/ PERSONAL VALUES AND EMOTIONS. (J/P) WANT CONTROL, ORDERED AND STRUCTURES WORLD/ FLEXIBLE. INJTS ARE VISIIONARIES , ORIGINAL MIND, GREAT DRIVE FOR THEIR OWN IDES, DETERMINED, INDEPENDET ESTJ ARE ORGANIZERS REALISTIC, LOGIC, ANALYTICAL, NATURAL HEAD FOR BUSINESS. ENTP CINEPETUALIZER, ENTREPRENEURIAL IDEAS, SOURCEFUL IN SOLVING PROBLEMS NTS INTUITIVE THINKERS.
- NTS ARE 5% OF THE POPULATION.
- MBTI CAN BE VALUABLE TOOL FOR INCREASING SELF-AWAERNESS, AND PROVING CAREER GUIDENCE. BUT SHOULDN’T BE USED AS A SELECTION TOOL
- Extroverts are more absent and engaged in risk behaviors. Extroverts lie more in job interviews. High conscientiousness people have few goals, organized, systematic, careful and responsible. They live longer than low conscientiousness. Focus on performance rather than learning. Low conscientiousness people Have many goals, disorganized, easily distracted and unreliable. They are more creative than high conscientiousness people.
- The big five model can’t describe a wide range of personality traits that might affect employees’ behaviors at work, so we will study some other personality traits related to organizational behavior.
- Core self-evaluation is the degree to which likes or dislikes himself/herself, whether the person see himself as capable and effective, whether the person feels in control of his or her environment or powerless over the environment. People with high core-self evaluation are more satisfied with their jobs, perform better as they set more ambitious goals, more committed to their goals, and persist longer in achieving their goals. But if they are too positive about themselves and incompetent they are making bad decisions as they are overconfident.
- Machiavellianism is the degree to which an individual is pragmatic, maintains emotions distance and believes that ends can justify means. High Machiavellianism manipulates more, win more, persuades more, less persuaded, and show more deviant work behaviors.
- Narcissism is the tendency to be arrogant, have a grandiose sense of self-important, require expressive admiration, and have a sense of entitlement.
- Type A personality is an aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and if necessary, against the opposing efforts of other things or other people. Type A do better than type B in interviews by showing desired traits such as high drive, competence and success motivation.